Building More Effective Organizations: HR Management and by Ronald J. Burke, Cary L. Cooper

By Ronald J. Burke, Cary L. Cooper

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Extra resources for Building More Effective Organizations: HR Management and Performance in Practice

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This fosters commitment and trust and will contribute to the ongoing success of the organization. 10. Train employees and managers in how to deal with the restructuring changes. 11. Consider the organization’s HRM practices and policies in light of the changes being undertaken. The 4+2 organization Joyce (2005) and Joyce, Norhia and Robertson (2003) report the results of a long-term study of what really works in achieving and sustaining high levels of financial performance by organizations. He and his research team collected and analyzed ten years of data from 200 firms in 50 sub-industry groupings.

There is increasing evidence that people and organizational culture represent the only unique competitive advantage (Pfeffer, 1994; 1998; Ulrich and Brockbank, 2005; Ulrich and Smallwood, 2003). The “war for talent” Talented people are critical to the success of a company, therefore the importance of strengthening the firm’s talent pool is now heightened. How to attract, develop, excite and retain highly talented managers. Why does a war for talent exist today? Michaels, Handfield-Jones and Axelrod (2001) suggest the following.

P. (1996) Leading change. Boston: Harvard Business School Press. Kotter, J. P. and Cohen, D. S. (2002) The heart of change: Real-life stories of how people change their organizations. Boston: Harvard Business School Press. Lawler, E. E. (2003) Treat people right. San Francisco: Jossey-Bass. Lawler, E. E. and Worley, C. G. (2006) Built to change: How to achieve sustained organizational effectiveness. San Francisco: Jossey-Bass. Lawler, E. E. (1996) From the ground up: Six principles for creating new logic organizations.

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