Refine your search
Collections
Co-Authors
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Srivastava, D. K.
- Non-Surgical Closure of Pepsico Plant: A Case Study
Abstract Views :324 |
PDF Views:0
Authors
Affiliations
1 School of Management & Labour Studies, Tata Institute of Social Sciences, Mumbai, IN
2 Pepsico India Holdings Pvt. Ltd., Mumbai, IN
1 School of Management & Labour Studies, Tata Institute of Social Sciences, Mumbai, IN
2 Pepsico India Holdings Pvt. Ltd., Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 45, No 3 (2010), Pagination: 492-504Abstract
The emerging business scenario is largely driven by market forces. The businesses, due to market compulsions, have resorted to very painful and difficult options like relocation and or closure of plants. The employees have to undergo a number of hardships as a result of closure and or relocation of plants. Can one maintain a balance between business compulsions and employees' interests? The case study of Pepsico's Naroda plant is one example where a balance has been maintained between the two extremes. A number of meaningful initiatives have been taken by management to minimize the hardships of workers given VRS at this plant. The case discusses the process and dynamics of closure of the plant through VRS in about three weeks time.
- Motivation & Attitude of Generation Y in India:An Exploratory Study
Abstract Views :216 |
PDF Views:0
Authors
Affiliations
1 NITIE, Mumbai, IN
1 NITIE, Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 53, No 1 (2017), Pagination: 102-114Abstract
There is evidence in the literature that generation Y is different from the previous generations. This generation is going to be the largest pool of workforce by 2020. The purpose of the study is to understand the Generation Y attitudes and motivation towards their work and life. Data were obtained from 115 postgraduate students through an open-ended questionnaire for capturing the mindset of Generation Y. This study is among the few which explore the attitude, expectations and preferences of Generation Y through qualitative method. A better understanding of the Generation Y' attitude, expectations and preferences will be helpful for the employers to create job offerings and work environments that are more likely to engage and retain Generation Y workforce.References
- Altimier, L. (2006), “Leading a New Generation”, Newborn and Infant Nursing Reviews, 6(1): 7–9.
- Barron, P., Maxwell, G., Broadbridge, A. & Ogden, S. (2007), “Careers in Hospitality Management: Generation Y’s Experiences and Perceptions”, Journal of Hospitality and Tourism Management, 14(2): 119–28.
- Beck, J. C. & Wade, M. (2004), “Got Game: How the Gamer Generation Is Reshaping Business Forever”, Retrieved from http://www.citeulike.org/group/1820/article/1000730
- Cable, D. M. & Edwards, J. R. (2004), “Complementary and Supplementary Fit: a Theoretical and Empirical Integration”, Journal of Applied Psychology, 89(5): 822.
- Cable, D. M. & Judge, T. A. (1997), “Interviewers’ Perceptions of Person–organization Fit and Organizational Selection Decisions”, Journal of Applied Psychology, 82(4): 546.
- Callanan, G. A. & Greenhaus, J. H. (2008), “The Baby Boom Generation and Career Management: A Call to Action”, Advances in Developing Human Resources, 10(1): 70–85.
- Chatman, E. A. (1991), “Life in a Small World: Applicability of Gratification Theory to Information-Seeking Behavior”, Journal of the American Society for Information Science, 42(6): 438.
- Chen, H., Wigand, R. T. & Nilan, M. S. (1999), “Optimal Experience of Web Activities”, Computers in Human Behavior, 15(5): 585–608.
- Clarke, M. (2015). “Dual Careers: the New Norm for Gen Y Professionals?” Career Development International, 20(6): 562–82.
- Connor, H., Shaw, S., Shaw, S. & Fairhurst, D. (2008). “Engaging a New Generation of Graduates” Education+ Training, 50(5): 366–78.
- Cooper-Thomas, H. D., Van Vianen, A., & Anderson, N. (2004). “Changes in Person–organization Fit: The Impact of Socialization tactics on Perceived and Actual P–O fit”. European Journal of Work and Organizational Psychology, 13(1): 52–78.
- Crumpacker, M. & Crumpacker, J. M. (2007), “Succession Planning and Generational Stereotypes: Should HR Consider Age-based Values and Attitudes a Relevant Factor or a Passing Fad?”, Public Personnel Management, 36(4): 349–69.
- Dawis, R. V. & Lofquist, L. H. (1984), A Psychological Theory of Work Adjustment: An Individual Differences Model and Its Application, Minneapolis: University of Minnesota.
- Dulin, L. (2008), “Leadership Preferences of a Generation Y Cohort: A Mixed-methods Investigation”, Journal of Leadership Studies, 2(1): 43–59.
- Eisner, S. P. (2005), “Managing Generation Y”, SAM Advanced Management Journal, 70(4): 4.
- Elo, S. & Kyngäs, H. (2008), “The Qualitative Content Analysis Process”, Journal of Advanced Nursing, 62(1): 107–15.
- Ferri-Reed, J. (2010), “The Keys to Engaging Millennials”, The Journal for Quality and Participation, 33(1): 31.
- Glass, A. (2007), “Understanding Generational Differences for Competitive Success”, Industrial and Commercial Training, 39(2): 98–103.
- Gursoy, D., Maier, T. A. & Chi, C. G. (2008), “Generational Differences: An Examination of Work Values and Generational Gaps in the Hospitality Workforce”, International Journal of Hospitality Management, 27(3): 448–58.
- Hite, L. M. & McDonald, K. S. (2012), Career Counseling for Millennials: Practitioners’ Perspectives. Managing the New Workforce: International Perspectives on the Millennial Generation, Edward Elgar Publishing, UK &US 204.
- Hofstede, G. (1980), “Motivation, Leadership, and Organization: Do American Theories Apply Abroad?” Organizational Dynamics, 9(1): 42–63.
- Holt, S., Marques, J. & Way, D. (2012), “Bracing for the Millennial Workforce: Looking for Ways to Inspire Generation Y”, Journal of Leadership, Accountability and Ethics, 9(6): 81.
- Huntley, R. (2006), The World According to Y: Inside the New Adult Generation, Allen & Unwin.
- Hurst, J. L. & Good, L. K. (2009), “Generation Y and Career Choice: The Impact of Retail Career Perceptions, Expectations and Entitlement Perceptions”, Career Development International, 14(6): 570–93.
- Jennings, A. T. (2000), “Hiring Generation-X”, Journal of Accountancy, 189(2): 55.
- Khera, S. N. & Malik, S. (2017), “Conceptualizing and Measuring Life Priorities of Generation Y: Evidences from Indian Context”, Industrial and Commercial Training, 49(2), Retrieved from http://www.emeraldin sight.com/doi/abs/10.1108/ICT-04-2016-0024
- Kristof, A. L. (1996), “Person-organization Fit: An Integrative Review of Its Conceptualization, Measurement, and Implications”, Personnel Psychology, 49(1): 1–49.
- Kupperschmidt, B. R. (2000), “Multi-generation Employees: Strategies for Effective Management”, The Health Care Manager, 19(1): 65.
- Lyons, S. & Kuron, L. (2014), “Generational Differences in the Workplace: A Review of the Evidence and Directions for Future Research”, Journal of Organizational Behavior, 35(S1): S139–S157.
- Macky, K., Gardner, D., Forsyth, S., Cennamo, L. & Gardner, D. (2008a), “Generational Differences in Work Values, outcomes and Person-organization Values Fit”, Journal of Managerial Psychology, 23(8): 891–906.
- Macky, K., Gardner, D., Forsyth, S., Cennamo, L. & Gardner, D. (2008b), “Generational Differences in Work Values, Outcomes and Person-organization Values Fit”, Journal of Managerial Psychology, 23(8): 891–906.
- Macky, K., Gardner, D., Forsyth, S., Dries, N., Pepermans, R. & De Kerpel, E. (2008), “Exploring Four Generations’ Beliefs about Career: Is “Satisfied” the New “Successful”?” Journal of Managerial Psychology, 23(8): 907–28.
- Mannheim, K. (1952), Historicism, Essays on the Sociology of Knowledge. New York: Harcourt, Brace & World.
- McGuire, D., Todnem By, R. & Hutchings, K. (2007), “Towards a Model of Human Resource Solutions for Achieving Intergenerational Interaction in Organizations”, Journal of European Industrial Training, 31(8): 592–608.
- Meglino, B. M. & Ravlin, E. C. (1998), “Individual Values in Organizations: Concepts, Controversies, and Research”, Journal of Management, 24(3): 351–89.
- Millar, C. C., Vicki Culpin, P., Hernaus, T. & Pološki Vokic, N. (2014), “Work Design for Different Generational Cohorts: Determining Common and Idiosyncratic Job Characteristics”, Journal of Organizational Change Management, 27(4): 615–41.
- Miller, M. B., Hodge, K. H., Brandt, A. & Schneider, E. A. (2013), “The Young and the Restless: Gen Y’ers in the Workplace! Are You Prepared?” FDCC Quarterly, 63(3): 226.
- Mitsakis, F. V. & Talampekos, G. (2014), “Work Life Balance (WLB) and Flexibility in Paid Work (FPW) for “Generation Y”: A Discussion”, Business and Management Horizons, 2(1): 34–46.
- O’Reilly, C. A., Chatman, J. & Caldwell, D. F. (1991), “People and Organizational Culture: A Profile Comparison Approach to Assessing Person-organization Fit”, Academy of Management Journal, 34(3): 487–516.
- Parry, E., Stefan Strohmeier, D., Guillot-Soulez, C. & Soulez, S. (2014), “On the Heterogeneity of Generation Y Job Preferences”, Employee Relations, 36(4): 319–32.
- Rai, S. (2012), “Engaging Young Employees (Gen Y) in a Social Media Dominated World–Review and Retrospection”, Procedia-Social and Behavioral Sciences, 37: 257–66.
- Rentz, K. C. (2015), “Beyond the Generational Stereotypes: a Study of US Generation Y Employees in Context”, Business and Professional Communication Quarterly, 78(2): 136–66.
- Rigoni, B. & Adkins, A. (2015), “As Baby Boomers Retire, It’s Time to Replenish Talent”, Business Journal, Retrived from: http://www.gallup.com/businessjournal/181295/baby-boomers-retire-time-replenish-talent.aspx
- Saks, A. M. & Ashforth, B. E. (1997), “A Longitudinal Investigation of the Relationships between Job Information Sources, Applicant Perceptions of Fit, and Work Outcomes”, Personnel Psychology, 50(2): 395–426.
- Schaie, K. W. (1965), “A General Model for the Study of Developmental Problems”, Psychological Bulletin, 64(2): 92–107.
- Schein, V. E. & Mueller, R. (1992), “Sex Role Stereotyping and Requisite Management Characteristics: A Cross Cultural Look”, Journal of Organizational Behavior, 13(5): 439–47.
- Schneider, B. (1987), “The People Make the Place”, Personnel Psychology, 40(3): 437–53.
- Sharkawi, S., Mohamad, S. J. A. N. S. & Roslin, R. (2016), “Leaders We Prefer: Perspectives From Malaysian Gen Y Employees”, Polish Journal of Management Studies, 14(2): 192–202.
- Singh, P., Bhandarker, A., Rai, S. & Jain, A. K. (2011), “ Relationship between Values and Workplace: An Exploratory Analysis”, Facilities, 29(11/12): 499–520.
- Skiba, D. & Barton, A. (2006), “Adapting Your Teaching to Accommodate the Net Generation of Learners”, Online Journal of Issues in Nursing, 11(2).
- Smith, K. T. (2010), “Work-life Balance Perspectives of Marketing Professionals in Generation Y”, Services Marketing Quarterly, 31(4): 434–47.
- Spiro, C. (2006), “Generation Y in the Workplace”, Defense AT&l, 16: 19. Strauss, W. & Howe, N. (1991), “Generation Z”, Retrieved from http://www.teendisci ples.org/generation-z.docx
- Sturges, J. & Guest, D. (2004), “Working to Live or Living to Work? Work/life Balance Early in the Career”, Human Resource Management Journal, 14(4): 5–20.
- Tams, S. & Arthur, M. B. (2010), “New Directions for Boundaryless Careers: Agency and Interdependence in a Changing World”, Journal of Organizational Behavior, 31(5): 629–46.
- Twenge, J. M. (2010), “A Review of the Empirical Evidence on Generational Differences in Work Attitudes”, Journal of Business and Psychology, 25(2): 201–10.
- Twenge, J. M., Campbell, S. M., Hoffman, B. J. & Lance, C. E. (2010), “Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing”, Journal of Management, 36(5): 1117–42.
- Vicki Culpin, D., Carla Millar, P., Kai Peters, P., Kultalahti, S. & Viitala, R. (2015a), “Generation Y–Challenging Clients for HRM?”, Journal of Managerial Psychology, 30(1): 101–14.
- Westerman, J. W. & Cyr, L. A. (2004), “An Integrative Analysis of Person–organization Fit Theories”, International Journal of Selection and Assessment, 12(3): 252–61.
- Westerman, J. W. & Vanka, S. (2005), “A Crosscultural Empirical Analysis of Person-organization Fit Measures as Predictors of Student Performance in Business Education: Comparing Students in the United States and India”, Academy of Management Learning & Education, 4(4): 409–20.
- Westerman, J. W. & Yamamura, J. H. (2007), “Generational Preferences for Work Environment Fit: Effects on Employee Outcomes”, Career Development International, 12(2): 150–61.
- Wey Smola, K. & Sutton, C. D. (2002), “Generational Differences: Revisiting Generational Work Values for the New Millennium”, Journal of Organizational Behavior, 23(4): 363–82.
- Weyland, A. (2011), “Engagement and Talent Management of Gen Y”, Industrial and Commercial Training, 43(7): 439–45.
- Wong, M., Gardiner, E., Lang, W. & Coulon, L. (2008), “Generational Differences in Personality and Motivation: Do They Exist and What Are the Implications for the Workplace?”, Journal of Managerial Psychology, 23(8): 878–90.
- Yi, X., Ribbens, B., Fu, L. & Cheng, W. (2015), “Variation in Career and Workplace Attitudes by Generation, Gender, and Culture Differences in Career Perceptions in the United States and China”, Employee Relations, 37(1): 66–82.
- Zoghbi-Manrique de Lara, P. (2008), “Should Faith and Hope Be Included in the Employees’ Agenda? Linking PO Fit and Citizenship Behavior”, Journal of Managerial Psychology, 23(1): 73–88.