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Krishnan, T. N.
- Diversity in Career Systems: The Role of Employee Work Values
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1 Indian Institute of Management, Kozhikode
1 Indian Institute of Management, Kozhikode
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 47, No 4 (2012), Pagination: 685-699Abstract
Different career systems foster dissimilar end states and opportunities. Since, work values are the standards by which employees discern the importance or establish preferences with regard to workplace outcomes it is proposed that employee work values could be a useful frame to understand the variations in the adoption of career system practices across organizations. Although the effects of work values on vocational choice making have been studied before, employee work values have not been linked to the career management systems in organizations. Two sets of higher order constructs of work values, viz. openness to change and self-transcendence are proposed to relate to internal career management systems whereas two others viz. conservatism and self-enhancement are proposed to relate to external career management systems.
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- Technological Change & Employment Relations in India
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Authors
Affiliations
1 Indian Institute of Management, Kozhikode–673 570, IN
1 Indian Institute of Management, Kozhikode–673 570, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 45, No 3 (2010), Pagination: 367-380Abstract
This article provides an overview of the consequences of technology change on employment relationship in India. New technologies opened up employment opportunities in new and emerging sectors. Skills needed have undergone a change from that of manual dexterity and physical strength to those of trouble shooting and process handling. Group based incentivization and company specific bargaining are becoming more common. Unions no longer resist technology change but are concerned with the implications on the number of jobs, their content and earnings. It's also argued that subjective norms need to be considered as a variable influencing the behavioural intentions of workers with respect to acceptance of technology change. Implications for practice and future research directions are also discussed.References
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- Is There A Case for Fiduciary Duties Towards Employees and Other Stakeholders?
Abstract Views :147 |
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Authors
Affiliations
1 OB & HR Area, Chairperson, Research Committee, Indian Institute of Management Kozhikode 673570, IN
1 OB & HR Area, Chairperson, Research Committee, Indian Institute of Management Kozhikode 673570, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 3 (2019), Pagination: 553-557Abstract
From eons, individuals have faced the need to entrust others with valuable information, property, or other assets. This may be in a situation where a house owner entrusts his/her property to a tenant for its upkeep with care and diligence. It may also happen in a situation where a patient reveals highly personal and sensitive information to a doctor for seeking effective medical interventions. While these interactions and transactions serve useful purposes, it is seen that individuals on the dominant side of a relationship (the tenant or the doctor in the above examples), will sometime use the entrusted asset or knowledge to advance their own interests at the expense of the dependent party or will be less diligent and dedicated than the trusting party would have wished for. In Anglo-American law such relationships of trust and dependency are termed ‘fiduciary’.References
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