加拿大论文怎么写

加拿大论文怎么写：在不同的员工之间取得平衡，塑造高绩效的企业文化

为了保持平衡在多样化的劳动力的需求,组织必须清晰地定义成功。成功对于很多机构和组织可能通过两代人的知识共享和代内和代际协作。无论组织定义的可衡量的标准是必要的成功的意义,这样的员工,而不是朝着陈词滥调应该努力切实的目标。

此外,它也很重要,为了有效地管理各种竞争和多样化的利益,必须完善其组织人才解决方案。尽管每个组织的独特的以自己的方式,一些主要原则在更广泛的框架通常是真实的。这些原则,而不是集中在令人窒息的,专注于各种需求的劳动力作为一种手段来获得效率、实现任务的小马驹和更快地完成项目和任务。

有可能在一个组织由于预算的挑战可能会有招聘冻结的情况下,建立一个心态的用更少的钱做更多的事,这是形式的人员和资源明智(伊甸园,1984)。工人可能会气馁因为薪酬和招聘冻结,然而像投资人员和职业发展计划可以让工人们留下来。缺乏职业发展一个组织被视为原因大多数年轻员工离开组织。其他因素导致相同的是更好的工作机会和工资冻结继续组织的控制,因此必须对职业发展工作。

加拿大论文怎么写：在不同的员工之间取得平衡，塑造高绩效的企业文化

In order to maintain equilibrium amongst the needs of the diverse workforce and that of the organization, it is essential to clearly define success. Success for many agencies and organization might be measured by cross-generational knowledge sharing or intra-generational and intergenerational collaborations. Irrespective of the measurable standards it is essential that the organizations define the meaning of success so that the employees instead of working towards the platitudes should work towards tangible goals.

Moreover, it is also essential that in order to effectively manage various competing and diverse interests, the organization must refine its talent solutions. Even though each of the organization is unique in its own way, a few chief principles usually are true across the broader framework. These principles, instead of focusing in stifling,focus on the diverse needs of the workforce as a means to gain efficiency, achieve mission foals and completing projects and tasks more quickly.

There is a possibility that within an organization due to challenges in budget there could be a situation of hiring freezes, creation of a mentality of doing more with less, which is both in the form of personnel and resource wise(Eden, 1984). The workers might be discouraged because of the pay and hiring freezes, however initiatives like investment in personnel and career development could convince the workers to stay. Lack of career development in an organization is regarded as a reason why most of younger workforce leaves the organization. Other factors which contribute to the same are better job offer and continued pay freeze which are out of the control of the organization, thus they must work towards the career development.