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Autocratic Leadership Style and Employee Satisfaction

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  Autocratic Leadership Style and Employee Satisfaction   Arbitrary leadership has been shown to retain as much power and decision-making power as possible for the manager.   (Khan) 2015. Authoritarian leaders are the top leaders in the establishment and that he is at the centre of all that takes place in that hierarchy and that all authority emerges from them and ends with them. Melling and Little (2004). According to Iqbal, and others. (2015), authoritarian leaders are characterized by “I say” philosophy; Arbitrary leaders tell others what to do. Nanwankwo (2001) and Enoch (1999) described leadership style as a way for leaders to make decisions and emphasize production at the expense of any human consideration (quoted in Accor, 2014). Autocratic leaders never allows decision from the subordinates, and the leaders are normally far away from the staff. (Ardichvili) , 2010. It is a leadership that is enforced on an institute and it is occasionally referred to as powerful leaders
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Workplace Diversity

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  Workplace Diversity   Similarities and differences in-between employees, because of age, cultural contextually, physical abilities and disabilities, competitions, religions, gender, and sexual orientations are making work place diversity. There are no similar people. They are different to each other by gender, culture, race, social and psychological features, their view points, and their prejudgements.   Society has been differentiated on these on these features for many more years. Diversity makes the work force dissimilar. In this present situation, employing diversified workforce is an essential for every organisation but to manage such diversified workforce is also a big challenge for supervision. It’s impact on efficiency of an organisation. (Saxena) It is through the mutual and rigorous efforts of people that monetary or material resources are bound to achieve organisational objectives. But these attitudes, energies and abilities have to be refined from time to time to
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High impact of HR

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  High impact of HR What is HR? Human resource management is developing into a more technology-based profession. In many institutes, employees now see the face of HR as an entrance rather than a person. This transformation of HR service delivery is known as “HR,” and executing HR requires a fundamental change in the way HR professionals view their roles.   (Gueuta) HR professionals are playing a role of answering to this interruption, even though it's not easy. In many ways HR is a "no-win" profession: when things go well management takes the glory, and when things go poorly, HR is often liable. Deliberate all that today’s universal HR function is expected to do: train managers, address multiplicity problems, find and hire talented people, train better workforce's, on-board and transition people smoothly, pay people competitively, arrange great benefits and benefits, and build a work environment that is satisfying, pleasant, and inspirational. HR is also estim
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Suitability of Green HRM

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  Suitability of Green HRM What is Green HRM? Green Human Resources Management is, a set of policies, practices and systems that (GHRM) can be defined as the set of policies, practices, and systems that inspire green behaviour of organisations and it employees in order to make environmental friendly, social responsible workplace and overall organisation.   (Torugsa) , 2016. In most of the countries, governments have required green policies, and organisations have drawn on these policies to appliance environmentally friendly workplace practices. The accomplishment of these practices is very much reliant on the employees and the level of their green performance. There is a need to govern whether green behaviour can be positively influenced by other variables. One of the suggested persuading variables is green human resource management (HRM). Another variable with the probable inter mediating effect is personal moral norms (PMN). And also, there is a need to inspect the interplay
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Employee Engagement and the Emotional Connection.

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Employee Engagement and the Emotional Connection. All the companies want an engaged workforce for their organisation.  It means something more than having employees who work for them to overcome in production targets. It means the inner satisfaction of the employee about the company and they are enjoying their work. It is the key to organisation success.  (Buwanaiya)     Companies are determined for viable improvement to bear in the energetic world of Market fluctuations, technological advancements and fluctuating economy. For bearable business success, organisations are trying to adjust to the changes and focusing on rational capital instead of acquisitive capital. Organisations are giving attention to invest on skills, abilities and forward-thinking behaviours to respond external inconstancy. Organisations success in this esteem would straight comparable to Return on Investment. Effective of potential employees and retaining such employees is the major challenge that threat
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Artificial Intelligence And Human Resource

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  Artificial Intelligence And Human Resource Artificial intelligence is ready to attack our daily lives in a variety of ways, including the workplaces of many people. In some places we used the remote to control the lighting system, to lock and unlock the car. In everyday use, artificial intelligence is being used in our workplaces to help us work more efficiently. In many places it is already happening. Just as marketers have discovered the power of chatboats to personalize a ride experience, HR leaders have begun to adjust chatboats to transform employee experiences.9(Maesters) Technology, the new generation of labor, the human intelligence of artificial intelligence, the generation of labor, etc., have become the main factors influencing the transformation and survival of the changing environment of the new generation of labor enterprises. Artificial intelligence has become a key factor in the survival and transformation of entrepreneurs in a changing environment. (Artel), 2018
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Employee turnover due to dis-courteousness of the bosses.

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  Employee turnover due to the dis-courteousness of the bosses. Each and every employee would like to work in a calm, respectable, and appreciable environments. Most of the time, it is found that the reason for employees to turnover their job is the rudeness of their bosses. Using of multilevel path modelling, researchers found that the pressure given to the employees from managers gives opposite results such like job dissatisfaction, depression, and work life unbalance, likewise.   (https://doi.org/10.1177%2F1548051817709007) For those handling with employee destruction and retention issues, there are some reasons into why people quit. In an online poll conducted by Yellojobs.com, a referral recruitment network, 42 per cent of the respondents said they changed jobs due to “bad” superiors. Of the 10,000 job seekers who took part in the survey, 34 per cent said they could not continue in their jobs as their organization could not provide any further forecasts for development and c
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