INTRODUCTION  Theories of career are many and assist in the excavation of crucial underlining traits, factors and needs that are fulfilled by career both for the individual, policymakers, educators and society in general.  TYPES OF CAREER Career opportunities exist in the formal and informal segments of the labour market. Opportunity is determined by several […]
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 INTRODUCTION In agrarian societies hard work by individuals was the key to success. But in industrial societies individuals gain success through efforts within the structure of companies. Today, most people spend the great part of their life in pursuit of a career in industries and organisations. Much of that period of their lives is spent
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INTRODUCTION Conflict is endemic in organisational life because of the complications of diversity, culture, ideology, individual and group differences and the diversity of interests and goals of members of the organisation. One of the main duties of managers is to find the means of navigating the narrow bridge of organisational politics of differences and the
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 INTRODUCTION People and machines make up the systems that operate in large and small organisations. The goal or ergonomics is efficient and effective man-machine systems that are based on understanding of human factors as important input in machine and equipment designs. To do this, human capacities and limitations are viewed and built appropriately into the
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INTRODUCTION Since work is important component of life and living, people tend to develop different attitudes towards different work aspects. Most mornings we leave our homes set off to work in formal organisations such as banks, schools hospitals, retail shops and informal settings like market places, farms and barbing salons. In the workplace people engage
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Since organisations are run by people, the performance of organisations, therefore, is dependent on the sum total of the performance of individual members. According to Peter Drucker, ‘an organisation is like a tune; it is not constituted by individual sounds but by their syntheses. The success of organisations, therefore, depends on the ability to measure
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 INTRODUCTION Learning is a key and most used tool for individual growth and organisational development. Learning strategies are encapsulated in all training efforts of organisations. Training is a bonafide activity of the human resource department conducted by industrial/organisational or personnel psychologists with the aim of improving employees’ competencies for improved productivity and organisational development.  MEANING
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INTRODUCTION Industrial Psychology as a sub-field of Psychology dated to the work of some notable writers such as Hugo Munsterberg, Fredrick Taylor, Eton Mayo, Abraham Maslow and so many others whose works are focused on the issues of man at work, functioning either as individuals or in groups. Our lives as individuals revolve around industries
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INTRODUCTION The staffing function is one of the main activities of Personnel Psychologists in particular and I/O Psychologists and other trained human resource management experts. The gateway to the organisation is via the staffing activities of the human resource department. It is an important job role that incorporates three distinctive activities. MEANING OF RECRUITMENT, SELECTION
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  INTRODUCTION According to Pattanayak (2012), change is inevitable for every organisation to be healthy and productive while organisational development as a generic term embraces a wide range of intervention strategiesin both structural and social processes of an organisation. Organisational development programmes are packaged to drive organisational change agenda. The changes, however, are aimed at
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