MN7234ES People and organization principal practices in Global Context

  Managerial responsibility and corporate sustainability have emerged as fundamental paradigms of contemporary business management, oriented toward realizing sustainable value for business operations by integrating business and eco-social values. The initiatives must be propelled by the Human Resources (HR) department since it supports the optimization of organizational practices for sustainability. Through organizational culture management, HR can ensure that the workforce uses its organizational inputs in addressing sustainability issues in their workplace (Stahl, 2020) . What is Corporate Sustainability? Business sustainability means the company’s development and management process to enhance its value as a result of satisfying the multiple interrelated needs of the stakeholders including the employee, customers, shareholders and other interest groups, and the society in particular through the conservations of the natural resources as well as environmental management. It under...

DEIB stands for Diversity, Equity, Inclusion, and Belonging, and such initiatives are effective change solutions that seek to address, diversity, equity, and social inclusion in organizations. Such programs do not only cultivate people’s perception that they matter and are appreciated by their employer; they do also strongly influence employee satisfaction, morale, productivity and organizational performance. Assessing them, therefore, remains crucial for organizations so they can judge the value of their involvement since this will help determine their sustainability (El-Amin, 2022) . What are DEIB Initiatives? DEIB stands for work or company policies aimed at bringing in top-notch Diversity (accessibility, identity, and experience), making sure equity is secured for everyone, Inclusion where everyone feels valued, and belonging which is the concern for everyone’s emotional connection with the workplace. Such measures focus on eliminating prejudice and bias, promoting employee’s under...

Facing constant changes in the corporate environment, managers and employees have found a solution in the structure which presents the middle between home and office – the hybrid work model. There are books enough on the ways that flexible working arrangements may improve employees’ output, contentment, and health, though this is a format that can offer chances for all three rather than a definite solution for one. However, it has long-term impact for which further discussion is required to consider the consequences for human and company (Groeger, 2024). What is the Hybrid Work Model?         Hybrid work model is where some or many employees work remotely and the others work in the office with some moving between the two environments depending on tasks, roles or options. This model fits between the conventional workplace and an increasing preference for work-from-home models after the COVID-19 pandemic. The idea of hybrid work is to try to create a fai...

Introduction In recent years, Occupational stress in organizations with long hours and physically demanding duties has become a key source of concern for employee job unsatisfaction in Sri Lanka's modern retail industry. Employees in modern retail workplaces, such as retail chains and large format stores, frequently spend long hours standing, performing repetitive tasks, and interacting with consumers. This setting can cause severe physical and emotional stress, impacting job satisfaction and overall productivity. Understanding Occupational Stress in the Modern Trade Employees in modern trade—working in retail chains, supermarkets, and other large-format stores—frequently confront specific stressors that have a direct impact on their job satisfaction. Long-term standing, customer interaction, and repeated jobs all lead to physical and psychological strain. Workers in Sri Lanka, where retail is expanding and competition is severe, face challenging work situations which impact th...