Categories
Human Resources Management (HRM)

Topic: Critically explore the antecedents of work-life conflict experienced by O

Topic: Critically explore the antecedents of work-life conflict experienced by Oliver and Amira in the case study, drawing upon Humbert & Lewis (2008), McMillan, Morris & Atchley (2011), as well as theories and frameworks introduced in the lecture.
*What is work life conflict and facilitation
*What are the antecedents of work life conflict and facilitation
*The three main types of conflict are time-based, strain-based and behavioural-based.  
*To conclude, consider that there are various antecedents to work-life conflict but not everything that relates to work-life is a conflict as under optimum conditions can be mutually enriching
Critically explore using:
1.Humbert and Lewis (2008) ‘“I Have No Life Other Than Work” – Long Working Hours, Blurred Boundaries and Family Life: The Case of Irish Entrepreneurs’.
2. McMillan, Morris, and Atchley (2011) ‘Constructs of the Work/Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony’.
References you have to use from:
1. Humbert, A. L., and Lewis, S. (2008) “I have no life other than work” – Long working hours, blurred boundaries and family life: The case of Irish entrepreneurs. In R. J. Burke & C. L. Cooper (Eds.), The long work hours culture: Causes, consequences, and choices (pp. 159-181). Bingley: Emerald.
2. McMillan, H. S., Morris, M. L. and Atchley, E. K. (2011) ‘Constructs of the Work/Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony’. Human Resource Development Review, 10(1), pp. 6–25.
Minimum word count per answer: 400
Maximum word count per answer: 500
After each answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of each answer.

Categories
Human Resources Management (HRM)

Topic:Provide a critical review and academically underpinned rationale of the st

Topic:Provide a critical review and academically underpinned rationale of the steps you would advise the case study company to take in making the redundancies to minimise negative perceptions of Organisational Justice. Drawing upon Cropanzano, Bowen & Gilliland (2007), discuss the relative importance of Distributive Justice, Procedural Justice, and Interactional Justice in the management of perceptions of justice in organisations.
*What is organisational justice
*What are the three elements i.e. Distributive justice, Procedural justice and Interactional justice
*What are the impaction on the management of perceptions of justice in organisations and the outcomes of each,
*How do the elements interact with each other and their relative importance regarding specific outcomes.
*Finally overall are perceptions of organisational justice important and is it always desirable?
Arguments should be academically underpinned using:
Coyle-Shapiro and Dhensa (2013) ‘Justice in the Twenty-First-Century Organization’.
Cropanzano, Bowen, and Gilliland (2007) ‘The Management of Organizational Justice’
References need to be use from this:
1. Coyle-Shapiro, J. A. and Dhensa-Kahlon, R. (2011) Justice in the 21st century organization. In K. Townsend & A. Wilkinson (Eds.), Research handbook on the future of work and employment relations (pp. 385-404). Cheltenham, UK: Edward Elgar.
2. Cropanzano, R., Bowen, D. E. and Gilliland, S. W. (2007) ‘The Management of Organizational Justice’. Academy of Management Perspectives, November 2007, pp. 34-48.
Minimum word count per answer: 400
Maximum word count per answer: 500
After answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of the answer.

Categories
Human Resources Management (HRM)

Topic: Reflecting on the case study discussed in class, critically explore why t

Topic: Reflecting on the case study discussed in class, critically explore why the psychological contract is central to the employer-employee relationship. Critically analyse the breaches of the psychological contract presented in the case and discuss the negative impact on both employee and organisational performance.
*What is the psychological contract?
*Why is it seen to be central to the employer employee relationship
*What is a breach and violation and why do they have a negative impact employee and organisational performance,
*How does the strength of the relationship mediate between breach and violation
*How to minimise breaches, enhance the contact
Use the following reading from week 1, to academically underpin you critical evaluation in your answer to the question:
– Coyle-Shapiro, Costa, Doden, and Chang (2019) ‘Psychological Contracts: Past, Present, and Future’.
– Parzefall and Coyle‐Shapiro (2011) ‘Making Sense of Psychological Contract Breach’.
– Rousseau (2004) ‘Psychological Contracts in the Workplace: Understanding the Ties That Motivate’.
References need to be based on:
1.Coyle-Shapiro, J. A., Costa, S. P., Doden, W. and Chang, C. (2019) ‘Psychological Contracts: Past, Present, and Future’. Annual Review of Organizational Psychology, 6, pp. 145–69.
2. Parzefall, M. R. and Coyle-Shapiro, J. A. (2011) ‘Making Sense of Psychological Contract Breach’. Journal of Managerial Psychology, 26(1), pp. 12-27.
3. Rousseau, D. M. (2004) ‘Psychological Contracts in the Workplace: Understanding the Ties That Motivate’. Academy of Management Executive, 18(1), pp. 120-127.
!!I uploaded the case study!!
Minimum word count per answer: 400
Maximum word count per answer: 500
After each answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of each answer.

Categories
Human Resources Management (HRM)

Topic:“Emotions are now often seen as central to certain organisational roles.”

Topic:“Emotions are now often seen as central to certain organisational roles.” Critically assess this statement, with reference to emotional labour by Hochschild (1983), as well as drawing upon Brook (2009), Williams (2003), and Nguyen, Besson & Stinglhamber,(2022).
*What are emotions
*What is the role of emotions the work place
*Compare and contrast traditional and contemporary views.
*What is emotional labour and what are organisations expectations regarding emotional displays
*What is the relationship between emotional labour and job satisfaction/burnout.
*Conclude are emotions problematic or …….
Critically asses the above statement using:
1.Williams (2003) ‘Sky Service: The Demands of Emotional Labour in the Airline Industry’.
2.Brook, P. (2009) ‘The Alienated Heart: Hochschild’s ‘emotional labour’ thesis and the anticapitalist politics of alienation’, Capital & Class, 33(2), pp. 7-31.
3.Nguyen, N., Besson, T. and Stinglhamber, F. (2022) ‘Emotional Labor: The Role of Organizational Dehumanization’, Journal of Occupational Health Psychology, 27(2), pp. 179-194.
Reading list that references have be based on:
1.Ashkanasy, N. M. and Daus, C. S. (2002) ‘Emotion in the workplace: The new challenge for managers’. The Academy of Management Executive, 16(1), pp. 76-86.
2.Brook, P. (2009) ‘The Alienated Heart: Hochschild’s ‘emotional labour’ thesis and the anticapitalist politics of alienation’, Capital & Class, 33(2), pp. 7-31.
3. Diefendorff, J. M., Croyle, M. H. and Gosserand, R. H. (2005) ‘The dimensionality and antecedents of emotional labour strategies’. Journal of Vocational Behaviour, 66(2), pp. 339-357.
4.Gibson, D. E. and Callister, R. R. (2010) ‘Anger in organizations: Review and integration’. Journal of Management, 36(1), pp. 66-93.
5.Hochschild, A.R. (1983) The Managed Heart: Commercialisation of Human Feeling. Berkeley: University of California Press.
6.Hϋlsheger, U. R. and Schewe, A. F. (2011) ‘On the costs and benefits of emotional labor: A metaanalysis of three decades of research’. Journal of Occupational Health Psychology, 16(3), pp. 361-389.
7.Judge, T. A., Woolf, E. F. and Hurst, C. (2009) ‘Is emotional labour more difficult for some than for others? A multilevel, experience-sampling study’. Personnel Psychology, 62(1), pp. 57-88.
8.Nguyen, N., Besson, T. and Stinglhamber, F. (2022) ‘Emotional Labor: The Role of Organizational Dehumanization’, Journal of Occupational Health Psychology, 27(2), pp. 179-194.
9. Seo, M-G. and Barrett, L. F. (2007) ‘Being emotional during decision making – good or bad? An empirical investigation’. Academy of Management Journal, 50(4), pp. 923-940.
10. Shockley, K. M., Ispas, D., Rossi, M. E. and Levine, E. L. (2012) ‘A meta-analytic investigation of the relationship between state affect, discrete emotions, and job performance’. Human Performance, 25(5), pp. 377-411.
11.Sy, T., Côté, S. and Saavedra, R. (2005) ‘The contagious leader: Impact of the leader’s mood on the mood of group members, group affective tone, and group processes’. Journal of Applied Psychology, 90(2), pp. 295-305.
12.Williams, C. (2003) ‘Sky service: The demands of emotional labour in the airline industry’. Gender, Work & Organization, 10(5), pp. 513-550.
Minimum word count per answer: 400
Maximum word count per answer: 500
After each answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of each answer.

Categories
Human Resources Management (HRM)

Topic:“Emotions are now often seen as central to certain organisational roles.”

Topic:“Emotions are now often seen as central to certain organisational roles.” Critically assess this statement, with reference to emotional labour by Hochschild (1983), as well as drawing upon Brook (2009), Williams (2003), and Nguyen, Besson & Stinglhamber,(2022). *What are emotions
*What is the role of emotions the work place *Compare and contrast traditional and contemporary views.
*What is emotional labour and what are organisations expectations regarding emotional displays
*What is the relationship between emotional labour and job satisfaction/burnout.
*Conclude are emotions problematic or …….
Critically asses the above statement using:
1.Williams (2003) ‘Sky Service: The Demands of Emotional Labour in the Airline Industry’.
2.Brook, P. (2009) ‘The Alienated Heart: Hochschild’s ‘emotional labour’ thesis and the anticapitalist politics of alienation’, Capital & Class, 33(2), pp. 7-31.
3.Nguyen, N., Besson, T. and Stinglhamber, F. (2022) ‘Emotional Labor: The Role of Organizational Dehumanization’, Journal of Occupational Health Psychology, 27(2), pp. 179-194.
Reading list that references have be based on:
1.Ashkanasy, N. M. and Daus, C. S. (2002) ‘Emotion in the workplace: The new challenge for managers’. The Academy of Management Executive, 16(1), pp. 76-86.
2.Brook, P. (2009) ‘The Alienated Heart: Hochschild’s ‘emotional labour’ thesis and the anticapitalist politics of alienation’, Capital & Class, 33(2), pp. 7-31.
3. Diefendorff, J. M., Croyle, M. H. and Gosserand, R. H. (2005) ‘The dimensionality and antecedents of emotional labour strategies’. Journal of Vocational Behaviour, 66(2), pp. 339-357.
4.Gibson, D. E. and Callister, R. R. (2010) ‘Anger in organizations: Review and integration’. Journal of Management, 36(1), pp. 66-93.
5.Hochschild, A.R. (1983) The Managed Heart: Commercialisation of Human Feeling. Berkeley: University of California Press.
6.Hϋlsheger, U. R. and Schewe, A. F. (2011) ‘On the costs and benefits of emotional labor: A metaanalysis of three decades of research’. Journal of Occupational Health Psychology, 16(3), pp. 361-389.
7.Judge, T. A., Woolf, E. F. and Hurst, C. (2009) ‘Is emotional labour more difficult for some than for others? A multilevel, experience-sampling study’. Personnel Psychology, 62(1), pp. 57-88.
8.Nguyen, N., Besson, T. and Stinglhamber, F. (2022) ‘Emotional Labor: The Role of Organizational Dehumanization’, Journal of Occupational Health Psychology, 27(2), pp. 179-194.
9. Seo, M-G. and Barrett, L. F. (2007) ‘Being emotional during decision making – good or bad? An empirical investigation’. Academy of Management Journal, 50(4), pp. 923-940.
10. Shockley, K. M., Ispas, D., Rossi, M. E. and Levine, E. L. (2012) ‘A meta-analytic investigation of the relationship between state affect, discrete emotions, and job performance’. Human Performance, 25(5), pp. 377-411.
11.Sy, T., Côté, S. and Saavedra, R. (2005) ‘The contagious leader: Impact of the leader’s mood on the mood of group members, group affective tone, and group processes’. Journal of Applied Psychology, 90(2), pp. 295-305.
12.Williams, C. (2003) ‘Sky service: The demands of emotional labour in the airline industry’. Gender, Work & Organization, 10(5), pp. 513-550.
Minimum word count per answer: 400
Maximum word count per answer: 500
After each answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of each answer.

Categories
Human Resources Management (HRM)

Topic:Provide a critical review and academically underpinned rationale of the st

Topic:Provide a critical review and academically underpinned rationale of the steps you would advise the case study company to take in making the redundancies to minimise negative perceptions of Organisational Justice. Drawing upon Cropanzano, Bowen & Gilliland (2007), discuss the relative importance of Distributive Justice, Procedural Justice, and Interactional Justice in the management of perceptions of justice in organisations.
*What is organisational justice
*What are the three elements i.e. Distributive justice, Procedural justice and Interactional justice *What are the impaction on the management of perceptions of justice in organisations and the outcomes of each,
*How do the elements interact with each other and their relative importance regarding specific outcomes.
*Finally overall are perceptions of organisational justice important and is it always desirable?
Arguments should be academically underpinned using:
Coyle-Shapiro and Dhensa (2013) ‘Justice in the Twenty-First-Century Organization’.
Cropanzano, Bowen, and Gilliland (2007) ‘The Management of Organizational Justice’
References need to be use from this:
1. Coyle-Shapiro, J. A. and Dhensa-Kahlon, R. (2011) Justice in the 21st century organization. In K. Townsend & A. Wilkinson (Eds.), Research handbook on the future of work and employment relations (pp. 385-404). Cheltenham, UK: Edward Elgar.
2. Cropanzano, R., Bowen, D. E. and Gilliland, S. W. (2007) ‘The Management of Organizational Justice’. Academy of Management Perspectives, November 2007, pp. 34-48. Minimum word count per answer: 400
Maximum word count per answer: 500
After answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of the answer.

Categories
Human Resources Management (HRM)

Topic: Critically explore the antecedents of work-life conflict experienced by O

Topic: Critically explore the antecedents of work-life conflict experienced by Oliver and Amira in the case study, drawing upon Humbert & Lewis (2008), McMillan, Morris & Atchley (2011), as well as theories and frameworks introduced in the lecture.
*What is work life conflict and facilitation
*What are the antecedents of work life conflict and facilitation
*The three main types of conflict are time-based, strain-based and behavioural-based.  
*To conclude, consider that there are various antecedents to work-life conflict but not everything that relates to work-life is a conflict as under optimum conditions can be mutually enriching
Critically explore using:
1.Humbert and Lewis (2008) ‘“I Have No Life Other Than Work” – Long Working Hours, Blurred Boundaries and Family Life: The Case of Irish Entrepreneurs’.
2. McMillan, Morris, and Atchley (2011) ‘Constructs of the Work/Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony’.
References you have to use from:
1. Humbert, A. L., and Lewis, S. (2008) “I have no life other than work” – Long working hours, blurred boundaries and family life: The case of Irish entrepreneurs. In R. J. Burke & C. L. Cooper (Eds.), The long work hours culture: Causes, consequences, and choices (pp. 159-181). Bingley: Emerald.
2. McMillan, H. S., Morris, M. L. and Atchley, E. K. (2011) ‘Constructs of the Work/Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony’. Human Resource Development Review, 10(1), pp. 6–25.
Minimum word count per answer: 400
Maximum word count per answer: 500
After each answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of each answer.

Categories
Human Resources Management (HRM)

Topic: Reflecting on the case study discussed in class, critically explore why t

Topic: Reflecting on the case study discussed in class, critically explore why the psychological contract is central to the employer-employee relationship. Critically analyse the breaches of the psychological contract presented in the case and discuss the negative impact on both employee and organisational performance.
*What is the psychological contract?
*Why is it seen to be central to the employer employee relationship
*What is a breach and violation and why do they have a negative impact employee and organisational performance,
*How does the strength of the relationship mediate between breach and violation
*How to minimise breaches, enhance the contact
Use the following reading from week 1, to academically underpin you critical evaluation in your answer to the question:
– Coyle-Shapiro, Costa, Doden, and Chang (2019) ‘Psychological Contracts: Past, Present, and Future’.
– Parzefall and Coyle‐Shapiro (2011) ‘Making Sense of Psychological Contract Breach’.
– Rousseau (2004) ‘Psychological Contracts in the Workplace: Understanding the Ties That Motivate’.
References need to be based on:
1.Coyle-Shapiro, J. A., Costa, S. P., Doden, W. and Chang, C. (2019) ‘Psychological Contracts: Past, Present, and Future’. Annual Review of Organizational Psychology, 6, pp. 145–69.
2. Parzefall, M. R. and Coyle-Shapiro, J. A. (2011) ‘Making Sense of Psychological Contract Breach’. Journal of Managerial Psychology, 26(1), pp. 12-27.
3. Rousseau, D. M. (2004) ‘Psychological Contracts in the Workplace: Understanding the Ties That Motivate’. Academy of Management Executive, 18(1), pp. 120-127.
!!I uploaded the case study!!
Minimum word count per answer: 400
Maximum word count per answer: 500
After each answer, please indicate the word count. Penalties will be awarded for answers that are below or above the word limits stated above.
The word count does not include references, which should be provided in a separate section at the end of each answer.

Categories
Human Resources Management (HRM)

Outline the management strategy (classic or human relation or high involvement)

Outline the management strategy (classic or human relation or high involvement) the organization (Tim Hortons) is employing. Support your answer with examples from the organization’s operations. In what areas does the organization demonstrate low commitment and/or high commitment to its employees? What management strategy do you advise the organization should be employing? Consider the purpose, strategy, and the uncertainty in the external environment.