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Precarious Jobs
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What is Precarious Employment?

by Shamsul

What is Precarious Employment?

Precarious Employment: definition, causes, and effects – Temporary work

What is a precarious job?
Precarious employment: what are the causes?
What are the consequences of job insecurity?

 
Precarious Employment
 

Unemployment is not the only scourge affecting the world of work; job insecurity is just as much. Thus, for the year 2022, while 0% of employees were hired under a permanent employment contract, nearly 10% were under a fixed-term employment contract, 2.4% on a temporary basis, and 1.6% in apprenticeship (according to the latest data).
 
Even more worrying, 87% of new hires were on fixed contracts. Precarious employment creates uncertainty about the future and insecurity.
 
 
What is a Precarious Employment?
 

Under the term “precarious employment”, we find employment contracts that are not indefinite duration and whose duration is limited or undefined (i.e., the employee does not know exactly when his contract ends). These include temporary contracts, fixed-term contracts, and subsidized contracts.
 
We can also consider “precarious jobs,” jobs that do not generate enough remuneration to be able to live in a decent way. This is particularly the case for part-time jobs suffered. Involuntary part-time workers often benefit from a contract of indefinite duration, but the remuneration paid in return for their work is insufficient; they then fall into precariousness.
   
 
Please note that the employee can choose part-time work (for family reasons, part-time parental leave, etc.). It is obvious that these part-times correspond differently from the definition of a precarious job.
 
The population subject to precarious work mainly comprises employees with low qualifications, immigrant employees, foreigners, young people, and women.
 
Good to know: precariousness does not only affect employees in the private sector. Indeed, the public sector is also strongly influenced by the development of precarious jobs, in particular with the development of contract workers. This development is an attack on the status of civil servants.
 
 
Precarious Employment: What are the Causes?
 

Job insecurity has developed in response to the economic crisis.
 
Offering precarious jobs then became an economic strategy for employers. The employer can thus adapt quickly to changing circumstances, new habits and be more competitive. Using fixed-term contracts, temporary and part-time workers makes it possible to add or reduce the number of employees as soon as necessary. The goal is to be able to bypass the constraints linked to the dismissal of an employee on a permanent contract.
   
 
The employee must cost as little as possible, not only when working but also when the employer no longer wishes to use his skills.
 
 
 
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  Internet of Things  
 
 
Artificial IntelligenceManagementMarketingScholarlyTrendingWriting
 
Know the Impact of IoT on Business and Society
 
 by Shamsul   
 
 
 
 
 
 
Impact of IoT on Business and Society
  
Abstract
 
The literature review highlights how IoT has transformed how organizations do business today. How society functions, along with discussing the potential of IoT in transforming the world we live in today.
 
The literature review discusses the potential of IoT use and the risks and challenges faced. It touches on how society and organizations as a whole benefit from IoT implementation and what challenges and risks can be waiting around the corner if proper IoT implementation and related rules and regulations are not followed.
 
The literature review discusses IoT’s benefits, challenges, and risks 
 
to organizations and society, along with the possible actions that should be taken to derive maximum benefits from IoT while eliminating involved risks and challenges to all possible extents.
 
Extensive analysis of the literature reveals that while almost all researchers agree on the importance and beneficial nature of IoT, almost all present some concerns over its adoption strategies and the need to develop a use infrastructure system with the right rules and regulations, that will overcome challenges and risks and offer the maximized benefit of the technology.
  
Table Of Contents
 
Abstract 1
 
Introduction. 3
 
Emergence of IoT.. 3
 
Paradigm Shift in Technology and Its Effect On Business. 4
 
Potential Benefits Organizations Can Derive From IoT Use. 5
 
Potential Risks Of IoT Use. 6
 
Future Actions To Support IoT Implementation. 8
 
Create Global Value in B2B.. 8
 
Optimizing Operations. 9
 
Create Innovative Economic Models. 9
   
 
References. 11
  
Introduction
 
Internet of Things (IoT) is a network of connected objects that are able to link and communicate with each other, along with other devices that are internet enabled (Ramos, Augusto & Sharipo, 2008). Ramos, et.al., (2008) evaluate IoT as offering the capability of controlling and monitoring the physical world in a remote manner. 
 
Hashem, et.al., (2015) further adds that the adoption of IoT will enable businesses to yield immense benefits, in addition of the Big Data that will be gained as a result offering valuable insights and the potential to obtain value from them. This however does not mean that scholars and researchers are not concerned about the risks involved as Scarfo (2014) points out that there may be factors and risks associated with IoT use that may have unintended effects on its use by organizations.
 
IoT is clearly generating great interest. The number of related devices is predicted to reach 55 billion by 2025, and companies recognize that a connected workplace would offer several opportunities. Realizing that IoT can have a major impact on a company, its mode of operation, its personnel and its flexibility is fundamental for its adoption (Challal, 2012). Soon all the devices owned and virtually all of the things that exist – will be connected to the Internet. Whether it is via a mobile phone, “clothing” devices or ordinary household appliances, everything will be linked to the Internet of Things (IoT) by means that cannot be imagined yet.
 
 
Emergence of IoT
 
Attaran (2017) defines the evolution of technology as being in its third wave currently. The first wave included the worldwide web connecting computers with various networks and connecting people with people in the second wave. IoT is the third and current wave that has connected everything with everything else. May it be people, devices, types of machinery, environments or virtual objects, everything today is interconnected.
 
The thermostat, alarm system, smoke detector, doorbell and refrigerator in your home may already be connected, but changes are also beginning to be seen across cities. Thanks to better management of energy, water, transport and security, residents are closer to their environment, which brings us to realize a fully integrated, intelligent and sustainable city. In addition to this, an incredible bubbling of activity and innovation at the level of production plants is also witnessed, where the potential of cyber-physical systems to improve productivity and efficiency in the production process is immense (Vermesan et al., 2011).
 
 
Paradigm Shift in Technology and Its Effect On Business
 
According to consulting firm Gartner, Inc., (2013), 6.4 billion connected devices will be used worldwide this year, up 30% from last year. This figure is expected to triple to almost 21 billion by the end of 2020 (Gartner Inc, 2013).
 
The impact of IoT is ever-expansive as technology rapidly gains acceptance and adds to the functionality. There are three major economic sectors that will experience a phenomenal boom in terms of IoT solutions, e.g., businesses, governments and consumers. Businesses by far will adopt IoT solutions owed mostly to the potential it offers with respect to enhancing productivity, lowering costs of production and exploring and expanding to newer markets, besides aiding in the development of new products or adding value to existing ones (Shim, et.al., 2019)
 
On an international level, major developments are taking place in the conventional manufacturing industry, marking the dawn of intelligent manufacturing, also known as Industry 4.0. (Sen, 2010). IoT provides manufacturers the ability to track objects, to find out how consumers use certain products, and to determine which features are paramount. They can thus better understand the adjustments to be made to increase the adoption and purchase rates. Businesses want to know what users are doing with the products to take advantage of them, and IoT gives them the opportunity.
 
 
Potential Benefits Organizations Can Derive From IoT Use
 
The biggest benefit IoT offers organizations by far is the Big Data abundancy. Fleisch (2010) identified 7 drivers of value related to IoT’s use by businesses, also partially discussed in further literature on the topic. These include
 
1. Enhancement of job satisfaction, consumer empowerment, reduced labor cost and improved quality of data received (Bi, Da Xu, & Wang, 2014; Fleisch, 2010).
 
2. Reduction in costs of process failure, fraud and labor cost, along with offering high granularity information that enables achieving of efficiency through enabling improvement of process (Fleisch, 2010)
 
3. Improvement of quality of service by means of prompt control of service and identification of potential areas that require improvement of the process (Brous & Janssen, 2015, Fleisch, 2010)
 
4. Reduction in cost of process security and process failure, enhancing trust in consumers (Fleisch, 2010)
 
5. Direct feedback enhances the effectiveness and efficiency of service through flexible, robust and accurate processes (Fleisch, 2010)
 
6. Widely ranging feedback from users offering opportunities of advertising to new consumer segments and seeking new revenue streams (Fleisch, 2010)
   
 
7. Identification of trends through customer feedback, ideas on new product features and enhancements and selection of new segments that attract consumers (Fleisch, 2010).
 
 
Chui, et.al. (2010) further add on that the IoT applications of Automation and Control and Information and Analysis have contributed tremendously to enhancing the efficiency of organizations and enforcing compliance through the amount of processed data IoT has offered and respectively the base for analyzing that data. Further on Information and Analysis ability IoT has offered organizations has enabled them to experience effective decision-making based on quality data received from various networked physical objects and analytics driven by sensor-based tracking devices.
 
Harrison (2011) also stresses on the benefits IoT offers for eCommerce and Commerce entities as the granular data collected automatically and in real-time, with the ability to share instantly has transformed the business scenario completely.  
 
IoT offers a vast variety of benefits offering analysis and real-time data measurement offering tactical, political, strategic and operational benefits that have completely transformed how businesses operate today (Brous & Janssen, 2015).
 
 
Potential Risks Of IoT Use
 
Although there is no denying the tremendous benefits IoT has offered organizations, yet there are risks, challenges and barriers to its complete adoption. Organizations are turning towards IoT to observe new data sources; however, as Scarfo (2014) put it, one great challenge faced is the security, information sharing and privacy of this data. Security and privacy have been a major concern. Moreover, they are the main obstacle to the complete adoption of IoT (Skarmeta, et.al., 2014).
 
There are concerns related to the disclosure of user information as there is a possibility of revealing sensitive information in the process, related to personal or financial data, etc. Unauthorized access can put many users at risk of being exploited and will impact the privacy of users severely (Fan, et.al., 2014; Kranenburg, et.al., 2014).
 
Misuraca (2009) explains that there is no second opinion that IoT has brought a wealth of opportunities for businesses; however, there is a need to develop regulations and policies related to IoT that are drafted sensibly, as poorly coordinated regulations and policies can actually hinder its adoption and impede its implementation. Also, organizations need to place themselves very carefully among these regulations (Stephan, et.al., 2013).
 
 
Another challenge organizations face in the implementation of IoT is the high implementation and development costs. Though overall cost reduction is a benefit of IoT initial implementation and development is a costly affair, coming as a challenge to organizations (Yazici, 2014). According to estimation, Walmart’s vendors had to spend around $1 million to $3 million on RFID implementation, signaling that a fully functional system of IoT can be substantial for organizations. (Yazici, 2014).
 
Like any new technology, IoT can be confusing and a little scary, especially when the debates revolve around standardization. Currently, the biggest problem in the field is the lack of consistent standards.
 
There are no standards for certain layers of IoT technology, but others are the subject of many competing standards, none of which is clearly decisive. Without a “common communication method”, devices will only be able to communicate with their own brands, which will seriously reduce the interest in connected machines. It is enough to consider connectivity issues to understand how difficult the lack of stable standards can complicate product development and industry growth. For example, if an organization that develops smart clothing technologies differs from a company that develops technology for smart buildings, the chances of communicating their products are minimal (Khan, Khan and Khan, 2012).
  
Future Actions To Support IoT Implementation
 
 
Create Global Value in B2B
 
To make the IoT more understandable for the general public, society is enthusiastic about the release of various “wearables” (activity trackers, connected watches, etc.) and equipment for the connected home. It is true that these areas carry considerable value where the global wearable market is expected to “more than double” in 2015. However, the fact is the essentials: in the next ten years 70% of the value will come from applications in B2B. Experts estimate that around $ 11.1 billion in value will be created every year, $ 5 billion of which will come from B2B alone, such as production in the broadest sense, that is, manufacturing, agriculture and even health structures, extraction of raw materials (mines, gas, oil), construction and finally, in offices (Chen, et.al., 2014).
 
The potential of IoT is therefore global. Emerging markets with their intensive manufacturing production will be the first to adopt it. 38% of the global estimated value is likely to be generated in developing economies. These countries having less legacy technologies, their economies will skip stages. Quantitatively, the deployment of IoT (factories, extraction, oil and gas, construction) could exceed that in post-industrial economies (Stankovic, 2014).
 
 
Optimizing Operations
 
Investing in IoT hardware is just a starting point in the value creation chain. Most of the competitiveness gains will be realized elsewhere: the IoT will provide a constant flow of essential data in decision-making and which will optimize operations, work organization and staff allocation.
 
According to (Chen et al., 2014), IoT systems will centralize all data concerning the operation and actual use of the equipment. This data will then be more precise than the information collected from consumers or during studies. Manufacturers will be able to understand which functions of their products are more or less frequently used, in order to modify the design to make them more functional. In addition, improving the iterative loop (e.g. updating online connected products) will make the whole more robust and more relevant. So, instead of depreciating, the object will continue to increase in value (Chen et al., 2014).
 
Currently, most of the data generated by the IoT sensors is not in use. Usually on an oil drilling site, a traditionally “early adopter” area, 30,000 detectors are installed. Only 1% of the data is in practice, yet this data is an important source of additional value.
   
 
 
Create Innovative Economic Models
 
IoT can lead to the creation of new business models that would be game-changing in various industry sectors. For example, the use of IoT connectivity and data can transform the sale of industrial capital goods into a service. There are many ways to create new economic models. First, knowing when and how the equipment is used allows manufacturers to optimize and monetize a new use-consumption. Second, the data set obtained from all these objects helps the supplier to gain performance in the management and use of its equipment. For example, analyzing IoT data would help improve maintenance forecasts, reduce downtime and anticipate peak usage (Hui et al, 2012).
 
This change in the economic model will encourage companies to strengthen their service offer. Product development turns into service development, where value is co-created with the customer. It will not be enough to focus on the product features for which customers will pay the most. Understanding customers’ expected results will be vital to formulate the most effective offer.
 
 
 
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References
 
Attaran, M. (2017) The Inter of Things: Limitless Opportunities For Business And Society. Journal of Strategic Innovation And Sustainability. 12(1), pp. 10-29.
 
Bi, Z., Da Xu, L., & Wang, C. (2014) ‘Internet of Things For Enterprise Systems Of Modern Manufacturing’, Industrial Informatics, IEEE Transactions. 10(2), pp. 1537–1546.
 
Brous, P., & Janssen, M. (2015) Effects Of The Internet Of Things (IoT): A Systematic Review Of The Benefits And Risks. The 2015 International Conference On Electronic Business. [online] Available at file:///C:/Users/MSE/Downloads/dualityofIoT-benefitsandrisks-shortversion.pdf
 
Challal Y. (2012) Security Of The Internet of Things: Towards A Cognitive And Systemic Approach. HDR, June, UTC.
 
Chen, S., Xu, H., Liu, D, Hu, B., & Wang, H. (2014) A Vision Of IoT: Applications, Challenges, And Opportunities With China Perspective. IEEE Internet Things. 1(4), pp. 349–359.
 
Chui, M., Löffler, M., & Roberts, R. (2010) The Internet Of Things. McKinsey Quarterly. 2 , pp. 1-9
 
Fan, P. F., Wang, L. L., Zhang, S. Y., & Lin, T. T. (2014) ‘The Research On The Internet Of Things Industry Chain For Barriers And Solutions. 441, pp. 1030–1035.
   
 
Fleisch, E. (2010) ‘What Is The Internet Of Things? An Economic Perspective’, Economics, Management, and Financial Markets. 2, pp. 125–157.
 
 
Gartner (2017) Forecast: Internet of Things — Endpoints and Associated Services, Worldwide. [online] Available at  www.gartner.com.
 
Hashem, I. A. T., Yaqoob, I., Anuar, N. B., Mokhtar, S., Gani, A., & Khan, S. U. (2015) The Rise Of “Big Data” On Cloud Computing: Review And Open Research Issues Information Systems, 47, pp. 98-115.
 
Harrison, M. (2011) The Internet of Things’ And Commerce XRDS: Crossroads, The ACM Magazine for Students. 17 (3) pp. 19-22.
 
Hui, S., Wan, J., Zou, C., & Liu, J. (2012) Security in the Internet of Things: A Review. IEEE.
 
Kranenburg, R.V., Stembert, N., Victoria Moreno, M., Skarmeta, A.F., Lopez, C., Elicegui, I., & S´anchez, L. (2014) CoCreation as the Key to a Public, Thriving, Inclusive and Meaningful EU IoT.
 
Ramos, C., Augusto, J. C., & Shapiro, D. (2008) Ambient Intelligence-The Next Step For Artificial Intelligence. IEEE Intelligent Systems. 23 (2), pp. 15-18.
 
Scarfo, A. Internet of Things, The Smart X Enabler. (2014) International Conference on Intelligent Networking and Collaborative Systems (INCoS).pp. 569-574.
 
Sen, J. (2010) Internet of Things – A Standardization Perspective. [online] Available at www.gisfi.org/wg_documents/GISFI_IoT_2010062.pdf.
 
Shim, J. P., Avital, M., Dennis, A. R., Rossi, M., Sorensen, C., & French, A. (2019) The Transformative Effect Of The Internet Of Things On Business And Society. Communications Of The Association For Information Systems. 44.
 
 
Skarmeta, A, F., Hernandez-Ramos, J. L., & Moreno, M. V. (2014) A Decentralized Approach For Security And Privacy Challenges In The Internet Of Things. IEEE World Forum On Internet Of Things (WF-IoT). pp. 67-72.
 
Stankovic, J. A. (2014). Research Directions For The Internet of Things. IEEE Internet Of Things. 1(1).
 
Stephan, E.G.,  Elsethagen, T. O., Wynne, A. S., Sivaraman, C., Macduff, M. C., Berg, L. K., & Shaw, W. J. (2013) A Linked Fusion Of Things, Services, And Data To Support A Collaborative Data Management Facility. 9th International Conference Conference on Collaborative Computing: Networking, Applications and Worksharing (Collaboratecom), pp. 579–584.
 
Vermesan, O., et al. (2011) “Internet of Things Strategic Research Roadmap”, Cluster of European Research Projects on the Internet of Things.
 
Yazici, H. J. (2014) An Exploratory Analysis Of Hospital Perspectives On Real Time Information Requirements And Perceived Benefits Of RFID Technology For Future Adoption. International Journal of Information Management. 34 (5), pp. 603-621.
 
 
 
 
 
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  habit stacking  
 
 
Better TipsPersonal GrowthTop 10TrendingWriting
 
13 Moves for Having a Habit Stacking Routine
 
 by Shamsul   
 
 
 
 
 
13 Moves for Having a Habit Stacking Routine
  
Let us have an insight into thirteen moves that can help in building a permanent kind of habit stacking. It is a kind of process that will make us empowering and straightforward as well. Following these steps is the key to success as it can help you fetch long-lasting results in the future. So, why waste time, let us have a start then!
 
 
Step 1: 
 
Start with a Five-Minute Block
 
Simplifying things can turn out to be really easy. According to Stephen Guise, making a habit simpler will become more valuable.
 
For understanding, one of the common examples is to write every day. If you are fond of literature, you can start writing immediately. Writing one paragraph on a daily basis is enough at the initial level. It is obvious that you are capable of writing more than that, but the point here is to make it a habit. Write down a paragraph in order to complete a defined task for the day. The ultimate goal is to get the momentum going. It will certainly overcome the inertia. As soon as you make it a habit, you can write more than you have planned.
 
As a keen individual in developing habits, I strongly recommend that evolving mini-habits can be a good addition here. Once you start accumulating mini-habits, it will take only five minutes of your time. Pick one or two habits at a time and add them to your stack gradually. It will then automatically become your routine.
 
 
Step 2:
 
Focus on Small Wins
 
Starting something new can be daunting sometimes. Try to make it a routine that revolves around your habits. It is considered to be a smaller effort that can assist you in getting emotional acceleration. It is effortless to do and remember as well. This is like taking smaller steps that will eventually get you a lot closer to your goals.
 
When we talk about smaller wins, it certainly indicates that there are actions required to get the desired result. Take the example of exercising for 5 minutes or taking vitamins on a daily basis.
 
The above-mentioned tasks are easy to perform here, but that is not actually what we want to focus on. The point is that all these tasks seem to be minor and there is a probability that you would skip them for a day or two while thinking of something more productive. Try to build a stack around simple actions. This action will certainly become an active routine. Regularly adding these smaller habits for two weeks will make them an integral part of your daily schedule.
 
 
Step 3:
 
Pick a Time and Location
 
Step # 3 is the most important here. It should be understood that every stack must have to be tied with a trigger. Pick a location and the time to encourage yourself for a specific stack.
 
The start of the day must be utilized to the fullest. Get the benefit from a proactive start by using the energy. Complete the sequence of habits in a way that can also influence your other task. There are multiple patterns that can be added to the morning routine. Likewise, having a shake or reading a book.
 
When you start your day in the office, you must keenly do important and dynamic tasks. You don’t have to check the emails or social web pages as it can deviate you from goals. Utilize the first few hours of the day doing high-end assignments. One of your core habits should be to find out the job that must be placed at the top of the list. Pick projects and eliminate all diversions. As soon as you start your daily activities, do the hardest task first.
 
Following a definite plan is the key to success. The middle of the day must be when you are at the lowest energy level. You can possibly use the middle day in order to refuel yourself. It can be done by having a power snack. Moreover, you can have a nap at the lunch table and bring back your energy to perform well.
 
 
At the end of the day, you can be as productive as you want to be. The last few minutes can turn out to be a game-changer. You have enough time to complete the stack that you have planned. The next working day will be a success for you because at the end of the day, there is enough work completed. It will make you feel accomplished. Smaller habits could be writing a diary. You can also highlight the assignments to be done the next day. Always remember! Keep a record of the time that you spend on every assignment.
 
In the evening in your home, the best possible activity could be squeezing in a stack. There is a time frame available between reaching home and sleeping. It is a perfect opportunity for you to add some of the personal important assignments. The projects can be one of those that may not seem urgent but deserve your attention. You can prepare meals for the whole weekend, write a weekly budget, or organize your home.
 
Lastly, you can add exercise in your stack. Preferably, try to pick a workout that takes a limited period of your time. Taking a healthy drink can be a habit that can be added. Listening to music is another activity that can be stacked in exercising routine.
 
 
Step 4:
   
 
Anchor Your Stack to a Trigger
 
The trigger is a kind of word that can have different meanings. It can be a cue that uses multiple senses to remind one of any specific task.
 
As far as the importance of the triggers is concerned, they can help deal with many tasks. Likewise, most of us use calendar alerts on our smart devices in order to remember an event.
 
Triggers are said to be of two kinds. The first one is the external trigger that can create a specific response called Pavlovian. Some of the common examples of these triggers are alarms, push notifications, and notes on a fridge. These triggers can make you complete a specific task.
 
Another kind of trigger is an internal trigger. These triggers are associated with feelings and emotions. These triggers are actually initiated within the body. Likewise, you need to check your mail on a daily basis is an internal kind of trigger.
 
In order to build up the stacks, it is important that you must know the difference between the two triggers. One of the advantages that you will get after knowing the difference is building powerful stacks. Moreover, you can limit bad habits as it can have a negative impact on your personal development. 
  
Let us have an insight into these triggers briefly
 
Habit Triggers (negative)
 
Let us have an example of a negative example. In this modern era, everyone is using social media websites. These links are now considered an integral part of our daily routine. It is because of the fact that these websites are developed considering the mindset of humans.
 
These sites have developed features considering the behavior of the users. Once any of the users’ shares, likes, and even tweets, there is an alert generated. These triggers are addictive because they are assumed to be rewards to the person who posted them initially.
 
According to Charles Duhigg, it is the same kind of habit created with regular notifications on social websites. The power of habit can be broken down into three major actions.
 
 
     
  • The first action is a cue that is a visual reminder that one should use a social website.
    •  
  • The second action is the routine that makes an individual click on the website.
    •  
  • The third one is an individual’s reward as soon as a new post is uploaded.
    •  
 
 
All these triggers are negative in nature because they will make you feel that you need to visit the website many times during the day. It will be part of your routine as you unconsciously desire to visit the web without knowing why you are doing this.
 
As an example of an internal trigger, you can make it a permanent habit. When feeling bored or distracted, the only thing that comes into your mind is the social website. Unknowingly, you waste a lot of your time surfing that.
 
Compulsive internal triggers are developed by social web pages in order to initiate external triggers. With consistent exposure to the triggers, individuals get habitual. In this case, social web pages get loyal customers with an increase in page visits.
 
 
Habits Triggers (Positive)
 
Habit triggers can be positive as well. You can create a trigger for each habit-stacking routine.  One common example is placing mouthwash in an obvious location. It can be next to your toothbrush. It will be a reminder for you that it should be used before or after the brushing is done.
   
 
This is just an example of a trigger that is positive and can have a great impact on stacking. Let us look at things that should be kept in mind to create triggers for the stacks.
 
 
     
  1. Always remember that triggers must have to be one of the existing habits. Likewise having a bath, brushing your teeth, and checking your cell phone are all existing habits you normally do daily. This is extremely vital here because you need to be dead sure about all these habits and you won’t miss a reminder.
    2.  
  2. Some actions are done during a specific time of the day. A common example is waking up early in the morning. A reminder for any specific habit can occur during a specific time. Yet again, it is considered an automatic behavior whatever you choose to do first.
    3.  
  3. A trigger is meant to be easy in all respects. Any action that makes you bored can certainly decrease the effectiveness of the trigger. Likewise, having a brisk walk on a daily basis must not be considered a trigger at all. You can occasionally skip this step in your routine.
    4.  
  4. Always remember that while having a trigger, don’t pick a new habit. According to a
    5.  
 
 
 
Study, it can take two months to develop a habit. It can be a really challenging task.
 
The above-mentioned rule of thumb is necessary to pick a trigger. In order to have a more elaborate view of the triggers, an individual can adopt the following habits on a daily basis.
 
 
     
  • Eating breakfast
    •  
  • Eating lunch
    •  
  • Eating dinner
    •  
  • Brushing teeth
    •  
  • Driving a car before work
    •  
  • Walking for a few minutes
    •  
  • Leaving from work
    •  
  • Using smart devices in the morning
    •  
  • Setting a phone alarm
    •  
 
 
 
Step 5:
 
Create a Logical Checklist
 
Have you ever heard about a logical checklist? Well, it is something that is new. A checklist must be a permanent part of your actions. It is sufficient to say that you should place all of your activities in a way that helps you to carry them out easily.
 
 
Step 6:
 
Be Accountable
 
You need to be committed to what you have planned. In other words, it is justified to say that you need to be accountable to yourself.  Some people have a natural tendency to waste time before starting proper action. In that case, an individual needs to have a push so as to get forced into making an action. You need accountability to stick to your goals with commitment.
 
Sometimes, it is not necessary that a personal commitment is enough. At times, you need something big. A solid action plan must be present to overcome any hurdle. It can be true for both personal and professional scenarios.
 
 
Step 7: 
 
Create Small, Enjoyable Rewards
 
It is true that whenever you complete a habit stack it should be considered as an accomplishment. Giving yourself a reward is a good gesture. It can feel you motivated and encourage you to do more.
 
 
Step 8:
 
Focus on Repetition
 
Repetition is something that can help you achieve your dreams. It can be sometimes daunting. But in the end, when you are consistent in performing a certain action, it will become your habit. But here there is an important point to note. If you skip an action occasionally, it should be worrying at all. It happens; however, we must acknowledge that if there we move progressively anything can be achieved.
   
 
 
Step 9: 
 
Don’t Break the Chain
 
One of the most important things is that you have to do something new every single day. It should not be broken when you have developed the habit of doing this. In other words, it can be said that breaking the chain can be disastrous for an individual. Create a daily goal for yourself and complete it no matter your situation.
 
This approach will help you eliminate all the excuses. When you can do all defined tasks regularly, it will make it easier for you. If you are having an off day, it should not influence your routine at all.
 
 
Step 10:
 
Expect Setbacks
 
It is an undeniable fact that there are setbacks that you experience in life. Following a certain routine for a longer period of time can cause you a setback. It is quite normal for a human being. Don’t worry at all; it is something that you should expect. Having a setback is a good thing; it can help you learn resiliency.  The bottom line is that considering the setback, you should make up your mind. It will get you two choices. Either you step back or try to overcome this.
 
 
Step 11:
 
Schedule the Frequency of a Stack
 
As we’ve discussed before, some stacks only need to be completed on an irregular basis:
 
Are you familiar with the term frequency? You need to learn the art of scheduling the frequency of the stack. It should be understood that all stacks are not done on a regular basis. Some of the stacks are done daily, weekly, and monthly. If you are at the early stages, it is recommended that you should start with a smaller habit stack. Later on, you can create a stack on a daily, weekly, and monthly basis. Ideally, it would be true to say that these stacks can act as milestones.
 
 
Step 12:
 
Scale Up Your Stack
 
Think back to the first step of this process: “Start with a five-minute block.” If you can devote only a limited amount of time to a stack, then you won’t get much value from it. That’s why I recommend you eventually build up to a thirty-minute routine, where you complete at least six small habits.
 
Scaling up the stack is a type of step that can help you achieve greater results. Initially, we talked about sparing your five minutes. Then you can eventually increase this time up to fifteen minutes. You need an incremental change in change. Repeating the same routine will bring you more benefits. You might feel a little bored at this step, but that is alright. The more you learn about the concept of lacking motivation, the easier it will be for you to overcome it.
 
 
Step 13:
 
Build One Routine at a Time
 
It is a debate that how long it takes to build a permanent habit. Well, to be honest, more importance should be given to how you can add a new habit one at a time.
 
 
Practice focusing the mind
 
Do you wish to get a focused mind with an improved memory? You can achieve that by developing a keynote habit of meditation. It is all about focusing the mind in order to have awareness and a sense of motivation. This habit can reduce stress by getting you closer to your objectives.
   
 
 
 
Final note:
 
It is a lot easier to figure out the keystone habit that you are already following. All you need to do is consider your behaviors that have a cumulative effect. What can you do as a person when there is a need to find out what changes your behavior by letting yourself in a stressful situation?
 
According to Duhigg, you need to have willpower as it is one of the crucial keystone habits that can work wonders.  It will get you self-discipline and immediate satisfaction at the same time.
 
Remember to consider the keystone habits given above and see what other domains of your life need attention.
 
 
 
 
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HOW TO OVERCOME BAD LEADERSHIP HABITS
 
4 HABITS THAT TAKE YOU ON THE PATH OF SUCCESS
 
WHAT IS THE HABIT? A GESTURE, A THOUGHT, A ROUTINE
 
 
 
 
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  HRM  
 
 
BusinessManagementMarketingWriting
 
High Level Human Resource Management is Essential for Success
 
 by Shamsul   
 
 
 
 
 
 
High Level Human Resource Management is Essential for Success
  
 
From small businesses to large groups, whatever the size of your business, Human Resource Management is an essential function in the success and development of your organization. It represents a driving force in implementing and managing its overall strategy to remain efficient and achieve its objectives.
 
 
 
1- Who are HR Theorists? 
 
2- Differences Between Strategic Human Resource and Human Resource Management
 
3- Compare Two Differences Between Human Resource Management And Personnel Management
 
4- How HRM Manager Performs Key Functions To Improve Organizational Culture
 
5- How Improvement In Team Engagement Enhances Organizational Performance
 
6- HRM Plan – Marketing Manager
 
7- HRM System
 
 
What exactly does human resource management cover? What is its role, and what fields of action characterize it? This article sheds light on this pivotal function in the company’s success and reviews the main activities of an HR department.
 
 
Definition of Human Resource Management
 

Human resources management (HRM) corresponds to all the systems put in place to organize, use wisely and develop human resources, that is to say, the individuals who work within an organization.
 
While the administrative management of personnel only focuses on purely administrative aspects, HRM is more global. It is committed to managing and administering everything related to the company’s personnel, all trades and statuses combined.
 
This personnel management also includes the dimensions of listening, support, and advice essential for managing women and men.
 
Today, faced with the growing number of tasks incumbent on HR, their processes require more and more automation. This is why human resources managers are increasingly turning to specialized software.
 
  
 
 
Human Resource Management | HR Theorists
 
 
 
Elton Mayo
 
Elton Mayo transformed the management theory and offered a base for modern human relations management methods. He is known for the famous Hawthorne experiments he conducted, in which he observed the productivity levels of employees under various different environmental conditions. Elton Mayo’s findings suggested that humans or employees are motivated more by relational factors such as camaraderie and attention instead of mere monetary rewards or environmental factors of humidity, lighting, etc. (Wood & Wood, 2004)
 
 
 
Abraham Maslow
 
Abraham Maslow presented his HR theory in 1943. By presenting the hierarchy of needs in which he stated that humans are motivated by 5 basic needs that he tiered in the form of a pyramid. The pyramid’s base was the fundamental physiological needs (Food, clothing, shelter, etc.), followed by safety needs (employment, property, etc.). The following motivational need was love and belonging (friendship, family, etc.), followed by self-esteem (sense of achievement, respect by others, etc.), and finally self-actualization (creativity, morality, serving mankind in different ways). According to Abraham Maslow, the first need will be the most basic, completion of which will lead to the next need until the last need of self-actualization is reached (McGuire, 2012).
 
   
 
 
 
 
2- Differences Between Strategic Human Resource and Human Resource Management
 
 
Workplace Culture
 
 
1- Reactive Versus Proactive
 
Regarding workplace culture, Strategic Human Resources and Human Resource Management differ based on their action approach. While human resource management activities are often considered reactive, strategic human resource management activities are proactive.
 
Human resource management takes actions only when they are required or necessary. However, in comparison, strategic human resources beforehand work towards handling any potential HR-related issues that may arise in the future.
 
 
2- Organization Versus Individual
 
Human resource management activities concern individual employees. They focus on an individual employee’s development, considering the employee’s growth at a time (Mello, 2010).
 
Strategic human resource management focuses on the organization. They consider decisions that impact an organization’s entire workforce, creating a conducive workplace environment that collectively enhances employee performance (Mello, 2010).
  
3- Compare Two Differences Between Human Resource Management And Personnel Management
 
 
 
Workplace Culture
 
 
 
1- Treating Humans As Tools Versus Assets
 
In personnel management, an organization’s workplace culture treats humans as mere tools to be utilized for the better of an organization. Personnel management manipulates employee behavior according to the organization’s core competencies. Personnel management is concerned with the benefits that can be derived from an employee, and an employee himself is of no value. Human Resource Management considers employees as assets of an organization. HRM deals with employees in a manner that promotes goals mutually enhancing both an employee’s economic performance and human resource development (Koster, 2007).
 
 
2- Evaluating Employees On Job Versus Performance
 
Personnel management evaluates employees based on their job description. It considers how well an employee contributes based on the job description without considering the individual performance and merits of an employee. Owing to this limited focus on personnel management, the results of such evaluation are limited to determining wage policy only (Koster, 2007).
 
 Human resource management considers the personal performance of an employee, considering an employee’s comparative merits. This allows the HR department to make further decisions related to promotion and transfers, offering a broader scope to employ the workforce efficiently in an organization (Koster, 2007).
 
 
4- How HRM Manager Performs Key Functions To Improve Organizational Culture
 
 
Recruitment
 
Organizational culture is of immense importance for any organization that should be reflected through every function carried out in an organization. Managers enhance workplace culture by focusing on how well a new candidate can adjust to the organizational culture instead of focusing on the individual’s background. Through placing an efficient recruiting system, the ability of a new candidate to fit into the organization easily. It helps in the long run. It is also important to know that any employee that does not fit in the right with the organizational culture is hard to retain, resulting in turnovers (Simplicant, 2018).  
 
Technology-based company managers, at times, focus more on individuals that carry a combination of skills required for the job and the ability to adjust to the organization’s culture. Managers believe skills can be taught and polished; however, an individual that fails to fit into the organizational culture will ultimately cost more to the organization in the form of turnovers (Simplicant, 2018). An individual who is skilled but unable to adjust in the organization ultimately quits the job.
 
 
Training & Development
 
HR managers, in order to enhance organizational culture, introduce different ways of training. It enhances employee skills and ensures that, based on individual needs, every employee has what he or she requires in terms of development. It also promotes a sense of teamwork, with every individual contributing in their own unique ways. In a technology-based company, when an employee completes his training properly for a job, he or she requires lesser supervision. It proves to be more efficient, less errors and has new potential. Which contributes to the positive culture of an organization (Koslowski & Salas, 2009)
 
 
Employee Relations
 
Poor relations with employees or subordinates are the biggest disrupter of organizational culture. 
 
Any organization works as a family, where every person contributes in their own unique way. However, relationship building is essential in any firm in technology-based companies, where innovation takes place in the form of teamwork. Managers require building sound relations with employees based on empathy and understanding, as the more satisfied an employee is with a manager, the better the workplace environment and the organizational culture and, ultimately the performance of the firm (Belasan, 2007).
 
 
Compensation
 
Compensation attracts, retains, and motivates employees. Thus, in order to attract employees that embrace the culture of a particular organization, it needs that the compensation and benefits offered to employees are in compliance with the values the organizational culture offsets. This will include the work-life balance that is in practice in an organization. For example, suppose a manager wants to promote a culture where he wants to empower employees. In that case, he or she will introduce flexible timing, flexible work arrangement, or time off jobs for employees with respective compensation packages that will lend out the culture of the organization by offering freedom and empowerment of its employees (Flannery, Hofrichter, & Platten, 2002).
 
 
 
5- How Improvement In Team Engagement Enhances Organizational Performance
 
It is indisputable that a high level of employee or team engagement results in high business performance in the form of increased productivity, profitability, customer metrics, employee retention, and levels of safety as well. Team engagement is the collective amalgamation of company performance and employee potential (Imperatori, 2017).
 
Considering the case of a technology-based company, where often team-based project management and team engagement offers the most significant benefits. Here, communicating the clear goals of the project or organization and stating the expectations with employees helps strengthen team engagement, which ultimately results in enhanced productivity and motivated employees.
 
Team engagement offers excellence in performance which results in the end product. Resulting in satisfaction and loyalty of customers, operational efficiency enhanced productivity and profitability, and low turnover of employees (Imperatori, 2017).
   
 
  
 
 
6- HRM Plan – Marketing Manager
 
 
 
Training and Development Plan
 
 
1- Assessing basic or compliance needs and job-specific needs. Assessing the performance of employees based on the required skill set for the job and personal development, assessing the performance of employees based on organizational culture, and employee competency. This includes checking on the ability to develop strategies, use successful marketing campaigns and their implementation, level of creativity and experimentation, ability to produce valuable marketing content, ability to handle strategic relationships with partners and key strategic players, leadership quality, ability to measure and report market results, etc.
 
 
2- Assessing general development of employee needs. Considering aspects where employee shows room for improvement.
 
 
3- Assessing management and leadership needs.
 
 
4- Deciding on the best mode of training for the employee, including a decision on whether to impart onsite or offsite training and deciding on the right time and manner to impart training (SSA Training, 2018).
 
 
 
Remuneration Plan
 
 
1- Considering employees’ skill sets and talent based on factors such as education, skills, experience, etc.Considering soft skills such as communication, team maintenance, leadership, etc. Considering employees’ output and efficiency level (HR Council.ca, 2018).
 
 
2- Based on the above considerations decision on remuneration packages and retirement plans are available keeping in mind standard market remuneration as well (HR Council.ca, 2018).
 
 
 
Labour Relations Plan
 
 
1- Setting up a proper mechanism to report any grievances on employment matters, including wages, workplace relationships, etc
 
2- Setting up an employee welfare program allowing annual holidays and healthcare services.
 
 
3- Freedom to union practices as long as they comply with the rules of the organization (Management Study Guide, 2018).
 
 
Safety, Health, And Welfare Plan
 
   
 
1- Ensuring the safety of the workplace by carrying out a comprehensive safety program
 
 
2- Immediate health facilities are available on-premises, and extended healthcare facilities are available in a majority of hospitals for employees.
 
 
3- Responsibility of immediate supervisor and on-board health officer to deal with any emergency health issues.
 
 
4- Rent facilities for employees after certain job levels.
 
 
5- Office conveyance is available to employees until serving the organization (Management Study Guide, 2018). 
 
  
 
 
7- HRM System | Human Resource Management
 
 
 
HRM system or HRMS is the combination of different processes and systems that attach IT and human resource management in the form of HR software. HRMS is directed toward revolutionizing a corporate workplace.
 
HRMS automates time-consuming tasks, freeing up organizations’ resources to focus on more strategic aspects such as retention, culture embedding, and other areas that greatly impact the organization.
 
 
 
Advantages and Disadvantages of HRM System
 
 
Advantages
 
1- Time efficient – HRMS highly automates functions that were otherwise being repetitively done. All information related to employees and their tasks can be into the system once and used whenever required.
 
2- Integration of data – HRM is more integrated as interdepartmental data is available easily to make strategic decisions making reporting and analysis easier than before.
 
 
3- Accuracy of data – Errors remain minute.
 
 
4- Ability to schedule automatic reminders of processes – performance appraisal, benefits and other cyclic procedures are active automatically (Mukherjee, 2012).
 
 
 
Disadvantages
 
1- Security – Security is the biggest issue, as unauthorized access can leak sensitive and confidential data.
 
   
 
2- High Cost – Managing HRMS offers a cost factor for the organization as it also carries acquisition costs and other maintenance costs.
 
 
3- Staffing – HRMS requires experienced IT specialists to manage the system (Mukherjee, 2012).
 
 
 
 
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Read More:
 
CONTINUOUS PROFESSIONAL DEVELOPMENT IS PART OF HR PRACTITIONERS
 
RIGHT SET OF HRM ACTIVITIES ALLOW ORGANIZATIONS TO ACHIEVE GOALS
 
WHAT IS THE ROLE OF HUMAN RESOURCE MANAGERS?
 
  
References
 
Belasan, A. T. (2007). The Theory And Practice Of Corporate Communication: A Competing Values Perspective. Los Angeles (LA):Sage Publications.
 
Flannery, T. P., Hofrichter, D. A., & Platten, P. E. v(2002) People, Performance, & Pay: Dynamic Compensation For Changing Organizations. New York (NY): The Free Press.
 
HR Council.ca. (2018). HR Planning. [online] retrieved from http://hrcouncil.ca/hr-toolkit/planning-compensation.cfm
 
Imperatori, B. (2017). Engagement And Disengagement At Work: Drivers And Organizational Practices To Sustain Employee Passion And Performance. Milan, Italy:Springer.
 
Koster, M. (2007). Human Resource Management Versus Personnel Management. Norderstedt, Germany: Grin Verlag.
 
Kozlowski, S. W. J., & Salas, E. (eds). (2009). Learning, Training, And Development In Organizations. New York (NY):Routledge.
 
Management Study Guide. (2018). What Is Human Resource Planning? [online] Retrieved from https://www.managementstudyguide.com/human-resource-planning.htm
 
McGuire, K. J. (2012) Maslow’s Hierarchy Of Needs. An Introduction. Seminar Paper. Retrieved from https://books.google.com.pk/books?id=_qw6LvpknKkC&printsec=frontcover&dq=HR+theory+of+Abraham+Maslow&hl=en&sa=X&ved=0ahUKEwiUveyGoJzaAhUEjCwKHQgtCOIQ6AEIKzAB#v=onepage&q=HR%20theory%20of%20Abraham%20Maslow&f=false
 
Mello, J. A. (2014). Strategic Human Resource Management. (4th Ed). USA: Cengage Learning.
 
Mukherjee, J. (2012). Designing Human resource Management Systems: A Leader’s Guide. New Delhi:Sage Publications.
 
Simplicant. (2018) 7 Ways Organizational Culture Affects Hiring. [online] Retrieved from https://www.simplicant.com/best-practices-and-tips/7-ways-organizational-culture-affects-hiring/
 
SSA Training. (2018) What Really Matters … Training mAterials. [online] Retrieved from http://www.wrmtraining.com/wrm/index.php?option=com_content&view=article&id=82&Itemid=92
 
Wood, J. C., & Wood, M. C. (eds) (2004). George Elton Mayo: Critical Evaluations In Business And Management. (Volume 1). New York (NY): Routledge.
 
 
 
 
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  CPD  
 
 
BusinessManagementMarketingScholarlyWriting
 
Continuous Professional Development is Part of HR Practitioners
 
 by Shamsul   
 
 
 
 
 
 
Continuous Professional Development is Part of HR Practitioners
  
 
Q.1 Critically assess if HR Practitioners need to be ‘professional.’ Does continuous professional development have a part to play? Justify your answers by referring to yourself as a future HR Practitioner and to current debates about the future of the HR profession.
 
  
Introduction 
 
Today, it is challenging to ignore the ethical question that runs through our society and to which the company is not immune. Is this an “ethical wave” sweeping? A question that arises following a scandal or, more generally, when things are not going well? Is this a new management? The names of sustainable development, social responsibility, and ethical management are different; practices and expectations may vary or be similar (Greenwood, 2001). All sectors of the company are affected: finance, marketing, production, and human resources; all the “stakeholders” of the company are concerned: those who work or govern it, customers, suppliers, competitors, neighbors, various associations, and others. What is the role of human resources managers? How are they affected? These questions are indeed helpful and need to be answered.
 
   
  
The Image of the Leader 
 
Staff’s perception of their leader as a “moral” leader is essential. This encourages staff to follow the leader and enables a process of change. The leader’s role is “to articulate and personify the values ​​and standards to which the organization aspires, to inspire and motivate employees to follow their leader.” If we think first of all of the company’s managers, each of them is now called upon to play a leadership role at their level of responsibility. “Staff needs to recognize the moral characteristics of the leader: his honesty, his integrity.” “This will allow the leader to focus the attention of the organization over ethics and values ​​and to disseminate in the organization those principles which will guide the actions of the employees” (Crane & Matten, 2004).
 
 
Certain practices related to organizations and human resources can be qualified as “unethical.” These applications discredit the entire company: in theory, we are talking about new working models; in practice, this may be accompanied by part-time jobs rather than full-time jobs; In theory, we can speak of flexibility; in practice, it may be for management to “do whatever it wants”; In theory, we can talk about delegation, empowerment and, in practice, making someone else take risks and responsibilities; In theory, we can speak of training and development and, in practice, of manipulation; In theory, we can speak of the recognition of the work of individuals and, in practice, we “underestimate unions and collective disputes”; In theory, we can speak of work teams and, in practice, be less respectful towards individuals (Werhane, Radin and Bowie, 2004).
 
The HR professional suggests strategically managing staff as business resources to the management team. This includes managing the recruitment and hiring of employees, coordinating employee benefits, and suggesting training and development strategies for staff. In this way, HR professionals are consultants, not workers with an isolated business function; they advise managers on many employee-related issues and how to help the organization achieve its objectives (Billett, 2001).
 
  
 
Role of Continuous Professional Development
 
Continuous Professional Development (CPD) is “a combination of approaches, ideas and techniques to help you manage your learning and growth.” The emphasis is on the results and benefits such training can bring in the real world (Collin, 2006).
   
 
For HR practitioners, the appeal of CPD is evident as they demonstrate that they have been proactive in safekeeping their skills up to date while keeping abreast of the latest developments in the industry. For the candidates themselves, investing time and energy in CPD increases motivation, productivity, and job satisfaction, so it is a valuable quest whether or not you are actively looking for an employment opportunity.
 
The objectives of CPD are to ensure that their knowledge, skills, and abilities are up to date, to gain confidence in their professional role, and will take on more challenging roles and possibly change roles or jobs. In some professions, it is compulsory to meet a given quota of CPD activities to continue to be certified or authorized to practice as a professional (CIOB, 2007). 
  
Increase Earning Potential
 
CPD can benefit an HR practitioner for many reasons because it results in higher career earnings. Academic upgrades allow graduates and working professionals to increase their earning potential by updating their skills or learning new ones relevant to the workplace. After all, many graduates only know what is expected once they enter the workforce and assess the daily task required to succeed. Continuous professional development provides a flexible and easy way to improve one’s skills and a thirst for development (Briggs & Sommefeldt, 2002). 
 
Communication, as well as the maintenance of an excellent working atmosphere, is an essential element for an HR practitioner. Through CPD, practitioners can better understand what professionals mean and better appreciate work implications since knowledge will increase with the profession (Chiangmai, 2005). This is because, in this way, the manager can get the most from their employees, broadening their skill sets and adding value to the organization.
 
 
Investing effort, time, and training have become essential for establishing an effective and strong HR department and professionals (Latham & Wexley, 2001). Being a human resource manager imposes a responsibility that the company’s policies are being enforced consistently. A company lacking human resources may open itself to serious issues, where expertise, skills, and knowledge are only possible if regularly updated, ultimately impacting productivity.
   
 
Continuous Professional Development can help review, reflect, document the learning process, and update professional skills and knowledge (Nägele & Hasler, 2010). This can also serve as an excellent tool for motivation since it tends to remind the practitioners to work on their development, which will result in an enhanced level of confidence and strengthened professional credibility, along with helping the employees to be creative and innovative in handling new challenges. Moreover, diversity and flexibility offer HR practitioners an opportunity to get a learning approach that best suits the capabilities of the individual (Noorazah & Juhana, 2012).
 
 
 
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Read More:
 
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WHAT IS THE ROLE OF HUMAN RESOURCE MANAGERS?
 
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References
 
     
  1. Billett, S. (2001), Learning in the Workplace. Strategies for Effective Practice (Crows Nest: Allen & Unwin
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  2. Briggs, A. R., & Sommefeldt, D. (2002). Managing Effective Learning and Teaching. London: Paul Chapman Publishing
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  3. Chiangmai, C. N. (2005). Human-Focused Management For Future Progress. In Abdul Ghani PG Hj Metusin & O. K. Beng (Eds.), HRD for Developing States and Companies (pp. 32–43). Singapore: Institute of Southeast Asian Studies
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  4. CIOB (2007) Continuing Professional Development: Underpinning your commitment to your career [Internet], Ascot, Berkshire. Available from < http://www.ciob.org.uk > [Accessed 23rd July, 2007]
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  5. Collin, K. (2006), ‘Connecting work and learning – design engineers’ learning at work’, Journal of Workplace Learning, 18, 7/8, 403–13
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  6. Collin, Kaija & van der Heijden, Beatrice & Lewis, Paul. (2012). Continuing professional development. International Journal of Training and Development. 16. 10.1111/j.1468-2419.2012.00410.x.
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  7. CRANE Andrew et MATTEN Dirk, (2004) Business Ethics, New York, Oxford
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  8. Greenwood, M.R. 2001. Community as a stakeholder: Focusing on corporate social and environmental reporting. Journal of Corporate Citizenship, 1(4): 31-45
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  9. Latham, G. P., & Wexley, K. N. (2001). Developing and Training Human Resources in Organizations (Prentice Hall Series in Human Resources)(3rd Ed.). Prentice Hall
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  10. Nägele, C., & Hasler, P. (2010). Learning at the workplace and development of professional competences. In L. Deitmer, M.-L. Stenström, & S. Manning (Eds.), ECER VETNET Conference 2010 (pp. 1–29). Helsinki.
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  11. Noorazah, M. N., & Juhana, S. (2012). The Influence of Theories on Factors Affecting Knowledge Sharing and Its Relationship with Innovation and Organizational Performance. In 6th Knowledge Management International Conference (KMICe) (pp. 509–514). Johor Bahru, Malaysia: Universiti Utara Malaysia
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  12. Werhane, P. H., T. J. Radin, and N. E. Bowie. (2004). Employment and Employee Rights. Malden, MA: Blackwell Publishing.
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