People and Organisation - MN7234ES

  In today’s interconnected business environment, organizations expand across borders while managing people shaped by distinct cultural values. Human Resource Management is no longer limited to policies and procedures. It is about understanding how individuals experience work within their social and cultural contexts. While global strategies provide direction and consistency, they must be carefully adapted to align with local expectations. This balance between global integration and local sensitivity defines the success of modern HRM (Minova and Blazeski, 2024). Global HR systems aim to create fairness, efficiency, and a shared organizational identity. They establish common standards in areas such as performance management, ethics, and employee development. However, employees do not interpret these systems in the same way across cultures. Their responses are influenced by communication styles, societal norms, and workplace expectations. When organizations apply global policies ...

  In many emerging economies, a university degree continues to symbolize stability and upward mobility. Families invest heavily in higher education with the expectation of secure employment, yet a growing number of graduates remain unemployed or underemployed. Across countries like Sri Lanka, India, and Nigeria, this disconnect highlights a deeper concern about whether universities are effectively preparing students for evolving labour market demands (Goulart, Liboni and Cezarino, 2022). The issue is no longer access to education, but the relevance of that education in a rapidly changing economic environment. A key challenge results from the mismatch between theoretical knowledge and practical workplace skills. Traditional university systems tend to prioritize examinations, memorization, and academic performance, while employers increasingly value communication, critical thinking, teamwork, and digital literacy. This “soft skills gap” has been identified as a significant constrai...

  Work without Gender Walls represents a modern vision of the workplace where opportunities are shaped by talent, skills, and potential rather than gender. Despite progress globally, many organizations still face invisible barriers that influence decisions and limit individuals. In Sri Lanka, for example, women’s participation in leadership roles remains comparatively low, particularly in sectors such as construction and corporate management, while men may feel restricted from taking family related leave due to societal expectations. These subtle but persistent barriers continue to shape workplace experiences both locally and globally (Johnson, 2021; Diehl & Dzubinski, 2023). A key factor behind these inequalities is unconscious bias deeply rooted assumptions that affect recruitment, promotions, and everyday interactions. In many Sri Lankan workplaces, traditional beliefs about gender roles can influence hiring decisions, such as preferring men for physically demanding or ...

In modern organizations, motivation is no longer influenced only by pay or financial benefits. Employees are also driven by psychological factors that affect how they feel about their work and their organization. Among these factors, employee recognition stands out as a key element that shapes engagement, performance, and commitment. Employee recognition involves acknowledging and appreciating the efforts and contributions of individuals. When employees receive recognition, they feel valued and respected, which strengthens their emotional connection to the workplace. Even simple gestures such as offering praise, expressing gratitude, or highlighting achievements in front of others can positively influence employee behavior and performance (Imran, Ghazwan and Firmansyah, 2025). Recognition also plays an important role in enhancing internal motivation. Employees who are appreciated tend to feel a sense of pride and satisfaction in their work. Unlike financial incentives, which often pr...

  In today’s rapidly evolving business environment, organizations must respond quickly to market changes, customer expectations, and technological advancements to remain competitive. Businesses that successfully adapt to these changes while maintaining performance are often recognized as agile organizations. Although agility is frequently linked with innovation and technology, one of the most important drivers behind agile companies is a strong Human Resource strategy (Isabirye and Mampuru, 2025). HR has become a strategic business function that helps organizations remain resilient by managing and developing their workforce effectively. A strong HR strategy begins with recruiting employees who can thrive in dynamic and uncertain environments. Agile organizations require individuals who are flexible, innovative, and capable of adapting to change quickly. HR departments therefore play a crucial role in identifying and selecting talent that aligns with organizational goals and busin...

  In today’s workplace, both around the world and in Sri Lanka, being successful is not only about finishing tasks or meeting deadlines. Employers now expect workers to be confident, responsible, and committed to doing their jobs well. The idea of “Know Your Worth, Own Your Work” highlights how important it is for people to understand their value while also taking responsibility for their performance. In many industries, companies want employees who can contribute more than just the minimum. This is especially true in Sri Lanka, where industries such as banking, apparel, tourism, and IT continue to grow and demand skilled and dedicated workers. Knowing your worth means understanding the value you bring to your workplace. It means realizing that your time, effort, and skills matter. Many people think worth is only about salary, but it also includes respect, recognition, and being treated fairly at work. Around the world, more employees are now focusing on workplace well being an...

  In a world where change is constant and uncertainty looms large, some leaders rise not just to manage, but to transform. These are the turnaround champions, visionary individuals who breathe new life into struggling organizations, guiding them from crisis to confidence, from chaos to clarity. In today’s fast evolving business landscape, where profits can plummet and morale can waver overnight, their role has never been more vital. They are the steady hands steering the ship through turbulent waters, ensuring that hope, innovation, and resilience remain at the core of every organization’s journey (Prifti et al., 2025).   Unlike traditional managers who maintain the status quo, turnaround champions are architects of renewal. They diagnose weaknesses, reimaging systems, and craft bold strategies that reignite performance. Their leadership is not just about making decisions it’s about making a difference. With courage, empathy, and vision, they inspire teams to believe again...

In today’s fast changing organizational and professional world, leadership is widely recognized as a key driver of success. Traditionally, leadership was believed to be an inborn quality, where traits such as confidence and charisma defined great leaders. However, modern research challenges this view and highlights that leadership is developed through continuous learning, education, and experience (Simon and Stautzenbach, 2003; Klifto et al., 2024). Leadership is now understood as an ongoing developmental process rather than a fixed trait. While earlier theories focused on inherited characteristics, contemporary approaches emphasize behavior, adaptability, and situational awareness. Evidence shows that structured leadership development programs significantly enhance leadership capabilities, reinforcing that leadership can be cultivated (Day et al., 2010; Irani et al., 2025). Experience plays a vital role in shaping effective leaders. Exposure to real world challenges enables indivi...