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Traditional Leadership in Light of E-HRMS
Abstract
As organizational management in recent times has become more complex, adding the electronic effect to ameliorate human resource management is welcomed. The importance of making human resource management e-based is that time is saved, which may mean that expenses are cut, and an organization would stand to gain in terms of time and money. Does this mean traditional leadership and leadership styles become irrelevant because the everyday activities such as sign-ins, overtime calculations are automatically calculated? What we know about leadership and leadership styles has not changed in this context of e-leadership. The situations and circumstances, however, surrounding leadership and leadership styles have drastically changed in recent years. The business world has become more competitive and volatile, influenced by such factors as faster technology change, greater international competition, the deregulation of markets, overcapacity in capitalintensive industries, an unstable oil cartel, raiders with junk bonds, and the changing demographics of the work force (Kotter, 1998). Does this shift require further changes in leadership and leadership styles? Although the basic tenets of leadership and leadership styles remain the same regardless of the changes through the ages, our changing environment requires further examination of today’s leadership and leadership styles in light of e-human resource information system (HRIS).
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