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Permanent URI for this collectionhttps://hdl.handle.net/10361/6411

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    The role of performance management system in shaping psychological contract: a case study approach
    (© 2012 SPIRI (Society for Promoting International Research and Innovation), 2012-03) Newaz, Mohammad Tanvi
    This research paper provides an analysis and evaluation of the role of performance management system in shaping psychological contract at Sainsbury’s UK by a case study approach. Sainsbury’s has adopted the performance management system to utilise the potential of their employees but result of data analysis indicates that line managers have failed to achieve the objective of the performance management system. This research analysis reveals how the line managers of Sainsbury’s focus on short term goal i.e. financial success instead of long term goal i.e. employee development. However, the performance management system of Sainsbury’s comprises all the necessary components to play a significant role in developing employees as well as facilitating the formation of a positive psychological contract. But partial and inattentive implementation of the system makes the situation unfavourable for the psychological contract to develop at Sainsbury’s UK.
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    Work-life balance: is it still a new concept in private commercial banking sector of Bangladesh?
    (© 2012 Consortia Academia Publishing, 2012-10) Newaz, Mohammad Tanvi; Zaman, Kanij Fatama
    This paper represents the current scenario of work-life balance in private commercial banks of Bangladesh which indicates a pessimistic approach has been adopted by the management. Apart from the multinational banks, most of the national banks are not aware of this concept and hardly have any policy regarding the work-life balance issues. At this moment, different socio-economic barriers and lack of human right awareness may support the management for not taking this issue seriously. However, if they want to achieve their business objectives through the development of the human resource then there is no alternative to develop the working lives of their workforce. This paper recommends management should consider the nature of business and background of employees they have employed and customize their policies with the participation of the employees. This paper also discusses some other recommendations considering the perspectives of both parties as well as the perspectives of Bangladesh.