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FULL APA CITATION ARTICLE TITLE JOUTNAL NAME FINDINGS

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1. Frederick F Clin Med Ethical issues in International BG AND PURPOSE
Fenech FRCP 2003 ageing Institute on Ageing,
FACP KM, United Nations, Persons over the age of 80 is the
Director Malta group where physical frailty and
diminished mental capacity are
common, rendering them most
vulnerable to abuse. This decline
in functional capacity may lead to
inability to take responsible
decisions. This might require
another person to act as proxy
with all the attendant moral
responsibility.

The government should

overcome discriminative
practices due to ageism through
the application of ethical
concepts which are relevant to
different religions, ethnic, racial
and social classes. It should also
formulate laws to make up for
the disadvantages suffered by
people because of advanced age
in order to enable the elderly to
retain as much autonomy as
possible..

METHODS USED

1. set up training and education

pro- grammes in the various
fields of ageing particularly for
developing countries for
research and consultancy work.
2. A study group to examine
issues of a moral nature typically
for people who are growing old
or anyone involved with them.
3. in order to enable the elderly
to retain as much autonomy as
possible government should be
encouraged to formulate laws to
make up for the disadvantages
suffered by people because of
advanced age.
4. an international task force of
experts to examine the moral
 questions and propose helpful
answers.

RESULTS

Population ageing has been

recognized as one of the four
global demographic
“megatrends”—population
growth, population ageing,
international migration and
urbanization—with continued
and lasting impacts on
sustainable development.
Preparing for the economic
and social shifts associated
with an ageing population is
essential to ensure progress
towards the achievement of
the Sustainable Development
Goals. Positive action by
governments to overcome
ageism is recommended.

2. Rene Derderian Cross Institute of Background and purpose:

Eduardo , S. Cultural Management
It is common for the workplace to
Pinilla (1993) Issues in & have people from different
Human Administration cultures. it is imperative to have
Resources . an understanding of cross-
cultural issues so that conflict
and misunderstandings can be
mitigated.
The purpose of this analysed
data is to answer a important
question: in what ways does
culture impact the way how
individuals from different cultures
apply, assess and perceive
communication in HR?

Subjects and methods:

These variables will be used to

measure how these have an
impact on how individuals
perceive communication.
1. Timeliness: it is communicated
non-verbally and this variable is
especially important because of
this. Some cultures value time
punctuality more than others.
2. Collectivism vs. Individualism:
some cultures value individual
merits and needs while others
value the group’s needs as a
whole. These are known as
individualistic and collectivistic
cultures, respectively
3. High Context and Low Context
Cultures: cultures that put more
emphasis on body language
when trying to communicate
something are high context
cultures, whereas low context
cultures are more verbally
explicit when trying to
communicate.

Results:

With the rapid increase in the

globalisation of business,
workforces are becoming
diverse and multicultural.

Managing workforces has

increased pressure on HR
managers to recognize and
adapt to cultural differences,
which when ignored can result
in cross-cultural
misunderstandings.

Increasing competition both

nationally and internationally
have resulted in a deeper
focus upon effective human
resource management.
3. Ashveen May 30, 2018 The Effect of University of Background and purpose:
Nuckcheddy Personality on Northampton, UK
Motivation and One of many major concerns for
Organisational the Human Resource’s that they
Behaviour still grapples within
contemporary organisations in
inducing and sustaining
motivation of workers.

Subjects and methods:

The topics that were found to be

the most relevant were
motivation, personality and
individual differences.
Studies that focused on the link
of personality to motivation were
of most significance.

Results:

Personality has a significant

effect on organisational
behaviour by Influencing
organisational tolerance, Work
environment, and work ethics.

And this is an important topic

that should be Considered by
management as they strive to
improve motivation of workers
and optimising organisational
behaviour at the workspace.

4. Jesper Ryberg, Pelgrave Ethical Issues in New Waves in BAGROUND AND PURPOSE
Thomas Macmillan, Human Applied Ethics, eds
Petersen & 2008 Enhancement An important way in which the
Clark Wolf human condition could be changed
is through the enhancement of
basic human capacities. an
overarching analysis of the
various approaches to
articulating the ethical issues
that are engaged by human
enhancements.
 Method

1. Enhancing Health-
Related Resilience (e.g.
fluoridation of tap water
or inoculations)
2. Enhancing Lifestyle
Functional Capacities
(e.g. breast
enhancements, height
enhancement)
3. Enhancements Beyond
Species-Typical
Functioning
Results

it is important to note that it

is inadequate to devise
moral rules that apply to
people in general. Rather,
people always operate
within different social
contexts, where different
moral and ethical
expectations exist.
5. Nancy R. THIRD Selected Cross- SHRM Research BG AND PURPOSE
Lockwood, QUARTER– Cultural Factors Department
M.A., SPHR, 2008 in Human This article is related to the
GPHR, SEPTEMBER Resource impact of cross-culture
manager Management human resource
management (CCHRM) on
the performance of factors
affecting cross culture
management.. The key areas
which this literature review
focuses on include: meaning
of key terms and concepts in
CCHRM; human and
 cultural variables in global
organization; cross cultural
leadership and decision
making; recruitment and
selection in global
organizations.

SUBJECTS AND METHOD

.
i. 1) the relationship between
employees and the
company;
ii. the hierarchical system of
authority
iii. Factors in Cultural
Differences Communication
Verbal and nonverbal
Concepts of time. individual
Hierarchy/authority.
iv. Perception of rank in
relationship to others
Openness to diversity
Country of origin, religion,
race, gender, language
Physical space Space and
privacy needed for personal
comfort Relationships
Importance for business
interactions.

RESULTS

1) heightened awareness of cultural

differences in domestic and global
workplaces;
2) greater need for cross-cultural
understanding/savvy in business
settings;
3) managing talent globally;
4) greater emphasis on global
leadership competencies

6. Mirosława 6 January Do Values Faculty of BG AND PURPOSE

2021
Czerniawska Relate to Engineering
, Joanna Personality Management, The research presents
Szydło Traits and if Bialystok empirical data concerning the
University of
 so, in What Technology, relations between personal
Way? – Bialystok, traits and value system. The
Analysis of Poland study focuses on empathy,
Relationships agreeableness, directiveness,
Machiavellism as personality
traits.

METHOD

A content compatibility
hypothesis between
personality traits and one’s
system of value was accepted
as preliminary assumption for
this research: empathy and
agreeableness positively
correlate with allocentric
values, whereas directiveness
and Machiavellism positively
correlate with idiocentric
values. The study group
consisted of 325 students.

RESULTS

The value system of empathic

and agreeable people reveals
an allocentric orientation
(tendency to abandon one’s
own perspective), while the
value system of directive and
Machiavellian people reveals
an idiocentric orientation. The
data analysis revealed that
subjects tend to organize their
self-knowledge in such a way
that there is a content
consistency between the
information included in the
appropriate schemas of
personality traits and value
preference

The first one

7. Hiroshi Feb 04 2014 the The international
Yamamoto relationship journal of human
between resource
employees’
perception of
management
is to
human
resource
investigate
 the
management
and their
retention
relationship
between
employees’
perceptions of
human
resource
management
(HRM) based
on the
commitment
model and
their turnover
intentions
(retention).
The second
one examines
the
relationship
between
employees’
attitudes
toward job-
specialties
and
retention. The
third one
analyzes the
impact of
attitudes
toward job-
specialties on
the
relationship
between
employees’
perceptions
of HRM and
retention. The
facts and
conclusions in
this paper
were drawn
by using 400
employees.
For the first
one, the
results of a
multiple
regression
analysis
showed that
perceptions of
rewards based
on fair
appraisal and
job security
made a
difference to
retention and
 moreover,
overall
perceptions
of HRM
increased
retention.
Baground and purpose

This is based to investigate the

relationship between employees
perception of hrm based on their
commitment model and their
turnover retention and to examine
the impact of attitude towards job
specialists.

METHOD AND FINDINGS

RESULTS
results of a multiple regression
analysis showed that inter-
organizational career self-
efficacy has a negative effect
on retention. On the other
hand, no relationship was
observed between specialty
commitment and retention

INTRODUCTION

A human relation is the relationship between human resources

of the organization. It incorporates management-employees,
employees-employees relationship. It also consists of
relationship between the organization’s human resource &
outsiders (such as clients, suppliers).
Human resource is one of the important assets of an
organization. Hence, healthy human relations lead to increased
productivity and efficiency. It also plays crucial role in growth
and success of the organization.
As a matter of fact, human relations is the art of getting along with
people either as individuals or as a group. Good human relations
are an effective instrument to motivate the personnel towards the
achievement of individual as well as organisational goals.
A human relation is the relationship between human resources of
the organization. It incorporates management-employees,
employees-employees relationship. It also consists of relationship
between the organization’s human resource & outsiders (such as
clients, suppliers). Human resource is one of the important assets
of an organization. Hence, healthy human relations lead to
increased productivity and efficiency. It also plays crucial role in
growth and success of the organization.

HUMAN RELATION THEORY OF ORGANIZATIONS

A human relation is the relationship between human resources of
the organization. It incorporates management-employees,
employees-employees relationship. It also consists of relationship
between the organization’s human resource & outsiders (such as
clients, suppliers). Human resource is one of the important assets
of an organization. Hence, healthy human relations lead to
increased productivity and efficiency. It also plays crucial role in
growth and success of the organization.
Elements of Human Relations Theory
At the core of human relations theory are these six basic propositions:

 A focus on people, rather than upon machines or economics

 The organizational environment is not an organized social context
 Human relations are important in motivating people
 Motivation depends upon teamwork, requiring co-ordination and
cooperation of individuals involved.
 Human relations within teams must fulfill both individual and organizational
objectives simultaneously
 Individuals and organizations desire efficiency by achieving maximum
results with minimum inputs

Also, central to the understanding of Human Relations theory is the

concept of individual motivation. The drawback of this theory is that it
requires the acceptance of numerous assumptions about human
behavior.