In order to succeed in today's global market place, organisation must otimise its human potential. In order to get high performance delivered, organisations must empower their employees in order to explore and realise their potential. Oranisations are attempting to make employees aware that there is a strong link between their efforts made and performance outcomes. However, these strategies may not work with all employees as some individuals exhibit learned helplessness (LH) behavior. Due to such adverse impact of LH attributions on performance, it is important to understand how people develop LH attributions & have deeper insights in its outcomesand management. The area is being explored bringing new and deeper insights in understanding the LH procees, how it is created, how LH attributions are made by employees and how to manage the impact within an organisation set-up. Further inputs for people managers and HR leaders were suggested focusing on relationships among antecedents and consequences of LH in order to achieve performance excellence among R&D professionals working in Pharma Organisations being the "lifeline" Industry with distinctive attributes.

Autorentext

He is working as Assistant Professor with Academy of HRD. Doctorate from Nirma University, he worked as Professor and ChiefEditor-AJBMR at AIMS,and as Assistant Professor at University of Petroleum (UPES). A passionate academician having keen interest people processes,he has published 15 research papers. He is also reviewer for IJBEM and JPAPR.

Klappentext

In order to succeed in today's global market place, organisation must otimise its human potential. In order to get high performance delivered, organisations must empower their employees in order to explore and realise their potential. Oranisations are attempting to make employees aware that there is a strong link between their efforts made and performance outcomes. However, these strategies may not work with all employees as some individuals exhibit learned helplessness (LH) behavior. Due to such adverse impact of LH attributions on performance, it is important to understand how people develop LH attributions & have deeper insights in its outcomesand management. The area is being explored bringing new and deeper insights in understanding the LH procees, how it is created, how LH attributions are made by employees and how to manage the impact within an organisation set-up. Further inputs for people managers and HR leaders were suggested focusing on relationships among antecedents and consequences of LH in order to achieve performance excellence among R&D professionals working in Pharma Organisations being the "lifeline" Industry with distinctive attributes.