netrashetty
Netra Shetty
ABM Industries Incorporated NYSE: ABM is an American corporation involved in outsourced, building maintenance. Wholly owned subsidiaries include ABM Janitorial, Ampco System Parking, ABM Engineering, ABM Security Services (known formerly as American Commercial Security Services), Security Services of America (SSA), Amtech Lighting, and ABM Facility Services.
Founded in 1909 by Morris Rosenberg as a one-man window washing business, they took the name American Building Maintenance in 1913. In 1927, they acquired Easterday Janitorial Supply Company. His sons took over after his death.
They were listed in 1945 on the American Stock Exchange. In 1967, Ampco Auto Parks, which became Ampco System Parking in 1993, became the newest Division of the Company. In 1972 they were listed on the New York Stock Exchange.
Through a series of mergers and acquisitions, ABM had revenues above $2 billion as of 2001. The company and its CEO Henrik Slipsager were featured in the second season of the CBS reality show Undercover Boss.
Human resource management (HRM) is known and accepted in the broadest sense of the term, as a form of management that includes “all management decisions and actions that affect the nature of the relationship between the organization and the employees – its human resources” (Beer et al., 1984, p. 1). It is defined as the process of coordinating an organization’s human resources, or employees, to meet organizational goals. As can be observed based on the definition, the tasks of those belonging in HRM can be complex as it involves all issues that encompasses employee and firm relationship. Believing that the most important asset of a business is the people in order to achieve sustained business success is the core philosophy of human resource management (HRM). Realizing this leads to a strategic management of people within the organization. Its philosophy is based on the simple belief that human resources are the most important asset in achieving and sustaining business success. This realization became the driving force behind the creation of human resource management resulting in organizations taking a strategic approach to the management of their people.
Cultural Dimensions
One of the ways to assess culture is to take heed of its value dimensions. As explained by Hofstede (1980), there are four cultural value dimensions:
Ø Large versus small power distance. Large power distance is the extent to which the members of a society accept that power in institutions and organisations is distributed unequally; while small power distance is the extent to which members of a society or organization accept that power is distributed fairly (Adler, 1997).
Ø Strong versus weak uncertainty avoidance. Strong uncertainty avoidance means the degree to which the members of a society feel uncomfortable with uncertainty and ambiguity, which leads them to support beliefs promising certainty and to maintain institutions protecting conformity; while weak uncertainty avoidance is the degree to which members tend to be relatively tolerant of uncertainty and ambiguity and require considerable autonomy and lower structure (Rodriguez, 1995).
Ø Individualism versus collectivism. Individualism is the preference for a loosely knit social framework in society; collectivism stands for a preference for a tightly knit social framework.
Ø Masculinity versus femininity. Masculinity is the preference for achievement, heroism, assertiveness and material success; while femininity refers to a preference for relationships, modesty, caring for the weak and the quality of life.
Founded in 1909 by Morris Rosenberg as a one-man window washing business, they took the name American Building Maintenance in 1913. In 1927, they acquired Easterday Janitorial Supply Company. His sons took over after his death.
They were listed in 1945 on the American Stock Exchange. In 1967, Ampco Auto Parks, which became Ampco System Parking in 1993, became the newest Division of the Company. In 1972 they were listed on the New York Stock Exchange.
Through a series of mergers and acquisitions, ABM had revenues above $2 billion as of 2001. The company and its CEO Henrik Slipsager were featured in the second season of the CBS reality show Undercover Boss.
Human resource management (HRM) is known and accepted in the broadest sense of the term, as a form of management that includes “all management decisions and actions that affect the nature of the relationship between the organization and the employees – its human resources” (Beer et al., 1984, p. 1). It is defined as the process of coordinating an organization’s human resources, or employees, to meet organizational goals. As can be observed based on the definition, the tasks of those belonging in HRM can be complex as it involves all issues that encompasses employee and firm relationship. Believing that the most important asset of a business is the people in order to achieve sustained business success is the core philosophy of human resource management (HRM). Realizing this leads to a strategic management of people within the organization. Its philosophy is based on the simple belief that human resources are the most important asset in achieving and sustaining business success. This realization became the driving force behind the creation of human resource management resulting in organizations taking a strategic approach to the management of their people.
Cultural Dimensions
One of the ways to assess culture is to take heed of its value dimensions. As explained by Hofstede (1980), there are four cultural value dimensions:
Ø Large versus small power distance. Large power distance is the extent to which the members of a society accept that power in institutions and organisations is distributed unequally; while small power distance is the extent to which members of a society or organization accept that power is distributed fairly (Adler, 1997).
Ø Strong versus weak uncertainty avoidance. Strong uncertainty avoidance means the degree to which the members of a society feel uncomfortable with uncertainty and ambiguity, which leads them to support beliefs promising certainty and to maintain institutions protecting conformity; while weak uncertainty avoidance is the degree to which members tend to be relatively tolerant of uncertainty and ambiguity and require considerable autonomy and lower structure (Rodriguez, 1995).
Ø Individualism versus collectivism. Individualism is the preference for a loosely knit social framework in society; collectivism stands for a preference for a tightly knit social framework.
Ø Masculinity versus femininity. Masculinity is the preference for achievement, heroism, assertiveness and material success; while femininity refers to a preference for relationships, modesty, caring for the weak and the quality of life.
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