University of Twente Student Theses


Minimizing HR Discrepancy: Goal Congruence between different Stakeholders

Jansink, B.E. (2014) Minimizing HR Discrepancy: Goal Congruence between different Stakeholders.

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Abstract:It is a well-known assumption that different HR stakeholders have differences in characteristics, perceptions and goals. These differences may lead to discrepancy between intended practices designed by HR, actual practices implemented by line managers and perceived HR practices by employees. As a result, variability exists in behavior of stakeholders. This behavior can deviate from the desired behavior intended by HR towards organizational goals and performance. This paper aims to examine the reasons for goal discrepancy and assess the effect of the alignment of goals between stakeholders on HR implementation and perceptions. We used a case study in a Dutch hospital, MST, to identify the goals and perceptions of different HRM stakeholders. Analyzing documents and interviewing a total of 15 HR professionals, line managers and employees from different departments, it was found that in a goal congruent situation, no significant differences appear between intended, actual and perceived HR practices. We confirm that goals are more aligned when it is clear among employees what is expected of them regarding these goals and how they can contribute to the goals. Correspondingly, our research shows that communication is an important means to achieve aligned goals and shared perceptions among HR stakeholders. It is also stressed out that when the organization focuses the communication of their goals on the well-being of employees instead of financial objectives, a goal congruent situation arises.
Item Type:Essay (Bachelor)
Medisch Spectrum Twente, Enschede, Netherlands
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:International Business Administration BSc (50952)
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