Enhancing Engagement
Engaging First Nations People at Work: The Influence of Culture and Context
Paper Presentation in a Themed Session Susanne Thiessen
The paper seeks to understand organisational context and culture’s influence on engaging First Nations People in Canada in work. Organisations have opportunities to attract and engage Indigenous people, who have distinct worldviews and unique customs. Indigenous people also grapple with the historical and ongoing disparate impacts of settler colonialism that intersect colonial systems. This study worked within Indigenous research principles to encourage the articulation of deeply felt experiences of how they viewed and interacted with their work. The findings review the experiences of First Nations individuals working in non-Indigenous organisations. Through anti-colonial and critical organisational theoretical lenses, the study reveals how the context and culture that of First Nations people shaped their views of what is essential to engaging them in the workplace. The findings illustrate what First Nations people would like to see in a workplace culture, what they feel needs to be recognised as part of their unique context, and the approaches that are most important for engaging them. Understanding the effect of context and culture on positive work interactions provides new information for organisational leaders, managers, diversity officers, to better support First Nations engagement in the workplace. It may also offer an approach to better engaging other culturally diverse organisational groups. The results add value to the fields of critical theory, anti-colonial theory, critical management studies, and Indigenous wholistic theory. The results further the discussion on the processes of decolonization and the recognition of Indigenous and minority rights in the workplace.
Generative Artificial Intelligence in Human Resources: Transforming Efficiency and Employee Engagement
Paper Presentation in a Themed Session Russ Gariando
Today’s digital era, the field of human resources (HR) is undergoing a significant transformation, driven by advancements in artificial intelligence (AI) technologies. One prominent area within AI that holds immense potential for HR applications is generative AI. By harnessing the power of generative AI, HR professionals can revolutionize their practices, enhancing efficiency and employee engagement in various HR processes. The research explores the transformative impact of generative AI in HR, focusing on its ability to improve efficiency and enhance employee engagement. HR can automate time-consuming tasks, generate personalized content, and gain valuable insights to make data-driven decisions. Moreover, the application of generative AI techniques has the potential to create a more engaging and inclusive work environment, fostering employee satisfaction and productivity. The research delved into specific applications of generative AI in HR, such as resume generation, job description creation, employee feedback and evaluation, training material generation, diversity and inclusion initiatives, predictive analytics for workforce planning, virtual HR assistants, employee onboarding, employee engagement and satisfaction analysis, and bias detection and mitigation. By examining these applications, we aim to understand the benefits, challenges, and implications of integrating generative AI into HR practices.T his research provides HR professionals, researchers and organizations with valuable insights into the transformative potential of generative AI in HR. Understanding the capabilities and limitations of generative AI in enhancing efficiency and employee engagement. HR can make informed decisions regarding the adoption and integration of these technologies, leading to more effective practices and better employment experiences for individuals within organizations.
Indigenous Voices Unheard: Toward an Inclusive Discourse in Corporate Sustainability Reporting
Paper Presentation in a Themed Session Nahid Ghani
This paper elaborates on the current understanding of how organizations may successfully integrate diverse voices into their responses to climate change using language as a pivot. In existing research, discussions about linguistic perspectives when speaking concerning organizational responses to climate change are usually ignored, thus strengthening the view that interest in where voices have been involved is very much a required point. The paper also aims at humanizing the representation of organizational responses to climate change through converse contextual perspectives that include members from different social sections, who are often ignored during the interpretation, analysis, and review of climate change approaches. It highlights the importance of presenting a holistic view on these cultural approaches, acknowledging that incorporating various experiences and narratives in organizational responses is not just an academic endeavor but an essential shift towards creating a more cohesive and comprehensive worldwide debate regarding climate activities.
