What is Assumptions

To determine whether a country is well developed or not, one can look at how much intelligent work people in that country engage in. It is safe to claim a healthy work ethic is the driving force behind the rise or fall of an organization in today’s competitive economy. The rise or fall of an organization also has to do with human resource management theory and practice. An organizational climate in which self-improvement is highly approved is likely to increase human performance (Knowles, Holton, & Swanson, 2005). A behavioral management philosophy is that a climate that approves and rewards new behaviors will encourage the maintenance of these new behaviors. This is probably why human resource managers need to study work ethics, especially in their relationship to theory X and theory Y. This article begins with a background of different perspectives of work ethics, continues with the argument that a healthy work ethic is needed in today’s human resource management, including e-human resource management (e-HRM) in the 21st century, and concludes with future trends and a brief summary. It is the author’s intent that through this vibrant discussion of a healthy work ethic in this new century, we can reach some common agreement, although this topic itself has always been a controversial one.