Implications in Business

Customer power is key to any successful business in the world today. To be competitive companies or business need to put their focus on customer needs (Pilbeam & Corbridge, 2010). The expectation of customers to request excellent goods of services has rising due to the competitive business environment and the rights of the customer. That is by demonstrating their rights to decline a product or file for compensation (Pilbeam & Corbridge, 2010). Due to this competitive business environment, company's labor cost maintained at a certain rate or sometimes even push them to produce better quality products (Philpott,2001)

The public and private sector are part of this consumer power trend which has been adopted through government policies to boost consumer rights. There are various implications which employees or employers have to face only to give customers the satisfaction they need.

* Flexibility and emotional understanding which is related to customer feelings and Emotions (Legge,2005).

* Emotional labor for workers through managers may sometimes cause staff division which is developed through bias treatment (taking Sides) of the employees based on a rule structure of stating how staff should feel (Pilbeam & Corbridge, 2010).

On the other hand, it can bring employee contentment and flexibility where the bond between the employee and the customer are mutual and socially inclined (Pilbeam & Corbridge, 2010).

According to Hoque and Noon the role of the HR professional and the comparism of Human Resource Management is seen as a mere opinion of individuals. Businesses or firms, where HRM is used to identify senior managers rather than addressing them using the old title Personnel manager are more in the position of taking practices and strategies that are more of a high degree of complexity and show a high connection to commerce strategies (Purcell,2001). And using the title HR mangers show a clear sense of professionalism. Hoque and noon also go on to say Human Resource Mangers have the great chance of working in firms or company's,where supervision of department heads have the sole right to make decisions on recruitment or salary issues. The survey done by Hoque and Noon came to a conclusion that their is some kind of union between how firms give job titles and the strategies they use. It is believed that mostly international firms use this designation (HRM) and the term Personnel Manager is commonly used in Governmental offices (Millward et al;2000).