...Introduction Case 4: Integrating Strategy and Human Resource Management is about how a business or organization can deal with situations as deregulation and ceilings on interest such as “People’s Bank”, a financial services company headquartered in Bridgeport, Connecticut where major changes took place to develop a market place orientation to its products and services. The internal and external structures of the financial service implemented strategic changes to their banking services and stock trading position. Added criteria included their employees who have participated in decision making participation for the purchase new technology. This summary considers some of the decisions that were contained to choose the right type of technology that worked for their environment and business in general (Greer, 2001, p. 156-157). Based on these descriptions of the experiences of People’s Bank, Ingersoll-Rand, Maid Bess, what is the unifying theme of the role played by human resource management? Human Resource Management (HRM) develops the company or organization’s integrated strategic planning processes by implementing the changes and technologies needed for a company’s growth and continued success and competition. HRM implements planning in the business unit and value chain unit. How this is done is setting goals for the organization and having alternative strategies for the business units in the marketing department for example, where the marketing department will further...
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...developing employee empowerment and innovative job redesign programmes (40%). Recalling your workshop investigations, and with reference to relevant case studies in the literature, identify the main problems that can be expected to influence empowerment and redesign initiatives in practice (60%). INTRODUCTION The book named The Principles of Scientific Management (Taylor, 1911) is regarded as the most influential book on management because it contributed most the American business in the latest 100 years (Linzi J. Kemp 2013). However, Since World War II, especially in the western countries, every employee is aware as a unique human being meaning that each of them is different in the way of thinking and behaving especially in a multinational company and cannot be treated as a cog in a machine any more. That means the company may consider some other effective managing methods to encourage employees to have more energy and be more willing to do their jobs and have the sense of belonging within the organisation. As a result, the main purpose of this essay is to discuss the benefits and problems of introducing and exercising these two technologies of management which are empowerment and job redesign. The beginning part of the essay is to introduce these two methods including the relationship between them and why they are helpful to improve the situations triggered by scientific management to some extent. And then the existing problems during the implementing of empowerment and job redesign...
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...Motivation Methods Brenda Taylor HCS/325 December 21, 2010 Stephanie McCrary Organizations are constantly trying to improve upon employee motivation and several different methods of motivation are available for use. Organizations need to weigh the pros and cons of each method to see which methods will produce the desired goals. Managers and organizations all know that the best motivational method will focus on what the employees believe is important and what will ultimately ensure the desired results of higher productivity and increased revenue. Monetary incentives are the most common motivator, but many organizations are finding that job flexibility and nonmonetary incentives have resulted in less employee turnover rates, improved productivity, and better organizational morale (Encyclopedia of Business, n.d.). The different methods of motivation that will be analyzed are: 1) Empowerment, 2) Creativity and Innovation, 3) Education, 4) Quality of Life, and 5) Monetary and Nonmonetary incentives. Empowerment Empowering employees gives each individual more responsibility, more decision making authority, and more control over the situation and tasks at hand (Encyclopedia of Business, n.d.). Empowerment ensures that each employee takes responsibility for his or her actions and will therefore work harder towards finding perfection within those actions. The energy normally used for self-preservation of the employee’s job will now be diverted toward completing the task at hand...
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...CEOs subtly undermine empowerment. Employees are often unprepared or unwilling to assume the new responsibilities it entails. Even change professionals stifle it. External commitment-or contractual compliance-is what employees display when they have little control over their destinies and are accustomed to working under the command-and-control model. Internal commitment occurs when employees are committed to a particular project, person, or program for their own individual reason or motivations. Without commitment, the implementation of any new initiative or idea would be seriously compromised. Human beings can commit themselves in two fundamentally different ways; externally and internally. Both are valuable in the workplace, but only internal commitment reinforces empowerment. External commitment is what an organization gets when workers have little control over their destinies. That commitment is external because all that is left for employees is to do what is expected of them. The employees will not feel responsible for the way the situation itself is defined. If management wants employees to take more responsibility for their own destiny, it must encourage the development of internal commitment. By definition, internal commitment is participatory and very closely allied with empowerment. The degree to which internal commitment is plausible in any organization is certainly limited. Moreover, the extent of participation in corporate goals and aspirations will vary with each...
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...Benefits of empowerment. Employee empowerment can be a very powerful tool for the organization if used properly. It can bring different kinds of benefits to the business. The main benefit of course is the improvement in general performance and efficiency of the business. Implementing empowerment into business becomes more and more popular nowadays, because managers started to understand the power of this system. The most important goal of any business is to maximize its profit. This can be accomplished in many ways like: minimizing costs, hiring more efficient employees, entering new markets, and also employee empowerment. Employee empowerment is actually very effective and at the same time very cheap way to lower company’s costs. Empowered employees can make decisions without manager’s knowledge. It involves them deeper and deeper into the life of the organization and contributes more to the overall performance. Employee’s suggestions are extremely important in this system. In fact these suggestions make the product or service better, cheaper and more efficient. Alex Blyth in his research among major UK companies points out some interesting facts. He found out that BMW saved £10.5 million in just two years thanks to employees’ suggestions. “The ideas vary greatly in scope and nature. Screws used to be thrown out, but are now recycled. A report that was printed on A3 paper is now printed on A4, saving thousands of pounds. Halving the number of foam blocks used...
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...the power structure of society is strengthened by the force of tradition ,values,history and by the prevalent ways of thinking and behaving.Any effort to change the balance of power entails change in the existing power structure. Women's empowerment is the process by which women negotiate a more equitable distribution of power , a greater space in the critical decision making processes in the home ,in the community and in the economic and political life.The aim of empowerment of women is the fuller and wholesome development of both men and women. Empowerment of women is anti-men.It is against patriarchy.Changes in law pertaining to marriage ,property,sexual harassment ,dowry,rape and other forms of violence,so as to bring in laws favouring or supporting women's empowerment are necessary but not enough.Enabling women to actually access to the benefits of appropriate laws is the key task of the empowerment process. The process of empowerment which seeks an equitable and active share for women has to deal with the burden of ideas and values which are passed on to women as part of their socialisation process from their very childhood.This social conditioning becomes part of her person and mindset and influences her behaviour.The empowerment process must begin with women changing their own ways of thinking and behaving .They must try to appreciate themselves more and to recognise and value their knowledge and skills and their contribution of the sustainability of the households...
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...Problome.................................... 3 Problem Summary Company & Problem Analysis Empowerment back on track Barbara’s situvation III. Implementations ................................................ 6 Planning Process Continus Improvement Barbars Situvation IV. Conclution ........................................................ 15 V. Extraction ......... Error! Bookmark not defined.16 P AGE |1 Executive Summary Company Electra Products Inc. is an 80 year old publicly held Retail Electrical Product Manufacturer, who has well experienced & loyal set of employees. Barbara Russel is Vise President Manufacturing of this Operation & Martin Griffin is newly appointed CEO to carry out the empowerment program which was a decision of top management as a solution to below problem. Current Situation Company was facing following main problems; In recent years market share of Electra products has declined rapidly due to foreign & domestic competition. Company did not have any new innovations to face the challenging market. Communication between departments is very low, even between key departments such as Manufacturing & Sales. Because of this situation employees are actively seeking for new jobs which is also impact to the productivity. Plan To overcome this situation top management has decided to launch an empowerment program to take up the company from current situation & to face the challenging...
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...performance and sustain competitive advantage. The article investigates the practice of strategic human resources management (SHRM) through a study of 308 companies over a 22 year timeline. Employee based practices such as empowerment, training and teamwork have been the focus for years on how to better organizational effectiveness. However now, seven managerial practices have been introduced to be used in conjunction with the previous three. The seven practices to be evaluated throughout this article are empowerment, training, teamwork, total quality management, just- in- time, advanced manufacturing technology, and supply- chain monitoring. Practices such as empowerment, training and teamwork are linked to having increase employee knowledge, which in return allows them to develop and utilize it. Empowerment is spreading the power of decision making amongst operational management and individuals/ teams. This type of initiative encourages employees, allows for flexibility, requires less supervision and ultimately envisions organizational gains. Training is fundamental in terms of teaching employees skills that not only prepare them for their job, but also enriching them with knowledge that gives way to future innovations and a competitive advantage for the organization. Lastly, teamwork instills employees to share their knowledge and complete interdependent tasks, which eventually leads to increased performance. Total quality management ensures that quality control is vital in production...
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...Employee Empowerment Policies and Procedures Paulina Hinesley Sandeep Malhi Tamera McInnis Tiffany Neal Webster University HRDV 5630 June 19, 2012 Employee Empowerment Policies and Procedures Organizations that recognize the value and importance of their employees’ ideas are always more sucessful. They understand that the heart of every business is within its workforce and without it there’s nothing. The individual is one of the most critical celements in any large-scale organizational change (Brown, 2011). Employee empowerment is a vital tool in shaping the personal and collective goals of an organization. Positive change is inevitable once a corporation posesses a confident, proactive and self-sufficient workforce. A growing number of today’s companies are not only concerened but are doing something about the way they manage their employees (Brown, 2011). They’re initiating the necessary steps toward creating employee pride, responsibility, and empowermnet. It’s also becoming a corporate priority to invest in the developement and enhancement of workforce knowledge, perforamce, and well being. Policies and Procedures Open Door Policy. This communication method is used to promote a sense of openness and trust amongst management and its workforce. It allows employees to feel comfortable addressing questions and concerns, to any level of management, without the fear of repercussions. Companies that practice this policy have happier, self-managed...
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...structures, increased employee training and development and continuous improvement is normally termed as a high performance work system (HPWS). However to be considered as an HPWS an organization must consider certain HR policies and approaches that will enhance its employee’s performance level. HPWS has been defined by Bohlander and Snell as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility”. According to Barnes HPWS comprises of three main components which comprise of “increased opportunity for employees to participate in decisions, employee training and employee incentives.” However due to the drastic changes in today’s work environment he also included technology as the fourth component of HPWS. The reason for this was the role that technology has started to play in dictating the organizational development. However it should be made clear that the technology has not to be a leading edge technology but in fact it should be competent enough to provide necessary infrastructure for communication and sharing information that is vital to business performance. Things to consider while implementing HPWS: According to one of the researchers, if organizations are fascinated in applying HPWS effectively in their organizations than they should ensure that the following characteristics are in place. * Self-managed teams and decentralization of decision making. * Selective hiring of new personnel...
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...Case Study: Electra Quick Summary Barbara Russell, Elektra's Vice President of Manufacturing, has been tasked by Martin Griffin, Elektra's new President, to head one of the teams that will devise a plan to change Elektra's management style from a traditional top-down firm to a de-centralized organization that emphasizes employee empowerment in the management process. Ms. Russell forms an enthusiastic team that works extra hours to compile manPagement changes that would allow employees at all levels to make decisions appropriate to their positions. However, when the recommendations are presented to department heads, they receive a cold reception when Mr. Griffin is called away from the meeting. Ms. Russell is now faced with the problem of implementing change against the resistance of the mid-level management. Question 1: How might top management have done a better job changing Elektra Products into a new kind of organization? What might they do now to get the empowerment process back on track? Answer: * Harry might talk with the employees. He has very much experience because he worked for 20 years in this company. He knows a lot of behaviors in the company, the good and the bad ones. Harry is able to understand the situation and the problems from the staff more than a newcomer. Furthermore he can motivate the others in a different, better way because he is in the same situation and they maybe look up to him. * The top management should support the teams with individual trainings...
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...Running Head: APPLICATION OF THEORIES Unit 2/ Application of Theories Running Head: APPLICATION OF THEORIES Abstract A critical feature of a successful organizational team, especially in knowledge-based enterprises, is that they are invested with a significant degree of empowerment, or decision-making authority. With more companies moving toward ways of implementing employee empowerment, it can help change things and give managers more time for visioning and nurturing their company. Running Head: APPLICATION OF THEORIES Application of Theories Introduction Most decisions at a company should be based on using critical thinking than on non-critical thinking. In general, critical thinking is a process that helps evaluate situations or problems and then leads to the best solution possible that will give one’s organization the best results. Employee empowerment culture GE Oil and Gas is committed to find ways to achieve an incident-free workplace (Veazie, B., Knode, T., 2010). Human Resources is one of the most critical in this implementing process because they will help train, and communicate to employees how important safety is. Good effective leaders will help empower all employees towards safety excellence (Veazie, B., Knode, T., 2010). In addition, all employees assume the responsibility of their own safety and the safety of those around them arises only out of discretionary behavior (Veazie, B., Knode, T., 2010). Discretionary behavior is simply a choice made...
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... Organizational Change Plan In assessing the needs of the organization, the education department realized that the systems current methodology of validating nursing competencies was out dated and very inefficient and non cost effective. In March of 2012, the education department embarked upon collaboration with a well-known national speaker to come speak to our leaders and clinicians regarding nursing competencies. This was the initial step taken to start changing forever how we assessed and validated nursing competencies across the system. Unit Based Competency Business Case As we examined the dynamics in healthcare, we pursued the introduction of a new unit based competency model. This shifted the paradigm from yearly skills labs that were non productive to the UBC model as it was the right thing to do. The ability of the nurses at the point of service is constantly plagued by intricate innovations in the areas of equipment’s, staffing, requirements from regulatory bodies, on-line documentations, and the like. The current trend in healthcare is highly motivated by a well-educated clientele of the community, hence an escalating expectation from the nurses is inevitable, most specifically the competency. Competency assessment as required by external and internal standards is a must for every healthcare facility. The controversy however, arises as to how an organization comprehends and interprets competency verification. Various interpretations...
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...Introduction Charismatic leadership is the guidance provided to an organization by one or more individuals seen as heroic or inspiring and who have therefore been granted the organizational power to make dramatic changes and extract extraordinary performance levels from its staff (businessdictionary.com). Charismatic Leadership is comprised of three components: envisioning, empathy, and empowerment. These key components stimulate followers' need for achievement, need for affiliation, and need for power. This paper will clarify the core features of charismatic leadership by identifying its three core components: envisioning, empathy, and empowerment. This study was intended to develop a theoretical model of charismatic leadership which highlights its motivational effects on followers and to discuss how charismatic leaders affect his/her followers. The author suggests that the behaviors of a charismatic leader and the enhanced followers' needs promote clearer role perceptions, improved task performance, greater job satisfaction, stronger collective identity and group cohesiveness, more organizational citizenship behaviors, and stronger self-leadership among the followers. Shamir and his colleagues (1993) emphasized the need for research on the motivational effects behind a charismatic leader's success in leading followers to transcend their self-interest for the sake of the organization. Several authors (Gardner & Avolio, 1998; Shamir et al., 1993...
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...Elektra's Vice President of Manufacturing, has been tasked by Martin Griffin, Elektra's new President, to head one of the teams that will devise a plan to change Elektra's management style from a traditional top-down firm to a de-centralized organization that emphasizes employee empowerment in the management process. Ms. Russell forms an enthusiastic team that works extra hours to compile management changes that would allow employees at all levels to make decisions appropriate to their positions. However, When the recommendations are presented to department heads, they receive a cold reception when Mr. Griffin is called away from the meeting. Ms. Russell is now faced with the problem of implementing change against the resistance of the mid-level management. Question 1: How might top management have done a better job changing Elektra Products into a new kind of organization? What might they do now to get the empowerment process back on track? Note: Question 1 asks two questions; both must be answered in the response to Question 1. Response: Answer 1 Top management could have included the mid and lower level managers, and employees in the study teams. The study teams should have received instruction on the concept behind "empowerment", and how the objective was to have employees at all levels taking responsibility for decision making, at that level, and...
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