...Should managers manage the employees' soul? Management has underwent a lot of changes since the last century. During these changes the subject went through different phases, each having its own unique characteristics. It fist began as something called Scientific Management. Its only goal was increasing productivity through standardization and division of work. These methods were the only ones used and the managers didn't care about the mental status of their employees. The next step was Human Relations, employers and managers began to understand that there was a human factor involved in the production and productivity of the company. During this stage of the development different tools were used such as; performance reviews, goal settings and interviews in which employees would express their feelings and voice their concerns. The human factor was used to the companies advantage, the managers saw the link between the employees happiness and productivity. The understanding of the human factor was taken one step further in the time of Corporate Culture. Employees were convinced that their well being depended on the well being of the company. Workers were given more freedom in the aspects of how they did their job. Control on this freedom was enforced by the corporate culture. People wouldn't act differently from the acceptable norm because they felt the need to fit in with everyone else. Managing employee's consists in making sure they are doing their best while working. To achieve...
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...Three Principles for Managing Change By MaryLou Brandstetter Discussion Board Unit 3 American Intercontinental University January 21, 2012 • Select 3 principles you believe are the most important to follow when managing change and describe why you feel these are essential. "Thought processes and relationship dynamics are fundamental if change is to be successful" (Lynco Associates, Inc. 2009). This statement is true because understanding between individuals is necessary if change within an organization is going to succeed. “To succeed, they also must have an intimate understanding of the human side of change management…. Leadership teams that fail to plan for the human side of change often find themselves wondering why their best-laid plans have gone awry” (Jones, J., Aquirre, D., and Calderone, M., 2004). Open communication between individuals, management and employees, all the way down the chain from the top level to the very bottom will ensure that everyone has the same understanding of any imminent change. "The intrinsic rewards of a project are often more important than the material rewards and recognition" (Lynco Associates, Inc. 2009). People who are involved with a project will take personal satisfaction when their part of the project is successfully completed. That feeling of satisfaction can be much more rewarding than receiving compensation, a feeling of a job well done. This feeling is what makes us want to do the very best we can and keeps us motivated...
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...Evaluate the main traditional approaches to management (classical, humanistic, systems, contingency) and contrast them with post-modern ideas of management Introduction As any other activity managing an organization has got various approaches to rely on. To be successful managers have to possess enough knowledge on different approaches to management and discriminate them from one another, perceive advantages and disadvantages of each. In this work traditional approaches to management and post-modern ideas are present as well. Classical approach Classical concepts in management appeared in the end of 19th century. Manufacturing system at that period faced with tasks which were never taken into account before. Development of large and sophisticated organizations forced to search for new coordination and control methods. From this step evolution of modern management has started and as a result classical approach was established. This approach implied three specific areas: scientific management, bureaucracy organizations and administrative principles. Frederick Winslow Taylor suggested that low productivity which restrained economical development was caused by bad organization of labor and lack of scientifically-proved norms and standards. Moreover, decision-making must be based not on previous traditions and rules but on exact prescriptions made after thorough examining of specific situations. The main principles of scientific management, formulated by Taylor, are: *...
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...key aspects of the role of HR in managing the impact of contemporary business issues and external business influences | Word count 920 | Terri Fenwick 16th March 2015 | HR continuously works in a changing landscape of variables, including technology and legislation. Writing in Personnel Today, Dennehy (2014) states that “every year brings with it numerous legislative changes”. This will force businesses to regularly review their policies and procedures and adjust them accordingly in light of external forces. Technology has advanced significantly and we are now seeing a massive increase in Social Media such as Twitter, Facebook and LinkedIn being used in the Business environment for many things including general business marketing and as a recruiting platform. Employers need to keep up with technology and embrace the changes in order to compete with other Businesses. The key in HR successfully keeping up with these contemporary business changes is Change Management (Massachusetts Institute of Technology MIT 2004) * Planning for change * Implementing change * Supporting continuous improvement following change According to MIT (2004) in order to successfully manage change, HR must always plan for change due to the ever changing environment. It needs to reinvent itself to develop and grow with the change. Human Resource Management comes in different national styles but none of these are ‘free from the pressures to change’ (Edward and Rees 2006 as cited by...
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...Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) Abstract This term paper addresses human resource capacity building as a strategic instrument in leading and managing change in organizations. After describing the process and the basic steps in leading and managing change, the article has taken an effort to identify the role of leaders and the managers to derive a conceptual frame of reference to develop arguments in strategic importance of human resource capacity building in the process of leading and managing change in organization. To meet the challenges, negative as well as positive, HR capacity building is needed in most of the steps and stages in the process of leading and managing change in organizations. Further, developing human capacities has highlighted as one of the major roles and core functionalities of leaders and managers. Viewing human resources as human capital and beyond, the term paper argues that without...
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...Human Resource Management Role Beverly Faison HCS341 November 26, 2012 Diane Rodriguez Human Resource Management Role Human Resource Management (HRM) is the function of an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human resource management also deals with the issues that the staff is experiencing such as the hiring process, vacation, bonuses, training safety, communication between staff and management. Human resource also deals with how the organization develops by growth of revenue and how the staff is motivated to do their jobs. HR professionals also suggest strategies for increasing employee commitment to the organization. This begins with using the recruiting process or matching employees with the right positions according to their qualifications. Once hired, employees must be committed to their jobs and feel challenged throughout the year by their manager...
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...Challenges of business leaders and HR managers when managing the 21st century workforce ” A company’s workforce represents one of its most valuable resources: for this reason the way this workforce is managed represents a critical element in enhancing internal effectiveness and improving the organization’s competitiveness” (Rennie 2003)”. Introduction Most HR management systems available in most firms were formed at a time when business and technological practices were completely different. As the world is becoming more economic globalized so is the workforce. The 21st century workforce will consist of multi-generational team and a mix of minorities. With a more diverse and complex workforce, the challenges facing the HR managers also expands. There are several issues faced by contemporary business leaders. First is globalization-which is the present flow of capital, goods, services, ideas, people, and information virtually. Second is talent acquisition and talent management issues- HR Administrations are still struggling with managing their talent efficiently. Most corporate employment and talent meanings are reactive and hardly are they future focused. Third is fruitful human capital administration-the explanation to handling your multi-generational staff. As we move towards 2020 there will be four generations working side by side, how can we accomplish knowledge transfer and maintain good team work when there exists intergenerational problems due to generational differences...
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...Managing Workplace Diversity & The Relationship with Human Resource Management and How Effective It Is Course: Business & Management Submission Date: 03/05/2012 Submitted to Leeds Metropolitan University Word Count:2989 Contents Contents Contents 2 Introduction 3 Diversity 4 Diversity in the Workplace 4 Emergence of Diversity 5 Legislation and Problems they Solve 6 Emergence of Managing Diversity 7 HRM 8 Relationship with Managing Diversity 9 HRM in the UK vs. USA 10 Reasons Supporting HRM 11 Critical Arguments Posed to HRM 11 Recommendations 11 Conclusion 11 References 11 Introduction In this report I will be investigating managing diversity and taking a look at how it has developed and how it has had an impact on everything in life. I will mainly focus on how this has had an effect in the workplace and look at key arguments that support diversity and look at arguments against diversity in the workplace and why this may be considered a negative or a hindrance and most importantly I will look at how successful this has been at helping companies maximise their assets and key areas that I have identified that need to be improved. In the second part of my report I will examine the close links of managing diversity and human resource management (HRM). I will look at factors that support it and arguments that need to be considered when looking at HRM. Diversity Diversity in people can be described as the subtle differences...
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...Title: Course Code: HRMT20019 Course Name: Leading and Managing Change Course Coordinator: Dr Ezaz Ahmed Assignment number: 2 Due date: 26/09/2014 Weighting: 60% Student Name: Nadine Fearnley-Gallagher Student Number S0247862 Title: Course Code: HRMT20019 Course Name: Leading and Managing Change Course Coordinator: Dr Ezaz Ahmed Assignment number: 2 Due date: 26/09/2014 Weighting: 60% Student Name: Nadine Fearnley-Gallagher Student Number S0247862 CASE STUDY: SUPER STAR UNIVERSITY CASE STUDY: SUPER STAR UNIVERSITY ARGUMENTATIVE ESSAY ON CHANGE MANAGEMENT ARGUMENTATIVE ESSAY ON CHANGE MANAGEMENT Change is inevitable to every organization irrespective of their size and nature. Challenging the prevalent status quo is the main aim of change. Accepting the new needs is what change strives for. Awareness and acceptance are the two tools of managing change (Adams, Bessant and Phelps, 2006). Change is not hard but dealing with the consequences of change is hard to an organization. The dogma of change is the area where the main difficulty lies. Change management strategic moves help in better flexibility gain in the organization. Future is unpredictable and unseen, so decision making tools need to adapt to the changes to have business sustainability (Bommer, Rich and Rubin, 2005). The case study provided in the discussion paper is based on the learning epitome in Australia, the Super Star University (SSU). The...
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...of a manager within the functional business. Skills of a Manager in Business An individual who plans as well as set goals for employee and leads the employee to reach the goal efficiently and effectively is called the managers. Manager plays a vital part in business worldwide. There are some characteristic that a manager should have to be a successful. The four manager characteristic are planner, (setting goals and develop plan to meet the goal) Organizer, (put in order plan to achieve the goal) Leader (working with and directing employee to achieve the goal that is set), and controlling (monitoring the employee and making change if necessary to accomplish the goal) Pearson Learning Solutions, (2010). Every company will need personnel department that is known as Human Resources. The Human Resources department is a major part of the management team. Human Resource Department is responsible for payroll, the hiring of all employee as well as management. In most business, there are many departments make a business operate successfully. Each department needs department managers; they are called lower management or first-line manager. Level of management. In most...
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...have achieved the same mark with a lot less. There was a heavy reliance on some basic reading list material in places that did not do justice to the amount of independent research. There are marginal comments throughout the essay. Passages referred to are marked in red. 1 "As new strategies are implemented in any organisation, tension and conflicts are likely to arise ... such conflicts must be confronted, no matter how uncomfortable it may feel to operate in such a situation. " Discuss in relation to LIS organisations and examine the management strategies which attempt to confront the problem of conflict. Note how the writer has analysed this question by looking at his side headings. These reflect the title closely: a) Organisational change, b) Sources of conflict during organisational change. c) The need to confront tensions and conflict, d) Management startegies for dealing with conflict Abstract Abstract initially reads too much like an introduction. The abstract should simply state what the essay...
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...Human Resources: Human Resource Management describes the function of managing company’s staff members. "A strategic approach to managing employment relations which emphasizes that leveraging people's capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices." Bratton, J. & Gold, J. (2003) It is important part of a company’s management team and it evolves from an administrative department to developing strategies which if correct will have the ability to make a positive impact on the organization competency and competiveness goals the betterment and satisfaction of the companies staff members. An important aspect of an organization's business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. Staffing, training, compensation and performance management are the base of human resources practices and it shapes the organization's need to satisfy its stakeholders, who will want to know that their investment are well managed, as well as customers whose expectations and need should be met as much as the promoted services and standards the organization provides should be reached at all times. Also it is important for organizations...
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...Assignment brief Unit number and title Unit 3: Strategic Change Management Qualification BTEC – LEVEL 7 – Extended Diploma in Strategic Management & Leadership Start date 7th September 2015 End Date 28th September 2015 Assessor Pierre Arman Assignment Due Date Assignment title 25th Oct 2015 Understanding the need for and aspects of Strategic Change Management The purpose of this assignment is to provide learners with understanding and skills to assess the need for strategic change in organizations and how to empower them to take engagement actively in the process of strategic change management. Scenario It is the realities of today, change is imperative for a healthy and sustainable success of today’s organizations. To this end, every organization undergoes a change process so as to compete with the changing market circumstances. You are required to identify the need for change in any department or area in your chosen organization and you have to state why there is a need for change and how will you plan and implement it effectively. Task 1 Understand the background to organisational strategic change 1.1 Discuss models of strategic change and their differences (AC 1.1). 1.2 Evaluate the relevance of models of strategic change to your chosen organisations in the current Economy (as of the current situation which is the best suitable model) (AC 1.2). 1.3 Assess the value of using strategic intervention techniques in your chosen...
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...MGT 307 / Organizational Behavior and Group Dynamics Week Three Lecture Introduction Week Three shifts focus from individual behavior within an organization, to group behavior and performance. Today’s organizations use teams to accomplish a variety of tasks. Although teamwork is potentially more effective, the use of teams greatly increases the likelihood and severity of conflict within an organization. This week we will discuss time management techniques, conflict management processes and negotiation strategies, as they relate to individuals working in a team environment. Finally, we will discuss motivation and job satisfaction. Organizational Groups and Teams The e-text describes a group as “two or more people who work with one another regularly to achieve common goals” (Schermerhorn, Hunt & Osborn, 2000, 87). Organizations typically group employees into teams. At first glance, it may be hard to distinguish an organizational group from a team. The primary difference is that team members are actually held mutually accountable for delivering specific objectives (Schermerhorn, Hunt & Osborn, 2000, 100). In my organization there are several groups who report to the same chain of command within the hierarchy, yet the people in those groups have completely different responsibilities and objectives. In this instance, their so-called “team” is actually a group, held together only by an organizational chart. This group was formed to achieve administrative or...
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...Change management Managing organizational change the most effective way possible to guarantee success and meet change objective is how I would define Change Management. It evolves developing some sort of plan or strategy that takes care of the human side of the change. Simply put, Change management is a strategic activity aimed at getting the best outcomes from a change process. It is about managing the changes that are part of or a consequence of that strategy in such a way to suit the particular organizations context and the type of change required. Change management is a sub-set of strategy making. (Mitchell, 2002, p. 6). To better understand the concept of change management it should be recognized not just as a task to be checked off and considered as finished. It is a constant process that should be undertaken with a sense of urgency, implemented swiftly, and monitored continuously to ensure a successful transformation. Change is the primary objective, and the challenge is to get all parts of the organization moving in the desired direction at a rapid enough rates. (Garvin, 2000, p. 187). All organizations small or large at some point have to undergo some kind of change almost on a constant basis. Organizations must change in order to survive in today’s global marketplace. Organizations from the smallest to the largest organizations must utilize change management principles. Change management theories are part of the process of change management in business. ...
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