Human resource

 

Q 1

            Dictatorial leadership style is one of the undeveloped leadership styles that can be referred to as not develop. All those persons who use this leadership style have all the supremacy, make all their decisions and do not talk about it to anyone.  For those who work for those dictatorial leaders, they have to do what they are commanded to do.  Dictatorial leaders sustain their supremacy by power, intimidations and pressure, motivations and punishments. Although these leaders do not have the prospect of the organization or may not be the course-plotting of the firm, they are not concerned with whether anyone else accepts their decisions. Based on the leadership experience that I have had, I think if I had used this dictatorial style as undeveloped style, it would have turned out well (Lussier, Robert & Kimball, 154). 

            I have been a mutual leader where my main aim was to foster the mutual process of the organization.  I empowered the staff and those who were involved in the organization.  This was all to control the vision and the workings in the organization.  Due to this leadership style, most of the staff and other members did not follow the rules and this gave me a great experience of turning my style.  The supposed outcome is better than the real outcome and this is due to the fact that the democratic leaders make it conducive in the working environment thus providing a secure and effective leadership. The style has made me get loved by the workers and also esteemed. This mainly depends on the personality of the leader, the leader must be willing to listen and act on other’s ideas (Lussier, Robert & Kimball, 163).           

Q 2

            The idea roles for the HR subdivision and the procession organization in the recruitment and the assortment course are to be in touch often and regularly for them to verify the aptitudes and the experience of the action in the section functions. If there is any vacancy in the procession manager’s section, the HR employment specialist and the line director assess the work explanation for exactness and entirety. Throughout the enrollment and the assortment procedure, the HR recommends the procession managers on how to spot capable applicants and the accessible branch personnel skills. The relevant decisions and actions that are to be made by the two departments mainly focus on supporting their decisions on the recruitment and the selection process.  This advances the organization in taking an action to satisfy on that requirement (Lussier, Robert & Kimball, 144). 

            If the HR department is an actual partner in the planning process, it must take a planned accomplishment as a line manager does. They participate in the firms activities in two ways; they make the HR plans that make the firm’s planned goals in the same time that the business sections are advancing their objectives. Second, they make the firm’s and the leadership assessment performed in the same time as business and the performance reviews are done. Competent leaders are the main success factor of the human resource and the line managers.  Thus understanding the aptitude that the company needs to have attracts and lead these departments in advancing their abilities to have the challenge of building and sustaining the firm for the future (Lussier, Robert & Kimball, 179).            

 

 

 

Q 3

 

 

            The KSA’s that I will use in developing and maintaining the objectives of the development plan include the ability to lead, stabilize and manage the organizations programs and people. This is a leadership skill that develops and sustains effective connections and the makeup of the organization into a unified outcome leaning team.  As the leader, I have to develop and maintain open communications with the other firm members, thus I openly plan a set up task that have to accomplish. My current connection with the firm and the members is rewarding. It helps me in dealing with the firm’s conflicts and disagreements in a positive way and this lessens the personal outcome such as controlling one’s feelings and reactions. The method that I use for developing the KSA skill is flexibility. This is a way that makes mi deal with pressure and helps in sustaining focus and concentration even under difficulty. The elements of development are shown in the development plan based on making change in the firm. This is featured by implementing good leadership and encouraging managers to incorporate vision, tactical planning and having good elements of balancing change (Halelly, 43).             

 

Q 4

            Need based assumption mostly describe the human manner in the work place. According to it, one must be in good health, protected and secure with meaningful connections and confidence. Making a team to acknowledge the importance of their job to the firm and to the people they are dealing with is most effective in explaining the motivation theory.  The leaders must show the workers the value of their responsibilities thus making them feel adored and motivated to work harder.  In order to get the best results from the team, the leaders should also ensure that they support them in other aspects of their lives outside work.  Maybe the y can be given flexible working hours to give them time to concentrate on their families and ensure that they are fairly paid and help them in their finances (Lydia, 280). 

            This theory found the submission in trade scenery.  Thoughtful of what people need offers the opportunities to understand them. The ladder is a means of viewing about the dissimilar requirements that the workers have which also defines the responses that they might have to the same conduct.  A worker may be attempting to please the social wants and this makes them to feel satisfied when their leader praises an accomplishment. Self actualization requirements may be gratified by giving of advancement growth chances on the work as sound as by that labor that is attractive and demanding. This will make the association to guarantee a extremely provoked personnel (Lydia, 310).     

 

 

Q 5

            I have a business that I am experienced with and through those personal experiences an improvement on certain factors to advance on their human resource management can be achieved. The business needs to first advance on the leadership skills that they have. Leadership is the skill of a person to establish the latent of a group in the aim of a general attention.  Through training, leaders can expand best management manner. A manager does not rule by force, does not divide however unites; a leader looks for harmony .For instance, in the food business that I worked in, the main challenges were recognized when spotting their controlling style of leadership. These made each leader to assess the in favor of and swindles of every approach and know how to relate the most important style in every situation (Cooper, Cary & Burke, 90).

             Advising is also another factor which should not be unplanned and needs setting of goals, plans and monitoring the results. For instance the director of my company appointed as an adviser to be taught what I desired from a sensible and individual support. This teaching helped her on improving the management approach and the organization skills of the citizens in the business.  Thus mentoring is an important factor that improves the retention and the spread of information in the business.  Solving problems is also another way of improving the human resource management.  To implement this kind of policy, the firm must educate its staff, encourage and lead it to advance the internal connections.  This can be done by implementing skills for analyzing problems and putting them in the most efficient way (Cooper, Cary & Burke, 94).

    

 

Work cited

Azulay, Halelly. Employee Development on a Shoestring. Alexandria, Va: ASTD Press, 2012. Print.

Banks, Lydia. Motivation in the Workplace: Inspiring Your Employees. Virginia Beach, VA: Coastal Training Technologies Corp, 1997. Print.

Cooper, Cary L, and Ronald J. Burke. Human Resource Management in Small Business: Achieving Peak Performance. Cheltenham: Edward Elgar Pub, 2007. Internet resource.

Lussier, Robert N, and David C. Kimball. Applied Sport Management Skills. , 2014. Print.

 

 

 

 

 

Extra Credit:  Which module covered in the course so far do you think is most critical to business success?  Use the HRM lessons from the course to guide your response.  (10 points)

 

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