Human Resource Management Essay Example for Free

Human Resource Management Essay Introduction The new trend in human resource management is strategic human resource management. It is gaining popularity edging out the traditional human resource management. Strategic human resource is critical to the success of any organization because it is management that is tied to achievement of the broader goals and the objectives of the organization. Strategic human resource gives the firm competitive advantage in the industry within which it operates as it boosts the productivity of labor, which is oriented towards the long term, and short-term goals of the organization. In pursuit of strategic human resource management there is an obvious consequence, which is attainment of competitive strategies and improved firm performance. This is so because the essence of strategic management is its ability to influence the employee to develop an attitude that leads the organization into competitive edge and productivity. A firm cannot obtain growth and expansion which strategy that facilitates operations towards the objective. 3.1 Identify a range of HR strategies for an organization There are a range of human resource strategies that are adopted by organizations in order to improve their business performance and their competitive strategies. First and foremost, the organization has resourcing strategy which ensures that the management puts in place proper human resource planning, maintains high retention rate of employees, and harness the immense talents of employees to the betterment of the organization. Secondly, there is the learning and development strategy which aims to give employees platform to engage in further training and career development. The other strategic human resource strategy is reward strategy. This strategy ensures that the employees are paid remuneration which is equal to the effort they put in the organization. Finally there is employee relation strategy which helps to ensure there is good rapport between management and employee. The employee relation strategy is achieved through having various communication channel and sound conflict reso lution mechanisms (Legge, 2005 P.154). 3.2 Assess HR strategies and their application in an organization Each organization exists in a unique industry and it is therefore prudent that each of the human resource strategies are applied uniquely depending on the industry. Industry such as manufacturing and construction industry are such that it is easy to measure employees input by physically looking at the work they have done over a given period of time. It is therefore easier for the management of the organizations in those industries to adopt reward strategy. This strategy ensures that the employees are paid remuneration which is equal to the effort they put in the organization, on the other hand, in most service industry such consultancy services it is not easy to measure employees input since input can only be assessed in terms of clients’ satisfaction (Price, 2011 P.89). Quantify client satisfaction and tying it to pay for employee is therefore almost impossibility. Other strategies are largely uniform across several organizations with only slight differences and hence they ar e applicable across organizations in different industries. 4. Identify contemporary issues affecting strategic human resource management Strategic human resource management is very dynamic and keeps changing because better approaches to the concept are realized frequently. The  dynamism that has characterized strategic human resource is driven by the fact that organizations wants to increase their competitive edge and boost their performance in the organizations within which they operate. The major contemporary issue that influences strategic management is globalization. All firms want to expand and grow into new markets to increase their revenues. In achieving this they must strategically direct the efforts of employees toward this objective. The other contemporary issue is downsizing. Firms usually are operated with profitability incentive they must therefore have cost cut measures to reduce expenses and enhance receipts (Scholes Johnson, 2007 p.69). Downsizing offers the best option to cost cutting because salaries constitute a lion’s share of organizations’ expenses. The management is therefore forced to retrench some its workers in a bid to realize profitability. Automation of systems is yet another contemporary issue affecting organizations’ strategic human resource management. Automation compels organization to ensure that their employees are knowledgeable in as far as technology is concerned. Installing system in organization is not any easy fete to achieve, it involves a lot of costs to procure the software and hardware components for the system. The other challenge is that it is time consuming because a lot of procedures have to be followed in integrating a system to the organization. The most challenging part of a management system is managing the system and its associated risks. The first risk is that the employees who are supposed to be part and parcel of such a system may refuse to embrace because they may not fully understand how such a system would be beneficial to them. The human resource team should therefore rise to the occa sion by finding ways and means of influencing the employees to embrace such system within their ranks (Sharma 2011 p.48). Conclusion . Strategic human resource is critical to the success of any organization because it is management that is tied to achievement of the broader goals and the objectives of the organization. Strategic human resource gives the firm competitive advantage in the industry within which it operates as it boosts the productivity of labor which is oriented towards the long term and short term goals of the organization. In order to achieve this daunting task human resource management is responsible for several strategic functions such as recruitment, motivation of workers, designing job analysis, making of remuneration and other non-financial packages to employees, as well as facilitating staff training and development. References Armstrong, M. Baron, A. (2004) Managing performance: Performance Management in Action. London: CIPD. P.136 Bamberger, P. Meshoulam, H. (2000).Human Resource Strategy: Formulation, Implementation and Impact. Sage Publishers, p.254 Bechet, T. P. (2008). Strategic Staffing: A Comprehensive System for Effective Workforce Planning. New York: AMACOM, p.145 Cox, W. Klinger, E. (2011) Handbook of Motivational Counseling: Goal-Based Approaches to Assessment and Intervention with Addiction and Other Problems, Wiley Sons p.125 Goodstein J. (2009) A Practical Guide to Job Analysis, John Willey and Sons pp. 68 Griffin, W. Moorhead, G. (2011) Organizational Behavior: Managing People and Organizations, Cengage learning, p.32 Henry A. (2008) Understanding Strategic Management, Oxford University Press pp. 51 Legge, K. (2005) Human Resource Management Rhetoric and Realities, London: Palgrave Macmillan, p.154 Price A. (2011) Human Resource Management, Cengage Learning, p.89 Scholes, K. Johnson, G . (2007) Explaining Corporate Strategy, Hempstead: Prentice Hall, p.69 Sharma K. (2011) Human Resource Management: Strategic Approach to Employment, Global India publications p. 48 ASSIGNMNET 2 Executive summary Strategic human resource is critical to the success of any organization because it is management that is tied to achievement of the broader goals and the objectives of the organization. The report analyses how British Airways has adopted different strategies in strategic human resource management to achieve competitive strategies and improved firm performance. The reports also put into perspective the impact of merger between British Airways and Iberia on strategic HRM at British Airways Overview of British Airways The company commenced business in the 1974 after the successful merger of BOAC and BEA. It was owned by the state until 1987 when it undergone privatization. Up to date British Airways is the leading airline is UK flying over 400 destinations across the world through both its freight and passenger business. The company decided to merge with Iberia a Spanish Airline in order to produce synergies and as cost cutting measure through economies of scale. Task 1: Human resource strategies and their application to British Airways There are a range of human resource strategies that are adopted by British Airways in order to improve their business performance and their competitive strategies. First and foremost, the organization has resourcing strategy which ensures that the management puts in place proper human resource planning, maintains high retention rate of employees, and harness the immense talents of employees to the betterment of the airline. Learning and development strategy which aims to give employees platform to engage in further training and career development is equally applicable to British Airways. Several roles at the airline such as pilot and aeronautical engineer require immense skills and experience and as such the strategy ensures that employees attain this standard (Scholes Johnson, 2007 p.69). The other strategic human resource strategy applicable to British Airways is reward strategy. This strategy ensures that the employees are paid remuneration which is equal to the effort they put in the organization. By adopting this reward strategy employees at British Airways are driven by reward incentive to increase their productivity consequently earning the airline more business performance in terms of profitability and revenues. Finally there is employee relation strategy which helps to ensure there is good rapport between management and employee. British Airways can achieve employee relation strategy through having various communication channel and sound conflict resolution mechanisms. Task 2: Impact of merger between British Airways and Iberia on strategic HRM at British Airways The merger between British Airways and Iberia has had tremendous impact on strategic human resource management of British Airways. The merger was driven by the fact that organizations wants to increase their competitive edge and boost their performance in the organizations within which they operate. Through the merger the Airline hoped to increase its global presence by increasing its flights to the over 400 dest inations that it had before the merger. Globalization through merging with Iberia ensures that the airline now under the holding company, International Airlines Group (IAG) expands and grows  into new markets to increase its revenues. In achieving this they must strategically direct the efforts of employees toward this objective. The other impact of the merger is downsizing. (Henry, 2008 p.51) says that downsizing offers the best option to cost cutting because salaries constitute a lion’s share of organizations’ expenses. The management is therefore forced to retrench some its workers in a bid to realize profitability. British Airline after the merger embarked on an elaborate cost cutting measure; this involved reducing their costs by a whopping  £400 million in five years, one major way of achieving this would involve downsizing the workforce. The other impact of the merger is that the business adopted a new model. Installing system in organization is not any easy fete to achieve, it involves a lot of costs to procure the software and hardware components for the system. The most challenging part of a management system is managing the system and its associated risks. The first risk is that the employees who are supposed to be part and parcel of such a system may refuse to embrace because they may not fully understand how such a system would be beneficial to them (Armstrong Baron, 2004 p.123). The human resource team should therefore rise to the occasion by finding ways and means of influencing the employees to embrace such system within their ranks. The management of the International Airlines Group (IAG) decided to train 900 of British Airways staff and 4000 of Iberia staff on various aspect of this new business model Conclusion International Airlines Group (IAG) has no choice but to restructure its human capital by implementing the strategic needs of this factor of production to allow the firm a competitive edge in the industry. The management of IAG needs to integrate all the strategies of strategic human resource management to ensure that the employees are influenced towards achieving the strategic needs of the merger. The merger despite the challenges promises better gains for the holding company in terms of increased profitability and efficiency n operations. References Armstrong, M. Baron, A. (2004) Managing performance: Performance Management in Action. London: CIPD. P.123 Henry A. (2008) Understanding Strategic Management, Oxford University Press pp. 51 Scholes, K. Johnson, G. (2007) Explaining Corporate Strategy, Hempstead: Prentice Hal, p.69

Recruitment Selection Process Methods

Recruitment Selection Process Methods In this report the topic that will be discussed is the Recruitment Selection process and some of the more innovative approaches being taken by companies in 2013 towards filling vacancies. Recruitment can be defined as the process of generating a pool of capable people to apply for employment to an organisation and selection the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. (Bratton Gold, 2007) In simper terms recruitment deals with attracting a group of potential candidates to apply for a vacancy; Selection is a process of choosing the most suitable candidate from the pool identified through recruitment. People are a companys most important asset. Your employees are the face of your business and in todays competitive environment making the right recruitment and selection choices is crucial to the success of your business. Choosing the best most suitable applicant to join the organisation is a key stage in developing an effective workforce. Recruitment and selection helps ensure that your company is a strong and successful one, by attracting, screening, and securing the best candidates for the position. Recruitment has many important functions some of these include attracting a pool of suitable applicants for the vacancy, to deter unsuitable candidates from applying and to create a positive image of the company by choosing a suitable applicant, one that will represent the company appropriately. The methods of recruitment open to a business are often categorised into internal and external recruitment. Internal recruitment is when the business tries to fill the positionfrom within its existing workforce. External recruitment is when the business looks to fill the position from a suitable applicant external to the business. Both internal and external recruitment methods possess advantages and disadvantage to the company. Internal recruitment is cheaper and quicker to recruit also the people applying are already familiar with the business and how it operates. It can also be seen to be motivating for the current staff if they are competing with each other for a new and often superior position. A negative reaction is also found from internal recruitment as it can sometimes cause resentment amongst candidates not appointed to the new position. Also no new ideas are introduced from outside which can have a damaging effect on the business. If the company carries out external recruitment procedures, it is opening the business to new ideas and people who have a wider range of experience, skills and ideas. Even though the process may be longer and more expensive there is a larger pool of workers from which to find the best candidate. (Riley, 2012) Some Internal recruitment methods include promoting existing employees to a higher role, a supervisor or manager may make a recommendation of an employee they see suitable for the role. Other methods include succession planning which is a process for identifying and developing internal people with the potential to fill a new role. Transfers have become increasingly popular in recent years, especially in the hotel industry, transferring department heads from different locations and departments help save the business both time and money also. Previous applicants or previous employees may also be eligible for the role needing to be filled. Using existing employee contacts can be seen to work also but sometimes a bias opinion may render the recommendation. Some of the most popular and classic methods of recruitment include Job advertisements which are the most common form of external recruitment. They can be found in many different places and use many different mediums. Some examples include local and national newspapers, notice boards, and recruitment fairs. Advertisement should include some important information relating to the job, job title like pay package, location, job description, how to apply-either by CV or application form. Companies sometimes use employment and recruitment agencies if they have limited resources themselves. These companies can save a business a huge amount of time and money and general hassle involved with the recruitment and selection of a candidate. These companies normal charge a fee and can be expensive. They also sometimes specialise in a certain areas or industries e.g. www.Hoteljobs.ie have a bank of positions and cvs available in the hospitality industry. Career fairs can also be a useful tool of recruitment. A career fair can be held independently or sometime sponsored by a college. This can be a great way of recruiting well educated and new graduate to a company. Once a pool of applicants is created the Selection methods or screening devices which include application blanks, employment interviews, aptitude tests, and personality test are used to narrow down the applicants to find a suitable candidate. The interview is the most commonly used method of the selection. This method is the exchange of information between an applicant and an interviewer regarding their suitability and interest in a job the employer seeks to fill. the interview give the employer an opportunity to probed more deeply into any information the applicant has already give through the means of a cv or application form. Since interviews can be rather flexible, any missing pieces of information about an applicant can be collected at this time. Even though interview have shown to be a useful tool of selection in the past this method has posed some problems such as pre-existing criteria of what the ideal candidate should be and the comparison of an applicant to this. Also some interviewer may hold a bias opinion on what they are looking for and what they are not. Theyre are many different forms an interview can take these include Selection interview this procedure is designed to predict future job performance on the basis of applicants oral responses to oral inquiries, a Non-structured interviewer asks questions as they come to mind and there is no set format to follow, a Structured questions interview id when there are specific question drawn up in advance and the responses may be rated. Another method of selection which proves quite successful is the Psychometric tests. These tests include the measurement of knowledge, abilities, attitudes,  personality  traits, and  educational measurement. These test use measurement instruments such as  questionnaires,  tests, and personality assessments to determine the above attributes. An assessment centre is an important tool in the method of selection. It is normally used to see how a candidate will act in a typical situation they will face in their new position. Different test and simulations are carries out in assessment centres; the candidates are observed and evaluated by psychologists and experienced managers. The candidates are also interviewed during the tests. Then an evaluation report is prepared for each candidate. This evaluation report is given to the Selection Committee. The Selection Committee uses this report to select a right person for right post. This method can last from 1-5 days. It is usually in the final stage of assessment. This is a good form of selection because it gives employers the opportunity to observe candidates over a longer period of time in formal and informal situations, (Gunnigle, Heraty, Morley, 2006) Despite the rapid pace of change in HR methods, many of the classic recruiting methods still have roles to play in todays world. Recruitment strategies vary. In the past, a company with job openings placed a classified help wanted ad in the newspaper or stuck a help wanted sign on the door. The world is growing and changing, and so is the world of recruiting. New technologies like the internet and smart phones have made information available to job seekers and employers any time and anywhere. With the increase in technology, it has become easier to approach candidates all over the world. One of the biggest movements in the recruitment and selection process is the introduction of social networking. Companies are now using social networking sites such as LinkedIn and Facebook to both recruit new applicant and in the selection of a new employer. Employers and third-party recruiters can now search these social networking platforms using specific key words to find groups of individuals who meet their pre-defined job criteria, regardless of whether they are currently on the job market. They can also use these sites to advertise any job opportunities they may have available in their businesses. This gives companies a much larger pool of candidates to choose from but also lets them choose the candidate they see as suitable. Social networking sites can also prove quite useful in the screening of new candidates.   Doing a basic search of their  public  activity in cyberspace can be conducted to reveal any potential risks they may create for the employer. There are many other social networking trends which are set to make huge influences on the future of the recruitment and selection process these include Klout. Klout is the biggest player in the growing world of digital influence at present. Klout measures your influence and ability to drive action on social networks. This site gives an insight into how influential someone is and what they are influential about. It is said that this rating scheme will find a prominent place on your resume. (Meister, 2013) Although the use of social networks prove an advantage to many companies a recent study in which HR professionals from 20 science companies across the country were interviewed showed, while 70% said that social media is very important for the future of recruitment, only 25% are actively using social media to promote jobs. The reasons for the low use are: Most are not using social media because they find it hard to measure the return on investment for the amount of time they spend on it and havent so far been able to justify the time investment. Also from the companies that tried using social media the result was a bigger response from hopeful job candidates but of much lower overall quality. (Gormely, 2013) Dr. John J. Sullivan, a management professor at San Francisco State University and critic of traditional hiring practices states that The first rule of recruiting is that the best people already have jobs they like, So you have to find them; theyre not going to find you. Its amazing that so many companies still use job fairs to recruit talent. Who goes to job fairs? People without jobs!   . A successful recruitment strategy which has been seen to be doing quite well in the US is road rally in which teams of recruiters travelled around different companies and shops looking for suitable candidates. The recruiters spent hours inside stores like  Best Buy  and Circuit City and restaurants like T.G.I. Fridays. They walked the aisles, bought merchandise, ordered meals and hunted for employees and managers who stood out by virtue of their energy, enthusiasm and rapport with customers. Too many companies focus on industry experience when they recruit, Dr. John J. Sullivan said. Were after certain kinds of people, not people from a certain business. Weve turned waiters and waitresses into great mortgage bankers. Weve hired soap-opera actors and electricians. We can teach people about finance. We cant teach passion, urgency and a willingness to go the extra mile. (Sullivan, 2013) Company websites have grown and developed hugely in recent years. Many business are only contactable and only also recruitment through their website. These businesses recruit simply by posting jobs on their website and waiting for applicants to find the job posting and apply. They find dont need to do anything else as there is such a large volume of people searching for employment.   For example, Southwest Airlines had a 4349 job opening in 2011, the company received a staggering 193,636 resumes. Southwest Airlines has a  Careers section  on the companys website where it has information on jobs, benefits, the company culture, internships. Applicants can apply here by uploading, copying and pasting, or using the resume wizard to get their resume into Southwests applicant systems. An new style of recruitment which is seeing to become more popular with the recruitment and selection. Rather than a formal interview, candidates will be asked to apply for the jobs with a personal sales pitch, in the style of the Apprentice TV show. This style is in play in A newly formed software company in Belfast. They are using the unusual job application process in a bid to recruit a 20-strong sales team. Mr McCaul a spokesperson for the company said: This is a unique way of hiring staff but this is a chance for those people who may have a lack of experience in their CV, struggled in interviews, or for one reason or another, find themselves unemployed at the minute. Applicants were asked to submit their CV to Dealtronic and a selection of successful candidates that they feel suitable for the position will be invited to pitch their own credentials as a potential sales representative in front of a panel of three judges that will include Mr McCaul. PricewaterhouseCoopers which a firm in Ireland that provides integrated Audit, Tax and Advisory services across all industries in Ireland has taken a lead from Google in unconvential and innovative ways in which they recruit and select their employees. PwC has been known to use Lego when recruiting at British universities. The company asks it potential recruits build a tower using the smallest number of bricks.   In South Korea a company has been noted that it gets recruits to climb a hill, in order to identify potential leaders and see how  people will react in given situations. The British hardware company BQ was criticised in early 2007 when potential recruits were asked to dance to a Jackson  Five song.  While the union said the practice was demeaning and irrelevant, the company said it was to make sure candidates were relaxed before the interview process. Nicola Monson, of the Chartered Institute of Personnel and Development (CIPD), in London, supported  the company on this occasion, saying, Companies are beginning to look further than just the skills and competencies to do the job.

Beowulf (Christianity vs. Paganism) Essay -- Epic of Beowulf Essays

Christianity vs. Paganism   Ã‚  Ã‚  Ã‚  Ã‚  In the story of Beowulf, there is a noticeable struggle between Christianity and Paganism, and the characters personal battle between the two. Throughout the story the characters display actions that lead towards Paganism and Christianity. Contrary to Pagan belief Beowulf is seen as the epitome of good and beneficent to all of mankind. In Beowulf, the people showed their faith and love in God, however due to horrific events, paranoia caused them to look for a quick fix and turns them to Paganism.   Ã‚  Ã‚  Ã‚  Ã‚  The pagan elements in the epic poem Beowulf are evident in the characters superhuman personifications. Beowulf is depicted as a superhero. Beowulf takes it upon himself to save the Danes from Grendel. In his battle with Grendel, Beowulf chooses not to use weapons; he relies on his super strength. During the fight, Beowulf's strength takes over, and Beowulf wrestles with Grendel until he is able to rip one of the monster's arms out of its socket. Superhuman feats also appear in the fight with Grendel's mother. When Beowulf enters the water, he swims, without the use of oxygen, downward for an entire day before he sees the bottom. During the battle with Grendel's mother, Beowulf realizes that Unferth's sword is useless against the monster’s thick skin. He grabs an enormous sword made by giants, almost too heavy to hold, and slashes through the monster's body. This superhero strength continues into t...

The Impact of United States Rule on Puerto Rico Essay -- Puerto Rico H

The Impact of United States Rule on Puerto Rico Puerto Rico spent most of its history under the control of Spain. In the year 1898, the islanders wanted their freedom and welcomed the U.S. invaders as their last hope of liberation from Spanish control. The United States brought the promise of democracy to Puerto Rico, but its true intentions did not include letting go of the island. Although the United States claimed that its intentions were to civilize Puerto Rico and help it become a democratic society, its hypocritical manner of dealing with the island had a great impact on Puerto Rican development. The early years of U.S. colonization affected many aspects of Puerto Rico, including economics, politics, and social relations. When the United States first took Puerto Rico from Spain, its plans concerning what to do with the island appeared to be noble. According to Fernandez, "The United States would resurrect Puerto Rico, like Lazurus, creating, in Senator Foraker?s words, ?a new era?a new life?and prosperity far exceeding any hopes that have been excited or any anticipations that have been entertained.?(Fernandez 2)" In other words, the United States viewed Puerto Rico as something that had to be saved, and claimed that their plan was to rescue it from its inferior status and improve the standard of living. Puerto Rico was to remain under the control of the U.S. until it was capable of taking care of itself. In the words of Trà ­as-Monge: Its fundamental tenets would be that the people of Puerto Rico were not ready for self-government; a learning period, of unspecified duration, was necessary before self-government could be extended; the eventual status should be neither statehood nor independence, but a self-governing d... ... Fernandez, Ronald. The Disenchanted Island. (Westport: Praeger Publishers, 1996),1-83. Guerra, Lillian. Popular Expression and National Identity in Puerto Rico: The Struggle for self, Community, and Nation, chs. 2-3 (Gainesville: U Press of Florida, 1998) 45-121. Library of Congress, American Memory Collection, America from the Great Depression to World War II: Photographs from the FSA-OWI, 1935-1945, Interior of shack in hills near Cidra, LC-USF34- 012349-E. http://memory.loc.gov/ Library of Congress, American Memory Collection, America from the Great Depression to World War II: Photographs from the FSA-OWI, 1935-1945, Yabucoa, Puerto Rico. At a strike meeting, LC-USF33- 021478-M5. Trà ­as-Monge, Josà ©. "The Shaping of a Colonial Policy," from Trà ­as-Monge, Puerto Rico:The Trials of the Oldest Colony in the World (New Haven: Yale U Press, 1997)45-121.

Decision Making and Correct Answer

Caleb is late to his first meeting because his car broke down, and Caleb's boss concludes that Caleb is not punctual when he first walks in. 4. It is important for managers to balance managerial authority and team member autonomy. Which Of the following is true about a typical team? *b. Mangers have the latitude to make some decisions without consulting the 5. The major conclusion from the Cash studies was: Groups have a significant influence over individual members 6. Katherine project team is extremely cohesive; it has become a norm to cooperate and agree with one another.Although Katherine disagrees with mom of the influential members in the group who have decided that they do not need to conduct interviews as part of their data collection, she doesn't question their decision. As a result, the group falls prey to: *c. Grouping 7. Peter is working for a publishing company that works mainly on children's books. His team is working on a storyboard for a new book. One member suggests that it would be a good idea to introduce a children's book on sexual education for the second grade level.Before Peter can say anything, one member excitedly starts to draft a story while two others offer to work on harasser development, and a final member begins work on the cover art. This scenario is an example of: *a. Group popularization b. Shared information bias c. Confirmation bias d. Escalation of commitment 8. Fear of being challenged for speaking up will most likely lead to: a. Group popularization b. Overconfidence *c. Shared information bias 9. Zoe is leading a sales team for a jewelry company. The group has attempted to open more stores in shopping malls, but what little stores they have opened have not been very profitable.Zoe decides to request a larger budget to pursue more space in shopping malls. Zoe is demonstrating: *a. Escalation of commitment d. Ingrown/outgrip bias 10. After taking this class, you know that the most effective leaders: a. Discourage deviant op inions encourage deviant opinions c. Play the role of the designated deviant d. When did we learn about deviants this semester? 1 1 . The orientation phase of group decision making begins with: a. Brainstorming as many solutions to the problem as possible b. Critically evaluating and reflecting upon decisions *c. Clearly defining the problem d. Eating to know your team members 12. A professional NAB basketball has just retired from the game and decides o start a sports bar. The basketball player's status as a former NAB star is an example of a: *b. Diffuse status characteristic 13. Which of the following is not one of the seven steps in Puffer's (1992) model for applying power dynamics? A. Predict what individuals' points of view are likely to be; how will they feel about what they are trying to do? B. Determine what external power bases you will contend with which of them will have the most influence in the decision? C.Determine which of the various strategies and tactics for exerc ising power are most appropriate; which are likely to be effective, given he situation you confront? *d. None of the above 14. Who would be considered to have high status in an organization? A. An expert driller in an oil company b. A sales rep who is likeable and friendly c. A project manager who knows several people in other groups All of the above 15. Which of the following is not a benefit of having a deviant? *a. Deviants create conflict early, which accelerates team maturity and cohesion b. Deviants foster creativity and innovation by forcing multiple perspectives c.Deviants are the strongest opposition to Grouping d. All of the above are benefits of having a deviant 6. According to Malcolm Caldwell, people gain status by: *c. High degree of likeability d. All Of the above 17. Harold is the â€Å"guy that knows a guy. † Whenever the team proposes to bring in a contractor or use outside help, Harold always comes through with a contact. Harold is a: a. Maven Connector 18. Kelsey decides to use her Spring Break to help build houses in Southern Missouri. Unfortunately, she is the only one on her team that knows how to use a hammer. Kelsey could best be described as: *a. Maven 19.John is enthusiastic, optimistic, and well-liked by everyone on his team, asking him one of the most influential members. According to Malcolm Caldwell, author of The Tipping point, John derives his credibility from being *b. Salesperson 20. The author of the textbook gives a â€Å"Top 1 0† list of hard lessons learned by working in teams. This list includes: a. Be easy on people and tough on the problem b. Being trustworthy is a good thing c. Take your time *d. All of the above 21 . The following is an example of personalization: â€Å"We need a budget for the project by tomorrow or else we will cancel the project altogether. A. True *b. False 22. Lisa does not get the promotion she wanted. She concludes that her boss doesn't like her and is probably still is upset th at she accidentally spilled coffee on him two weeks. The following is an example of both personalization and mind reading. *a. True b. False 23. Grouping is a collaborative group decision making effort that has become popular in recent years as a valuable decision making tool. 24. Shared information bias is a common occurrence in teams where member's fear challenged or being challenged in their perspectives. True 25.The Orientation phase of decision making involves brainstorming and proposing solutions to a given problem. 6. An example of an objective of the Discussion phase of decision making would be to critique the accuracy of and evidence for one's conclusions. 27. Carl Jung defines introverts as people whose personalities lend them to spending more time alone or with small groups. False 28. Systems thinking encourages group members to resist reductionism views of problem solving in order to avoid short-sighted solutions and unintended consequences. 29. The Decision Rule phase i s often when roles and tasks are assigned. 0. Diffuse status characteristics have little to do with the task at hand and so hey are generally ignored when judging or perceiving group members. 31 . What is Fundamental Attribution Error? What are three common mistakes (aka cognitive distortions) made when receiving and responding to messages, as identified by Beck (1995), that are associated with Fundamental Attribution Error? (Note that these are different than Grouping, overconfidence, etc. ). For one of the three, give an example. Correct Answer: Varies 32. Describe the Functional Model of Decision Making.Pick two of the steps in the decision making process and describe how leaving them out might negatively affect a decision. 3. Give a personal or historical example of a decision making process gone wrong. Use your knowledge of either the Functional Model of Decision Making or the Ladder of Inference, as well as your knowledge of common decision making problems. Chi 1 . While growi ng up there are many external factors that influence the creative potential of an individual. During the adolescent and young years there is one specific factor that plays a key role in nurturing the development of creativity.This force fosters creativity through providing knowledge, resources, and encouragement to an individual. What is this force? *a. Mentoring 2. Tyler is working math problems for his calculus class. Which type of problem will most likely involve divergent thought? A. Arithmetic problem b. Drawing a graph c. Algebra problem *d. All of the above are examples of convergent thought 3. Elliot works for a large supermarket. He receives an email from Mark, the UP of Marketing. The UP wants Elliot to design a new store layout that will encourage customers to see more of the store, and so purchase more. Mark wants the design by next week.In order to accomplish his task, Elliot should: *d. Think elaborately 4. Which of the following is true concerning creative people? *d. Their creativity is often limited to one domain 5. Which of the following is not a characteristic of a creative person? *b. Acceptance of Norms 6. Which of the following is not one of the group processes that reduces the effectiveness of brainstorming? *a. Negative morning 7. In which career would convergent thought be used more commonly than divergent thought? *b. Accounting 8. At Google, employees are often given a large portion of the day to work independently on any projects that they choose.What character trait is Google trying to encourage in its employees? *b. Intrinsic Motivation 9. Ambler's (1985, 1990) poem experiment found that: *c. Extrinsic prompts have a negative effect on creativity 10. Sentimentally (1 988; 1 990) posits that creativity can be understood within three subsystems: *d. Person, domain, field 1 1 How could the difference between a field and domain be most aptly described? A domain is a realm of expertise while a field is a group of people who define exce llence for that realm 12. Which social influence has the most impact on an individual's creativity ring adolescence and young adulthood? D. Mentors 13. Generally speaking, what is the most significant social influence on the development of creativity? *a. Parents 14. Which of the following social influences is best known for having both a positive and negative influence on creative development? *a. Education 15. Which of the following statements is true concerning creative influence? *d. Mentor figures are especially important in adolescence and young adulthood, but colleagues are the primary influences in adulthood. 16. Organizational creativity under the conditions that: *a. Creative ideas should be supported, but also critiqued and evaluated 17.Each was a group leader in a project last semester, and it was very time consuming and taxing on him. This semester he has yet another group project to do. He notices that Nicole is on his team. She was also in his class last semester and he remembers her as Very proactive and hard-working. He determines that he will â€Å"sit this one out' and delegate most of his work to Nicole. Each is demonstrating: Social Loafing 18. Which of the following is not true of creative people? *c. Creative people are limited inasmuch as they are restrained by social invention 19.

Every Rose has its Thorn Essay

The rose is a beautiful flower. Its appearance is positive; however a rose does have thorns; its thorns are a part of who it is. If a person wants to have a rose, he/she will also have to accept the thorns, even though they are painful. A rose can resemble a person whom you love; if you wish to love them you must also love them when they are at their worst of moods, which is the only way you can have them at their best. Roses are not perfect; they have blemishes just like everything else in the world. There was a rock song in the late 1980’s by the band poison. The lyrics were based on Bret Michaels’ life experience where he learned that while he was on the road touring, his partner was with another man. Upon learning of this upsetting news, he quickly wrote the lyrics with the help of his acoustic guitar, which eventually turned into the acoustic’s that can be heard throughout the song. Every rose has its thorn is an analogy that symbolizes both the good and bad things of a relationship, where love can be as sweet as a rose, but loss of love can be as harsh as rose thorns. Just like every night has its dawn, night and dawn, like a rose and thorns, further emphasize the contrasting perspective of love. In life everything is not going to be perfect. There is always something that looks to good to be true. Life is going to shovel dirt on top of you. The trick to getting out of the dirt is to shake it off and take a step up. Each of our troubles is a stepping-stone. We can get out of the deepest dirt piles just by not stopping, and never giving up. Shake it off and take a step upward Life is filled with ups and downs. We face problems every now and then. Like they say â€Å"Every Rose Has Its Thorn†, every problem that we face provides an opportunity to improve ourselves. If we manage to find the silver lining, we can convert those problems into opportunities for success. Read more:  Person you admire speech essay A negative that I have when managing my employees is when I give out an assignment, and it’s not followed the way I want it to be followed. Although it may have the same outcome, I tend to like it done the way I would have done it. At the end of the day as long as it is done the right way, it should not matter how it was accomplished. Therefore, when living life, keep in mind that every  rose has its thorn. In most cases the thorn represents a negative. When you encounter negatives, always try to turn it into a positive. Live so that the person you become in the future can look back with gratitude and admiration at the person you are right today.

Personnel Management And Human Resource Management Business Essay - Free Essay Example

Sample details Pages: 6 Words: 1856 Downloads: 8 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? Human Resource Management is a part of organizational management that focus on recruitment and providing direction for the people who work in the organization. It deals with problems and issues related to employee, like organization development, performance management, hiring, employee motivation, administration, training, benefits etc. Most people engage themselves in some sort of work in order to meet the basic needs and make their living. Don’t waste time! Our writers will create an original "Personnel Management And Human Resource Management Business Essay" essay for you Create order So they work in and for the organization. Now a days we can see that the society is organization driven and the firm expects the work to be done. So they want people (employee) to get their works done and in turn people directly or indirectly dependent on them to make their living. Personnel Management and Human Resource Management: During 19th century when industrial revolution took place, set of roles and activities was developed for the people, which was followed in most organization. In early factories, the labors worked for long hours under defiled and sooty condition. This created a sort of labor violence. So the government decided to set rules and policies to provide protection for the workers. Thus to manage these mechanism and to look into the labors welfare, Personnel management came into picture. Personnel management is a part of management which deals with employee at work and their relationship with the organization. It aims for the development of an organization by the individual contribution of the employee and also by their team work. It is also concerned with administration of an organization and implementation of various policies. This focused on recruitment and selection, development and training, relation with the industries, employee welfare, appraisal, expansion in management techniques e tc. It is reactive and symptomatic. It responds to changes in employment law, trade union, labor market conditions and other environmental determination. In order to maintain and improve the employees performance there was a demand for the improvement of Personnel Management. Â The term Human Resource Management came into existence during the late 1970s and early 1980s when there was lot changes affecting the personnel management. HRM arrived from nature and purpose of personnel management and helps the managers of the organization to integrate effective management of human resource with the organization success and goals. Almost every large and medium scale organizations had a department to manage and maintain their employee datas, their relations, recruitment process and methods, wages and salaries of the employees etc. From 1980s, the importance of Human Resource Management continued because to give proper training to the employees, need for skilled labors, maintain relati onship between the people both within and outside the organization etc.. This department was lead by the HR Manager, who is in charge of hiring and firing the labors. HRM focused mainly on internal sources of competitive advantage. The most important need for human resource management is to provide employee a platform for developing their potential in accordance with the organizational needs and individual interest. HRM underlines the needs of 1. direct interaction with the employees 2. Active participation of employees in group discussion and in group work 3. Develop culture in an organization to adapt flexible working methods. Human resource management which originated in USA has been widely accepted by many nations all over the world. European economy is completely different from USA. This led to different approach of HRM in European countries. Comparative HRM evaluates the interaction between HRM global wide and national business institution to shape the human resource man agement. It means, systematic analysis of Human resource management practices in two or more countries to increase the understandings and knowledge about the management approach. Comparative HRM is integrated with globalization of business. The HR strategies and policies which is performing effectively in one country can be established and followed in many other countries. We can find many difference in HR policies followed in various countries like America, Europe and in Asia. It means, finding the relation between various countries which follows analytical relations. It deal with the activities that should explain the various approaches and variations followed in different countries rather than describing HR policies in selected countries. The various features like different approaches of consultation, more limited individualism, important role of the state and type of ownership are concerned with different practices. This resulted in completely varied pattern of research. For decades, US and Japan organization dominated the economic market throughout the world with their own way of management style. Later Europeans way of approach to human resource management played a significant role when compared to US and Japanese method. For example, in Japan the organization concentrated on long term growth and they expect a strong bond between the organization and the employee. Where as, US focused on short-term profits and employee performance was fully based on immediate production. But European approach focused on internal negotiation and also concentrated on the welfare of the people. They also concentrate on social welfare of the organization. HRM integrated model tells the HR professional to adapt, organize and realize individual role and directly aimed to accept and analyze new HR policies and the firms upcoming projects. It also provides HR with new position and practices and helps them to identify a new dimension and motivation. Through this model HR ac tivities are made efficient and thus brings true sense to the project and the organization. The Integrative model has two types of HR strategies. 1. Gaining possession and development focus on human capital 2.Intense concentration on employees demands and proposals. These two dimensions focuses on four types of HR strategies. They are commitment, collaboration, paternalistic and traditional approach. Commitments describes how to develop employees abilities and their outcomes, where as the traditional dimension concentrates on external competencies and behaviors. Collaborative HR strategy deals with the firms subcontracting work which deals with their performance based on their results. Paternalistic strategy deals with offering training to the employees and internal promotions based on their performance. The success of the HRM policies are analyzed at individual, organizational and society level. 2nd Part : Business ethics are nothing but professional ethics that analyze the moral values and ethical problems which rise up in an organization. It can be both descriptive and/or perspective. It is applicable to conduct of an individual and the organization as a whole. Despite of all moral excellence on Human Resource Management, there exist a firm culture in an organization which asserts that business should be concerned with ethics. In general, ethics are nothing but general principles for the development of behavior. Every individual in an organization must be considered valuable and should be respected. For many years, Business Ethics was considered as oxymoron. The main reason for this is because the organization mainly concentrated and focused on earnings and their profits. It is really difficult for a company to concentrate on their profits and to be ethical. Since there was no proper ethical values followed in an organization there was a poor image and bad reputation. So it is very necessary for an organization to concentrate on improving awareness in workplace and also should know how to make profit out of it. The foremost purpose of Business ethics as a whole is not so much to teach the differences between right and wrong, but rather to provide business people with the tools and framework for dealing with moral complexity (Jensen, 2000, pg. 3-4). Africa : Organizational culture broadly refers to a specific organizational policies, norms, their vision and mission statement, their formal and informal rules to develop and maintain a good behavior in the firm. However, still we need to distinguish and understand the extent to which the socio-political and historical values of particular society or nation will have an impact on the organization. The organizational policies and practices are nothing but the values and beliefs that are prevalent in any society. These are not static. They will be changing over time. The important factors which helped to sh ape organizational culture in Africa would be the policies and practices followed in American and European corporations. According to them, humanity can be defined only through interaction with other people. The key for an organization should be the people and the their relationship. They follow a culture concept named Ubuntu, which tells about the humanness, care, morality, empathy, understanding which helps to maintain a good relationship with an individual. Western management concept dominated the thinking of higher officials in Africa for a long period of time. They do not show how culture plays their role in management practice. They have a systemic approach based on practical and historical experience to solve the problems. The fact is that, Africans have their own values and policies. These are long lasting and strong enough and thats why Europeans were not able to remove these values permanently. Human Resource occupies an important position in Africa. They play a vital r ole in the development of Technologies since 1960s. . Unfortunately, HR function in Africa has not been proactive in its use of technology to provide integrated services or to communicate more effectively. The few initiatives made have by and large originated from IT experts. There is need for HR to proactively embrace Technology to elicit responses and fulfill changing expectations within organizations (Elliott and Tevavichulada, 1999). Indian View : India is a culturally diverse country with different religions, number of ethnicities and a huge population scattered all over the world. Indian values have their attraction towards humility, spiritual harmony, patience, family, culture, cooperation and their culture concerned with people and their relationship. India faced a number of intrusion of foreign rulers, who tried to influence their culture and traditions. When India was under the control of British, many number of manufacturing companies have been established. As days passed, some of these industries were taken in charge by Indian entrepreneurs to manage to them. After independence (1947), India face a problem as how to modern concepts to traditional society. So, by intermingling various cultures, Indian organization adopted and regenerated various western ideas. But they even followed Indian cultures. Each Indian organization followed a set of policies and rules for the development for the organization. Paternalism has been the ethos in workspace. These paternalism provides guidance, motivation and security. Many Indian organizations for example Tata, Infosys, Hero Honda and many other manufacturing units are personality centered and relational. Infosys is one of the largest IT companies in India, which focus on intellectual capital and world class models. The employees of the organization are given importance with legal power and official authorities. They even have rights and adopt treating corporate resources as their personal resources. Even the company expects their employees to make value added contribution for better development of the organization. It acts as a platform for learning opportunities and even get feedback from the employees for the welfare of the individual and for the organization. We can say that, Infosys is a company which follows organic design. They aimed at knowledge and values for better result. Even though many other Indian organizations follow western culture, their foundation is based on Indian values and cultures. We can say that people centered organic design results in greater satisfaction for the employees and better organizational productivity.

Causes And Treatment Of Complications - 2696 Words

Complications can follow transplantation in the recipient for some reasons. Noted first that the extraction and transplantation of vital organs require major surgery. In addition, the person suffering from organ failure may be in poor health and should also take immunosuppressants. Some complications are light and other more serious; some last a short time, while others are more chronic. Depending on the outcome of the surgery, the receiver usually stays a week in the hospital after the surgury. During this period, the transplant team closely monitors his status and tests to ensure that the new body works well and there are no serious complications. Note that a longer hospital stay may be necessary. As is the case with any surgery, there†¦show more content†¦Mainly responsible for this phenomenon are antigens, antibodies and T cells to understand this, we must know that the surface of our cells are present molecules called antigens HLA (Human Leukocyte Antigen). These arrang ements allow T cells to differentiate foreign agents (transplant, bacteria, viruses.) From our own cells. Each individual has HLA antigens of its own. Thus the probability of two individuals with identical HLA antigens is exceptionally low and compatibility between donor is never 100%. Once the graft cells identified as not belonging to one s own body, causing a reaction cascade antibody secretion and proliferation of killer cells (T lymphocytes), which infiltrate and destroy graft. The intensity of the immune response depends on the recipient and the nature of the tissues. The transplantation of an organ is always accompanied by an immune system of the recipient organism. This response results in the rejection of the organ. The analysis of mechanisms of this reaction permits the development of molecules avoiding its occurrence. These molecules are designed to decrease the immune system and are therefore classified as immunosuppressants. Three types of releases are distinguished: - Hyper acute rejection: This type of rejection occurs within hours of transplantation, as well after kidney transplants, heart or liver. This reaction is manifested by thrombosis of vessels supplying the graft, which in fact is necrosis. This type of rejection