Organizational Dynamics And Human Resources Management Management Essay

Organizational Dynamics And Human Resources Management Management Essay The terms Human Resource Management and Human Resources have replaced what was known as Personnel Management when it comes to describing the processes involved in managing people in organisations. The current trend towards people-oriented activities can serve the modern business challenges more effectively than the traditional Personnel Management approach. Naturally in a rapidly and constantly changing business environment, there is a call for more human resources involvement and more focus on human resource strategies in conjunction with the business strategies. Meanwhile there is evidence of devolving traditional human resource activities to line managers instead of personnel specialists. Recently, much of the work traditionally done by the human resources department has been devolved to line managers, who are now expected to take charge of people management activities such as, recruitment, selection, appraisals and training needs. This trend is encouraged as it leads to a closer relationship between line managers and employees, and hence leading to better employee performance and increased managers effectiveness. Torrington and Hall (2009) suggest that sharing HR activities between line managers and HR specialists is the key for a strategic HRM future, where HR specialists focus on business performance rather than operational concerns. This report highlights the significant role that line managers in HR activities while emphasising the importance of an HR specialist role for long term performance benefits. The Concept of Human Resource Management: HRM is defined as an approach to the management of people, the most valued assets of an organisation with their individual and the collective contribution to the success and achievement of the business objectives. Furthermore, Alan Price identifies HRM in Human Resource Management in a Business Context (2004) as the qualitative improvement of human beings who are the most valuable assets of an organisation. Hence HRM is concerned with the effective management of an organisations employees to achieve the strategic objectives of the business. Dave Ulrich (1996) defined four fields for the HRM role Strategic business partner Change management Employee champion Administration However, HR professionals have struggled to prove their value as a strategic business partner and were mainly concerned with the reactive roles of administration and employee champion despite the modern approach to devolve HR activities to line management. The Role of Line Managers in HR: Line managers have a major role in influencing employee behaviours and attitudes which reflects on performance and motivation. The increased responsibilities are mainly focused on people management where line managers could transform HR policies into practices to be embraced by employees leading to commitment, quality, productivity and ultimately, business performance (Hutchinson and Purcell, 2003). The CIPD highlighted the areas four areas where line managers can influence people management practices: Training, coaching and guiding Performance appraisal Dealing with discipline and grievances Recruitment and selection Moreover Hutchinson and Purcell (2007) explored the critical role of line managers in key HR areas including reward, training, learning and development, and identified that line managers do not only implement and bring HR policies into life, but also play a significant role in influencing employee attitudes and experiences. A case study at Selfridges indicates evidence that line managers in the retail store helped improve employees attitudes and behaviours. This change in the line management role mainly focussed on improvements to people management behaviours and skill sets. (Hutchinson and Purcell, 2003) However, a survey by Employment Review show HR practitioners disagree that line managers are applying these responsibilities effectively and training for line managers in people management should be compulsory. (Nadia Williams, 2008) In addition line managers agree with HR practitioners perception, as they struggle with the work overload and conflicting priorities to find time for people management activities. A research conducted by CIPD (2007) emphasise the extent of devolvement in the NHS, where ward managers effectively take responsibility for recruitment, selection, induction, appraisal and personal development plans, planning and delivering training, mentoring, communication, absence control and managing difficult people. The additional responsibilities are not welcomed by line managers who linked the lack of time and increased stress to the increased work load. Despite the trend to devolve HR activities to line managers, Phil Brown, in Why HR Must Empower the Line Manager (2008), believes that HR professionals are holding on to power and are unwilling to provide line managers with the tolls and information to perform HR duties effectively. Therefore CIPD stressed in their 2009 report that line managers need the following to fulfil their HR duties: Time to attempt management roles Carefully selected behaviour competencies Support by strong organisational values Sufficient people management skills training Career opportunity linked to training and development Involvement in decision making But above all, line managers need self-confidence, a strong sense of job security and development in the organisation. Support by HR professionals is welcomed by line managers as they take more accountability of implementing HR people management activities. This allows HR professionals to fulfil their own potential in defining policies and strategies that are adequately aligned with business strategies. Strategic HRM: The nature of Human Resource Management has changed from being reactive, prescriptive and administrative to being proactive, descriptive and executive (Boxall, 1994). Moreover, Guest (1997) highlighted the contribution of HRM in improving an organisations performance and overall success while Katou and Budhwar (2007) outlined three perspectives for HR practices. The Universalistic practice assumes the best of HR practices and implies business strategies and HR policies are independent in determining business performance. The Contingency practice implies a fit between business strategies and HR policies in determining business performance. The Configurational practice implies an interaction between business strategies and HR policies based on an internal and external fit of the organisational context in determining business performance. These perspectives highlight the growing contribution of HRM as an integral part of business strategy and success. Consequently, the term Strategic human resource management evolved which Guest (1987) outlined to be largely concerned with integration of HRM into the business strategy and adaptation of HRM at all levels of the organisation. In line with the emergence of SHRM, Budhwar and Sparrow (2002) proposed four generic HR strategies: Talent acquisition Resource allocation Talent improvement Cost reduction Strategic HRM is based on the integration of HRM and business strategies for the effective management of human resources. Barney (1991) suggests that organisations achieve competitive advantage by creating unique HRM systems that cannot be imitated. Recently, the pace of change in the global market has identified a significant number of contemporary issues emphasising the growing influence of strategic HRM and the importance of a human resources specialist to manage these challenges effectively. Contemporary Issues in Strategic HRM: HR professionals are struggling to catch up with the pace of transformation in global markets. Evidently, HRM faces an increasing challenge to use policies and strategies in the best interest of organisations and employees to maintain profitability and stability. The following are three basic examples of these challenges. Globalisation: The changes in international markets due to globalisation have a major effect on businesses in general and on how businesses manage human resources in particular. Although globalisation has many benefits, there are problems that have been attributed to the following factors: Reduction in job security because work can be moved from one country to another. Undercutting of one countrys wages by another, leading to erosion of wage rates. Increased working hours and exposure to health and safety risks to cut costs. HR professionals are struggling to ensure proper staffing and development with the required knowledge and skills for the changing business environment and according to Alan Price (2004), HR professionals are expected to be: Role models displaying appropriate company behaviours and values Fixers, adapting corporate values and mission statements to local circumstances Networkers, making connections between local managers and other parts of the business Coaches or mentors, transferring knowledge to local managers A major task for HR professionals is putting significant effort in the training and development of line managers to implement the relevant HR policies which can consistently be applied across different locations and cultures. Talent Management: One of the main challenges for HRM is to attract, develop and retain talented individuals though a recruitment, selection and development process. Nestlà © is a case in point as it uses a talent puddles initiative to overcome the shortage of skilled applicants. The process consists of small puddles each containing potential talents for each function rather than the whole company. (CIPD report 2007) The strategy managed to reduce the time and cost for filling vacancies and selecting suitable candidates. Other considerations include management of labour turnover and emphasizing employer branding in attracting the right candidates. Marks Spencer, the major high street retailer, conducted an analysis to understand and redefine its employer brand to keep ahead of the competition. This analysis explored the factors that increase job satisfaction and highlight the factors that make working at MS a unique experience. The analysis resulted in a better communication between the company and its employees that drove improvements across the business as well as increased levels of commitment and productivity. (CIPD report 2007) HR professionals invest considerable effort into finding new trends to attract and retain the right talents; however, their role is surpasses ensuring a faultless selection process. HR critical responsibilities include initial job design planning, defining the required qualifications and conducting accurate selection methods to ensure compliance with litigations and to avoid any legal case for discrimination or sexual harassment. Therefore HR professionals need to have the skills and knowledge that are required to handle these tasks effectively. Managing Diversity: For over thirty years the emphasis and progress on equality and diversity has been ongoing but slow. Globalisation and demographic change is putting further pressure on organisations to develop and manage equal opportunity and diversity strategies to improve performance and promote competitive position. (Torrington and Hall 2009) Furthermore the CIPD defines diversity as: valuing everyone as individuals as employees, customers and clients so diversity is a broader term of equality which aims to improve the opportunities of disadvantaged groups within an approach inclusive of all employees rather than focusing on the disadvantaged as in equality approach. Some of the main diversity issues may include: Age discrimination Bullying and harassment Disability Equal pay Race discrimination Religious discrimination Sex discrimination A recent case of bullying and harassment concerned British Gas, whose workers have been balloted for strike action over alleged bullying at the company. The GMB union sent ballot papers to 8,000 members at British Gas to vote over claims of bullying and plans for job cuts. It said the management culture was undermining employees terms and conditions. (PM online, 11/03/2010) It is worth noting that managing diversity is not solely an HR job but there is a great emphasis on the line managers role in promoting and achieving diversity in a workplace as well as handling conflicts before developing and becoming harder to resolve. Conclusion: Human resource management has evolved from the traditional personnel perspective and continues to evolve due to rapid change in the global business environment: in customer trends, competitors strategies and advancing technologies. Indeed factors such as globalisation, credit crunch and creation of multinational corporations have resulted in increased pressure to maintain the competitive edge while reducing operative costs. Clearly the daily HRM activities have become integrated in line operations; however, an investment is needed in time and effort to up skill managers to fulfil their HR responsibilities properly. HR needs to provide and integrate well designed policies and strategies in frameworks and systems to enable line managers to perform effectively. Despite an obvious trend to devolve more human resource activities into line management, clearly many of the new challenges require special skills and knowledge that line managers may not generally have. Therefore HR specialists and line managers must collaborate to achieve the business objectives within a frame of legislation and compliance. Hence the role of an HR specialist is moving towards a strategic partnership aligned with the business strategies while coordinating, advising and supporting line managers in performing the HR activities required. Obviously, line managers have a responsibility towards their staff, given the close relationship and direct daily connection and interaction. Line managers are expected to implement and deliver the policies and strategies that are devised by HR specialists. There are many areas of HRM like talent management where line managers need more responsibility to manage activities, such as attracting, retaining, developing and motivating. Moreover, line managers must have authority and responsibility to control and reward the staff which in turn will improve their people management and leadership skills. Finally it is evident that there is a correlation between HR professionals and line managers in certain HR activities that require further development. The report focussed on line managers as a front line management role, though HR knowledge and skills should be a requirement for middle management. Managers need be given adequate training and sufficient time to take on HR activities; these requirements should be included in HR strategies to achieve a high performance workforce objective.

Karl Marx and His Critique of Capitalism Essay examples -- Marx Econom

  Ã‚  Ã‚  Ã‚  Ã‚  The definition of utopia is an ideally perfect place especially in its social, political, and moral aspects (dictionary.com). This paper will discuss the changes in capitalism since Marx’s critique in 1848. Marx’s fundamental critique remains correct today. Marx is still correct about his critique of capitalism because even though there have been changes made to capitalism to prevent some abuses, capitalism still produces inequality, reduces the family relationship, destroys small business, and enslaves. In 1848 Karl Marx wrote the Communist Manifesto which was a formal statement of the communist party. â€Å"The history of all hitherto existing society is the history of class struggles [†¦] we find almost everywhere a complicated arrangement of society into various orders, a manifold graduation of social rank† (Cohen and Fermon, 448). Marx believed that throughout the past the great societies of the world have all experienced class struggle in all their internal conflict. Marx felt that the class struggle that exists in capitalism would become the main internal conflict surpassing all other struggles. Marx illustrated class distinctions in both ancient history and modern history. Marx explained, â€Å"In ancient Rome we have patricians, knights, plebeians, (and) slaves; in the middle ages, feudal lords, vassals, guild masters, journeymen, and apprentices† (Cohen and Fermon, 448). Marx makes this point to show that if a knight fought a slave then it was a class str uggle, the oppressor vs. the oppressed. Marx comments on the cycles between the oppressors and the oppressed because he felt that the capitalistic ways of oppression have been replaced with new forms of oppression, he stated: The modern bourgeois society [†¦] has established new classes, new conditions of oppression, new forms of struggle in the place of old ones. Our epoch has simplified the class antagonisms: Society as a whole is more and more splitting up into two great hostile camps, two great camps facing each other: Bourgeois and Proletariat (Cohen and Fermon, 448-449). One can see an example of prejudice disappearing in a capitalist society through women in the modern workplace, which shows that prejudices are of less importance when it comes to making money for the bourgeoisie. Marx felt that the disappearance of certain prejudice through capitalism would be replaced with enslavem... ...need to produce for everyone’s needs. He said, â€Å"From each according to his ability, to each according to his needs† (Cohen and Fermon, 465). Everyone getting what they need when they are working to the best to their ability is true equality. I think that with the changes that have been made to our form of capitalism, a communist society will never come into existence because we have a national minimum wage, laws against monopolies, child labor restrictions, welfare, and other laws to stop abuses by the bourgeoisie. I do think that if capitalism would have continued like Marx saw it around the turn of the century and that we had until the New deal politics of Roosevelt, and some other changes to the America capitalist style that we could possibly be coming to the time when a communist society could be possible in America. I think that Marx’s critique on capitalism is correct and I have shown why I still feel that his critique is correct today even though we have made changes to capitalism to help prevent some of the problems that do in fact arise. Mitchell Cohen & Nicole Fermon Princeton Readings in Political Thought: Essential Texts since Plato. Princeton University Press

Love: Filipino Psychology Essay

Filipino Values for Productivity Values have much to do with the way we act. It is, therefore, important that we understand our Filipino Values. Understanding our own Filipino Values means looking closely into our beliefs, mores, customs, norms, and traditions, examining them closely, looking at their positive and negative polarities, and harnessing the positive polarities of our values as norms of our behavior at work. Our values and norms greatly affected by the several rulers that came on our country. Some norms are inspired by the Spanish rulers; also, some norms are inspired by the Americans, Chinese and Arabs. Thus, with the variety background of our norms, ethical or unethical, we cannot deny the fact that we management to survived from our struggles with the help of our combined norms coming from the different foreign rulers who ruled and help us mold the so called Filipino Values. Even if these values are copied by our ancestors from the different nationality, we tend to claim that these values, combined by the other values we have learned are the values that will consist our own Filipino Values. Values have much to do with the way we act, in the organization, this is truly manifested. As discussed in my first reaction paper, I did presents the strengths of Filipinos in terms of working under an organization. Filipino values for productivity implies the characteristic of Filipinos of hard-work ( masipag at matiyaga). Also, I did present the ability of Filipinos to make use of the little resources available in the workplace. Giving emphasis on the ability of Filipinos of being creativeness depicts a picture of Ma-utak or Madiskarte. Truly Filipinos possessed these strengths but it out weighted by the weaknesses that I will present in this reaction paper. This is from the book of a popular human behavior book author, a Filipino who conducted study in order for him to know the negative values that affect the quality production of Filipinos. Negative values of the Filipinos that affect the quality production are the following: 1. Ningas kugon 2. Bahala na System 3. Baka makalusot Notion 4. May quality controller naman 5. Hindi naman mababawasan sweldo ko 6. Hindi naman malalaman kung sino ang gumagawa ng mali 7. Di na baling ma-reject, may fixer naman 8. Bakit and iba diyan, mas marami pang reject 9. Tahi lang ng tahi 10. Mamaya System. 11. Kahit may reject babayaran pa rin tayo Some of these negative values are mostly seen in a plantation where Filipino workers usually work. To separate the ones that generally manifested even if office and in some other work place, in this reaction paper I will just discuss the necessary values that greatly affect the productivity of us, Filipinos. â€Å"Ningas Kugon ay isang idioma na nangangahulugang sa umpisa lang magaling at kalaunay mag-iiba’t hindi na ipagpapatuloy ang magandang pagsisimula. † To start right and not to continue a good start as you go on to the work. This is a trait that contradicts the essence of hard-work. For Filipinos, first impression is very relevant to build up your image to your boss. Well, this bad, working is not building your image but it is about working to help the organization attain organizational goal. Maybe, you can build up your personal image to your co-employee and boss as your second priority in the organization because I cannot deny the fact that in an organization human relation exist. Doing good from the start will take Juan from humble beginnings to the top if only, he would just continue that good performance from that of the start. The mere point of motivation is being demolished having this kind of trait. This kind of Filipino value is commonly seen in a Campaign Period in an Election. Candidates are here and there, building up and making some name to the people in order for the people to vote for them. In the campaign period they act like he person that could be trusted and the person who will represent them and answer some social problem but when this candidate win and sit in the position, the fairytale is over. In the start, you could see and talk them, but as the time goes by, it will be the opposite. Filipinos are now fighting this kind of situation by which they tend to know the past performance of every candidate and decide who do not have this kind trait. Relating it to productivity, performing good at the start and not continuing that really affects productivity because the product that you will be giving to your customers will be highly observed especially to those customers who are passionately buying your customers. â€Å"Hay nako, nagbago ang lasa ng tinapay nila dati malinamnam ito. † The satisfactory value from the customers is one of the factors that the workers should consider in order to attain success on productivity. â€Å"Ang pagsasawalang-bahala ay isang idioma na nangangahulugan ng pagpapabaya sa isang bagay at iisiping magiging maayos din ang lahat sa bandang huli. † Bahala na means â€Å"I do not care what will happen†. The thought of ‘everything will going to be alright’ also constitutes the this so called Bahala na System. Keep pushing on something that you know it may be not be successful is one of the examples of the bahala na system. Such notion of leaving everything just the way it is and praying that it will going to be okay is the main ideal of this system. For just an example, in a construction project of a bridge, the project team leader knowing that the newly constructed bridge is unstable and not ready to use, but the city government is pushing for its use and then the project team leader let the city government for its use. â€Å"Bahala na, yan ang utos sakin eh†, is the thought of leaving behind the project and not letting yourself be involved in the liabilities. â€Å"Bakit ang iba diyan, mas marami pang mali? † Counting the numbers of your co-worker’s mistakes will not benefit you neither the organization. Filipinos possessed a trait keeps on rotting an organization until it will go down, it is the Crab Mentality. Crab Mentality has to do with the productivity because it one the elements that tend to decrease the average of quality production of Filipino workers. Looking for a loop hole in the personality of your good performing co-employee will is not an act of helping the organization attain its aspired status. Instead of making some rumors about that person, why won’t you make him/her as one of your motivating factor to contribute your efforts to the organization? An exam would be the practice of politicians running for the same position and they present each other’s mistakes and wrong doings in the past to the people. Pulling down those who are trying they best to climb in the ladder of success is one of the Filipino Values that is considered a hindrance on good productivity of the organization. â€Å"Marami pa naming oras, mamaya nalang yan. † Procrastination, this is an act that also, diminishing the essence of hard-work. Filipinos are fan of saying the words – LATER or WAIT FOR A WHILE. We Filipinos have this innate attitude of doing first what is necessary and then doing what you wanted to do. But, having in mind the urgency of the things that needed to be done do not requires a quick action, we tend to postpone it for a while and continue to do the things that you wanted to do. Thinking about when is the deadline of a project and doing the whole project the day before or on the last minute before the submitting hour or day. In the a plantation, procrastination is not observed for the company should produce more than what is demanded in a fixed period of time. Well, in a company producing items this is true, but in an organization running an office giving services, the urgency is observed. Services should always be there, prepared, so when the time comes, if that specific service is needed. In some cases, services that are prepared before an actual demand by the customer is a good quality product. There is this saying by the Filipinos, â€Å"Aanhin pa damo kung patay na ang kabayo†, services or products that are late will result to poor satisfactory feedback from the customers. â€Å"Hindi na baleng ma-reject, may fixer naman na mag-aayos. † Filipinos love on depending everything to something they know that it can help or cure or fix anything they have done wrong or they will do wrong. â€Å"Di bale nalang† means quitting on it or sort of quitting on something and letting it go the way it is. And thinking about the fixer that will easily fix whatever is wrong in the item is the principle of depending on the machine. Instead of making the item in the right manner in order to lessen the use of a fixer machine, Filipinos continue to do the wrong manner of producing the item just meet the deadline. In this point of view you can now see the relationship of procrastination with this trait of depend the item to the machine and to the time of its deadline. With this kind thinking, it manifests the attitude of sacrificing the quality production. The â€Å"Okay na yan† attitude is also one of the elements of this act. Concentrating on quantity and not on the quality of the product is the main thought of this attitude. Filipinos, usually we, as a student would say – â€Å"Okay na yan, basta may maipasa lang† as a â€Å"pampalubag-loob† in not meeting the desired quality of the project or usually in times of examinations. Settling on the quantity produced and not on the quality is not accepted in the organization strictly observing the quality of the products or services being produced. â€Å"Katamaran – ito ay isa sa mga hindi kanaisnais na katangian ng mga Pilipino na kung saan ang mga dapat na gawin ay hindi naisasakatuparan sa kadahilanang nagkukulang and motibo para maigalaw ang kanyang katawan upang magtrabaho’t magbanat ng buto. † To sum up all that is being discussed above, the word laziness is the back bone of such acts and behavior of Filipinos towards productivity. Laziness means not being productive for your organization’s desired status in the future. Lazy, as a song lyric described, it is an act of doing nothing. Laziness is the opposite side of hard-working. Keeping asleep or just lying in your bed could be one of the common acts of laziness. But in the organization, laziness deals about the behaviors of an individual inside the work place showing nothing or no any single accomplishment at all. Laziness is also in line on the idea of not wanting to work inside in the work environment. It indicates the factors of unmotivated or unsatisfied with the management’s way of handling the working conditions they have gone to. Some Filipinos are people who prefer to take a day for a rest and do nothing instead of doing something that are actually to be done on an appropriate time. Some Filipinos tend to do a certain work and as it goes by and by, they will left it unfinished. Some Filipinos work well on the starting period of his job, but eventually take the opportunity to not work effectively in the succeeding time of his job. While some other Filipinos love to depends everything on something that can be the answer for their undertaking. Well, even in any of this behavior you are under, the bottom line will be the picture that depicts Juan, waiting for that ripe guava to fall right into his mouth.

Germany Company IPCom sued Apple infrining on patented...

Germany Company IPCom sued Apple infrining on patented technology that gave emergency calls priority on mobile networks. Patent and copyrights provide a set of rights granted by government to an inventor or assignee for period time in exchange for detailed public disclosure of an invention.It enables people to earn regonition or financial benefits from what they invent or create. No party or group can take advantage of the invention for own interest without the permission of inventor. In this case, IPCom accused Apple violate its patent and Copyrights (technology solutions on smartphone) for the emergency call application on Iphone without agreement between two parties. Intellectual property rights have three major types: Copyrights,†¦show more content†¦A good example will like a VIP service. For those who do not have VIP, they are prevented to get VIP service. In Oligopoly market, few firms share the market power, produce different products with various advertising, has substaintial barriers to entry, and they are interdependent and has the the potential for long run economic profits. In the smartphone market, we know the software installed in phone has very high fixt cost, since software and smartphone are bundled, so it will have high barrier to entry the smartphoen market.Currently in the smartphone oligopoly market, there are some dominant firms like Apple and Samsung.If Samsung comes up new products or new software application, it will affact other firms operating profit or otherwise. This market is very competitive and the market share could change easily. Suppose there is one firm maintian major market share, the firm gains the market power to set higher smartphone price to maximize the profit. Innovation is the key in the market. In order to gain more market power and compete with other firms, those companies pay a lot attention on patent of new inventions. They purchased patents, do patent licensing, or corporated with other technology companies to get the first hand information of technology. Rencently, we can see a lot patent cased brought into the court. As the competition goes firerce, companies realize that they can use the patent laws to prevent otherShow MoreRelatedWhat Is an Essay?1440 Words   |  6 PagesBuscemi Essay #3 Rough Draft An essay is a creative written piece in which the author uses different styles such as diction, tone, pathos, ethos or logos to communicate a message to the reader using either a personal experience, filled with morals and parables, or a informative text filled with educational terms. Educational terms could mean the usage of complicated and elevated words or simply information you would get in schools. 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