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Human Resource Management

The world has become a global village and markets have stretched out to the extent that now companies are competing on an international level. This has provided firms with huge opportunities to progress but on the other hand it also demands more diligent efforts from the employee’s side. Therefore the challenge is to cope up with the dynamic changing environment and deal with changes courageously. To survive prosperously in a changing atmosphere effective leadership skills are vital. As a result, the leaders of companies at present have a lot to be concerned about and a lot of responsibilities to tackle. Hence, it is entirely up to the leadership skills possessed by the leaders to make most of the human potential and inspire them in order to make sure that they adapt rapidly and with no trouble to the work environment and thus capitalize on increasing effectiveness.

Nowadays the companies are under pressure to stay competitive, due to complex worldwide competition, unsure environments, and international political, economic and social alterations. The rising diversity of the employees brings latest challenges: retaining an effective business culture and handling conflicts brought upon by the demands of women and ethnic minorities for increased authority. Workers want

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to be empowered so they are given the power to make decisions regarding their work. This is the reason why organizations have become flatter in composition to allow decision making power to be passed on at lower levels instead of retaining all the authority at the top level. Teams can work best in this type of structure and control will be allotted to the front line workers who are aware of what changes need to be done for the betterment of the organization. The leader has to learn to share authority and except changes otherwise it will become tough for the organization to thrive for long.

Resistance to modifications would mean the end of the journey for both the leader and the company. These days’ customers demand outstanding service otherwise they are ready to knock the door of the competitor. Businesses are therefore planning to redesign themselves to revolutionize on the spur of the moment, so that in the long-run they may be able to meet the requirements and demands of their customers in a highly satisfying manner. Company’s top leaders also realize this and believe in having energetic and vigorous teams to help the company continue to exist in the current era.

Groups of people with slight or no supervision that work together to achieve common goals are teams, they are better at dealing with productivity and quality issues. Moreover employees in these teams have higher enthusiasm and dedication towards the organization. Actually teams are linked with empowerment, empowering employees enables them to participate better in team decision making processes. Leaders should facilitate and gain the trust of these teams rather than try to control and dictate to them.

The formation of team is a very dynamic process. In 1950 Tuchman model was developed which highlighted how groups were developed. There are 4 stages in the formation of team that is forming, storming, norming and performing.
Forming is the first step in the forming of a team. In this the creation of the team takes place by formulating informal roles and structures for team members and establishing norms to  be followed. The members socialize with each other and discover the competence each member has to offer. So it is very essential that at this stage the team leader should make sure all the members get well acquainted with each other and feel comfortable with the network of relationship.

In the storming stage the leadership roles both formal and informal are decided and the team member start to critically evaluate the other members based on their strength and weaknesses. Informal team members are also seen to come out in the open at this stage along with the element of conflict. A variety of disagreement will surface and the team leader will have to tackle them with mastery else things might never be the same for the team as the ill feelings amongst the members will accumulate and interfere with their work productivity. It is very important that the team leader makes whatever alternations he wants to the team dynamics as this is the last chance he will get for doing this.

In the norming stage the foundation that was laid earlier like the structure and the network will ascertain a firm holds. The members start getting along with each other and learn how to resolve their differences. The element of conflict can’t be completely eliminated but it can be decreased considerably. The member who can’t relate to the team and have difficulty adjusting should be asked to leave as they are interfering with the team’s efficiency. At this stage it is essential to give feedback and to resolve issues via consensus of opinion.

 The last step is performing, by the time the team reaches to this stage they have dealt with all interpersonal conflicts and can now execute tasks at best possible levels. At this stage the team is seen to become more coherent and stronger than it was before.

The proper leading of a team is very crucial to its success; a team leader should posses certain characteristics that are essential for him to lead the team. The team’s leader should encourage a very friendly environment that encourages team members to participate and acknowledges them for the efforts they put for the task they do. Most of the team members want to be considered a valuable asset for the team and hence it is the task of the team leader to make sure that they feel like an essential entity for the group. For this purpose the leader should listen to the suggestion of the members and understand the perspective of the members. He is responsible for coordinating with all the members and treat them all equally.

 Another role that the team leader has to perform is that he has to inspire and also motivate the team members and make them feel how important their job is. The leader should be enthusiastic about the work he is doing; as enthusiasm is contagious the other team members will also take a shine to the work. The team members must also have confidence in the leader and this cant happen until and unless the leader has the essential expertise that are required to get the job done. The leader should also encourage participation and feedback from the team members, this will increase the productivity of the team and the task at hand will be completed smoothly.

Another role the team leader performs is that he takes the blame when anything goes wrong which was because of his wrong judgment. He will not play the blame game and hold responsible others for his mistake but will accept his flaws and then try to rectify it. A team is known for its ability to achieve more then the efforts of all the individual members could attain. This is only possible if the team leader shares the leadership role of his with his team members. The team leader should understand the strength and weaknesses of his team and make team members accountable for varying task they perform. Moreover, the more open the environment of the team is the more fun it would be for the team as a whole.

A team leader should be very confident and should be very knowledgeable. This is why he should never stop learning because learning help one to grow and get rid of there fear element that we posses. It is the responsibility of the team leader to make sure that the teams business and personal goals are at peace with each other. The team leader should act like a coach and help transform each member of his team into a self-leader. He should also be a creative leader that is he should search for new opportunities and then avail it. He should also move forward by innovating. A creative leader can better tackle the constant flux in our business environment.

A leader also has the additional duty of being empathic with his team members as this fosters an environment of trust and caring amongst the team and this bond them all closer together. A good leader combines emotional intelligence with the courage to raise tough questions, challenge people’s assumptions about strategy and operations and risk losing their goodwill, i.e. he does not only care about pleasing his team members but rather believes in the greater good of the company.  Moreover in a rapid changing environment that the organizations are present in, promoting a culture that encourages leaders from emerging within the organization will be a key reason for the firm to prosper. Young people have a lot of talent and organizations should guide these fresh employees and provide them opportunities to conduct leadership roles. This will provide the organization, talent at their doorsteps and benefits in the future to follow. Additionally an environment that supports strong informal network, it is easier to get by with leadership activities there. As it is easier to deal with changes and bring all the employees together in such an environment which is frequently needed in today’s world.

Human resource employees and managers should work in a way that they evaluate the performance of the team according to the contributions they have made. For this purpose a 360 degree method of appraisal should be made use of which basically deals with gathering feedback from supervisor, team leaders, coworkers, and customers and their responses are used to judge the employees. This manner of appraisal will not only increase the accuracy, as a lot of opinions will aid in providing a fair and realistic view. Moreover the suggestions and the needs that the teams have should be understood by the human resource department and they should provide the teams with all the resources that will lead the team to perform well. Additionally the HR department should reward the team members according to their capabilities, also high-quality efforts and results should be recognized and rewarded.

For those team members or leader who possess extraordinary skills should be given the opportunity to grow and prosper, it is the responsibility of the HR department to utilize their people resource in the most crucial manner. As individuals are the most valuable asset an organization possess hence the HR department should focus on retaining the asset within the boundary of the organization. Those employees who are adjustable to changes, full of life and have innovative ideas should be rewarded by the HR department in view of that, as these people are the spirit of the organization. If they leave the company dies. Therefore it has to be aware of the needs and aims of the individual, the organizations purpose should not only be to attain prosperity but also to take the employees on the road to success along with the whole company.

References:

Ancona, Deborah (2007). X-teams: How to Build Teams That Lead, Innovate and Succeed .
2.      Ciampa, Dan (2005). Almost Ready: How Leaders Move Up. Harvard Business Review 83

3.      Fisher , Kimball (1999). Leading Self-Directed Work Teams .

Hackman , Richard (2002). Leading Teams: Setting the Stage for Great Performances.

John, Mayer (2004). Leading by Feel. Harvard Business Review
Northouse , Peter G. (2006). Leadership: Theory and Practice . Sage Publications, Inc; Fourth Edition edition.
7.      Roberto, Michael and Garvin, David (2005). Change through Persuasion.Harvard Business Review

Woods, Edward (2005). Employee Development at the Workplace: Achieving Empowerment in a Continuous Learning Environment . Kendall/Hunt Publishing Company.

 

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