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Human Resource Management

Every person whether he is at home, workplace or anywhere  he exhibits certain kind of a behavior which is influenced by different factors i.e. the person’s emotions, values, culture, ethics, rapport, attitude, authority and such related factors. In short Human behavior is the collection of behaviors. Similarly employees exhibit certain behavior at their workplace. There are seven classic styles of behavior in any workplace. These are Commander, Drifter, Attacker, Pleaser, Performer, Avoider and Analytical. These styles at their extremes make an employer insecure in ...

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...different ways. Now I will be discussing how it is unsafe for an employer. First go with the commander style. They are very dominating and demanding. Human element of softness is missing in them. They are the people who want to take charge of the job. So the best way is to delegate work by defining the objective then take a side and leave it up to them. Second are Drifters. They are opposite from Commanders. They are easy going. Their attention span is very short therefore they fail to follow up. Others question the managerial effectiveness due to drifters. So the solution lies in giving them short assignments, providing lots of fun and must have flexible work schedule for them.

They are the out of the box thinkers which could be a good source of success for an organization in the future. The third ones are Attackers. They are hostile and view themselves superior from others. They have the most demoralizing influence at the workplace. If their fellow member has done something inadequate, they keep on expressing disgrace for them that eventually will affect that person’s motivation and morale. So the best strategy is to make others learn how to deal with them and by reassigning work in order to minimize other’s interaction with attackers. Management should evaluate the cost and benefit of keeping an Attacker at a workplace. What makes them stand at the workplace is their courage to do unpopular assignment that others are afraid to do and their unemotional decisions because in business if you become sentimental you will be in lose. Then the forth ones are Pleasers. They are very good human beings, very helpful and pleasant. They need socialization at workplace. Whenever any conflict arises they step back by making some excuses. They give less importance to what is best for the company in maintaining relationships.

While giving them feedback to what they had done, management should use sandwich technique i.e. to sandwich criticism between two affirming statements so they won’t feel bad. What’s good about them is that they create the pleasant atmosphere for working. Fifth ones are the Performers which are entertaining and loud. They are always busy in promoting themselves that their work load has backed up. They use others as a ladder in promoting themselves. They are not responsible. Give them incentives to improve team working. Their public speaking skills and ability to establish new relationships could help an organization in its image building. Sixth are the Avoiders. They are reserved. They don’t take any initiative. What’s fine about them is that they do their work right every time, at the first attempt. Detailed instructions should be provided to them. Last but not the least is the Analytical. Though, they do not socialize much, but they check everything thrice thus not to leave any chance of mistake. They are very good for a company in a way that their proofreading habit secures the firm from many loses. These styles could help a management to have a rough idea about how the human behaviors could be at the workplace so that they can take effective majors to deal with them. One person can have two styles too. Every style does have some positive and negative points.

In order to cope up with it, management should continuously motivate their employees. Now the question arises that how it should be done. First the basic needs of an employees must be addressed that includes physical, safety, social, esteem and self-actualization. A de-motivated workforce will ultimately result in high absenteeism and employee turnover rates usually accompanied by poor customer service. Motivation needs to be created, encouraged and supported by the organization. The challenge is to sustain this employee motivation in the long run. If the employees are motivated they will put high degree of efforts resulted in good productivity. Though motivation comes from inside but management can create an environment that encourages employee motivation. Another thing that management could do in order to better deal with human behavior is stress management. Deadlines don’t only create stress for top level management but for employees too.

People begin to suffer from various types of mental and physical ailments which affect the performance of the brain’s activities such as memory, concentration and learning. Thus it affects employee’s performance too. To overcome this stress laughter and humor should be there at the workplace. They changed the mindset of a person. Another way to overcome the negative points of any style of behavior is the human communication in the workplace. A good relationship needed between the employees themselves and with their management. Clarity of task results in positive outcomes. Now is the time for employers to ensure that their employees feel that they are a valuable part of the company’s success. Effective communication always helps the organization reap fruits of success.

Now I will be discussing one theoretical model that helps manage workplace emotions. The study was to examine the impact of emotional labor, trust, and experienced fun on both emotional exhaustion and job satisfaction. Results showed that respondents who reported higher levels of trust in their coworkers and their supervisor and higher levels of fun in the workplace, reported lower levels of emotional exhaustion and higher levels of job satisfaction. I will be discussing the element of fun to further explain this model. The level of trust that individuals have in their manager and co-workers is likely to influence the extent to which they experience fun in the workplace. Laughter is the shortest distance between two people said by Victor. Similarly, Jones and George (1998) suggest that the emotions people experience during interpersonal interactions may color their experience of trust such that if they are experiencing positive emotions, they will be more likely to trust others and feel safe to share. Thus, we conclude that fun workplace experiences which are accompanied by positive emotions will lead to positive interpersonal exchanges and the building of greater trust. The relationship between trust and fun is reciprocal. Hence we predict:

H1:      There will be a positive relationship between experienced fun and trust in one’s supervisor.

H2:      There will be a positive relationship between experienced fun and trust in one’s coworkers.

We live in a pluralistic world. It is a world of ethical vertigo, a world that lacks any authoritative moral tradition or vision, and hence a world without horizon. People view present workplace as unappealing. It is filled with favoritism and injustice. In today’s postmodern society the workplace has become widespread. With the mobility of society, the market forces go beyond national boundaries. All of this has created ethical challenges in the workplace. The intrusion of cyber space into all our lives has brought about a revolution difficult to comprehend at this very early stage of its unfolding. The ethical dimensions of cyber space have barely been explored. However, the ethical issues should not be overlooked in the workplace for it to be effective.

References: – Dalton, F. (2008). DetroitRegionalChamber. Retrieved October 30, 2008, from Human Resources: The Seven Classic Types of Workplace Behavior Web site: http://www.detroitchamber.com/detroiter/articles.asp?cid=103&detcid=438

Karl, K. (2008). Managing Workplace Emotions:. Retrieved October 30, 2008, from THEORETICAL MODEL Web site: http://www.midwestacademy.org/Proceedings/2005/papers/KarlPeluchette_ob103.do

Burns, R. B. (1999). Psychology for Effective Managers: Understanding and Managing Human Behavior in the Workplace . Business & Professional Publishing .

 

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