Personnel Management Assignment Example | Topics and Well Written Essays - 2250 words

Personnel Management - Assignment Example Personnel management requires a sound management since we need to evaluate the status of the personnel activities. This is because there are a number of functions carried out in the personnel department that include: recruitment, training, rewarding, appraising, dismissing etc. To run the personnel department, the concerned individuals need to know the entire organisation and all the employees qualifications needed for various positions. Hence, understanding of personnel management models and theories is very essential. Models and theories of personnel management assist our understanding of the role of personnel management in an organisation. Legge (1978) characterises four models of personnel management. The four models of personnel management includes: Normative, Descriptive-functional, Critical-evaluative and Descriptive-behavioural. In normative framework, the personnel manager speaks about employees in the context of teams, quality, empowerment and creativity. The underpinning of the manager's opinion, norms and values about the people who work for them are reflected in McGregor's Theory X and Theory Y. (Storey, 1995) In a cold or harsh organisation, the firm's manager may be distant, erratic, and negative or cod. Their value may be coercive or exploitive as far as their behaviours are concerned. In such circumstances the personnel department: Keep salaries, wages and terms and conditions of employment very low They hire casual labourers only They behave with insensitivity towards employees The employees are supervised thoroughly as they work The employees do not develop deep seated trust in management because of the management behaviours. These norms and behaviours fall outside the welfare, participation and empowerment norms of the neo-human relations school which include: the welfare, participation and empowerment norms of the neo-human relations school which might include the following: Encouraging people to be part of a team Responding to the aspirations of individual members of the organisation Having employment policies that reflect broad societal needs for fairness and equity By seeking secure optimum utilisation of the human resources of the organisation by fitting the right people into the right jobs with the right rewards Putting emphasise on getting results through people by securing their commitment not by coercive or demanding means. The mangers behaving consistently and with sensitivity to the needs of others by applying sound planning, organisation, communication, motivation and controlling activities to acquire, develop, maintain and use the workforce effectively and economically. Normative emphasis may be pluralistic rather than unitary. Management's role and functional human resource management policies are emphasised even more where are different vested interests and a potential for conflict between groups whose objectives are different. Managers must manage conflict in professional ways being primarily responsible for taking the initiative, developing institutional relationships and mechanisms to anticipate problems and minimise the potential for damaging conflicts of right and interest, consulting and negotiating,

Principles and Practices of Effective Leadership - Mod 2 Essay

Principles and Practices of Effective Leadership - Mod 2 - Essay Example To this end, the article recognizes the central role that will be played by emotional and cultural intelligence in developing such leaders (Hanna, 2012). There are also additional characteristics that are required for developing successful global leaders. To this end, intellectual understanding that is reflective of the global business context is one key characteristic. It refers to the ability to understand the complexities involved while conducting business globally (Hanna, 2012). The skill to overcome dominant thinking entails the capacity to appreciate the intercultural empathy and have a desire to learn about other cultures. A global leader should also have the desire for cross border partnering with teams in other countries. This skill demonstrates executive maturity in appreciating the value from other foreign and like minded corporations (Hanna, 2012). The author also states that the ability to develop and nurture local and global perspectives is a pertinent skill acquired through living and experiencing different parts of the world. The global leader also needs to have a sense of self assurance and self awareness in relation to their sense of purpose and values. Finally, the author asserts the important skill of developing internal and external networks. This aids in shifting management from a vertical perspective to horizontal collaboration. The article proposes that the global leadership qualities are developed through living in a culturally and linguistically different country. The article by Myron Curry delves into the factors that make a good leader and how an individual can develop into a good leader. To this end, the author states communication as one of the factors that establish a good leadership. The art of effective communication enables a leader to accurately articulate thoughts and ideas to employees (Curry). Evidently, the