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Example research essay topic: Human Resources Management Find It Hard - 2,097 words

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Management Outline: Introduction Body Management, management philosophy definitions Role of team within an organization, communication within a team Management theories (classical) Herzberg Maslow Personal approach in human resources management Conclusion In today's world successfully managing change and innovation is critical to organizational success. Successful management strategies in a modern world are focused around effective human resources management, team management, management that focuses on personal approach towards each employee. Old and new managerial theories are utilized in todays organizations, but it seems that more an more managers employ innovative methods to run their businesses and achieve their organizational goals. Management is the process of working with and through others to achieve organizational objectives in a changing environment. A Companys management philosophy is reflected in the systems, policies and protocols by which it operates each practice. Management philosophy includes underlying business values and establishes guidelines for all of the companys activities.

It forms a backbone of strategies and decision-making, and represents a core set of principles that guide peoples actions and thinking. Good management means providing a dynamic, challenging, and enjoyable working environment where each individuals potential can be fully developed, their talents fully utilized and their contribution highly rewarded. Ethical is a synonymous with a good management. Trust and reliability are two of the most critical attributes required in managing any financial institution. Creation of social and economic value is one of the most important objectives of the good management. Organizational structure is the formal decision-making framework by which job tasks are divided, grouped, and coordinated.

There are two main structures in the management: mechanistic and organic. Mechanistic structure is the traditional or classical design, common in many medium and large-size organizations. Mechanistic organizations consist of very clearly defined jobs and have well-defined hierarchical structures. In the mechanistic organizations, the chain of command is very good defined for the superior control. Organic organizations have a flat structure with only one or two levels of management. Flat organizations emphasize a decentralized approach to management; it encourages high employee involvement in decisions.

The main purpose of the organic structure is to create independent small businesses or enterprises that can rapidly respond to customers needs or changes in the business environment. The supervisor has a more personal relationship with his or her employees in the organic organization. Doing business without a comprehensive plan is risky. Most businesses today need a competitive edge to win. The benefits of having a strategic plan include increasing profitability and operational efficiency. It also improves organizational performance, accountability, and clearly defines goals.

Another thing that should be considered as a business and management tool is trend analysis. It can be used to test different aspects of the shape of the function relating the independent variable. Trend analysis consists of testing one or more components of trend. In other words, it is analysis of a variable over time to detect or investigate long-term changes. A scenario analysis, on the other hand, is a description of the current situation and the series of events that could lead from a current to a future scenario. Scenario analysis involves forward projection, which allows us to progress from the current situation to a series of alternative.

An organization is a solid structure, a single organism. For this reason, it should pay attention to the relations between its employees. Personal interactions between staff are of the biggest importance. This means that in order for healthy and friendly atmosphere to exist, the employees should be kind and should respect each other.

Each team member has to bring something special to the companys culture. This way this will be the culture that encourages employees to welcome changes and challenge themselves, be committed to leading the industry, and to strive to be always fair. The team of this people will dedicate to structuring an atmosphere of strong leadership and guidance, the environment that encourages people to work together. Productivity and effectiveness of the staff, managers, and officials are highly depended upon management environment in which they work. The organization should ensure that all personnel is free to take reasonable risks without fear of being held at fault, encouraged to be innovative, and to offer their honest feedback. Employees should be rewarded for excellence and held evaluated under a clear performance evaluation process.

In order to achieve success, a corporation should have a very balanced and skillful team of employees. It is just like in any kind of team sport. For the proper flow of all work related processes, which are tightly integrated in the workplace, employees should have good interactions with each other, both on informal and in formal level. The organization of work process requires good professional skills of employees and good communication skills as well. Therefore, in my opinion communication skills are principally important.

In many cases, people find it hard to communicate with each other, which often leads to the irritation and loss of respect. If a person may have some business to discuss with his / her colleague and due to the lack of understanding and sometimes lack of confidence may find it hard to do so. This can cause many complications and can negatively influence the productivity. I have observed cases of nervous atmosphere at the workplace and I have noticed that people become less concentrated and lose patience, while performing usual tasks. There is a need to listen and to learn to listen to every suggestion because it is very valuable in developing new ideas. I believe that the overriding principle in all relationships is centered on the Golden Rule treat everyone in all circumstances, as we want to be treated.

The main social responsibility of the manager is to treat employees right; employees should be respected and valued, they should be recognized formally for good work, extra efforts, teamwork and customer service. Among various behavioral theories long generally believed and embraced by American businesses are those of Frederick Herzberg and Abraham Maslow. Herzberg, a psychologist, proposed a theory about job factors that motivate employees. Abraham Maslow suggested that there are five sets of goals, which may be called basic needs. Individuals have a need for self -actualization or a desire for self-fulfillment, which is an urge by individuals for self-development, creativity and job satisfaction.

Herzberg implied that a satisfied employee is motivated from within to work harder and that a dissatisfied employee is not self-motivated. (Kreitner, 2001) He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors (dissatisfied) rather than motivators. According to his theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction. He determined that the motivators where elements that enriched a persons job; he found six factors in particular that were strong determiners of job satisfaction; achievement, recognition, the work itself, responsibility, advancement and growth. These motivators (satisfiers) were associated with long-term positive effects in job performance while the hygiene factors (dissatisfied) consistently produced only short-time changes in job attitudes and performance. Management reward systems are now endeavoring to satisfy the individuals higher-level needs for esteem and self-fulfillment. As a person advances through an organization, his employer provides opportunities to satisfy needs higher on Maslow's pyramid.

The issue of personality also plays a vital role. If to look at it from basic psychological dimensions, personality has a great influence on the performance of an individual in every chosen field. Many of the work related effects could be simply explained by the psychological theories. If to take as example the Maslow's Theory of Needs, then, in my opinion, an interviewer can guess on which stage a potential employee is and what are his / her priorities. For instance, if an individual takes care of his / her security needs, then it is easy to make a conclusion that this person is mainly interested in receiving bigger salary. Well, in some cases such approach can be beneficial, especially if a person is performing a certain kind of work being paid for number of units produced or services provided.

In this case, an individual will perform a great job and will be encouraged to produce more units (provide services) in order to receive more money. Actually, there is some probability that issue of higher pay will lead towards the decreasing of quality of units (services), because an employee will be interested only in quantity. If an individual is currently on the stage of self-confidence and self-esteem, which makes him / her not to worry about the financial aspects of his work (it could also be related with a high salary), then he or she will perform different tasks and do the job with pleasure (especially if a person likes it). This will positively reflect on the employees performance and therefore on the companys too. There are different types of personalities, which makes possible to divide people into certain groups according to their personality features, which can influence a persons ability to perform a certain task. For instance, psychology suggests that sanguine are very optimistic and are the best type of personality for the teamwork.

There are some positive traits in choleric people. They are quite confident and can perform hard tasks, but very often, they can be irritated and can react inadequately on some events. Melancholic and phlegmatic people usually are hard-working ones, but in many cases, it is quite hard for them to fit into new environment. Choosing a certain person to perform a certain kind of job depends on the successful match of personality traits with the tasks that will be performed by an employee. Daniel Goleman, the author of Emotional Intelligence (Bantam, 1995) and Working with Emotional Intelligence (Bantam, 1998), makes the case that sensitivity to emotional states (ones own and others) and effective interpersonal skills are the most essential leadership competencies. His research shows that these operative styles to coalesce into six fundamental leadership styles: 1.

Coercive (Do what I say), 2. Auhtoritive (Ill show you the way to the promised land), 3. Democratic (What do yall think? ), 4. Coaching (here, try it this way), 5. Affiliative (Were all in this together), and 6. Pace setting (Just watch how I do it).

Effective leaders can adapt to fit varying situations and the personal needs and styles of others. Another thing they need to remember is that leadership style must be adapted to the local culture. In addition, an effective leader should be able to motivate people that work with him or her. Simply telling managers and other employees to do their job is not enough; words must be supported by action.

Managers job is to full-fill the employees desire for self-development while achieving the goals of the organization. Managers have an important responsibility of decision-making, and must adapt strategies and tactics that will meet their organizational objectives. Having the correct data and being able to interpret it, is a critical part of management. In an uncertain environment, where the difference between making the right and wrong decision can be millions, forecasting future situation is a necessity.

An accurate forecast is leading to a success of a strategy. It is also important to maintain the emotional and financial flexibility to adapt strategies and tactics to the realities of current price, rate, and always changing environment. In order to manage a company right, a manager should have skills to encourage and motivate workers and to arrange a climate for good relations between the employees and managers, plus he / she should give the employees to fulfill their potential. I think that personality of an employee plays as important role as employees skills.

The most valuable feature of a character I think would be the love for a job. Therefore, in order to have a successful company, management should pay very close attention towards the personal characteristics of every worker. Bibliography: Managing Projects with a New View, David Foote web AIPM Project Management web The Complete Idiots Guide to Project Management, Sunny and Kim Baker, Alpha Books, Indianapolis, 2000 Goal Directed Project Management: Effective Techniques and Strategies, Erring S. Anderson, Kristoffer E Grade and Tor Haus, Kogan Page Ltd, 2004 Managing Business Risk, 2 nd Edition, Johnathon Reuvid, Kogan Page Ltd, 2005 Maslow, A. Principles of Abnormal Psychology, 1941 Maslow, A. Theory of Human Motivation, 1943 The McGraw-Hill 36 -Hour Course to Project Management, Here Cooke, McGraw Hill Companies, 2005 Sherman, R.

Eupsychian Management, 1965 Herzberg. F. , Master, B. , and Snyder man, B. The Motivation of Work (2 nd) edition. New York: John Wiley & Sons, 1959


Free research essays on topics related to: hygiene factors, abraham maslow, find it hard, human resources management, 2 nd edition

Research essay sample on Human Resources Management Find It Hard

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