Discuss about the Indecisive leadership leads to mismanagement in Human Resource Management at Nature Landscapes Pte Ltd.
The purpose of this paper is to formulate a research proposal on topic, “indecisive leadership leads to mismanagement in human resource management at Nature Landscapes Pte”. This is a leadership concept that needs to be developed so as to promote decisive leadership. Lack of proper leadership results to a lot of damages in an organization such as reduction of progress in an organization. Indecisiveness in leadership is a vice that reduces work performance at personal and group level. In that case, leaders who apply indecisive measures in leadership find themselves with no support to their policies. Their authority as leaders’ bear no fruits since output per worker is always low (Lumpkin, 2007). Low performance is an indicator that leadership strategies applied in an organization are neither effective nor efficient.
Indecisiveness leadership affects key departments in an organization which results in low performance in an organization. The main department affected by indecisive leadership is human resource department. This is a very important department in any organization. Human resource department can be referred as a pillar of an organization. There are a lot of policies and procedures that take place in human resource department. Activities such as recruitment of workforce in an organization greatly depend on policies and formalities applied in human resource management department. Working environment, working culture and work results are highly determined by human resource department. This implies that the entire progress of an organization is greatly controlled by human resource management department. Thus, indecisive leadership damage human resource department together with other departments in an organization (Richard & Mitchell, 2012). Indecisiveness leadership will damage the organizations when it is initiated by leaders who rely on the position of other leaders in an organization. Use of indecisive leadership will destroy human resource management which in return paralyzed the entire operations of the organization under consideration.
The organization under consideration is called Nature Landscapes Pte. This organization was established as a company with more than 30 years of industry experience. The main experience associated with this company is delivering reliable as well as high-quality landscaping services to the clients. In that case, the organization uses a piece of art to provide services to the consumers. The human resource management of this organization has been affected by indecisive leadership which resulted in mismanagement of human resource management. Human resource management of Nature Landscapes Pte is the heart of the organization on matters of performance management, employees’ engagement, safety policies, the motivation of workers, and training of employees along with other strategic roles of the organization (Jonasson, 2012). In this organization, indecisiveness in leaders results in low performance since workers tend to lose confidence in their leaders. These aspects of mismanagement of human resource management are associated with employees’ performance, policy interpretation, employee relation as well as penetration to the market. Mismanagement of human resource management in Nature Landscapes Pte affect several sectors such as staff turnover, the demand for employee and profitability in the market.
Nature Landscapes Pte Ltd has been facing human resource mismanagement issues. These issues include recruiting the correct people, training services, the feeling of mutual loyalty as well as empowerment of quality services due to the indecisiveness of leaders. The aspect of indecisiveness in leadership at Nature Landscapes Pte made the achievement of goals, objectives, and targets difficult. In that case, the organization required an upper hand so as to mitigate issues of indecisiveness in leadership. Despite the company having faced challenges associated with indecisive leadership, the company managed to gather a team of staffs with desirable strengths. These staffs are estimated to be over 500 workers. The company also own over 50,000 nurseries that are fully stocked in square meters (Johnson, 2007). This has enabled Nature Landscapes Pte to create a clear portfolio that consists of prestigious hotels, high tech factories, golf courses, public amenities, recreation facilities as well as condominiums which are located in Singapore. This is a clear background to indicate how Nature Landscapes Pte required human resource management. In that connection, any error in leadership such as indecisive leadership may result in a lot of difficulties when performing all these activities. Leaders at Nature Landscapes Pte need to be decisive and authentic so as to deliver quality services to the clients.
There are several kinds of literature that can be applied to this proposal so as to address the issue of indecisive leadership that result in mismanagement human resource management of Nature Landscapes Pte. These literature are associated with leadership policies and strategies in organizations (Harrison & Widjaja, 2014). Therefore, by comparing different sources on leadership and human resource management, the proposal will be effective so as to assist Nature Landscapes Pte to mitigate challenges associated with indecisive leadership. In this proposal, we consider several articles on leadership and human resource management so as to identify various recommendations on leadership as well as identification of literature gaps that need to be addressed in indecisive leadership. This will assist leaders in Nature Landscapes Pte to mitigate the effects of indecisive leadership.
According to Douglas Bernheim and Aaron Bodoh-Creed, the authors have managed to fully design a research on the theory of decisive leadership. Decisive leadership is a strategy applied to leadership and management so as to promote decision making and judgment. Leaders in this particular case worked together with other workers so as to achieve the overall objectives of the organization (Kushwaha, 2013). Decisive leaders are compared to authentic leaders in the theory of decisive leadership. As the word suggests, decisive leadership is generated from the word decision. Therefore, the theory of decisive leadership attempt to elaborate the concept of decision making in leadership. The authors address the issue of the election so as to indicate how decisive leadership should be applied. They assert that voters chose to support a candidate based on positions they place their ideas so as to solve issues (Northouse, 2015). However, the same voters are aware that majority of these candidates end up changing their motive once elected. When they assume office, they are not the same people who demonstrated a lot of concern on issues affecting the voters. This is where indecisive leadership arises.
Rebecca Knight wrote a book on how to deal with the chronically indecisive boss. In her book, the author asserts that the preference for decisive leaders is a natural outgrowth of needs that people around them demand to be initiated and provided. Therefore, decisive leaders will consider issues affecting the community so as to satisfy needs and desires (London, 2014). A decisive leader will commit resources and time so as to ensure all the requirements are in position. The community and stakeholders involved are incorporated in making decisions to be applied in the decision-making process. However, not all leaders are decisive as recommended by the theory of decisive leadership. In that case, some leaders are indecisive. This is a very undesirable characteristic of leaders. These leaders mismanage funds and destroy the entire human resource management (Eaton, 2017). They fail to consider the stakeholders in making decisions and judgment. By the end of leadership process, these leaders achieve very little that indicate achievements. In that case, Rebecca Knight wrote a book on how to deal with such leaders in her book on how to deal with the chronically indecisive boss. She asserts that the best way to deal with indecisive leaders involves analysis of their performance in a given period of time. In that case, you will be in a position to analyze the skills and weaknesses of such leaders. The final step to be incorporated involves enforcing policies to be addressed by all departments concerning the inability to perform duties by indecisive leaders. With collected facts on the incompetence of such a leader, all the department can work together to initiate a change in leadership. The core department that can be used to initiate those changes is human resource department (Jamali, El Dirani & Harwood, 2015). The main reason underlying this assumption is due to adverse effects caused by indecisive leadership on mismanaging human resource management.
Lastly, by considering the great work of Scott Bolton, we realize the importance of proper leadership in any organization. We also realize the importance of human resource management in promoting the performance of an organization. This is achieved via motivation of workers by providing proper working conditions and appropriate working culture. In his book, The Indecisive Leader: Making a decision without making a decision, the author address the issue of decision making in leadership. He asserts that those leaders who make personal decisions without incorporating recommendations and decisions of other staffs and stakeholders end up achieving less as compared to those leaders who incorporate ideas offered by other stakeholders (Shapiro & Stefkovich, 2016). In summary, the author refers to those leaders who make decisions at a personal level as indecisive while those who incorporate ideas of other stakeholders as decisive.
From the above analysis of the literature on leadership and human resource management, we realize a lot of issues underlying indecisive leadership. We also realize on how to deal with indecisive leaders in the organization (Northouse, 2015). Therefore, these research proposal can apply this literature in developing a concept of indecisive leadership. This will be important so as to offer solutions to organizations such as Nature Landscapes Pte on how to mitigate adverse effects of indecisive leadership in human resource management. It will also pave the way forward in other leadership areas by identity which literature gaps have not been addressed by the authors used in this review. Table 2 in the appendix indicate key literature to be applied.
Data and information are very important when addressing a particular issue. This is a key aspect of the research proposal. Data accuracy with promoting reliability of analyzed data and presentation. There are a number of research methodologies, research designs, and paradigms that can be applied in research. In this particular research proposal, the researcher will select the positivism philosophy, descriptive design, and deductive approach in order to collect data for research. Both primary and secondary data will be collected so as to promote data accuracy. Again, qualitative and quantitative research methodologies will be applied in the proposal. If these methods are combined in data collection, then the research will be using a mixed method approach to data collection (Harland, 2014). Mixed method approach of data collection has a lot of advantages to the researcher. One main advantage associated with the mixed approach is reliability and accuracy of data. Again, the researcher will be able to test hypothesis so as to determine whether to accept or reject the null hypothesis.
The researcher will use secondary data to develop literature review section (Gok & Gok, 2016). This will be important in comparing data and information gathered by different authors. Secondary data will also be appropriate in identifying literature gaps. On the other hand, primary data can be collected using survey method and interview. A sample can be determined from a given population so as to determine the required respondents. Interview method to be used can be open interview, structured or semi-structured interview (London, 2014). Primary data will be useful to analyze the effect of indecisive leadership on human resource management at Nature Landscapes Pte.
Again, the researcher needs to collect data from the survey. In that case, the researcher will prepare 10 – 15 close-ended questions for the 30 mid to senior level employees of Nature Landscapes Pte Ltd. In order to collect data for the interview, the researcher will conduct face-to-face interviews with 5 human resource leaders in Nature Landscapes Pte Ltd by preparing 5 open-ended questions (Gioia, Corley & Hamilton, 2013). Survey data will be analyzed through quantitative data analysis and interview data will be analyzed through qualitative data analysis technique (Jamali, El Dirani & Harwood, 2015). Table 1 is attached in the appendix to indicate how Survey data will be analyzed through quantitative data analysis. It also indicates how interview data will be analyzed through qualitative data analysis technique.
If the researcher manages to ensure data accuracy and data reliability, then it is evident that the project to be developed on how to mitigate adverse effects of indecisive leadership on human resource management will be appropriate.
Analysis of data is done after collecting both qualitative and quantitative data. This is important so as to determine outcome gathered from survey study, sampling, questionnaire study and interviews used to collect qualitative and quantitative data. The main objective of this proposal is to determine indecisive leadership on mismanagement of human resource management at Nature Landscapes Pte. In this topic, analysis of data will be done via testing of hypothesis. The hypothesis is based on exploratory data analysis. The hypothesis will determine the confidence level that indicates the reliability of null hypothesis (Harrison & Widjaja, 2014). In that case, the researcher will decide whether to accept or reject null hypothesis as indicated below.
Null hypothesis: H0 indecisive leadership leads to mismanagement of human resource management at Nature Landscapes Pte.
Alternative hypothesis: H1 H0 indecisive leadership does not lead to mismanagement of human resource management at Nature Landscapes Pte.
If data analysis indicates a greater confidence level from data collected via interview and survey, then we accept the null hypothesis.
This process is done after data analysis. It is important to present data so as to make all stakeholders understand the outcomes of research. Both qualitative and quantitative data are presented. Qualitative data can be presented by plotting pictures of qualitative data and a qualitative data table that indicates the outcome of hypothesis testing. They also indicate graphs on responses provided during data collection so as to indicate the accuracy and reliability of data on indecisive leadership on mismanagement of human resource management.
On the other hand, presentation of quantitative data needs to be clear. This is done using statistical tools such as run charts, control charts and time series analysis. It can be done by summarizing data so as to indicate the level of impact of mismanagement caused by indecisive leadership.
The recommendations asserted below are in line with aims and objectives of the project. They attempt to recommend various aspects that need to be done so as to enhance mitigation of issue under consideration.
Conclusion
Leadership is the cornerstone of any organization. Teamwork in leadership assists the organization to fulfill management goals and objectives. In that connection, the researcher needs to be positivist so as to determine the effects of indecisive leadership on human resource management. There is need to enact ways that will be integrated with mitigation strategies so as to offers solutions to Nature Landscapes Pte Ltd to manage the human resource from indecisive leaders. This will assist the researcher to compare the impacts of indecisive leadership between Nature Landscape Company and other organization. The researcher will also apply strategies used by other organization to solve mismanagement of human resources management. If those steps are followed, then the researcher will identify literature gaps that have not satisfied with indecisive leadership.
References
Eaton, J., (2017). Globalization and human resource management in the airline industry. Abingdon: Routledge.
Gioia, D. A., Corley, K. G., & Hamilton, A. L. (2013). Seeking qualitative rigor in inductive research: on the Gioia methodology Notes. Organizational Research Method. Sage publishers.
Gok, T., & Gok, O. (2016). Methodology of Research. In Asia-Pacific Forum on Science Learning and Teaching. Pearson publication.
Harland, T. (2014). Learning about case study methodology to research higher education. Higher Education Research & Development. McGraw-Hill Education.
Harrison, B., & Widjaja, T. W. (2014). The determinants of capital structure: Comparison between before and after financial crisis. Economic Issues. Pearson press.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model. Business Ethics: A European Review, 24(2), 125-143.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model. Business Ethics: A European Review, 24(2), 125-143.
Johnson, R.S. (2007). Writing Proposal. Pearson publishers.
Jonasson, H. (2012). Determining Project Requirement. Averbach publication.
Kushwaha, D. (2013). Basic of Writing Project Proposal. New Dehli publishers.
London, M. (2014). Career barriers: How people experience, overcome and avoid failure. London: Psychology Press.
London, M. (2014). Career barriers: How people experience, overcome and avoid failure. London: Psychology Press.
Lumpkin, G.T. (2007). Strategic entrepreneurship. The journal of strategic management society. Wiley-Blackwell Publishers. Pg. 45-68.
Northouse, P. G. (2015). Leadership: Theory and practice. London: Sage publications.
Richard, A.B., & Mitchell, W. (2012). Strategic Management. The journal of strategic management society. Wiley-Blackwell. Pg. 123-143.
Shapiro, J.P. & Stefkovich, J.A., (2016). Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Abingdon: Routledge
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