Discuss about the Human Resource Management Models.
In the current business scenario, effective human resource management is important due to the reason that, the goodwill and competitive advantages of the business organizations are being determined by effective management of their human resources. The more effective will be the management of the human resources, the more motivated will be the employees, which will help in enhancing the customer service quality (Purce, 2014). In the given case study, it is been seen that issues regarding the selection of the new employees in the organization are being aroused.
This report will discuss about the issues being identified in this report along with analyzing those with the help of various human resource management models and theories. Moreover, different legislations, which will be beneficial and relevant to the identified issues, will also be discussed.
Conflict in the decision making process
From the given case study, there are various issues are being identified. One of the key issues being identified is the conflict in the senior management (Vaiman, Scullion & Collings, 2012). It is been seen in the case that, the all the stakeholders in the senior management are having difference among their opinions. Conflict in the decision making process is expected in the business organization; however, the communication tone that have been used by the stakeholders is not ethical and ideal. Thus, lack of effective working relationship among them is being identified.
Another issue that is being identified is the conflict in selecting the appropriate criterion for selecting new employees. This is considered as the issue due to the reason that, every business organizations should have a particular and singular approach to the selection of the new employees. However, in the case study, it is being seen that, there are differences in opinion among the senior members regarding the ideal approach of selection criterion (Appelbaum, 2013). The logic given by the members regarding the selection criterions is correct from different perspective. However, the differences in the approaches of the members may pose challenge for the organization in the future.
Another identified issue is the discrimination among the employees. This is due to the reason that, in the case study, it is being stated by some of the senior members in the organization that the selection of the new employees should be on the basis of the appearance of the candidates (Boone James et al., 2013). Thus, this can pose the issue of employee discrimination for the organization in the future. It may attract legal suits from different parties, which will have negative implication on the organization.
Initiation of the effective theory of leadership will be helpful in analyzing the case. This is due to the reason that, one of the issues being identified is the lack of consensus among the senior management in the organization. According to the theory of transformational leadership, leaders should have the ability to motivate and inspire others along with effectively determining the opinions of other (Avolio & Yammarino, 2013). This theory states about the importance of leading with having consensus in the organization. However, in this case, it is been seen that, all the members in the senior management are throwing their opinions towards others without giving importance to others. Thus, leadership theories are not been initiated by the senior members of this organization (Bergman et al., 2012).
Lack of consensus in the decision making process is also been identified in the case. It is been seen that, all the senior members are giving diverse opinions regarding the selection process. According to the theory of Tuckman’s model of team work, there are few steps to be followed in order to have consensus among the members (Raes et al., 2015). Moreover, according to this theory, the more mutual understanding and cooperation will be among the team members, the more probability will be of the creation of the consensus among the members. It is also been stated in this theory that, members in order to create consensus among themselves should determine the opposite opinions of other members (Perry, Karney & Spencer, 2013). However, in this case, these factors are not being followed and thus, the team work in the given organization is not effective and ideal.
As discussed in the given case, one of the key issues being discussed is the recruitment and selection process. It is being stated in the case that, members are having differences in their opinions in selecting the ideal recruitment process. This is due to the fact that, some of the members are pushing for merit based selection process of new employees. On the other hand, some other members have given the opinion to include the physical appearance of the employees as one of the key criterion for recruitment (Timming, 2015). Moreover, all the members are having valid points, which are relevant in the contemporary business scenario. One of the theories that can be used for analysis this issue is geocentric approach. In the international human resource management, geocentric approach of selection is being used by the business organization, which refers to the selection of the employees based on the merit and skill set of the employees (Kersiene & Savaneviciene, 2015).
According to theory, employees are being selected based only on the merit of the employees, rather than determining their nationality and other criterions. However, in this case, some of the senior members are opting for selection based on the physical appearance of the candidates (Bowen, 2016). However, in some business sectors especially in the service sector, where customer service have huge influence, physical appearance of the employees matters most. Thus, in this case, the employees should have proper physical appearance, which will create positive impression among the customers.
As discussed earlier, issues related to the employee discrimination may get originated in this organization. This is due to the reason that, if the employees are being selected based on the physical appearance only, then the employees having unfavorable appearance will feel insecure. Moreover, they will not be selected regardless of their skill, expertise and merit. Thus, it will create issues among the employees in the organization. In addition, there are various legislations are being introduced by the government of Australia in order to prevent the discrimination of the employees.
One of the key legislations is the fair work act 2009. According to this legislation, any types of discrimination including the racial and gender discrimination with the employees in their workplace is punishable offence (Stone,CH: 12, 2013). Moreover, committing these discriminations will attract lawsuits for the organization. Thus, according to the given case, if this organization implements the process of selection of new employees only based on the physical appearance, then they also fall under this act and will attract lawsuits.
Conclusion
Thus, from the above discussion, it can be concluded that, this organization is facing issues regarding the selection and recruitment process of the employees. This report discussed about the various identified issues from the given case. One of the key issues being identified is the conflict in the upper level management and initiation of racial discrimination with the employees. Various theories and concepts are also been used in this report in order to critically analyze the identified issues. Accordingly, all the identified issues from the case are being evaluated in order to recommend various measures, which will help the organization to overcome the issues and enhance their organizational effectiveness. Various recommendations are being provided in this report, which will further help the organization to effectively mitigate the identified issues in their internal management.
References
Appelbaum, E. (2013). The impact of new forms of work organization on workers. Work and Employment in the High Performance Workplace, 120.
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.
Bergman, J. Z., Rentsch, J. R., Small, E. E., Davenport, S. W., & Bergman, S. M. (2012). The shared leadership process in decision-making teams. The Journal of social psychology, 152(1), 17-42.
Boone James, J., McKechnie, S., Swanberg, J., & Besen, E. (2013). Exploring the workplace impact of intentional/unintentional age discrimination. Journal of Managerial Psychology, 28(7/8), 907-927.
Bowen, D. E. (2016). The changing role of employees in service theory and practice: An interdisciplinary view. Human Resource Management Review, 26(1), 4-13.
Kersiene, K., & Savaneviciene, A. (2015). The Formation and Management of Organizational Competence Based on CrossCultural Perspective. Engineering Economics, 65(5).
Perry Jr, E. E., Karney, D. F., & Spencer, D. G. (2013). Team establishment of self-managed work teams: a model from the field. Team Performance Management: An International Journal, 19(1/2), 87-108.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Raes, E., Kyndt, E., Decuyper, S., Van den Bossche, P., & Dochy, F. (2015). An exploratory study of group development and team learning. Human Resource Development Quarterly, 26(1), 5-30.
Stone, R. J. (04/2013). Managing Human Resources 4e. [Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9780730302582/ CH: 12
Stone, R. J. (04/2013). Managing Human Resources 4e. [Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9780730302582/ CH: 10
Timming, A. R. (2015). Visible tattoos in the service sector: a new challenge to recruitment and selection. Work, employment and society, 29(1), 60-78.
Vaiman, V., Scullion, H., & Collings, D. (2012). Talent management decision making. Management Decision, 50(5), 925-941.
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