Analyses of Human Resource Management Assignment Sample

Introduction

Guest (2017, p. 22) has stated that Human Resource Management (HRM) has been an evolving practice of management of people and human as resources in a business entity or organization to drive a better performance catalyzed by the knowledge, skills, and competencies of the human resources involved. Not limited to the management perspectives, but there are a lot more activities that contribute to the effective and strategic management of human resources namely human resource planning, team management, leadership management, etc. that integrates in the way of profitability and accomplishments of the businesses (Rockett et al.).

Further study is illustrated on the base of the case study of team building at the Global Green Books Publishing. The overall case revolves at the purpose of identification of need and type of leadership management concepts and theories and their significance to provide the employees with a sound team management approach.

Background of the study

The Global Green Books Publishing is a publishing and e-book business organization that has been in the observance of increased customer demand leading to an increased requirement for human personnel in the business services. The recruitment and staffing of people within the organization constitute some to be inexperienced in the field of book publishing streams where few seem to have a general knowledge of the services in the field. The scenario puts the supervisor in a hybrid and multilateral force of handling and managing the customers as well as training and developing the new entrants in the team.

In addition to this, the supervisor at the target organization, in the arena of role-playing the manager and leader both for the team management and project management tactics. Leading the team by the supervisor is also crucial as the team constitutes a diversified range of people from skilled to semi-skilled, experienced to unexperienced, and whatnot. In the meanwhile, managing the business activities is also elemental to satisfy each customer in the business entity (Soni 2020, p. 48).

Leadership and Its Significance in The Study

According to Bush (2018, p. 359), leadership and management are the fuels of success of the organization. Institution and inculcation of sound leadership skills and techniques greatly influence the human resource, operations, and developmental phases in the organizational contexts.

In the scenario of the Global Green Books Publishing, the advanced demand of employees or human resources has been into the evidence of many new recruitments in the organizational conduct to enable ease in catering to each customer with optimal service and experience. However, managing the human personnel, especially the newcomers in the institution requires an effective model of leadership assisted by a profound leader in play is of crucial manner. The notice of the following few actions can prove the relevant reasons for the essentiality of leadership in the Global Green Books Publishing.

Need for Training and Development

Training and development is the most important factor of human resource management and orientation of employees in terms of work productivity, personal performance upgradation, and greater empowerment level and engagement in the employment framework (Sal and Raja 2016).

As observed in the case study provided, the employees in service at the Global Green Books Publishing has been a novice in the operational familiarity and hence has an elemental need for training. Also, for the existing human resource population, the provision of routine training and development is necessitated so as to regenerate and redevelop the knowledgeable insights and practicality in their service provision in the organization.

Total Quality Management

Total Quality Management (TQM) is an integrative management and improvement philosophy applicable in the service areas and responsible for continuous improvements and quality assurance in the products, processes, and outcomes of the organization (Jayshree and Faisal 2017, p. 205).

In order to derive a sound TQM strategy, leaders and leadership play a vital act in its catalysis. To take consideration of the case study as an illustration of the idea, the Global Green Books Publishing seeks to derive a quality service and management within the processes to relish from the enhanced customer satisfaction and hence must take into account the effective leadership model that can provide its human resource a vivid, widespread insight of ways for competence development and henceforward the implementation of TQM.

Enforcing Team Spirit and Management

The case study of Global Green Books Publishing identifies the issues among human resources like the difference in their understanding capabilities, knowledge, perceptual differences, and various such behavioral, and psychosocial barriers as challenges to effective team management and development.

Involution of team spirit is of utmost importance in the business and service contexts as this helps the organization and its human capital to achieve the desired goals and outcomes efficiently and expeditiously by the force of an integrated system of skills and competencies rather than by the dependence of individual skills source (Koeslag-Kreunen et al. 2018, p. 191).

Leadership, under such circumstance, become an element of robust need for the sake of developing inter-relations among employees and resources, managing the interpersonal communication by way of negotiation, disturbance handling, decision-making, etc. as supported by the Mintzberg managerial roles (Altamony and Gharaibeh 2017, p. 921).

How Leadership Affects Team Management

Leaders and their leadership styles have a big scope in the management and development of a holistically sound team. Managing the team incorporates challenges like management of distinct personnel, attitude, personalities, etc. in an equitable manner. Henceforth, utilization of effective and most suitable leadership trait is vital as it can assist the management of acts as listed below (Jayashree and Faisal 2017, p. 211).

1. Provision of an equitable platform to each individual for performance.

2. A good leadership affects the outline of a clear strategy towards vision accomplishment.

3. The motivational factor for team members to promote the use of their talents.

4. Effective leadership allows one to enhance an individual's skills and talents and innovation.

Type of Leadership Supportive

Throughout the historical growth of the industrial process and human administration in the service, the concept of leadership and styles have seen expanded directions, flow, and plan of future management. Usually, there exists an interdependent relationship between organizational goals and vision, and the style of leadership approached. At the fundamental range, the charismatic, transformational, and transactional leadership styles have been the most significant in use in the mediation of the business goals and end objectives, depending upon the incorporation of practices (Bush 2018, p.360).

In the case study of the Global Green Books Publishing, for the concerned resolution of effective team management issue, the transformational style of leadership could prove to be wholesome as this style of leadership is built on the pillars of leaders’ inspiration to its teammates to create a change in the current system by involution of active participation, inspiring employees towards vision and passion, encouraging employees towards sharing of goals and ideas, and so on.

Also, as the case demonstrates, the organization sense the requirement for its supervisors to handle both the managerial and leader roles simultaneously in order to leverage the customer service and also develop its team at the robust manner or level assumed.

The transformational leadership style can thus assist the managerial performer to handle such situations by collective involvement of the managerial roles propounded by the Mintzberg that incorporates the roles of negotiator, leader, disturbance handler, figurehead, liaison, spokesperson, entrepreneur, monitor, resource allocator, and disseminator. Henceforth, the transformational leadership style must be induced to derive the potential areas of team management (Choi et al. 2017, p. 377).

Management and Leadership Models

It has been an ongoing debate about whether the concepts of management and leadership are similar or distinct. The two have been considered to be replicative in some contexts whereas contrasting in others.

However, the two have been derived to utilize the common approach towards the models or tools of organizational management, to name a few, OCTAPACE model, Big Five Personality Model, SWOT matrix, Kurt Lewin's change model, McKinsey 7S framework,

and so on. In the case study equipped, the following theories or models of strategic organizational management comes into play (Mulders 2019).

Big Five Personality Theory

Big Five Personality theory, also termed as the OCEAN model, propounded by Goldberg is a taxonomy of personality and management that groups five personality traits as the core factors of analysis of personality and behavioral dimensions that define the human traits of management and leadership in the organizational context. These five personality traits namely are openness, conscientiousness, extraversion, agreeableness, and neuroticism areas demonstrated below (Mulders 2019).

Source: http://www.compassforcreatives.com/2017/10/12/musicians-and-personality/.

Maslow’s Hierarchy of Needs Theory

Maslow in his theory of management termed as the Maslow Hierarchy of Needs is based on the hypothesis that human behavior and personality are composite of a set of needs that assists in the derivation of its personality and level of engagement in the organizational working. The hierarchy or sequence in which needs must be significantly fulfilled have been classified as enacted below (Soni and Soni 2016, p. 259).

Psychological Needs

These are the basic biological needs for survival, health, livelihood, and nourishment, the fulfillment of which is highly crucial as one cannot survive or move unless these needs are fulfilled. Fulfillment of food, clothing, shelter, health, and livelihood facilitated needs are the components under the physiological needs expected to be fulfilled from the job returns (Fallahtah and Syed 2018, p. 20).

Safety Needs

Once the physiological needs are met, the fulfillment of the needs related to human safety becomes critical. At this stage, people seek to derive and absorb the safety and security needs and their fulfillment to protect themselves for health and well-being, especially in the workplace (Soni and Soni 2016, p. 259).

Belongingness Needs

The sense for the fulfillment of belongingness and emotional interaction becomes evidential in the workplace post the fulfillment of security needs where human or personnel seeks for sound team spirit, social encouragement, and participatory behavior within the workplace.

Self-esteem needs

The fulfillment of love and belongingness heightens the pace for extraction of self-esteem in the place by the need for fulfillment of acts that boosts the performance of human resource such as rewards and awards, a delegation of responsibilities, training, and development, etc. for the incremental working behavior of an individual.

Self-actualization Needs

The most prominent level of human needs constitutes the need for self-actualization that includes the acts of the provision of challenging roles and its successful implementation, encouraging creativity, etc. (Fallahtah and Syed 2018, p. 20).

Source: https://changecom.wordpress.com/2016/05/16/maslows-hierarchy-of-needs-motivational-model/.

Conclusion

The Global Green Books Publishing as the target organization sees a challenging factor to address and manage the teams in the age of focus on higher customer attraction and performance. However, the recruitment of novice and new employees within the firm has also accelerated the pace for the dilemma of team management and hence could further prove to be a situation of human resource mismanagement. Here, the adoption of a sound, suitable, efficient, and most flexible leadership skill and style is crucial for the betterment and welfare of the team members in the focus organization. As per the case has been observed, the transformative style of leadership can prove to be fruitful for the effective and holistic management of the team dynamics and practices along with the human personnel.

In addition to this, utilization of management models such as the Big Five Personality Traits theory for the understanding and identification of teammates and Maslow Hierarchy of Needs theory for the overall analysis of employee needs and their level of fulfillment can be assessed to create sound team management by use of leadership practices.

Reference

Altamony, H., and Gharaibeh, A., 2017. The role of an academic researcher in Mintzberg's managerial roles. International Journal of Business Management and Economic Research, 8(2), pp.920-925.

Bush, T., 2018. Research on educational leadership and management: Broadening the base. Educational Management Administration & Leadership, 46(3), pp. 359-361. https://doi.org/10.1177%2F1741143218758555.

Choi, S.B., Kim, K., and Kang, S.W., 2017. Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: An international journal, 45(3), pp.377-386. https://doi.org/10.2224/sbp.5805.

Fallatah, R.H.M., and Syed, J., 2018. A critical review of Maslow's hierarchy of needs. Employee Motivation in Saudi Arabia, pp. 19-59. Palgrave Macmillan, Cham. https://doi.org./10.1007/978-3-319-67741-5_2.

Guest, D.E., 2017. Human resource management and employee well?being: Towards a new analytic framework. Human resource management journal, 27(1), pp.22-38.

Jayashree, M., and Faisal, M., 2017. A. Development of A conceptual model for the implementation of total quality management (TQM) and human resource management (HRM): A literature review. International Journal of Applied. Business and Economic Research, 15, pp.205-213.

Koeslag-Kreunen, M.G., Van der Klink, M.R., Van den Bossche, P. and Gijselaers, W.H., 2018. Leadership for team learning: The case of university teacher teams. Higher Education, 75(2), pp.191-207. https://doi.org/10.1007/s10734-017-0126-0.

Mulders, M., 2019. 101 management models. Routledge. Amsterdam.

Rockett, P., Fan, S.K., Dwyer, R.J., and Foy, T., 2017. A human resource management perspective of workplace bullying. Journal of aggression, conflict, and peace research, 9(2), pp. 116-127. https://doi.org/10.1108/JACPR-11-2016-0262.

Sal, A., and Raja, M., 2016. The impact of training and development on employees' performance and productivity. International Journal of Management Sciences and Business Research, 5(7).

Soni, B., and Soni, R., 2016. Enhancing Maslow's hierarchy of needs for effective leadership. Competition Forum: American Society for Competitiveness, 14(2), pp. 259.

Soni, V.D., 2020. Importance and strategic planning of team management. International Journal of Innovative Research in Technology, 7(2), pp.47-50. Available at: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3638886.

Sori?, I., Penezi?, Z., and Buri?, I., 2017. The Big Five personality traits, goal orientations, and academic achievement. Learning and Individual Differences, 54, pp.126-134. https://doi.org/10.1016/j.lindif.2017.01.024.

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