Human Resource Management Essay - 275 Words

Human Resource Management (Essay Sample) Content: Management conceptsNameInstitutionProfessors NameCourse titleDate of submission Managing TeamsA team or a group is a group of people with different skills and tasks and work together on a common project. These people sharea common purpose, to which they are all committed, and they are empowered to set goals, solve problems and making decisions. Groupthink occurs when a team makes poor decisions and become unwilling to criticize each others ideas and suggestions. Groups affected by groupthink ignore alternatives and take irrational actions that dehumanize other groups. A group is vulnerable to groupthink when its members have a similar background, when the group does not get opinions from outside, and when the rules for decision making are not clearly. Actions that the team leaders or managers can take to mitigate groupthinkinclude:Creating small groups that each work on the same task or problem Team members to discuss some issues with outsiders and report backInvite experts from outside to observe team processes and react to themAssign someone to be devils advocate at each team meetingEncourage the group to evaluate the advantages and disadvantages of propositions and consider alternativesUse some anonymously conducted surveys to gather and report on issues or data that cannot be useful or sensibly discussed in the group context.SlackersSlacker are people who dont really care about the work at hand. Slackers miss their deadlines and often respond negatively to motivation. The slacker draws out a variety of responses from the other group members that could include hostility and verbal insults. Other group members tend to copy the same characteristics, and this further drives the team into complacency. Others respond by withdrawing or trying their best to ignore the slacker and revitalize the group. This makes most of the team or group members to undergo some level of stress. Slackers can greatly impact teams performance.Some of these impacts in clude;Itcan have a cumulative negative impact on the way people view the reliability of the group and management skills hence a bad reputation. A slackers lack of contribution to the group leads to reduced work productivity. Other team members lose morale to work when slackers are allowed not to contribute to group efforts, yet they receive the same credit with the people in the team who actually did the work. This will create a tense environment because they will resent the slacker. Barcelona Restaurant GroupHiring staff at a customer service based business greatly determines the growth of the business. It could be used to maximize profits at businesses that do not focus on customers. Being a service based business, Barcelona Restaurant Group hires staff all the time and uses a 3 stage recruitment process the restaurant transient business is always very high with workers coming and g... Human Resource Management Essay - 275 Words Human Resource Management (Essay Sample) Content: Management conceptsNameInstitutionProfessors NameCourse titleDate of submission Managing TeamsA team or a group is a group of people with different skills and tasks and work together on a common project. These people sharea common purpose, to which they are all committed, and they are empowered to set goals, solve problems and making decisions. Groupthink occurs when a team makes poor decisions and become unwilling to criticize each others ideas and suggestions. Groups affected by groupthink ignore alternatives and take irrational actions that dehumanize other groups. A group is vulnerable to groupthink when its members have a similar background, when the group does not get opinions from outside, and when the rules for decision making are not clearly. Actions that the team leaders or managers can take to mitigate groupthinkinclude:Creating small groups that each work on the same task or problem Team members to discuss some issues with outsiders and report backInvite experts from outside to observe team processes and react to themAssign someone to be devils advocate at each team meetingEncourage the group to evaluate the advantages and disadvantages of propositions and consider alternativesUse some anonymously conducted surveys to gather and report on issues or data that cannot be useful or sensibly discussed in the group context.SlackersSlacker are people who dont really care about the work at hand. Slackers miss their deadlines and often respond negatively to motivation. The slacker draws out a variety of responses from the other group members that could include hostility and verbal insults. Other group members tend to copy the same characteristics, and this further drives the team into complacency. Others respond by withdrawing or trying their best to ignore the slacker and revitalize the group. This makes most of the team or group members to undergo some level of stress. Slackers can greatly impact teams performance.Some of these impacts in clude;Itcan have a cumulative negative impact on the way people view the reliability of the group and management skills hence a bad reputation. A slackers lack of contribution to the group leads to reduced work productivity. Other team members lose morale to work when slackers are allowed not to contribute to group efforts, yet they receive the same credit with the people in the team who actually did the work. This will create a tense environment because they will resent the slacker. Barcelona Restaurant GroupHiring staff at a customer service based business greatly determines the growth of the business. It could be used to maximize profits at businesses that do not focus on customers. Being a service based business, Barcelona Restaurant Group hires staff all the time and uses a 3 stage recruitment process the restaurant transient business is always very high with workers coming and g... Human Resource Management Essay - 275 Words Human Resource Management (Essay Sample) Content: NameTask professorDateHuman Resource ManagementHuman resource management (HRM) has become a major business idea in the past few decades. It prominence has increased to a degree whereby companies have adopted as a key business strategy. HRM is the function within a given company, which concentrates on management of, recruitment as well as offering direction to people who work in these organizations. Has become a major strategic tool and it is performed by line managers. A company's human resources department is accountable for creating, implementing and/or supervision of policies governing worker behavior and the behavior of the firm toward its workers. In addition, staffing is the nucleus constituent of HRM. Staffing deals with setting guidelines as well as procedures to show recruiting as well as placement (Kato Morishima 943).The Japanese HRM model has frequently been acknowledged as a key factor to the rise of the Japanese economy, chiefly during the 1980s. Never theless, the same Japanese HRM which till lately has been much illustrious in the western nations, and presented as a role-model to be learned from , is now more and more perceived as old-fashioned, and necessitating considerable reform. Others, nevertheless, continue to emphasize its intrinsic strengths and warn against noteworthy change. On the other hand, American comprehending of HRM has conventionally been perceived by Japanese managers with cynicism. It is regarded as contradicting in several ways the wide concept of à ¢Ã¢â€š ¬Ã‹Å"respect for people' and the aim of à ¢Ã¢â€š ¬Ã‹Å"human resource development' that is embedded into the Japanese management philosophy. In specific, the idea of defining the employees of a corporation as à ¢Ã¢â€š ¬Ã‹Å"resources' (instead of members of the company à ¢Ã¢â€š ¬Ã‹Å"family') that require to be managed (instead of à ¢Ã¢â€š ¬Ã‹Å"developed') runs divergent to the key concepts of traditional Japanese HRM. Nevertheless, in response to the d eep crisis of the Japanese economy as well as management replica, which has lasted for more than a decade now, it is clear that some shift toward Western management values is taking place (Storey 5).Furthermore, thus, mirroring the economic growth patterns, adoption of Japanese HRM values appears in the USA to be mostly an issue of the past, while the subject of adoption of American HRM policies is more present in Japan than ever. The key subject in Japan seems to be to find a new balance between the continuance of traditional (human resource) management principles and changes enthused mainly by Western or more specifically American approaches. Concerning finally the detailed U.S understanding of (human resource) management, it has to be accomplished that this is a theme of no significant weight in Japanese business research, if it is considered at all (Rowley Keith 23).With regard to the adoption of elements of the American HRM by Japanese firms, it is prominent that the main amou nt of items the Japanese managers raise are concerned with the decline of the seniority philosophy: "performance orientation" (by far the most frequently cited feature by the Japanese), "result and objective orientationà ¢Ã¢â€š ¬Ã‚ , "performance as well as outcome orie...