HRM

Introduction

In the report, major task was to identify the best way to lead groups, identify ways in which problems caused by cultural difference can be addressed, removing communication behavior and implementing change in the workplace. Further, task was to identify the right way to motivate employees and explaining the use of emotional intelligence to become effective leaders and ways to promote employee engagement. In a research work attempt is made to identify issues related to leadership theories practical and effective implementation. Cultural and communication related issues and impact these have on employees relations and varied aspects of business are also explored and discussed in the report.

Leadership theories and approach:

Leadership paves a path of growth for any business firm. It is the leadership that assists firm to make effective utilization of resources in the business. It is simply an art though which individual lead group of people in the workplace. With the passage of time based on research multiple theories of leadership are developed and in order to identify appropriate ways in which leadership must be given relevant theories must be evaluated (Gill and et.al., 2018). Below some of leadership theories are explained in detail.

• Behavioral theories: This theory state that the leader can be made and those individuals who behave in a proper manner can give better leadership to their subordinates. By behaving in proper manner one handles any situation in better way.
• Contingency theory: This theory states that one must not follow a specific style to lead followers. According to change in situation one must change its style to manage particular situation.
• Transformational leadership theory: It is a leadership theory under which leader by taking subordinates with him identifies areas where changes need to be done (Boekhorst, 2015). Leader inspires its followers time to time by setting own examples or by developing belief among them that they can achieve tough tasks.
• Transactional theory: This theory focused on punishment and reward approach under which it is assumed that one can become a good leader by rewarding employees who work well and punish those who failed to achieve target.
In order to become an ideal leader contingency and transformational leadership theory can be followed. Means that one must not follow behavioral theory and transnational theory. There is some limitation of both theories. In behavior theory, it is stated that one by behaving the appropriate way can give good leadership, but in same no where it is mentioned that what must be ideal behavior of good leadership (Liao, 2017). Transactional theory cannot be followed because no employee can always perform better. Sometimes due to unfavorable market conditions, workforce failed to achieve its target and manager punish its workforce or abuse them. This reduces the morale level of the workforce. By reducing the morale of the workforce one can never become good leader.

 

 

Conclusion:

The task was to identify ways in which one can lead the group in a better way and impact cultural differences and communication have on the firm. The task was to find out effective change management process and ways in which employees can be motivated at work place in a better way. In order to address these points varied theories of leadership and motivation as well as concepts related to other topics are analyzed in detail. It is concluded that one must not follow the particular leadership style and must develop close relationships with teammates to become a successful leader. Changes must be made in organization culture and interaction must be promoted among employees that belong to a different culture and in this regard relevant changes must be made in the hierarchy. In professional way and by following 7C’s of communication employees must share info with each other. While implementing any change care must be taken about the interest of stakeholders. Changes must be made considering a number of factors and it must be ensured that changes are sustainable. Herzberg theory has more practical application than Maslow theory because it focuses on a varied sort of factors due to which employee remain dissatisfied with the firm. In order to become effective leader one must engage more with teammates and understand self emotions and teammates condition so that in particular situation reaction can be made in appropriate way.
I learned that in order to become effective leader one must be emotionally intelligent and must not follow specific leadership style. Instead, one must increase engagement with teammates and by taking them along with must take any decisions. I also learned about the significance of professional style of communication. I also learn that culture to great extent affect firm and due to this reason organization culture must be developed in such a way where any culture of employee can work without any problem.

 

Reference:

Books and Journals:

Boekhorst, J. A. 2015. The role of authentic leadership in fostering workplace inclusion: A social information processing perspective. Human Resource Management. 54(2). 241-264.
Carson, K. D., Carson, P. P.. and Birkenmeier, B. J. 2016. Measuring emotional intelligence: Development and validation of an instrument. Journal of Behavioral and applied Management. 2(1). 810.
Galvin, B. M., Lange, D. and Ashforth, B. E., 2015. Narcissistic organizational identification: Seeing oneself as central to the organization’s identity. Academy of Management Review. 40(2). 163-181.
Gill, C. and et.al., 2018. Using theory on authentic leadership to build a strong human resource management system. Human Resource Management Review. 28(3). 304-318.
Guest, D. E. 2017. Human resource management and employee well‐being: Towards a new analytic framework. Human Resource Management Journal. 27(1). 22-38.
Havermans, L. A. and et.al., 2015. Exploring the role of leadership in enabling contextual ambidexterity. Human Resource Management. 54(S1). s179-s200.
Hu, J.. and Liden, R. C. 2015. Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal. 58(4).1102-1127.
Jafri, M. H., Dem, C. and Choden, S., 2016. Emotional intelligence and employee creativity: Moderating role of proactive personality and organizational climate. Business Perspectives and Research. 4(1). 54-66.

 

 

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