Biasness in HR Practices
1. The students studying in the school and the colleges may often come across the HR practices. As per the opinion of (Bolman & Deal, 2017) there can be chances of biasness seen even in the schools. They might feel that some of their teachers are taking care of all their interests while some are showing a biased view towards them. Students have to be motivated so that they can carry on with their performances in a proper way. The concepts found in the exhibit 7.1 in the given text book are used for talking about the HR practices faced by individuals in their student role. There are teachers who are very good and towards some students who are good performers. The same time they might neglect the students who are weak or are a bit restless in their classes. This is very wrong on the parts of the teachers because being teachers they are acting as leaders and their students are the followers (Collings, Wood & Szamosi, 2018). So they are to support the needs of the children at each and every step. Being the leaders it is their duty to take care of the interests of their student’s by providing them with all the resources that they need to grow and develop their lives.
Apart from this, there are teachers who believe in following the autocratic rules. In other words, they do not keep faith in the ability of the students. The teachers or the professors often want to impose their own opinions, decisions and their thoughts over their students. They might think that this will make the students better, as they will stay under the guidance of their teachers. However, this is not the case. The students need to become self-sufficient.
Therefore the teachers must start promoting egalitarianism so that the student participation increases in the classes. The teachers must form groups and teams to engage the students in different team-based activities. This will help them to become much more dependent and develop their knowledge as well (Laschinger, Read & Zhu, 2016). The teachers have to conduct many sessions where they undertake many discussion sessions with the students. In other words, they have to take the opinions and the ideas of their students and let them work with their creative ideas. Being leaders the teachers must support the students to move forward by using their own creative ideas and knowledge.
2. The professors must realize that they are actually leading their students for a better future. It is for this reason that they must take care of all the interest of their students. They also have to redesign or reframe their work. As per the opinion of (Bolman & Deal, 2017) there is the chance that the work might become very boring and monotonous. This will make the students suffer from boredom and they might get demotivated. This will make them waste too much time by sitting idle. In order to prevent these teachers have to remodel the syllabus and make it much more interesting. The teachers often try to make the work much more interesting by involving the students in many interesting class activities. They often include many modern methods of teaching. It is for this reason that the ICT methods are also used in the classroom teaching sessions.
Promoting Egalitarianism
3. The students who are also working at the same time can understand these concepts better as they will be seeing many different kinds of HR practices. Sharing the wealth is one of the important HR practices that might be carried on in the workplaces (Meidner, Hedborg & Fond, 2017). Usually, the employees look for a share in the overall wealth or the profit of the business. The employees want to get a share of profit for the effort that they give. It is for this reason that the organizations try to get the employees involved in all the decisions that they are taking. They often use principles like building the ownership culture. They try to construct a good and positive business environment so that the employees can learn from the business culture and the business disciplines (Mazzei, Flynn & Haynie, 2016). The other important principle that is used by the organizations is to provide job security to the employees. This can be done by introducing many important monetary schemes and benefits. Hiring the right kind of people is also one of the most important things that need to be done by the company.
This ensures that the HR department is recruiting only those people are competent enough for the respective posts. Apart from this the leader’s and the managers have to make sure that they are recruiting people who are of a positive attitude (Anitha, 2016). So, the managers always try to hire people who will be an asset for the company in the long run. They make sure that these workers are having a sense of humor and also a positive attitude. A good example is Southwest airlines where some of the employees were said to get in their Bermudas shorts for the interview. However, some of them refused and were not hired. So, this proves that a sense of humor and an attitude of accepting things positively is one of the most important traits that must be present within the employees.
4. The frames of leadership found in the given text, Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons has been used for talking about the frames in leadership practice. I would like to follow the transformational leadership system. I will like to create a change or a vision in the organization. I will try to cater to the needs and demands of the employees by making sure that they are getting the adequate amount of support as and when they need. I will carry on the group intervention process that will help me in taking the opinions and the feedbacks of the employees (Collings, Wood & Szamosi, 2018). This will help in making the employees feel valued within the organization.
I will also make sure that I am hiring the right people for the right post. I believe that being a leader I have to make sure that people with the positive attitudes are being hired in the organization. This will ensure that the employees will be able to face any challenges with a positive mind and a positive attitude (Choi et al., 2016). T groups are one of the important concepts that I will be using in my organization so that I am being able to solve the conflicts that are arising within the organization. I will be able to solve the team conflicts that are taking place in the groups and the teams that are taking place within the organization. I will carry on regular discussion session where the team member will be able to interact with one another and give in their opinion before any undertaking any business decision (Kim & Fernandez, 2017).
Redesigning Work to Prevent Boredom
I will try to keep pace with the modern the current methods of managing the employees. I will try and establish many new patterns like the survey data collection. This will help me in gathering the opinions and the employees through the survey questions, this will help me to know about the opinion of the employees. I will be able to incorporate those ideas into all the business decisions both at the major and at the minor level. This will help me in making the decisions in such a way that the employees will no longer feel left out (Fernandez & Moldogaziev, 2015). They will be able to know that they are valued within the organization. This will make them interested within the organization.
I will also make sure that I am taking regular group discussion and one to one session with the employees. This will also help me to understand the queries and the demands of the employees and solve the same (Laschinger, Read & Zhu, 2016). This will also help me in empowering the employees. As a leader, I will always try to make the employees self-sufficient. I will not impose my decision on them. I do not believe in taking the undue advantage of my power or position (Bolman & Deal, 2017). I will try to make sure that the employees are being able to solve their own problems with their expertise and knowledge. I will make sure that I reward the employees as per their effort and their hard work. I will also congratulate them and appreciate them so that they get motivated and try to remain devoted towards their work.
The powerful companies are aware of their needs and responsibilities. They realize the need for hiring the right kind of people who will help them to fulfilling their long term goals. They must hire people. If I become leader in future I will make sure that I am being able to appoint the right kind of people. I will try to hire people who will be of a positive and loyal nature. The organization will surely be benefitted from the loyal, motivated and the free spirited persons. I will also try to keep the employees happy so that they do not have the tendency of switching over company other company if there are some tough challenges.
Philosophy has to be developed that will help in a sound human resource management. The key to this philosophy or credo is the specific or the particular way in creating the people management practices. It is very essential for each and every organization to have a proper philosophy. I will always make sure that I am being able to device a philosophy and implement it among the members of the organization. Wegmans is a very prominent example of a company that follows a clear philosophy. They believe that they will do their best in satisfying the needs of their customers. They abide by this philosophy that they will be a le to achieve their goals only if they keep on satisfying the needs and demands of their customers.
Sharing Wealth and Building Ownership Culture
I will make sure that I am being able to take good care of my employees. As I become a leader, I will make sure that I am appreciating the efforts a d the hard work that is being given by my team. I will never let the efforts wand the hard work of the employees go unseen. I will maintain the rule of rewarding them well. This will keep the employees happy and they will never think of resigning the job even if they feel any challenges coming in their way.
The organizations will also have to find out many benefit schemes that will help the companies to retain the good, loyal and dedicated employees. They can find out some monetary schemes or any other kinds of benefits will help them to retain the customers. Some of the firms also follow the high commitment recruitment process (Kim & Fernandez 2017). They try to develop a loyalty or a dedication among the employees by giving several benefits to their customers. They try to extend some facilities to the family members of their employees. A good example is the software powerhouses SAS, that has developed a new benefit schemes that helps the employees to take care of all the household needs of the employees.
So, I will make sure to follow all these measures after becoming a leader. I will make sure to implement all these measures within my organization so that all my employees stay happy and dedicated towards the company.
References:
Anitha, J. (2016). Role of Organisational Culture and Employee Commitment to Employee Retention. ASBM Journal of Management, 9(1).
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. Human resources for health, 14(1), 73.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Fernandez, S., & Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the US Federal Bureaucracy: A self-determination theory perspective. The American review of public administration, 45(4), 375-401.
Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
Laschinger, H. K., Read, E., & Zhu, J. (2016). 23. Employee empowerment and organizational commitment. Handbook of Employee Commitment, 319.
Mazzei, M. J., Flynn, C. B., & Haynie, J. J. (2016). Moving beyond initial success: Promoting innovation in small businesses through high-performance work practices. Business Horizons, 59(1), 51-60.
Meidner, R., Hedborg, A., & Fond, G. (2017). Employee investment funds: An approach to collective capital formation. Routledge.
Howard, L. W., Turban, D. B., & Hurley, S. K. (2016). Cooperating teams and competing reward strategies: Incentives for team performance and firm productivity. Journal of Behavioral and Applied Management, 3(3), 1054.
Savery, J. R. (2015). Overview of problem-based learning: Definitions and distinctions. Essential readings in problem-based learning: Exploring and extending the legacy of Howard S. Barrows, 9, 5-15.
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