Essay Summary of Human Resources

1 “If you are working in a company that is not enthusiastic energetic, creative, clever, curious, and just plain fun, you’ve got trouble, serious troubles” (Tom Peters. Indeed, the success of any organization depends on several issues amongst them, organizational culture, teamwork, management style and the level of motivation amongst the employees. Leadership

The whole organizational momentum is decided by the top management, the style they adopt determines how decisions are going to be made, what kind of decisions the business is likely to make, the nature of policies which the company is going to adopt as well as how the organization will respond to management issues such as competitor activity, industrial attractiveness employee relations, public relations as well as corporate social responsibilities.

The strategic fit of the organization is determined by whether the leaders are visionary or non-visionary whether these exercise foresight and how they balance risk taking and the drive for initiative. According to (Stacey, 1992p. 31-39), the momentum of a company is generated from the top management and perfected in bottom level, the success of an organization squarely rests on reach and every single employee irregardless of the role and position held in the organization.

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Therefore, to achieve a well coordinated and motivated team, the leadership and in essence, every single employee must be able to play their role so as to achieve a synergetic effect. The company which succeeds is that which handles all departments’ issues in regard to solving problems which arise and keep on arising.

The challenges can serve as the source of de-motivating an otherwise motivated staff, if issues are not well attended to, while on the other hand, the challenges can afford an organization the opportunity to bond its workforce and reassure unity of purpose in the organization positive organizational behavior leads to organizational success while a negative corporate behavior leads to loss of profits and therefore organizational failure 2. You have been hired as the H. R director of the Schapiro Inn & out Motel.

What are some of the key issues you should address the First day of work? Do you want to make your presence known the first day, or would you ease into the job slowly? What . R. management philosophies do you plan to adopt to make sure that you have the best workforce possible? Although take over calls for moderation, definitely there are some things that a new H. R manager would need be familiar with the first day of reporting to work. This is mainly because of the fact that on the fist day of work, one has already signed an agreement letter, and a letter of agreement.

Probably they have been oriented and all relevant hand over details completed. This therefore implies that one is responsible for all happenings and is mandated to execute the relevant tasks as though that day was his/her 1000th day. Since not any board of directors would take the excuse that the H. R. M is new and therefore the reason for the numerous mistakes. But for the fact that different organizations have different needs, all HRM functions are similar and the rest calls for understanding of a company dynamics.

On assuming office, an HRM manager has an obligation to execute normally all relevant duties such as pay issues, employee complaints, recruitment and staffing issues as well as formulate HR policies in collaboration with the administration. Where applicable, the HRM is supposed to solve any pending issues. The above is undertaken in the understanding that in an organization, smooth running is of utmost importance and a breakdown should never be experienced, for this may affect operations of the whole organization and therefore result into losses and interruptions to normal functioning of the organization.

The best workforce can be achieved only by adopting suitable policies notably, pay related policies as well as employee motivation issues. The appraisal method adopted, problem solving and disciplinary issues as well as equality and equity policies at the place are of importance to an organisation. If the above are practiced, motivation results and staff often give their best. 3 “Call it what you will, incentives are what get people to work harder. ” (Nikita Khrushchev) Research findings on the impact of pay and incentives on performance and output have overwhelmingly supported the above contention.

Most employees work to satisfy their basic needs as opposed to achieving other goals. Although other factors such as job environment, tools and machinery, job policies as well as terms of contract are relevant to. All of the above play important roles in ensuring that employees and well equipped to perform at their best. Incentives basically refer to salaries and all other benefits which allow employees to function with minimum constraints. Incentives as a motivator should be administered carefully and uniformly.

Job grading should be predictable and done in guidelines of a clear and open policy whereby employees are aware of what they need to do in order to move to the next level or to move to a higher job group. In a situation where by the issue of incentives is handled unprofessionally, conflicts arise and output and performance are negatively affected. 4 Discuss the term “turnover” in the hospitality industry. What does it mean? How can it be controlled? What are some of the causes? What does it mean to you? Turnover can be defined as the situation whereby employees keep on quitting job in unusually high rates.

This could either be due to natural attrition, unfavorable working conditions as well as due to service termination. Turnover is a very common occurrence in the hospitality industry mainly due to the nature of the industry. Since many businesses in the hospitality sector peg their staff needs on seasons, low or high seasons call for flexible employment and contract terms in which organisations increase or retrench staff to reflect on market activity, this in turn results into un-usually high staff turnover occasioned by unpredictability of demand forces. “Laziness may appear attractive, but work gives satisfaction” (Anne Frank) Job satisfaction refers to a state whereby one is able to work hard and in turn receive self assurance from the job upon being contented with the results of the work. Job satisfaction is good for employees in that it lead to high level of concentration and therefore high output. Lack of satisfaction leads to lack of concentration, something which affects performance.

Laziness is a leading cause of job dissatisfaction in that for one to be truly satisfied with their work hard work and effort is needed. One needs to concentrate and exercise a lot of patience for that leads to satisfaction. Therefore, laziness hinders performance and this prevents job satisfaction. Employees should derive job satisfaction from the tasks allocated to them. This in turn leads to high profitability of the organization and a healthy work force.

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