Essays on Analysis of Human Resource Issues Coursework

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The paper "Analysis of Human Resource Issues" is a great example of management coursework.   The following paper discusses human resources issues affecting the company in the case study. The main issues that have been discussed in the paper are diversity management; organizational leadership; performance reviews; flexible work programs; succession planning and employee remuneration and benefits. The paper has also offered recommendations on how these issues can be dealt with. Diversity Management Lack of workforce diversity is a major human resource issue affecting the company. In the case, it has been pointed out that the company’ s senior management is predominantly white, male and middle-aged.

This implies that most of the people (young and old, non-whites and females) cannot make important contributions to the company’ s decisions. By definition, workplace diversity is a concept that refers to the appreciation, acceptance and respect for employees regardless of their backgrounds (Katharine, 2002). It entails understanding that each person in the workplace has a unique background and that individual differences should be respected. Organizations which have embraced diversity give equal chances and show respect to all employees regardless of their age, gender, race, religion or ethnic backgrounds.

This consideration has not been taken into account in the management of the company under the case study. The companies do not give women, non-whites or younger employees the necessary opportunities to participate in senior management positions. The company’ s poor approach to diversity management is perhaps one of the factors responsible for the steady loss of talented employees. There are numerous benefits that the company can gain by embracing diversity in its workplace. According to Alfrieda (2001), diversity encourages companies to be moral and to value individuals when dealing with their customers.

This way, cultural diversity increases effectiveness in service delivery, enhances customer loyalty and helps reduce problems with workforce management. Considering the size and nature of the company in the case study, workplace diversity is fundamental in order for the company to function properly. The issue of diversity can be overcome by giving all employees equal opportunities to climb up the career ladder. It is imperative that the company institutes measures for employees to develop their talents and be promoted regardless of their age, race, religion or any other discriminatory variable (Katharine, 2002).

Most importantly, it is crucial for the company to develop a diversity management approach in its recruitment strategies. This approach will enable the company to integrate the diverse backgrounds of its employees while offering the most exciting experience to its customers. Leadership Issues Poor leadership is another major human resource issue evident in the case. The current leadership in the company has been described as bureaucratic and transactional. Both transactional and bureaucratic leadership styles are characterised by rigid structures as well as clearly set rules for operation (Berdahl & Anderson, 2005).

Although these styles are crucial in situations which involve a lot of risks, they are highly ineffective in motivating employees. As can be deduced from the case study, the transactional form of leadership assumes a simplistic view of motivation, which fails to account for individual differences among employees. This is because it is based on the premise that employees can only perform either for simple rewards or to avoid punishment. For this reason, transactional and bureaucratic leaders do not typically recognize or praise employees for meeting desired expectations as can be shown in the case study.

References

Alfrieda, D., (2001). Workplace diversity: issues and perspectives, New York: NASW Press.

Berdahl, J. L., and Anderson, C. (2005). Men, women, and leadership centralization in groups over time. Group Dynamics: Theory, Research, and Practice, 9, 45-57.

Fisher, K., Marshall, M. and Nanayakkara, A., (2009). Motivational orientation, error monitoring, and academic performance in middle childhood: A behavioral and electrophysiological investigation. Mind, Brain, and Education, 3, 56-63.

Katharine, C. (2002). Workplace diversity, Boston: Adams Media

Miner, J. B. (2005). Organizational Behavior: Behavior 1: Essential Theories of Motivation and Leadership. Armonk: M.E. Sharpe.

Nemethy, L. (2011). Business Exit Planning: Options, Value Enhancement, and Transaction Management for Business Owners. USA: John Wiley & Sons. pp. 178.

Pritchard, R. and Ashwood, E. (2008). Managing Motivation. New York: Taylor & Francis Group.

Stredwick, J. and Ellis, S. (2005). Flexible Working. London: Chartered Institute of Personnel and Development.

Suff, R. (2007). For work, there’s no place like home. Equal Opportunities Review, October 2007 pp. 12-19.

Wilmore, L. (2006). Performance Review", The Office Season Two. Los Angeles, CA: Universal.

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