Essays on Effective Management Human Resource Development Program Coursework

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The paper "Effective Management Human Resource Development Program" is an excellent example of coursework on management. An executive director can be described as an effective manager within an organization or cooperation. This position is categorically very significant due to the fact that he or she is largely responsible for carrying out strategic and policy plans established by the (BOD) Board of Directors during their AGM (Annual General Meeting). In addition, the executive director plays a major in general management practices. The definition of the executive director depends highly on whether an organization is a corporation or not, that is, if it has a board of directors (BOD) or not.

An organization that operates as a sole proprietor or partnership, that is to say, an organization without the Board of Directors is solely responsible for coordinating activities within the organization or firm. Deepening on the type and size of the organization, all managers strive as hard as possible to be an effective manager: A manager whose reputation is perfect, who earns respect not only from his/her employees but the entire region as well, someone who acts as a mentor to other people and finally someone who most employees wish to work with, can be perceived as an effective manager.

However, to achieve all that is potentially a hard task, great executive directors are not many and far between. There are several factors that donate to executive effectiveness as a manager within a given organization. These factors are however arranged in a hierarchal order, that is, from the most significant to the least significant. They include the following essential attributes; Foremost is the aspect of integrity.

This means that an executive director has to be honest and have fair dealings with its client management. He/she should be straight forward, upward, understandable, and not complicated in any manner. The executive manager’ s degree of integrity in an organization should not be questioned at all times, doubted, or appear to be threatened by any person within the same organization or a third party. Integrity establishes trust, which builds loyalty. The managers are not the only party who are ensured to exercise full integrity within the organization but also, the employees as well.

Where the employees working within a stated organization are loyal to both the organization and the manager as well, it motivates the manager thus makes him/her more effective. The stakeholders of the organization can then rest assured that they have a leader whom they can rely on (Dessler 2004). Empowerment is another essential attribute. An effective manager will strive as much as possible to empower the employees or staff within the organization to offer services at their best knowledge and understanding. This means that the manager must create a conducive environment for success: these include setting a strong policy and boundaries so that employees take responsibility for their actions in the course of the employment contract, creating a room that will allow all employees to certainly change their abilities.

In addition, the manager should facilitate motivating for the workforce whereby they can exercise competence and be innovative and creative, in addition, it is essential to educate them on the importance of no how to face an upcoming challenge within the stated organization( Kleiman 2000).

References

Becker, Karen . (2004) .A model of individual and organizational unlearning. New York; Sage.

Delahaye, L., 2005 Human resource development : adult learning and knowledge management / Brian L. Delahaye John Wiley & Sons, Milton

Dessler, G. (2004). Human Resource Managemetnt. 10th ed. Englewood Cliffs: Pearson/Prentice-Hall.

Gill, M. (2004).Building organizational capability: Your future, your business, Queensland University of Technology

Hansford, C & Tennent, L. (2002). Mentoring, business, organizations, outcomes, impacts, Journal on Business Mentoring.

Kleiman, L. (2000).Human Resource Management: A Managerial Tool for Competitive Advantage. Cincinnati: South-Western College Publishing.

Lado, A & M, (1994) , Wilson. "Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective." Academy of Management Review 19, no.

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Watson, R. (2008). Nursing research: designs and methods. New York: Elsevier Health Sciences.

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