The paper "Importance of Human Resource Management" is a great example of human resources coursework. Every manager does things in his own unique way; some ways are open and laid back whereas others are quite formal. A manager who knows where he fits in the scale would be in a better position to understand and interact with his employees to achieve better results. A good manager would thus work out the best ways to achieve the best results from the employees. Conversely, human resource philosophy is more concerned with the leadership style of the top management other than the human resource function, corporate values and culture.
In broad terms, there are two types of management styles namely; formal and informal. The formal style also known as authoritative entails expectation of complete compliance of the employees and staff members by the manager. Here the manager is usually direct and precise with instructions and likes to control any situation tightly. Additionally, the manager wants his subordinates to follow instructions to the latter (Klerck, 2009). On the other hand, in informal or democratic style the managers prefer laid back approach to controlling the employees.
Therefore managers take the employees’ opinions as well as suggestions regarding various plans and projects into consideration. Though these two styles sound quite different, most managers have mastered the art of sitting somewhere in the middle of the two. Thus there are times when both styles are required and those times when either can be applied. However several branches have sprung from these two main branches. They can be singled out as participatory, teamwork and directing, laissez-faire and transactional (Paauwe & Boon, 2009). In participatory, the employees are assigned tasks to complete on their own.
In this type of leadership style, the managers do not involve themselves much on the work assigned to the employees. In cases of larger projects, the managers have to learn how to talk to different employees so as to make them understand their roles as well as interpreting what is expected of them. Additionally, the employees need to be informed on how to seek assistance in case problems arise in the course of the assigned task or project.
This management style, however, has a problem since most managers tend to rely too much on the employees getting too comfortable hence employees are likely to overstep their boundaries (Paauwe & Boon, 2009). In teamwork, managers gain better results by organizing the employees into groups. Grouping employees who possess different skills facilitates the effective completion of tasks. However, some tasks do not require a group in order to be completed hence a good manager should understand his employees well so as to know who can perform best when solo. Additionally, a thorough understanding of the employees’ weaknesses, as well as strengths, is important in order to determine the areas they suit best.
Proper communication with the employees ensures that they understand their roles in the assigned projects and what is expected of them. The disadvantage of this style is that some employees fail to take the initiative of learning new skills or branching out their talents since they expect to take certain roles all the time. Furthermore, managers tend to over-rely on a particular group of people or one person and may not be in a position of dealing with others (Paauwe & Boon, 2009).
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