HRM Power and Organization Behavior Samples †MyAssignmenthelp.com

Question: Discuss about the HRM Power and Organization Behavior. Answer: Power If I were Samantha, I would priorities projects to delegate depending on currency the project is bringing in. Leaving a stable project in trustworthy hands to being a new project in is realistic than giving out a new project that could have otherwise been better handled. Oversight and authority can be maintained by ensuring that the employees do not fear you but respect you, this is by engaging them and ensuring that their ideas if great are taken in and if not better versions of the ides are reached (Aitken Higgs, 2010). Awarding best performed and ensuring good working conditions will secure both of these. Executives should still be part of the projects not by giving orders but as advisors and as an authority to be reported to the decisions and happenings of certain projects (Hall Hord, 2011). They should not try to control the projects but oversee what is happening and chip in only when it is very necessary. The top executive should never delegate tasks such as general decision making, approval of projects and overseeing of each team or organization to other employees irrespective of fully believing in them (Kalamas Kalamas, 2004). This will ensure that there is no point where the records are not set straight. Teamwork and its effectiveness The elements identified by Hackman are realistic, truly, these elements are necessary for effective teamwork performance in any business set up. This is because they are very realistic and can be counted on. Other elements to ensure effective teamwork includes full engagement if the members of the team (Spector, 2010). This is in terms of being able to air their views on how to go about the project rather than only being the ones to receive and implement ideas from above; they ought to bring up ideas. This will give a sense of belonging to the team hence better outcomes (Hitt, Miller and Colella, 2011). Similarly, creating good working conditions greatly improve the working of employees since they are in no way busy complaining on what they lack but fully concentrate on the project. As a team leader, the steps to undertake are; knowing the team members as well as their capabilities, identifying the responsibilities of the team and allocating each to certain persons, ensuring that there is a trust culture created among the members (Kalamas and Kalamas, 2004). It is possible to break down the goals and objectives into subtasks that will each be tackled by certain individuals. Motivation in top UK organizations They have high-trust cultures. The top businesses in the UK create a culture that results in outstanding business performance. It is this culture created that attracts customers and employees and retains them as well as giving great customer satisfaction. They ensure the organization has external recognition; this is through winning awards for the Best Workplace, Best Employer, among other awards. This then calls for both talented employees and aspiring customers since the awareness is created. They ensure to have data on external recognition of other organizations. By doing so, they get to have an update on what is happening in the organization as well as outside the organization. They are always aware of present opportunities as well as what other organizations are doing and what is happening within the organization. They have a social mission and call for employee engagement. They are aimed at serving the society as well as improving it. This is by creating better working conditions and offering better goods and services. They carry out employee survey. The culture created by organizations is assessed by this survey, it ensures that trust is built within the organization as part of the culture and the created culture is maintained. Bad moms It's a film about Amy, a young mother who struggles at home and work to be a perfect mother. It is lovable because: The age captures young mothers, teenagers, and children as it involves what is experienced in motherhood. It may be termed feminine but still, captures masculinity and childhood (Hoberman and Emberley, 2005). It is based on present happenings in the society, interests the audience and brings a sense of equality. It shows female empowerment on the lines of leadership, its women who run the PTA this depicts women's masculinity as they are the ones who care and provide for their families both at home and school. Its not lovable because: It's not wide in capturing age since it's only about young mothers that struggle to be the best. Ninety percent of the movie is based on women bringing in a difference in perception; it ought to capture both sexes (Morris, 2006). It only captures the averagely rich parents who have money and more time for their children neglecting the low class with no money nor time and the high class with money but no time. It goes against the society's values and beliefs which may leave a negative impact. PTA meetings were female oriented excluding men. Leadership Trait leadership theory suggests that there are certain characteristics that are associated with leadership. It is this trait set aside that determine effective leadership (Martin et al., 2017). On the other hand, behavior leadership theory has it that it is how one relates to others and carries himself or herself around others that determines effective leadership. These theories are not valid because stating that traits are all that is required for good leadership excludes so much. It is hard to find specific traits that are flexible enough to fit all possible circumstances (Burns, 2012). Similarly, depending on behavior alone does not capture good leadership because simply relating well to the subjects and gaining respect as well as creating the best working atmosphere is not all that is required of a good leader, there is much more to it. An organization can select and develop a good leader by using the theories to pick out the best and instill in them the positive ideas that they would expect (Finkelstein, Hambrick and Cannella, 2009). For instance, selection will be an individual with required traits, skills, and flexibility depending on situations. Developing them will then include improving on how they handle their subjects, for instance, the idea of the style theory of leadership to improve the working atmosphere. References Aitken, P. and Higgs, M. (2010).Developing change leaders. Oxford: Butterworth-Heinemann. Hall, G. and Hord, S. (2011).Implementing change. Boston: Pearson. Hitt, M., Miller, C., and Colella, A. (2011).Organizational Behavior. Hoboken, NJ: Wiley. Kalamas, D. and Kalamas, J. (2004).Developing employee capital. Amherst, Mass.: HRD Press. Burns, J. (2012).Leadership. New York, NY: Open Road Integrated Media. Finkelstein, S., Hambrick, D. and Cannella, A. (2009).Strategic leadership. Oxford [u.a.]: Oxford Univ. Press. Hoberman, M. and Emberley, M. (2005).Very short Mother Goose tales to read together. New York: Little, Brown. Martin, B., Breunig, M., Wagstaff, M. and Goldenberg, M. (2017).Outdoor leadership. Champaign, IL: Human Kinetics. Morris, M. (2006).The lost mother. New York: Penguin Books.