Leadership is simply about 'getting the job done'. Discuss in relation Essay

Leadership is simply about 'getting the job done'. Discuss in relation to concepts and conflicts - Essay Example On average, a manager’s job would be to administer things as per the managerial continuity and integrity. This paper will examine the existing theoretical concepts in relation to leadership. Also, conflicts might arise in the case all the theories are applied in one go. The paper would examine the possible conflicts too. Key Concepts Introduction: The following discussion would cover the key concepts in relation to management and how a job should be executed. It also focuses on management and corporate strategy in relation to leadership. Discussion: If a job is to be done, it is not likely that one does it single-handedly in today’s complex socio-psychological environment. He or she would need a team, hence the formation of workgroups. In a workgroup, the goals must be shared, group values must be specified, decision must be based on consensus and evaluation must be constantly done. Moreover, in order to get the job done, some other ethical values like mutual trust, ded icated participation and respect for each other must be ushered (McGregor, Bennis and Schein, 1966). In doing the job, the leader must understand the relationship between behaviour and performance among his or her subordinates. Reinforcement Theory explicates the concept as such that a rewarded behaviour is more likely to be repeated while a behaviour that is punished is less likely to be repeated. The concept of reward and punishment is necessary and thus simply getting the job done may be insufficient (Keller, 1969). Figure - 1 Goal setting is also important because neither the leader nor his or her subordinates are supposed to know what to do if no goal is set at all (Brenda Devis, 1988). Again, according to Adam’s Equity Theory, the extent of equity that an individual would observe in relation to a work situation would proportionally affect his or her job performance and satisfaction (Kinicki, 2009). However, management in the real world cannot be completely based on theo ries only. To get the job done, the leader must handle general management and show skills in operational systems. A manager uses management tools to manage people and resources, while the leader is supposed to use the same tools innovatively. This is beyond simply completing the job. The fundamental questions like â€Å"What is management?† and â€Å"What is business?† should be explored with support from practical experiences. Techniques and tools like networks of critical path, cash flow and inventory control add more dimensions to decision making (Payne, Chelsom and Reavill, 2004). In getting the job done, the leader must not remain in the constraints of that job only. He or she must understand business failure or success is primarily dependent on how diverse areas of function in management can be combined to deliver and produce value to the different stakeholders. Corporate strategy in the form of functional integration is imperative in orchestration with the compl ex and dynamic corporate environment (Johnson, Scholes and Whittington, 2005) Summary: The key concepts in relation to leadership and ‘getting the job done’ are discussed. Stress has been put on: 1. Workgroup functionality 2. Reinforcement Th

Role of the HR Department Essay Example | Topics and Well Written Essays - 2000 words

Role of the HR Department - Essay Example According to the report  the human resource department works as the strategic division for modern organizations, and in most cases, the management relies on the human resource department to improve overall performance of the unit. Nishii and Wright (2008) stated that in modern organizations, human resource departments perform activities such as providing training to employees, measuring their performance, measuring compliance of key performance indicators (KPI), mentoring of employees etc. In short, it can be said that human resource professionals in the organization have close relationship with employees in contrast to line managers in most of the cases.This paper outlines that  that there exist a direct link between work-life balance of employees and their emotional intelligence because an employee is a human being with multitude of family responsibilities; hence, it is not possible for employees to forget their family life completely while working in an organization. Research scholars such as Lowry and Moskos defined work-life balance as the ability of employees to successfully manage work and household responsibilities. Fonner and Roloff (2010) gave examples of the organizations where human resource departments ensure proper work-life balance of workers.   Gregory and Connolly defined â€Å"Work† as the paid employment while â€Å"life† as combination of leisure activities and family time.... There is a direct link between Employees’ wellbeing and work life balance of employees. According to these scholars, a proper work-life balance of employees can help them to remain healthy which is a modified version of personal well-being of employees. In such context, Nishii and Wright (2008, p. 226) argued that â€Å"In essence, we have hitherto failed to explicitly recognize the many ways in which individuals and groups may experience and respond differently to HR systems within organizations,† and such statement is showing that HR departments face challenge, understanding their exact role in ensuring employee well-being within organizations. The role of human resource department in ensuring employee wellbeing in terms of physical healthiness can be depicted in the following manner. Figure 1: Theoretical Model for HRM & Employee Well Being (Source: Van De Voorde, Paauwe and Van Veldhoven, 2011) According to the model above, the human resource department works as the strategic division for modern organizations, and in most cases, the management relies on the human resource department to improve overall performance of the unit. Nishii and Wright (2008) stated that in modern organizations, human resource departments perform activities such as providing training to employees, measuring their performance, measuring compliance of key performance indicators (KPI), mentoring of employees etc. In short, it can be said that human resource professionals in the organization have close relationship with employees in contrast to line managers in most of the cases. Hence, it can be conjecturally viewed that there exist a triangular relationship between perception of employee regarding HRM climate, employee wellbeing and overall unit performance. Careful consideration