Catastrophe Concepts Human Resource Management - Assignment Example

Running Head: Report [Writer’s Name] [Instructor] [Date] Table of Contents Chapter 1:Introduction ………………………………………………………………….. 3 Chapter 2 HRM Theories ………………………………………………………………. 5 2.1 Critique …………………………………………………………………….. 5 2.2 Alderfer's ERG Theory……………………………………………………… 6 2.3 Critique …………………………………………………………..…………. 7 2.4 Guest’s model of HRM ……………………………………………………….…… 7 Chapter 3 Issue …………………………………………………………………….. . 10 Chapter 4 Conclusion ………………………………………………………………... 13 Summary Catastrophe Concepts’ facingfew challenges due to their declining sales. Evey department has pressure to cut down his expenses and cost. Few employees performance are affected due to extra work load. Human Resource Department is one of the most important and significant department which is responsible for dealing with employees. It’s HRD’s responsibility to evenly divide duties among all workers. Based on ethical grounds, it is mangement responsibility to support company’s responsible and hard working employees if they become misfit for the organization due to their health reasons. If HRD adopts new techniques, new approaches in order to motivate employees than it can be assured that an organization can easily reach the top. Chapter 1:Introduction Human resource management is one of the important pillars which led an organization towards success. HR Manager holds a great responsibility of recruiting, staffing and managing employees. Employees are the asset of any firm and their satisfaction in firm boost up company performance and its position in market. Catastrophe Concepts’ is a leading firm but due to some reasons its sales are at decline. Employees do not feel motivated while working in the firm. Some measures are required in the light of basic HRM theories in order to make employee’s satisfied and motivated. The paper deals with the case study of Catastrophe Concepts’ marketing team. The earlier sections of paper deal with HRM responsibilities and their duties. Later section focuses on Catastrophe Concepts’ case study, some recommendations and suggestions in order to make Catastrophe Concepts’ team motivated. Human resource management (HRM) is the important and consistent technique to the management of an organization's most precious assets - the employees working there who collectively and individually participate in the achievement of the goals & aims of the business. The name “human resources" and "human resource management" (HR) have mainly replaced the terminology "personnel management" as a definition of the procedures involved in arranging & managing people in organizations. In common term sense, HRM means hiring people, creating their resources, maintaining and accommodating their services in combination with the job and business requirement. Importantly, few individual distinguish dissimilarity between HRM (a high management action) and HRD (Human Resource Development, an approach). Those individual might involve HRM in HRD, defining that HRD involves the wide range of actions to create personnel inside of organizations, such as career development, organization development, training, etc. The HRM function and HRD profession holds ability to bring a tremendous change in the organizations. Few years back, large firms focused to the "Personnel Department," in order to manage the manual work around recruiting and compensating people. Recently, multinational firms focus on the "HR Department" as performing a vital role in recruiting, training and supporting to organize people so that personnel and the firm are working at maximum capability in a perfect manner (Ulrich and Dave, 1996). HRM is one of the most important pillars which can take the organization towards the success. Many researchers worked on HRM in past years and now HRM has become one of the most important aspect for finding any lack or success of an organization. Following are some theories and models. A number of organizations are following these theories collectively or separately but every organization has some structure, goals and paths to manage its employees and staff. These theories focus on best practices for managing employees efficiently. Few theories focuses on human basic needs, some focus on motivation, some highlight leadership style but the goal of all theories is to manage employees with perfection. Chapter 2: HRM Theories Abraham Maslow, a famous psychologist first announced his "needs theory" in the year 1943 and his theory published in the Psychological Review titled, "A Theory of Human Motivation". The ground of his model was focused on a basic concept that all individuals are motivated by unfulfilled needs. Basic needs, like physiological ones (food, cloth and shelter), must be fulfilled before an individual moves on to achieve higher needs such as esteem and self-actualization needs. Take it as a triangle. Physiological basic needs like air, water, food and sleep are the baseline of the triangle. The upper level is of secure and safe job, financial assets, lodging, etc. The next level of the triangle is social needs, commonly known as esteem needs. The upper most top of the triangle is self-actualization needs which refer to: trust, justice and wisdom (Wilkinson, 1988). If Maslow's theory is true, it gives a valuable tool for managers and HRM individuals to utilize it in order to create an environment where employees can be motivated (Paul H. Selden, 1996). 2.1 Critique Maslow theory has gained so much popularity and fame as it is based on basic needs. Basic needs particularly food, cloth and shelter are same. But esteem needs varies from person to person depending upon their environment, nature and atmosphere. Criticism of Maslow focuses (primarily) on two major points: One, Was Maslow focusing a strict scientific study of personality? Answer is "sometimes" Many other famous researchers’ states that Maslow’s motivation model, while mainly, trusted too heavily on different case studies. Many researches states that Maslow work is not a practical example especially in case of self-actualization need. Second Criticism: Maslow’s acknowledgment of self-actualized employees was almost lonely limited to Highly Educated White Males (Gartner, 2008). 2.2 Alderfer's ERG Theory The famous psychologist Clayton Alderfer proposed a new structure/model to define the coincident nature of Maslow's five basic human needs. It is also known as ERG Theory of motivation, Alderferd first proposed it in a 1969 in the article titled as “An Empirical Test of a New Theory of Human Need." In alderferd’s theory, Alderfer compacted Maslow's hierarchy of basic human needs from five to three: Existence: Relatedness Growth Existence commonly refers to human concern with basic material existence motivators. Relatedness commonly refers to the motivation human has for managing social relationships. Growth is commonly refers to an intrinsically hope for personal development. (Hence "ERG", commonly refers to Existence, Relatedness and growth). 2.3 Critique The theory gives basic and prominent idea those human needs motivators in his life. For taking out the best from individuals it is necessary to provide them their basic needs. This theory has great significance and focuses on major ideas but there are few flaws which are as follows: 1) Human needs vary person to person, environment to environment and this theory gives a general idea about human existence, it doesn’t focus on variety of personnel working under same atmosphere (Armstrong, Michael, 2006). 2) Need of relatedness also varies from person to person; motivators could not be remain same for all individuals working in an organization. 3) Growth feature is highlighted in this theory/model however; again it doesn’t specify the goals and aims vary from person to person working in a same environment (Arussy, Lior 2005). 2.4 Guest’s model of HRM David Guest's proposed one model of HRM focusing on 6 dimensions of analysis: HRM strategy HRM practices HRM outcomes Behavior outcomes Performance outcomes Financial outcomes The model is normative in the view that it resides on the premise that HRM is quintessentially different from traditional personnel management (rooted in strategic management, etc.). It is ideal, implicitly bodying forth the belief that cardinal elements of the HRM approach (particularly those of the Harvard map) such as promises have a direct bond with valued business effects (Legge, Karen 2004). However, Guest has admitted that the approach of commitments is 'messy' and that the bond between commitment and good performance is difficult to develop. It also applies a 'flow' approach, seeing strategy underpinning approach, leading to several of desired outcomes (Lepak, D. P., & Snell, S. A, 1998). Catastrophe Concepts has had been a disastrous year. Every department has loads of work and are being pressurize to cut down their expenses and costs due to financial crises. As, it has been cleared above that HRM is a responsible department for dealing with employees keeping an eye on individuals needs, desires and performance. Catastrophe Concepts marketting department is the one who can help out in dealing with crises by boosting up their sales. Caleb was the customer service manager, suffering from a disease that’s the reason he often takes leave and does not come regularly. Due to his absence, workers do not feel restricted to work and improve their performance. Lily Zheng was so frustrated due to Caleb’s absence. Due to lack of performance and poor results, Dubois, Catastrophe Concepts’ senior customer service asked Lilly to do something about Caleb otherwise Lilly or many other will get free from their jobs. On so much pressure from sub-ordinates Lilly decided to write a brief report to management highlighting the issue (Smit, Martin E.J.H, 2006). Chapter 3 Issue To: George Chapel, HR Manager. Catastrophe Concepts’ Sub: Poor performance and declining sales. As, Caleb customer service manager, is suffering from some disease and he doesn’t come office regularly due to which our performance is declining. The issue is that due to Caleb’s absence, other subordinates have had to do his work also along with their own job duties. Due to workload on employees, they could not perform their best. Caleb was a responsible member of the team and now days, his duties are being performed by other sub-ordinates. As, we all know, our sales are at decline and our customer service department is not providing best services to our valued customers. Customers are not satisfied with our assistance since last few months. This is the basic reason our sales are at decline. Employees and Caleb’s colleagues are now fad up by doing his work along with their job responsibilities. They are not satisfied as according to them due to work load they could not perform their duties well. My employees‘s performance are declining as they state that an individual could not perform double duties at a same time. Respected Sir, Catastrophe Concepts is one of the leading companies in market, people believe on us. They want best services from us. A little lack or weakness from our side makes them disappointed. In order to keep our position strong as earlier we need to take some action against weaknesses of our organization. Mr. Caleb was on strong position and his decisions hold great significance in the company success. It is obvious that every individual does not capable of making strong and favorable decision. Being an Hr Manager, you should take this matter seriously and take some favorable action. Maslow theory states that human basic needs must be satisfied in order to promote them for best performance. Motivators according to ERG theory also help a lot in keeping employees motivated. In the light of these two theories, some action must be taken. The main HR issues concern by the case study is load of work on an individual due to absence of Mr. Caleb, No compensation for extra work; Sales are at decline due to bad performance of employees. All these issues can be deal by HR Manager easily. These issues need little amendments and enhancements in policies. According to ERG theory, every employee’s needs vertical growth in his career. Employee feels satisfy when he gets some promotion, increments and other facilities. Employees will feel good if management increase their salaries or divide Caleb’s duties to some individual. This will motivate employees in increasing their performance and reputation of our firm. Management can also hire one individual in position of Caleb. Caleb served us with his best performance so our ethical responsibility is to support him also by providing him some financial support for his treatment. Support Caleb financially for his treatment and other expenses and a promise can be made to him that his position will remain same when he joins back. HR can deal this situation by motivating employees through bonuses, financial assistance and some other support so that they can feel good and motivated in doing daily routine tasks. HR manager can also deal this situation by providing my staff some incentives, increment in annual leaves etc. As a marketing manger, its Lilly’s responsibility to motivate her employees by keeping them organized as sometime mismanagement of duties also underestimate employees. Lilly can make her staff motivated by dividing task according to individual capabilities. An expert can give a best shot in particular field/ task. Lilly must have a check on employee’s interest and skills. Ask for timely reports, progress reports from responsible person, based on which Lilly should ask management for incentives and other facilities for her team members. Progress reports will help her in keeping a track on individual’s performance and progress. Based on these timely reports, she would be able to assist management about any particular employee bonus or increment. Leadership styles play an important role in good and strong management. Lilly should adopt some favorable and strong leadership style according to her situation. All motivation theories presented by different psychologist focus on one similar motive that an individuals basic needs must be satisfied in order to keep him motivated and efficient. If Mr. Chapel doesn’t make any improvement in plan and policies, it will become difficult for Lilly to ask for a good work from employees. This is the best time to motivate employees by facilitating them according to their needs and desires. Chapter 4 Conclusion HRM is one of the major departments who holds high portion in companies success. Catastrophe Concepts is in its bad time and Caleb is not giving his best so there must be some motivators used in order to keep employee motivated. Lilly as a manager must adopt some strong leadership style and she must keep an eye on every individual’s performance. Mr. Chapel must make some good decisions regarding the situation. In this situation, Mr., Chapel can take help from famous motivation and HRM theories shed light on human basic needs and their desire of growth, relatedness etc. These theories will help him to make good and strong decisions in favor of his firm and his team. Numerous organization uses believe on ERG theory and make their policies keeping an eye on the fundamentals of ERG theory. References Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press. ISBN 0-87584-719-6. OCLC 34704904. Wilkinson, A. (1988). "Empowerment: theory and practice". Personnel Review 27 (1): 40–56. doi:10.1108/00483489810368549. http://hermia.emeraldinsight.com/vl=2601464/cl=84/nw=1/fm=docpdf/rpsv/cw/mcb/00483486/v27n1/s3/p40. Retrieved 2007-10-17. Legge, Karen (2004). Human Resource Management: Rhetorics and Realities (Anniversary ed.). Basingstoke: Palgrave Macmillan. ISBN 1-403-93600-5. OCLC 56730524. Smit, Martin E.J.H. (2006). HR, Show me the money; Presenting an exploratory model that can measure if HR adds value. Armstrong, Michael (2006). A Handbook of Human Resource Management Practice (10th ed.). London: Kogan Page. ISBN 0-7494-4631-5. OCLC 62282248. Lepak, D. P., & Snell, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century. Human Resource Management Review, 8 (3), 215−234. Arussy, Lior (2005). "Understanding the Fatal Mistakes". Passionate & Profitable: Why Customer Strategies Fail and 10 Steps to Do them Right. John Wiley & Sons, Inc.. p. 151. Gartner, Inc (2008). "Gartner Says Worldwide Customer Relationship Management Market Grew 23 Percent in 2007". Press release. http://www.gartner.com/it/page.jsp?id=715308. Retrieved 2008-08-15. Paul H. Selden (1996). "SFA Myths Abound". Sales and Marketing Strategies & News 6 (3): 51 and 53. Read More