Change: Name: Institution: Research statement: the role of individual employees in embracing change can prove to be problematic to the running of an institution. Rationale: the running of a company is dependent on many factors such as the company’s policies and managerial strategies, the company’s infrastructure and above all the employees of the company…
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However, the ability of an individual to perceive change goes beyond mastering new principles while maintaining productivity in the face of new policies and technologies. The personal disposition of an employee plays a crucial role in successfully adopting changes implemented. Psychologists are clear on the differences in personality and how they affect working skills and managerial skills (Brunstein 2001, p.83). Individual characters are indeed beyond the scope of the company; however, the company can maintain these diverse characters for the smooth running and subsequent integration of employees in the course of a change. An employee’s motivation and morale are crucial to the productivity of a company. Motivation and morale can be high or low as a result of a change. External or internal locus of control will determine the modes of motivation necessary for the individual to be productive. In light of this, intrinsic and extrinsic motivation will determine the success of changes in a company. The leadership of a company is responsible in ensuring that proposed changes appear in a positive light. Therefore, the personality of the individual at the position of leadership will determine the interpretation of the changes (Brewster 2012, p.108). Interpretation of changes in a company also relies on the perceptual capabilities of not only the persons in leadership but also of the subordinates. Perception is dependent on the level of education of an individual, their personality types, and their level of motivation. In retrospect, the success of change implementation can be at the disposal of individual employees in which case their failure to be integrated can result in the failure of the company to integrate change (Clark 2000, p.41). Research question: Is the slow integration or failure thereof of a new policy, strategy or technology in an institution dependent on failure of the system or on the individual’s ability to integrate and, therefore, conform to change? Is the individual motivated or demotivated by change and how do they perceive change? What is the managerial level perception and interpretation of change? Change is necessary for the effective running of an organisation (Handy 1996, p.70). The mangers perception of change: a “good” leader does not impose changes. Managers do is to trust that the workforce is capable of navigating its way around huddles caused by the change. After interpreting the requirements of change and providing the necessary equipment and policies that come with it, they retire to their managerial cocoons. This is not an expert thing, but the autonomy the manager entrusts the workers at this point is crucial to the running of the organisation. The organisation’s ability to cope with change has no universal formula (Handy 1996, p.72) because pressure arising from change affects organisations differently. In the same way, individuals do not react the same way to change, but their collective reactions will determine the course of change in an organisation. The desire for individuals to take personal responsibility for their careers is apparent in the current working trends. Individuals advance their education when they get jobs for the sake of promotions. People now pay interest in the running of organisations they work for
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“Human Resource Management Dissertation Example | Topics and Well Written Essays - 1750 Words”, n.d. https://studentshare.org/human-resources/1398654-human-resource-management.
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In such developments,business has remained an imperative component of every society;however,experts have indicated that until few decades ago,business were only a meant of making profits,and employees were only instruments of ensuring that profit in the business.
This process is mainly facilitated through different transportation and telecommunication infrastructures like the internet which eventually end up creating interdependencies among trading transnational corporations. In regards to this process, the human resource departments found in many transnational corporations typically address issues that relate to the diversity, skills along with qualifications and the demographics of their workers.
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The study will employ the use of case study technique and the organization that has been selected for this study is the McDonald’s Corporation. Therefore, the researcher will focus on measuring the true effect of McDonald’s human resource management in improving the performance of the restaurants.
This study will begin with a brief background study on the topic of human resource management and then a brief overview of Accenture Plc. Thirdly, this chapter will spell out the research problem and thereafter the objectives of the study as well as the research questions. Lastly, this first chapter will state the significance of the study and the scope that it will cover.
Leif Edvinsson designates the human resource to be the vital function of an organization in his book. He emphasizes on the essential interdependency of an enterprise and its work force whose experience, innovativeness, insights and skills are tremendously important for an organization (Edvinsson, 2002).
This study spells out the procedures and the methods that the researcher employed in achieving the objectives of the research as highlighted in the abstract of this paper. It defines location of the study, research procedures, and analysis plan that were put into consideration when carrying out this particular research project.
8 Pages(2000 words)Dissertation
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