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Contemporary HRM perspective - Essay Example

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Reflecting Paper: Human Resource Perspective-Communication Reflecting Paper: Human Resource Perspective-Communication Introduction In this reflection paper through various studies, I am focusing on an important human resource aspect; organizational communication to manage ambivalent behaviors of employees in order to introduce a change in the organization…
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Contemporary HRM perspective
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Download file to see previous pages I am focusing on management’s role in initiating a change through communication. I will also identify issues faced by employees during change, which can be minimized, and in some cases be eradicated by connecting with employees by creating business intimacies and interpersonal relationships (Paton, 2008). Theoretical Overview I found an article, ‘Strategically Communicating Organizational Change’ by Phillip G. Clampitt and Laurey R. Berk, very interesting and informative. In this article, we get to know how a change can be initiated through communication by a series of plan; Contextual Analysis which identifies reasons for change, Audience Analysis on how employees perceive these changes, and Strategies and tactics to be used by managers in order to introduce a change in an organization (Clampitt & Berk, 1996). In this article, I learnt how important it is that we empower our workforce through effective communication, but I believe the role of Human Resource Department is essential in every organizational setting to determine these communication gaps. The main role of Human Resource Department is to manage the manpower in the organization. ...
While going through various studies I have come to notice that, if these employees are showing resistance to change then it will affect the working procedures of the organization and also have a negative influence on meeting their targets or goals. There can be many reasons for this ambivalent attitude. They maybe short of understanding the need for change; they might believe that change could violate organizational goal or working procedures. There could be a lack of trust that change would benefit the individual or organization. This may be due to the fact that most of managers are not very focused on the employee’s reaction towards a change (Burke, 2011). Hence, these fears need to be confronted to the management (Bell & Smith, 2010). Analysis of discussion from experience It is a truth that most organizations only work for their own interests without taking consideration of the behaviors of employees or taking their input or ideas into initiating a change. I believe managers should listen to employee grievances. The management needs to be communicative with their employees, especially if any change has to be implemented so that the ambivalent attitudes can be minimized and both parties can work together for better results (Paton, 2008). Even though, while initiating a change, a ground work needs to be done like determining the reasons of the change, the impact of it and other theoretical frameworks that determine a reaction to change but, for me, the most important aspect is being directly involved with the individuals, building a strategy through which both, the management and the employee can attain their maximum potential (Clampitt & Berk, ...Download file to see next pagesRead More
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