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Strategic Human Resource Management - Dissertation Example

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The paper “Strategic Human Resource Management” looks at the concept of modern HRM, which emerged almost fifty years ago and incorporated a wide range of previous studies and findings revealed by many researchers involved in the area of organizational studies…
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Download file to see previous pages The set of principles underlying modern strategic HRM relies on a synthesis of notions, ideas, and concepts elaborated by representatives of two major organizational theories: the so-called ‘hard side’ and ‘soft side’. Former is often associated with the American schools of management represented by Frederick Taylor who justified the principles of scientific management while the latter is associated with Elton Mayo’ school of ‘human relations’.The set, of principles underlying modern strategic HRM, relies on a synthesis of notions, ideas, and concepts elaborated by representatives of two major organizational theories: the so-called ‘hard side’ and ‘soft side’. Former is often associated with the American schools of management represented by Frederick Taylor who justified the principles of scientific management while the latter is associated with Elton Mayo’ school of ‘human relations’.Frederick Taylor was among the first researchers to provide a serious theoretical basis for management of organizations. He assumed that the material side was not the foremost motivation of the employees and argued that personnel should be properly managed in order to improve the effectiveness of labor. Consequently, Taylor brought forth a policy of stick and carrot based on the idea of punishments for poor performance and reward and appraisal for high-performance efficiency. The Taylorian model rests upon the belief that the average employee is lazy, ignorant and passive and incorporates the following principles of management:• Ceaseless monitoring of each employee’s performance through the system of supervisors, inspectors, quantity-surveyor, etc;• Monitoring of workshops performance;• Promotion of stimulating and competitive organisational culture which may provide excessive control over the employees (Taylor, 1911)Taylorian model of organizational management remained popular until the second half of the last century when the ‘soft side’ approach started to gain popularity (Quinn, 1988). One of the most known attempts to revise the Taylorian scientific management was undertaken by Elton Mayo. During his longitudinal Hawthorne experiments, Mayo discovered that material reward was not the best motivator for people. Instead, he found out that the social nature of employees should be taken into consideration and argued that employees’ performance efficiency would improve if they receive positive feedback from the management. Other essential findings of Mayo included the following: (1) personnel’s need for communication, (2) existence of informal groups and (3) group morale (Gillespie et al, 1993). ...Download file to see next pagesRead More
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