Human resource management - Essay Example

Indeed, the situation has been like a crisis that has called for the implementation of a coercive leadership style. It was initially hoped that this hard line approach would yield the results that will get their employees back in line in order for them to be able to get thru the crisis. They are hoping that this style which has been said to be best suited to get the company out of situations like this will be the answer (Goleman, 2002). The following are the identification of the areas needed for improvement and the suggestions on how to go about the change for the betterment of the organization of HMS.

Task 1: A re-calibration of leadership style Unfortunately, the coercive leadership style did not work. Indeed, this style is usually the one that is called upon during crisis situations and the company had hoped that this will be the answer for their problems. The increased control that the leaders have in this form usually helps in getting the job done. Through the coercive leadership style, it is easy to give direction and even to demand the workers to conform to the standards of performance in order to get to their objective.

However, prolonging the use of this style can have adverse effects on the employees (Goleman, 2002). Hence, it would be important for the company to change their leadership style since this has already come to the point wherein the employees are not anymore motivated by the spurs being driven into them but are in fact demoralized with the autocratic atmosphere that has been brought about by the coercive leadership style. It would then be beneficial to address the problem by having discussions with the employees in order to come to an understanding on how to go about the firm’s operations.

Task 2: Adjusting strategic positions For many years now, there have been two important developments in the way human resources are managed. One is the strategic human resource management and the other is international human resource management. Indeed, there have been calls for human resources management to become more strategic in order to provide the necessary support to the attainment of a company’s goals and objectives. Also, the increasing impact of globalization coupled with unprecedented advancements in communications capability through technological innovations has brought forward the need for human resources management to take on a more international point of view (Schuler and Jackson, 2005).

As mentioned, the utilization of coercive leadership has failed to yield the desired results of HMS. It is therefore suggested that this approach be changed into something that will be able to take into consideration the employees and not merely center on the perceptions of the top management on how to move the company forward and out of the crisis. As such, there is the pressing need to innovate the way the employees are handled in order to increase their participation and also their morale so that there will be a reduction in the problems emanating from a mismanaged human resources.

Indeed, like all the other resources, the employees must be managed carefully but unlike supplies and machineries, these people have emotions and when push comes to shove will have the tendency to push back. Clearly, there ought to be a strategic approach to handling these resources especially since these employees are critical enablers for the strategy to