Staffing and Human Resources - Essay Example

Staffing and Human Resources Using theory X, which is often referred to as the conventional supposition or theory suggests that the management in anorganization is duly responsible for the organization of the elements, which include the company’s resources such as their money, equipments and people (Tesch & Maidment 138). It involves the processes of directing, motivating, controlling and modifying the organizational needs of the company. The management is duly responsible for the persuasion, rewarding, punishments in order to direct their activities in a more efficient way.

According to this concept, diversity has to be achieved through directing the employees’ activities and motivating them. This is because the lack of guidance brings confusion and inconsistency with the premeditated objectives of a company (Tesch & Maidment 139). This concept will be greatly applicable in classifying and handling of a company’s risk as unsystematic or systematic. The assumptions made under this theory will be efficient in enabling the management to strategically diversify their objectives.

This will be for the purpose of creating a competitive advantage over their competitors. According to the concepts of theory Y, management’s responsibility of organizing a company’s resources will ensure that the firm achieves organizational strategies that are diverse (Tesch & Maidment 140). The theory emphasizes that the management of a company should develop and recognize the human abilities within their company to ensure that the firm’s organizational diversity is used maximally to their advantage.

The management is to be tasked with the arrangement of the company’s conditions and operation methods. These theories relate to the real world since their concepts assist various companies in effectively marketing their products. They assist a company in making correct decisions regarding their workers welfare and efforts at work. For example, the lack of diversity led the General Motors Company into adopting names that had other meanings in other languages (Tesch & Maidment 138). Theory X stipulates that managers should be responsible for controlling, directing, motivating and modifying an organizations goals.

This theory implies that the manager should be in charge of controlling the behavior and attitudes of members of the new generations who join his company (Tulgan 142). This will enable the company in having and retaining a young workforce that will ensure the company achieves their target goals in the most effective and efficient manner. In applying this theory, the management in a company should always ensure that they capture their employees’ attitudes. Such a move will help the organization’s management know how best they can modify their employees’ attitudes to ensure their actions will not deter their company’s efforts of achieving their set objectives.

According to this theory, management is responsible for satisfying the various needs of their employees as these ensures they will remain active and relevant to the company in the long term. These needs range from self-satisfaction needs to ego and safety needs among others (Tulgan 142). According to theory ‘Y’, management should ensure that they develop their employees’ abilities to enable them in augmenting their performances within the company. Management is also responsible for organizing their resources and employees’ efforts so that they can perform their duties efficiently (Tulgan143).

They should organize the employees’ ways of performing their duties to ensure that the old and boring traditional methods do not hinder their efforts of increasing their performances at the job place. In considering the young employees who come to work for a company, the company should change their ways of carrying out certain activities since the more tedious and boring ways might affect their performances. This theory relates to the actual world where the system of doing things is changing a lot.

There are new attitudes that are constantly being adopted by the young generations in doing things (Tulgan 143). This methods are sometimes more productive and ensure success for a company in its activities. Theory X suggests that managers are responsible for managing, controlling, directing and modifying an organizations work in line with the technical and professional capabilities of their work force (Reese 143). They are charged with the responsibility of helping their existing and newer workers in obtaining all the relevant experience and expertise that their workers require.

The theory also implies that the management are responsible to ensuring their employees satisfaction remains relevant in the achievement of the company’s goals. The issuance of allowances that will assist the workers in efficiently performing their duties such as the provision of health care ensures that the employees duties and tasks are adequately performed. Finally, the theory implies that an organizations will require to keep a check on the number of employees in their payroll, their qualifications and experiences in their fields of practice.

Such a move will ensure that a company remains relevant in its industry (Reese 145). According to theory Y, management should be responsible for organizing their workers to ensure that they cost effectively help their company in achieving their set goals. This enables a company to bring gradual changes to their activities without raising the possibilities of resistances from the employees. It suggests that companies should include their employees in the formulation of policies that will assist them in carrying out their activities well.

This is because the methods and conditions will be set according to what workers want thereby increasing their productivity and eventually a company’s profits. This theories relate to the real world since they enable the employees to feel they are part of a company when they are allowed to participate in the making of decisions (Reese 147). Works Cited Reese, Susan. Preparing Workers For Successful Careers, 2009. Connecticut, West Connecticut University. Pp. 142-147. Tesch, Frederick & Maidment, Frederick.

Strategic Organizational Diversity: A Model? 2009. Connecticut, West Connecticut University. Pp. 138-140. Tulgan, Bruce. Managing In The ‘New’ Workplace, 2009. New Jersey: Financial Executives International. Pp. 142-143.