HR Issues to Be Sorted from a Policing Eye - Example

MANAGEMENT Institution Lecturer Course Date Portfolio Item 1 Supervisors are among the management leaders who are tasked with the responsibility of managing other employees in a business organization. Supervisors should, therefore, demonstrate certain behaviors that will develop a good relationship between them and the other employees of the business organization in order to achieve the goals and objectives of the company. Values and Ethics Supervisors should show high integrity and ethical values. For example, the supervisor showed a good understanding of the code of conduct in the organization. This is important since it helps the supervisor to relate well with other employees and staffs. In addition, it enabled the supervisor to encourage a climate of transparency and accountability for all employees. Strategic Thinking The supervisor showed good strategic thinking behaviors in the business organization. These behaviors were crucial in innovation and development of ideas that help in achieving the organization goals. In addition, strategic thinking also helped the supervisor to solve conflicts between different employees under his supervision. Moreover, this behavior is useful in analyzing different ideas that affect his roles as a supervisor. Engagement Management leaders are expected to have behaviors that involve engaging others in decision making. The supervisor showed engagement behaviors where he shared information with other staffs and related well with all other employees. This is important as it reduces employee’s resistance to implementation of new policies in the organization. Portfolio Item 2 Different stakeholders in a business organization have various expectations from supervisors. These stakeholders include subordinate staffs, peers of supervisor, and management. Relevant parties Examples of expectations Less experienced constables avoiding confrontational situations Subordinates -they expect the supervisor to relate with them well and treat them according to their role. -the supervisor will be able to lead them and explain to them in areas that they are not conversant with. For example, the subordinate staff expects that the supervisor will show then new way of operating machines and implementation of new policies. The fact that the subordinates expect the supervisor to have good relations with them; it is the role of the supervisor to ensure that such relations do not affect the working conditions. This expectation may affect those who are less experienced in a way that they may not be able to understand the relationship between them and the supervisor hence may overstep. The less experienced are affected more when they expect the supervisor to engage them in the implementation of new policies and show how to work. Peers of Supervisor -resolve issues affecting workers in a professional manner Peers of supervisors expect their colleagues to be able to resolve differences between employees in a more professional manner. This affects those who are less experienced in that they may decide to engage in confrontation with other, but fail to see their mistakes. This may affect the relationship between employees since those who avoid confrontations may admit mistakes they never did since they believe that it the responsibility of the supervisor to resolve issues. Management -to make personal connections with employees The management expects the supervisors to make personal connections with employees in order to increase productivity. This is because personal connection between the supervisors and the employees will increase communication and ease the making and implementation of decisions. This expectation affects less experienced workers in that they may have fears in engaging the supervisor since they may not want to be seen as the ones who cause a disconnection between the supervisors and employees. Portfolio Item 3 Part A Scenario situations Appropriate leadership style Why leadership style is appropriate for this scenario situation Work culture of not taking PPA’s seriously Transformational leadership This is a leadership style that encourages the change of culture in a business organization. This leadership style is appropriate as it motivates the employees who are not taking their work instructions seriously. This is because the workers become inspired and help the employees to achieve the goals of the business organization. Transformational leadership is result oriented and allows for easy adoption of changes in the business organization. This implies that the leadership style will enable the workers to change on their bad culture to a positive culture that enhances their performance. Senior constable getting junior officers to enter Q-Prime data. Authoritative leadership This leadership style is appropriate in cases where the leader want the work completed and in a perfect manner. This leadership style is appropriate for the scenario as it ensures that all workers are able to follow his or her instructions. This would mean that workers will be responsible for their jobs and none of them will give other workers to don their jobs. Therefore, workers who are fond of getting their jobs done by junior staffs will ensure that they complete their work in time. Moreover, this leadership style gives the junior officer the powers to report any matters to the supervisor as the supervisor is the one with all authorities. Part B Transformational leadership style Transformational leadership always focuses on ways that can change the norms and culture of the business organization in order to achieve the goals and objectives of the company. This means that, supervisors such as Stephen should ensure that they create the conducive environment that will ensure a change in culture and inspire workers who do not take their PPA’s seriously. Stephen may use the transformational leadership by challenging the status quo. This means that he should face the situation without failure. He should ensure that the worker takes their PPA’s seriously. In order to achieve this, Stephen should ensure intellectual stimulation in order to turn individual moments into group moments and inspire workers. In addition, he should find ways in which each worker gets motivated. This is because each worker gets motivated differently. Workers may not take their duties seriously because they are not motivated (Harvey et al, 2005, p. 396). The Effects of the Style a) Workers get motivated and inspired individually b) The supervisor will have enough time to concentrate on other workers Desired Outcomes Leaders who use transformational leadership style may achieve a number of outcomes in the business organization. For example, there is a high employee satisfaction as each leader get influenced, inspired and motivated individually. This will translate to high performance in the business organization. According to Harvey et al (2005), since the employees of the business organization are used to a culture where they are not motivated and committed to their work, the use of transformational leadership style is expected to change the culture of the business organization. The workers are expected to take their work seriously and with a lot of commitment. Moreover, the employee’s expectations to the supervisor and the management of the business organization will change positively. This is because transformational leadership style ensures a good relationship between the leaders and the employees of the organization. This also ensures that the adoption of change in the business organization will be easy and faster. Portfolio Item 4 Written Communication Communication between supervisors and employees or an organization is crucial. This is because through communication one is able to communicate challenges facing them in different departments. The supervisor may decide to communicate to the worker by warning letters. This means that the supervisor will write warning letters to the employees who take leaves that are inappropriate in order to give them time to change. In addition, the letters may state the terms and conditions under which an employee of the business organization is expected to take carer's leave. The supervisor may also quote the code of conduct in a letter in order to make sure that employees fully understand their roles and responsibilities in the business organization. Communication to the workers is important as it ensures that the supervisor has written documents which can be used as evidence. Written communication also helps the workers to keep the record and remind them on issues that affect the performance of the institution. This is to say that, the written communication ensures that employees are reminded of their duties and responsibilities as well as the ethical issues that all employees must observe in the business organization. Written communication are appropriate for such scenarios as they make the employee aware of the effects of failure to follow the advise stipulated in the written communication. This implies that the written communication should not only warn the worker, but also advice on the right way forward in order to avoid their dismissal (Taormina, 2008, p. 100). Written communication to the workers who take inappropriate leaves is expected to have different outcomes. For example, the employees are expected to understand their roles and follow the guidelines laid down in their job descriptions. This will help them to avoid taking inappropriate leaves. In addition, the employees will ensure that they dedicate more time to their jobs and have more time to work. Therefore, the outcomes will include increase productivity of the employees due to long time at work. However, the communication may also have different effects on the work unit. This is because employees may react differently to this form of communication. For example, the written communication may impact the relationship between the supervisor and the workers who take inappropriate leaves. This results from employees who feel that they may be warned unfairly. On the other hand, the written communication may have positive effects. For example, employees who decide to follow the code of ethics and desist from inappropriate leaves observe a change in behavior and practice. This helps the organization to achieve its objectives as employees become dedicated to their work places. Communication if taken positively by the employee will ensure that a good work relationship is developed between the employee and the supervisor. This implies that Stephen should ensure that the written communication does not have a negative feedback from the employees. Portfolio Item 5 Part A Officers Motivation theories Features of motivation theories Les experienced constables avoiding confrontational situations Hierarchy of needs Self-actualization. This means that the employees should ensure that they have self-actualization Esteem Love and belonging Goal setting theory Goal performance Honing Senior constable requiring junior officers to enter Q-Prime data Equity theory This ensures that workers treat each other equally and without molestation. This ensures that no worker bullies the other. Reinforcement theory This includes giving different enforcement to workers. Praising of workers who perform well and discouraging those who perform poorly. Part B Different motivational theories help employees in different ways in achieving the goals of the business organization. Self-actualization of the employees will help the workers to become creative. This will make sure that workers will become more productive as they become more motivated and are able to prioritize their jobs and responsibilities. According to Taormina (2008), a worker commitment to their wok and the ability of works to plan on what needs comes first enables them to have incased performance. This means that workers who are able to put the needs of the company first before their needs are able to complete their responsibilities in time hence increasing performance. The hierarchy of needs will also help the workers to accept their responsibilities and respect for fellow employees. On the other hand, the employees will ensure that they treat each other fairly. When employees are treated equally, they develop the love for each other hence work towards achieving the goals of the business organization. When employees have love for each other they pool their resources together in order to get their work completed in time. This means that the productivity of the employees will increases a result of increased performance. Positive reinforcement to workers ensures that workers are able to get motivated as they feel recognized and appreciated by their leaders. This will make other employees work had since they would also want to get motivated. The positive reinforcement may be done in the form of promotion and other incentives. This means that employees in the company will work had in order to get incentives and promotion. In the long run the productivity of the employees will increase hence their performance will also go high. This has the implication of increasing performance of the employees as well as achieving the goals and objectives of the business organization. In addition, good behaviors of employees are leant by positive enforcement to the employees. Positive reinforcement of the workers enables them to understand the needs of the supervisor and the objectives of the business organization. This will make the employees adopt a culture of good behavior which incases their performance. Portfolio Item 6 Empowerment is defined as the giving of strength to an individual in order to enable them to perform certain tasks or responsibilities. For example, in a business organization, empowerment of employees involves giving the employees certain powers which will enable them to perform well in the business organization. In addition, empowerment involves the process in which the supervisors of a business organization allow the employees to contribute positively to the achievement of the company goals. This may involve the employees having control of their work and ability to make the suggestion to the leaders of the business organization. The supervisor can apply the empowerment to constables who are less experienced in different ways. For example, he can allow the officers to make suggestions on the kind of work they perform. This will allow the works to perform only those tasks that they are interested in. this is crucial since works productivity is high in areas where they have a lot of interest than in areas where they lack interest. In addition, the supervisor can involve the constables in making decisions. This will ensure that the decisions made in the work unit benefits all employees as they will have participated in making the decisions. According to Zhu et al (2004), involving the constables in decision making makes the implementation of policies easier since they are less experienced. The supervisor can also apply the empowerment of these less experienced constables by rewarding those who have high performance in their responsibilities. This will motivates the less experienced workers increase their performance in the work unit. However, empowerment may also have negative effects on the productivity of the employees. For examples, employees who are less experienced may end up influencing the supervisor in making bad decisions. This is because they are not well conversant with the challenges of the job hence may be ill advised. In addition, the empowerment of the employees in areas where the employees are left to make their own decisions make translate to poor performance especially when bad decisions is made. References Harvey, S., Royal, M., & Stout, D 2003. Instructor’s transformational leadership: University student attitude and ratings. Psychological Reports, vol.92, no. 1, pp. 395-402. Shivers-Blackwell, S.L 2004. Using role theory to examine determinants of transformational and transactional leader behavior. Journal of Leadership & Organization Studies, vol.10, no.3, pp. 41-50. Taormina, R.J 2008. Interrelating leadership behaviors, organizational socialization, and organizational culture. Leadership & Organization Development Journal, vol.29, no.1, pp.85-102. Zhu, W.; May, D.R.; & Avolio, B.J 2004.  The impact of ethical leadership behavior on employee outcomes: the roles of psychological empowerment and authenticity.  Journal of Leadership and Organizational Studies, vol. 11, no. 1. Read More