Managing High-Performance Organizations - Coursework Example

MGN433 ASSIGNMENT 1 REFLECTIVE JOURNAL MGN433 Assignment 1 Reflective journal Author Author’s Affiliation Date Table of Contents Table of Contents 2 Introduction of overall unit: Managing High Performance Organizations 3 Module 1: Overviewing the HPO: What does HRM contribute? 3 Module 2: Leadership, Culture and the HPO  3 Module 3: Leading Change in the HPO 4 Module 4: New Ways of Working 4 Module 6: Strategic Management and uncertainty 4 Module 7: Business Models 5 Module 8: Workforce Planning 6 Module 9: Outsourcing and Supply-Chains 6 Module 10: Implementation of Control Systems 7 Module 11: Knowledge Management and Employee engagement 7 Conclusion 8 References 9 Introduction of overall unit: Managing High Performance Organizations My reflecting journal is based on the topic of managing high performance organization. This unit is especially designed to explain the relationship between HRM and general strategic management. It is useful in broaden my perspective of knowledge.it develops conceptual framework of HRM activities and its impact on organizational performance. This unit is based on useful eleven modules and each module is of great importance. In this report I will explain my experience and learnings that I have gained during the lectures. Moreover I will also give my reflection on each concept and also explain how I can apply these learning experiences in my future career as HR practitioner. Module 1: Overviewing the HPO: What does HRM contribute? In this module, I have learned various concepts like what is HPO its nature, characteristics, and factors. Moreover, I also acquired the clear understanding about model of HPO, strategy, designs and characteristics of HPO. The lecture also described what the contributions of HRM in to the HPO are. The first thing I came to know in this lecture is what HPO is. As HPO is kind of organization that achieves financial and non-financial result that are better than those of its peer group over a period of time of at least five or ten years (WAAL, 2008). The whole lecture was about characteristics, process, designs, factors, strategies and model of HPO just to make our understanding clearer by giving the detailed insight of HPO. The most interesting concept was HPO model that will also help me in my future career as HR practitioner as it gives different approaches to manage various important issues related to employees management. Most important part of this lecture was to know about the contributions of HRM in HPO. Some of the important contributions are: employee performance increases because of peer pressure, job involvement and for economic gain based on high performance (Lawler III, 2003) and HRM gives training to employee and this training makes employee more compatible with HPO. Thus I found this lecture very interesting and important in understanding the other modules of this unit. Module 2: Leadership, Culture and the HPO  The concept that had been given in the lecture was revolving around leadership, culture and its impacts. I have learned the concept of leadership, different types of powers in leaders, toxic leadership, contingency or situational model of leadership and issues related to leadership. Moreover, the other lecture gave insight of organizational culture, its importance and impacts. I came to know that a concept of leadership is thus a chief tool of management which is identified with ability to make a group perform effectively to achieve organizational goals (Kae, 1981).The concept of toxic leadership was very valuable because I will helpful for me to analyze the characteristics of good and bad leader. In future I want to be a charismatic leader, through learning the concept of charismatic leader now I can inculcate the qualities of good leader in my personality. Moreover the concept of culture facilitated me to understand the impact of organizational culture on employee. I was astonished to know that the cultural forces are very powerful as they reduce uncertainties, create social order, continuity, collective identity and long-term commitments, not that is needed is effective corporate culture. Module 3: Leading Change in the HPO I have learned various valuable concepts during the lecture of leading change in HPO. I have learned external and internal events of changes, forces of changes, models of changes, role of human resource manager in managing change, concept of resistance of change, leading changes in HPO and conditions of successful change. During the lecture an interesting reality of organizational change have been revealed I was astonish to know how different change of forces i.e. globalization, demographic factors, consumer behavior, cultural and value changes have altered the organizational policies and human resource manager’s role. I also came to know about strategies to deal resistance of change. Now I am fully acquainted with the strategies to deal the resistance of change and introducing change as a productive thing. I can use the Kurt lewin model (Lewin, 1952) to introduce change in the HPO in future career as HR practitioner. Module 4: New Ways of Working During the lecture of new ways of working in the HPO. I have learned various new ways of working that have introduced with changing time. Various technological and cultural changes have introduced new ways of working. Like working in teams and in groups, working on new technologies and in new conditions. Similarly dealing with new cross cultural challenges of this global environment, the ways of working together in a team or group has also changed. A good Human resource manager always consider these changing while making policies (Clark, 1993). A new corporate culture wants effective group and enthusiastic teams. As all the working of these teams and groups directly effects the overall performance of the organization (Ricky Griffin, 1986). Thus cohesive work groups and effective team building is necessary for ensuring effective HPO. Furthermore I have also came to know about different challenges that are being faced by HR manager in building effective team building. A manager can solve these issues by using different strategies like trust building, managing conflicts, selecting right personnel, through training, and giving appropriate reward to most effective teams. After learning about these news ways of working now I can easily apply them in my future career. Module 6: Strategic Management and uncertainty From the lecture of strategic management I have acquire new learning and concepts like the nature of strategy and strategic management that was very productive for me and my class to understand how strategies plan, formulate, implement, and evaluate. I also developed understanding of sustainability, models of strategies, level of strategic alternatives, elements of strategies and types of strategies. As we are living in age where everything is moving and changing very fast we need to cope up with the changes for this purpose it’s a need to learn crafting and implementing strategies for managing uncertainties in HPO. I came across with different elements of strategic planning that are: These elements gives me detailed plan of executing strategic management. In addition, I can use various kinds of strategies that I have learned in different uncertain situations. The most astonishing thing was to know that dealing with uncertainties and changes has become the life blood of business success (Holbeche, 2005). Then I realized the importance of strategic planning in HPO. Module 7: Business Models In the lecture of Business model proved very advantageous for me. As I have learned about business model its nine building blocks and different useful business models like long tail, freemium and open business model. Moreover the lecture also helped me in understanding the insight of different business model and their effectiveness in this global business market. The most astounding part of this lecture was to know about the role and impact of human resource stickiness in the high performance business model. Human resource management has important impacts on HPO business model. Successful HPO business model can be easily achieved with the help of Human resource management. The commercial and strategic business model of human resource management can give strategic competitive advantage to an organization. Commercial model give detail overview of the cost and revenue that are generating from employees and strategic model can give the way to align human resource strategies with the business model and its strategies. I have deduced that human resource management and its use as business model can generate various advantages for the organization. Likewise as a HR practitioner I can hire best talent to exploit and use them a business model. Module 8: Workforce Planning Work force planning was most important and interesting lecture of this unit because this is relevant to my future career as HR practitioner. Undoubtedly, other lectures were also valuable but this module gave direct overview of HR manager working like hiring, selecting and managing employees. I have learned workforce planning, HR planning, approaches to HR planning i.e.: quantitative and qualities methods, demand and supply forecasting of employees, employment trends and issues related to employee management. I wanted to yield more and more knowledge from this concept because in future as a HR practitioner I can apply all that knowledge effectively. Thus I most important concept was HR planning and its involved steps that is: It gave me clear understanding of HR planning at each steps through which I can forecast the demand and supply of employees. Likewise our tutor also shared employment trends of Australia that was new to me to know that the employment trend of agriculture is lowering whereas jobs are increasing professional, health and hospitality sector. The video was also sowing the shortage of skilled employees in mining sector. We also discussed the important issue Can HR keep up? I concluded that there are many uncertainties so HR model must change with changing conditions. Module 9: Outsourcing and Supply-Chains In the lecture of Outsourcing and supply chain I have gained valuable concepts. In this get familiar with the concept of outsourcing its limitations and advantages, supply chain management, supply chain management process and new approaches of supply chain. In this I came to know the relation of supply chain and outsourcing.as outsourcing is a business and greater sophistication in the supply chain through which companies can focus on distinctive competence and comparative advantage (Clott, 2004). I also realized that there are many benefits of outsourcing in supply chain management but at the same time it has many disadvantages like risk of leaking information, duplication, reduced the scope of differentiation and many more. Moreover I also learned the concept of networking and integration of supply chain and analyzed that for effective supply chain integration at all levels of supply chain is the major requirement. Module 10: Implementation of Control Systems Implementation of control system was one of the valuable lecture of the whole module. In the lecture I have learned the nature of control system that describes Controlling system in management includes the measurements and correction of performance to ensure that the plans and objectives of an organization are devised in proper manner (Koontz, 1966).Similarly I have also learned purpose of controlling, types of controlling and controlling process also learned how I can achieve HPO in organization with the help of controlling system. In my future career I can use controlling levels to achieve high performance organization (HPO), controlling levels includes: Operational control Financial control Structural control Strategic control With the help of operational control, I can manage the day to day activities related to production and daily objectives. Likewise the concept of structural control gave me the clear understanding about organizational control, clan control, bureaucratic control and structural arrangement control. Likewise I can manage strategies as a HR practitioner by evaluating them. The most important and valuable concept of this lecture was financial control. In financial control concept I have learned about financial control tools like budget, income statement and ratio analysis. Process of budget making and budget analysis will help me in my future career in avoiding financial risks and guide me in preparing effective budgets. In my future career I can easily manage the risks of different kinds with the help of controlling system. Module 11: Knowledge Management and Employee engagement The lecture on knowledge management was very interesting. I found it very useful in clearing my concept of knowledge and its managements.it gave me practical perspective of knowledge management in an organization. I have learn many things from this lecture some of are: First of all I came to know about the true essence of knowledge that is the capacity to act (Sveiby, 1997). I came to know the relation of knowledge within the organization. I can use this understanding as a HR practitioner to managing intellectual capital. Moreover the dimensions of knowledge gave me understanding of classify different kinds of knowledge. I can use these dimension in my future career as HR practitioner to know which information is needed on which situation for communication. Furthermore, the most interesting and important things that I have learned are knowledge creation process and knowledge management process. Knowledge creation process gave a deep insight of how knowledge is created and expand (Georg von Krogh, 1995) which will help me in collecting and interpreting knowledge of different kind. Likewise, Knowledge management process gave in sight perspective of how knowledge is acquired, shared and used. I can use knowledge management in my future career to increase the productivity of the organization. Likewise with the help of knowledge management I can utilize all the intellectual resources effectively and efficiently. Knowledge management will also helpful for me as a manager to make communication process effective in an organization. The other concept of this module was about employee engagement. The lecture on employee engagement was very interesting. In the lecture I have learned various concepts pf employee engagement. First of all I came to know about detailed concept of employee engagement. Likewise I learned different facet of engagement and involvement in organization. Similarly, the lecture also gave me an understanding about high employee engagement, disadvantages of disengaged employee and impact of engaged and disengaged employees on their overall performance and efforts. Moreover also learned various engagement drives. Thus, these learning are very advantageous for my future career as a manager or HR practitioner .Now I can use easily point out which employee is disengaged with the help of my learning experience of this concept. . As I came to know employee engagement is all about of creating conditions in which employee offer more capabilities and potentials (David Macleod, 2009). I can also use the following 7 engagement drives to make the employees engaged: These 7 engagement drives will help me in creating more suitable and friendly environment for the employees. Conclusion Concluding my reflecting report I can say that it was the valuable and significant unit of our whole course. These concepts have cleared my learning gave me clear and deep understand of various concepts. These modules are not only helpful in giving me insight of HPO concept but will also useful for me in my future career. As I want to pursue my career as a HR practitioner so this unit has proved a milestone for my future career. Now I can apply these learning in my day-to-day activities. It also broaden my perspective and clear my understandings related to HPO. Hence, I deduced that HPO is a very essential concept of management a manager can achieve effective and excellent performance if he apply its concepts properly. References Clark, J. (1993). Human Resource Management and Technical Change. Sage Publications. Clott, C. B. (2004). Perspectives on Global Outsourcing and the Changing Nature of Work. Business and Society Review, 153. David Macleod, N. C. ( 2009). Engaging for Success: Enhancing Performance Through Employee Engagement. BIS. Georg von Krogh, ‎. N. (1995). Knowledge Creation: A Source of Value. Holbeche. (2005). The high performance organization. Creating dynamic stability and sustainable success. Butterworth Heineman: Oxford. Kae, H. M. (1981). Organizational Behavior: Developing Managerial Skills. New York: Harper & ROW. Koontz, H. (1966). Making theory operational in the span of management. the Journal of management studies. Lawler III, E. E. (2003). HR as a strategic partner: What does it take to make it happen. Human Resource Planning, 15-29. Lewin, K. (1952). change theory in the field and in the classroom: notes toward a model of managed learning. Ricky Griffin, G. M. (1986). Organizational Behavior: Managing People and Organizations. Sveiby, K. (1997). The new organizational wealth -managing and measuring knowledge based assets. San Francisco: Barret-koehler publisher. WAAL, A. A. (2008). The Secret of High Performance Organizations . European School of Management. Read More