Who needs Superstars - Essay Example

Article 18: Who needs Superstars Summary: Article 18 encompasses a discussion about corporate talent and organizations need for more of it. The American Heritage Dictionary describes the sort of talent as "2. b. A person or group of people having such ability: The Company makes good use of its talent." (American Heritage Dictionary, 2000) The article also questions if there are that many individuals with talent or superior skills in organizations today. A corporate superstar is someone that shines above al of the rest and the article refers to the fact that there is not enough talent in corporate America. There are the Bill Gates and the Donald Trumps of the business world but every organization needs their own Gates and Trumps and having just one in the organization is not enough. However, Article 18 points out that the Gates and Trumps of the corporate world are rare. The article likens them to unicorns, the mythical beast with special powers and explains that many corporations dedicate their resources to discovering a unicorn. It also examines the fact that there are not enough unicorns out there and presents a solution to this problem. There article also includes a discussion of what a corporation has to do with the unicorn once they find it. If one of these corporate superstars is expected to perform to their capabilities and display their talent they must be challenged. The difficulty in this is that talent is so rare it is easier for an organization to dedicate their resources to working with a group of normal individuals to acquire talent out of the group of them. Article 18 also details the problems that organizations have with structure. It describes initiative programs put into motion by corporations but and also details how most times these initiatives are not followed through with. It is necessary for the talent in the company to be challenged in order for them to prosper but Article 18 points out that in most companies this is not done. Application The premise of talent can be applied to my life and my place of work. Where I work everyone does what they are supposed to do to keep their jobs and not much more. I work with some very intelligent people who actually are probably very talented. However, their talent does not rise to the top because they are not challenged. I believe that there is routine in the workplace and this gives an atmosphere for mediocrity. The work environment is one of routine and if initiatives were given and followed through with, I think that more people might go the extra step and their true talent and potential would surface. I think that potential is a very important word in this discussion because its as if not enough people perform to their potential. At my workplace, the employees walk around like robots and do their tasks in a routine manner giving nothing extra. However, it is important to point out that hard work is not rewarded in the company I work for. That brings up another point that needs to be addressed and that is does hard work have to be rewarded or should it be expected I feel that talented people in an organization are those individuals that put one hundred percent effort into everything that do. I also that they do this not to be rewarded but because that is how they perform and that is what makes them talented. The problem is how to get the talent out of people. The question that is being examined in this portion is how to apply this premise to a place of work. As I pointed out my placer of work is filled with individuals who do what is expected of them and nothing more. Would initiatives work I believe some motivation would be helpful but as Article 18 pointed out an initiative program needs structure and must be followed through with. I think that at my place of work there would be no structure to an initiative plan. I do feel it would be embraced at the beginning but would eventually fade out and everyone's attitude would be back to where it is now. This brings up the point of being rewarded and expecting it. I know all of the individuals that I work with would and do expect to be rewarded for their hard work and achievements. I think that talented people do not have this expectation and that is what sets them apart from the rest. Talent is a great premise to apply where I work but I do not see it happening with the current employees. The only option to apply this premise to my organization is to recruit new help, new talented help. This takes great resources and plenty of interviewing on behalf of management. However, this is the only I option I can see to apply the premise of talent in the organization I currently work for. Synthesis What have you learned about the topic and your company or school that helps you to better understand human resource management What changes need to be made in the practice of your company What is your company or organization doing that isn't reflected in the literature What changes in human resource management would help your company or organization survive better in a world of rapid change Article 18 has taught me that the corporate world is lacking in talent because individuals are not motivated. Once again I will go back to the problem in my workplace and that is the problem of motivation. I do not know if the answer can be arrived at in the workplace or if the attitude of hard work for no reward needs to bew taught at a intermediate level. Our society rewards good behavior in children which ultimately results in this group of adults that feel they must be rewarded for handwork and doing their jobs. Perhaps this sounds a bit dramatic but I think society may the root of the problem. If an organization wants talented employees and wants talented employees that perform why must they constantly motivate them to perform Individuals should be motivated to perform without initiatives and rewards but unfortunately that does not happen in the corporate world I have learned. As discussed before I feel the only way that my organization can find employees that do not have to be motivated to perform they must find new employees or make changes in the standards under which they recruit new ones. If the Human Resources Management in my organization wants to change the attitude and performance they need to actively recruit with a goal. The goal being to find talented individuals that will not fade away and that will not need constant motivation and reward to perform. I am not saying a thank you good job is not in order every now and again but if the work attitude is going to change in my organization Human Resources has to dedicate themselves to recruiting lively, already motivated individuals. I have learned that although this is an earnest endeavor it is not usually a successful one. Human Resources Management has to utilize their talent to recruit these individuals. I have learned that talent is not so rare rather motivating individuals to use theirs is. References Argyris, Chris, (1997) Personality and Organization, Wiley & Sons, . Bartlett, Christopher & Sumantra Ghoshal. 1989. Managing across borders: The transnational solution. Boston, Mass.: Harvard Business School. The American Heritage Dictionary of the English Language, Fourth Edition. Copyright 2000 by Houghton Mifflin Company. Thomas, Jerid R.(2004) "The Need for Multi-Tasked Human Resources Professionals " Read More