Workers Bodies and Emotions as Aesthetic Resources - Essay Example

Human resource management The management, of the organizations is based on the well equipped managers who deliver the skills that are required to increase as well as improving the day to day running of the organizations. the human resource management has a special task in the ensuring the welfare of the organizations workforce as the contextual perception of human resources is concerned is concerned. The management is concerned with the training of the workforce to enhance their technical competence. The management also helps in the building and promoting the organizational culture and principles that enhance the management and the production in the part of labor force (Anderson 1999, P.58). In the past management have been viewed as fully impacted for managers to implement the processes of management which to some extent have, added as the object of only inculcating the labor as a tool of production. This has shrunk the workforce in the organizations, as they do not have an open platform to express their views in an open and amicable way. The collective bargaining power and the ability to set a binding agreement by the management have been paralyzed. However, despite the above challenges the improvements, which are sound and amicable with the sense of improving the welfare of the workers, have been put into place. This serves to be the primary liaison with the various employees union to make the daily running of the organizations’ to be in the right context and sound order. The emotion running of an organizational setup brings a mixed perception of the organization as this brings the subjective of the biological and the psychological reactions of the individual’s mental health. Emotion being is a conscious experience that drives an individual’s way of reaction depending on the presented situation. The emotional setup of an individual drives the mood and temperament of a person and the emotion largely determines the personality of a person. The behavioral and the emotional aspect of a person help to determine the specific functional role carried by an individual in the management of the organization. The issue of the many companies lacking the human resource management department leads to the organization allocating a wider range of responsibilities to the managers. The aligned duties to the mangers to carry out the peoples management activities brings a mixed reactions since the workload depends on a single individual who can inject personal concepts , based on one’s emotional appeal destructing the major decision making processes in the organization (Anderson 1999, P.58).. This emotional appeal brigs a clear illustration of the contingent enactment of the personal issues that do affect both the organization management an the individual; performance of the individual workers. The emotional cauldron of the manager will to a larger extent determine the culture of the organization and the protocol lines which are used in the procedural management of the organization. The management of a company widely depends on a number of factors. These include the size of the organization, the nature of the business transactions that the company do undertake and lastly, the accepted principles and norms that are the basis of how the organization should work. The emotional landscape surrounding the manager as the overall leader of the daily running of the organizational structure determines how the activities within and outside the organizational structure should be carried out. This diversity of the approach also determines how the reflected and the way different functions are constituted in the different stances that to a greater extent underpin the attitude towards people involvement in the management process. The emotional approach towards implementation of a decision by a manger can influence the person to shift from the main themes of the human resource management in the organizational structure. These themes include the strategy, performance, flexibility, culture the level of commitment and finally power of the organization structure. The manager performance depends on the individual view and the outlook of making keen decisions based on the rational thinking, and the outweigh of the issues at stake and ,not being under the influence of any emotional upset. On the crucial issue of strategy the organization should set the frequently challenging issues at stake and goes ahead to look at the way forward to start or put in place the business and operational targets on a particular phenomena in the organization setup. Under the concept of strategy the top management and other senior members ,of the organization should set and present the strategy that ids workers friendly, and achievable in the final layout of the plan (Ferguson 1997, P 105). The strategy should not be based on the emotional of a particular failure in the past in the organization setup. The necessary guidelines with more clarity, on how the strategy is going to be achieved are key assertions which should be made by the departments under human resource management. To achieve further on the strategy the necessary management policies based on the rationality of weighed positive and negative consequences of the strategy, and also the management practices that the workers should partake keen performance in. the workforce in the organization should be given a key concern on the viability and the desirability of attaining the aligned strategy. The adoption of the strategy should not be based on the longest pedigree and the mounted pressure on the organizational management structure to put the strategy into action. Another contemporary factor that should not be ignored is the in the management process is the issue of the performance based on the individual and the general team performance of the organization. The practices and policies that are not emotionally driven, in the top organizational structure should be inculcated in the management of the company. There should also be a distinctive contribution from both the workers bodies in the organization and the general management of the company. This will lead to the effective people management with all their rights being observed. The strategic performance of the organization depends on the focused performance outcomes of the employee’s commitment. The commitment should be based on the organization‘s goals. The implementation of these ideas is strictly based on the competitive business environment that the organization ,is located. This is because the business sector should be based on articulating and incorporating different measures to improve its chances of achieving the goals and objectives. The human resource management should implement the practices in a time schedule that is fully constrained with the organizational circumstances to improve the success of the commitment. The basis of evaluating the duration of the survival of the employees commitment should be keenly observed with the necessary measures and their interests put into place. When the circumstances run on a wrong path the workers should address them amicably and through the right channels to ensure fairness and the enhancement of the workers commitment. These changed circumstances in the organizational, structure require the workers flexibility to adjust to the issue. Multi-skilling workers can achieve the flexibility pattern. This is through equipping different skills in the different jobs to enhance them in the changing job and technological patterns. The enlarged roles improve the welfare of the workers and enhance their skills. This also helps them earn more in the annualized hours and get more advanced in the contractual basis. Through effective management, the organizational culture is enhanced. The supporting behavioural framework that ensures the company comparative advantage over the others, is maintained in a strong outlay. The culture can be excellently manifested to a success through increasing the managerial competence in relation to the workforce. The cultural ascriptions of an organization go hand in hand with the high performance and outcomes on the organizational innovation. Through proper and competent management of the organization without discrimination ,in the workers rights, brings a strong and powerful organization structure. This will help the management recognize the efforts of the workforce within the organization structure. This will help build the social, economic and political contexts that will help in the continued support to the perceived legitimacy on the organization build up. Finally, when the workers interest is placed on a keen weighed scale with all the observed rights, various achievements will be achieved. These are performance, rewarding employees, and quality progress will be witnessed in the organizational framework. This would be possible if negative emotions were removed in the management process of an organization. However, in recent times in work organizations, the role of the body has been changing and in organizational behavior management. Some techniques used in the management of the body. The Descartes considered the body by the 18th century. The body is a social interaction medium. The sociologists and Phenomenologist emphasize body and mind as one. Therefore, we interact and communicate through this social interaction medium. Our bodies act as a link between the ‘outside’ and ‘inside’, self and others just like emotion. Here our emotions and bodies are largely aesthetic resources. As a medium, our bodies are increasingly viewed as integral to identity and self-presentation. The human bodies in these times have become projects that are to be worked on through gyms, medical interventions, and dietary practices. All these are practices that can be described as extra organizational practices. Some think that the contemporary body as a physical capital that need to be invested. Here the workers emotions and bodies are viewed as aesthetic resources since the body is regarded as an asset to be invested in just like the resources. This is different from the past where the managers only saw the body as a labor tool (Johnson 1999, P.89). In another angle, the human body is just used like a metaphor for managing and understanding organizations. This is according to various scholars\. For instance, Anthropologist Mary Douglas describes the body as a metaphor for all the social systems. Morgan also views it as an organic metaphor. Therefore, the human body is a managerial intervention focus. According to these scholars, the human body is an aesthetic resource and not a labor tool as was viewed by the managers in the past. The body was viewed as a tool in the industrial organizations where the focus of managers was on bodily substance. These managers understood the body as a physical resource where they emphasized capacity, manual skill, and endurance. However, in more recent times, this is not the case since the body surface has been focused by the managerial interventions. The body here is used as a symbol representing the corporate culture. The organizational bodies are among corporate landscape parts. It is largely understood as a resource in modern sales-service economies that are consumer oriented. According to Trethewey, only slim and fit bodies are seemed to be professional. Therefore, the bodies of the workers are required to be ‘branded bodies’ by the managers. Disease and death disrupt these bodies and organizations hence these organizational bodies are managed through practice and exercise. There are various techniques of managing these aesthetic resources; these include the formal and informal mechanisms. The formal mechanisms include monitoring and supervision, training and development, and recruitment and selection. On the other hand, informal mechanisms include; peer and self-surveillance customers ‘body management’ (Appelbaum 2008, P, 74) However, the contemporary approaches that see workers’ bodies and emotions as aesthetic resources exploit the organizational bodies since they reduce them into tools. In addition, bodies that do not or cannot fit are discriminated. According to Shilling, body work is the work that our bodies carries out in the labor market interests but that is outside the wage labor domain. This self-management is directed as ‘physical capital’ investment in human bodies. The above concept therefore links emotion and the body as aesthetic resources to leisure time. References Geofrey kennedy. (2002 October).Thin blue line ‘has no future.The Sunday Times, Perth, Western Australia, 26. Appelbaum, E. (2008). Human resource flexibility and older workers. Paper presented at the Forty-first Annual Meeting of the Industrial Relations Research Association, New York. Corduroy, J. (2001, November). A comparison between baby boomer and generation X employees’ bases and foci of commitment. Dissertation Abstracts International, University Microfilms No. AAT 98-23312. Johnson, B.A. (April, 1999). The development of measures of age and generation identity. Industrial and Organizational Psychology, Atlanta, GA. Ferguson, A. (1997, January). 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