Human resource management this a case study case

Oriental Studies, Strategic Human Resource Management, Water Resources, Examine Guide

Excerpt from Case Study:

Human Resource Management. It a case study formatting Academic Essay. Use Harvard style reference list intext reference point, Do incorporate bibliography. Amount reference: twenty Academic Recommendations Detail discover upload record.

In today’s challenging economic and business environment, managers tend to be faced with a dilemma regarding the human resource coverage that is greatest applicable. With this particular example, an important problem is brought forward: what is the best dimension with the workforce in an organization? There are several dimensions to this problem that is to be discussed in this paper, including the challenges and consequences of getting an adequately significant workforce, motivational theories that apply to the employees etc .

The basic of the problems described in the case study is simple: in the present time, the economy will no longer has a estimated trend. With stagnation and economic recession only passed, the economic and business environment has not genuinely returned for the levels by before the crisis. Even worse than this, the first is never sure whether that actually will. With all that in mind, exactly what organizations to complete? Should they support the current staff, in expect that the upcoming will bring larger demand for many and companies? Should they let it go a number of people, so as to be more powerful and reduce costs?

Each of these activities come with a number of consequences. Letting people get without a appropriate analysis may well mean that, when the time comes to hire people go, the corporation will have a spike in the costs, since recruitment and selection are costly operations. Retaining those comes with salaries, benefits and so forth If the company is certainly not producing enough, then retaining additional people is not useful.

The situation study gives alternative solutions that a number of the companies came up with. Some of these promote versatility in the staff. Flexibility has many faces, but , mainly, it aims to permit the company to lower some of the costs without letting the individuals go totally. Flexibility contains part-time careers, reducing the amount of hours 1 works within a week and sending some people to do their very own job from your home, thus reducing the costs connected with supporting a person at the work environment.

There are several problems that this approach may result in, but the initial element being discussed from this paper is the motivational aspect. A discussion about motivational hypotheses should start with a reference to Maslow and Herzberg. Maslow’s structure of requirements (Maslow, 1943) is part of the larger class of motivational hypotheses based on the needs individuals. In this particular case, he divides the needs in five types: self-actualization, esteem, love and belonging, protection and physiological.

The flexible approach that some of the corporations presented in case study have got aimed to put into action have an adverse consequence about at least a couple of types from Maslow’s hierarchy. The physiological requirements are not damaged, but many techniques from there up-wards (safety, belonging, esteem and self-actualization) will probably be negatively afflicted, with the potential of reducing the work functionality of the staff. This will be investigated in detail further beneath.

First, the perception of the employee who may be moved by a a lot of the time to a or perhaps position is the fact he or she is the first or among the first that will be let go in case of a downsizing. With this in mind, he will probably be concerned about the protection of his employment which particular want from the structure will no longer become properly maintained to.

Second, a or perhaps employee is no longer part of the full-time team. It will have activities that he will not really be part of, because of his plan, and will miss on some of the activities that generally informally enhance team nature, from discussions over a mug of coffee to working into a colleague on the hallway. This will also likely impact his performance within the organization.

This has recently been pointed out by studies that emphasize that, in many circumstances, employees determine themselves because both the portion of the organization and, to the same degree, within a dedicated workgroup that stocks and shares similar morals, objectives (both organizational and strictly group-related) and job areas (Van Knippenberg, 2006). For these personnel, it is difficult to break away for the reason that manner and also to restrict themselves to a or perhaps job that no longer offers the same group identity.

Third, the need for worth is one of the finest motivational factors for the employee. As demonstrated in one of the previous paragraphs, automobile is likely to perceive a change by full-time job to part-time employment as being a demoting actions by the corporation rather than being a measure motivated by financial and financial necessities.

Next, self-actualization is supported by courses, trainings and seminars which the organization places together due to its employees. In the event that an employee is only a or perhaps employee, that remains to be seen their education to which the organization will still be focused on investing into the development of that respective staff, especially provided the monetary constraints that led to that situation to start with.

It is from this context that one should notice, however , why these needs as well as the degree of requirement and pleasure varies from culture to traditions, as Tang and Ibrahim have shown inside their studies (1998). In the Middle East, for example , a few of the needs that may otherwise appear redundant under western culture, are still vital, because of their shortage, in these parts. For example , basic physiological requirements are protected in the Western world, set up employee ways to a part-time position, although a resource such as water remains a resource that may be affected if the employee moves to a or perhaps position in the centre East.

Many theoreticians arrived at argue that, in fact , the hierarchy of demands, as proposed by Maslow, does not fir every lifestyle and that it is extremely a reflection of yankee culture and values (McFarlin, Sweeney, 2010). As displayed in the previous example, some civilizations may look to physical protection and simple physiological needs as essential than the upper levels of the pyramid.

An interesting differentiation in the structure of requirements is brought by Haire, Ghiselli and Assurer in their “Managerial thinking: a worldwide study” (Haire, Ghiselli, Porter; 1966). That they show that we now have differences in the way the hierarchy of needs can be structured throughout different ethnicities, but , specially, across the different layers from the organization, with managers re-acting differently towards the hierarchy of needs compared to the rank-and-file staff.

In countries in The european union, self-actualization and several of the other uppr levels were the most important, but in the Chinese culture, is it doesn’t belonging need that is most likely more important, shared by different countries in East Asia and Asia in general. Managers have greater concern for the upper levels of the hierarchy of needs, as the rank-and-file workers are more interested in things such as the protection of their employment and their family.

Jelavie and Ogilvie (2010) bring an appealing argument, derived from Hofstede’s research into motivation across cultures and ethnic differences. Consider that the English-speaking world features particularities in needs that differentiate this from the rest of the countries and cultures. In their opinion, for some of these additional countries, it’s the safety and love/belonging that usually rank higher inside the pyramid, as opposed to the other method around, while tends to be the characteristic intended for the English-speaking world.

This leads to a reverse discussion than presented in case study. Certainly, on one hand, you should consider the truth that multiple time-zones creates difficulties for managers when it comes to their sleeping and functioning schedule, although one should also consider that the particular cultures might have different priorities in terms of the needs they want to satisfy. The discomfort of a night with less sleeping can be quickly covered by the fabric safety for the relatives that this decision can fulfill.

This means that a conclusion to transform a full-time in a part-time decision also needs to take into consideration the civilizations in which the corporation is functioning and how this kind of decision could have an impact for local workers. In a Central Eastern or perhaps Asian nation, getting to hang out with the family members will focus on exactly the that belong and devotion need that was revealed to be essential by several of the research that were discussed here. The decreasing contribution in the activities of the organization will likely be revealed to be fewer important than this, so such a choice would make perception in these regions.

For the issues that have been previously listed, this sort of a evaluate may possess a directly opposite impact, the decline in efficiency and productivity to get the employee translating, eventually, in to an additional cost for the organization, that would need to supplement this in different other ways.

Going back to the work-life balance, there seems to be a general agreement that a diverse identity that every individual offers today, maybe more certainly so than at any

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