Creation of Diverse Team of Employees with Different Strengths
Creation of a diverse team of an employee is a fundamental technique which is embraced by different organizations, companies, or institution. A diverse group of employees eases operational activities which might be required to be done by such personnel. It also allows the organization to make an explicit decision based on the motivations, which are evident from the team. Diversity also helps in building a steady workforce ad relationship between the employees and the management for goal realization. This paper focuses on examining the creation of a diverse team of employee with different strengths using different scenarios. It captures the major theories of leadership and motivation as the fundamental considerations which are pertinent in managing as well as motivating the behavior of an individual and group.
Leadership and Motivation
Leadership is a major character that every self-motivated staff must portray in an organization; through motivating others to become a good manager. The administration is associated with inspiration that one can display while working or leading other members of the team to the realization of a specific goal. It is usually inbuilt, but sometimes can be learned with the environment of operation (Glaister et al., 2016). Therefore, leadership and motivation are regarded as chemistry, which can hold a person to overcome every task regardless of their nature and forms. The association of leadership and motivation is helpful in management sectors, especially when dealing with either a team or an individual. Possession of skills is an attribution that is evident in every person, but continuous practice and displays of such skills make one a perfect leader.
The vision to achieve specific goals is the central aspect of leadership. Every company or organization depends on persons who can exhibit excellent leadership skill in carrying out their activities for the overall success of the intended goal. Notably, leadership and motivation arise from major theories which are useful in choosing an outstanding leader. For instance, the trait theory which arises from that a concept known as the “Great Man” approach reveals essential characteristics that are common among successful leaders. According to this first theory, a leader must be dominative, self-confident, dependable, highly active, and ambitious with specific decision-making ability. These characteristics keep the
Additionally, leadership and motivation rely on behavioral theory, which focuses on success performance and human relationship. The approach shows that a leader can exercise self-control as well as self-direction in achieving their target or goals. This theory also shows that democracy is prudent in deciding pertinent issues which are evident in every social setting. However, motivational theories help the management to motivation to their employee (Ruiz-Jiménez et al., 2016). For instance, Maslow’s Hierarchy of needs, human needs are broken down into various categories for self-acclamation. For example, a good leader needs safety, psychological motivation, and self-actualization to realize his or her goals.
Role of the HRM Function
Every organization has a support function that does different operations and roles across its premises. However, the HRM function is more outstanding as it covers a more extensive area of jurisdiction. For instance, the HRM has the task of ensuring the policies and procedures of an organization are adequately implemented, and any form of grievance that may be evident from the employees are adversely taken care of within the most appropriate time. HRM function in an organization combine training, hiring, and mentoring of the employee as well as decide on the best paying grade and structures which are worth a given employee. This means that the limit in the HRM functions has a task cut that varies depending on the processes which are evident in every organization.
Similarly, HRM manages employee’s relations in every organization. Employees are regarded as the pillar of every organization, and their relationship with other agencies or bodies determines the work output. HRM function ensures that such links are up to date, especially between employers and employees for the realization of the organization’s goals. Similarly, training and development are some of the most indispensable roles of HRM. In the management of employees and labor relations, the adoption of these practices improves both the current and future employee’s performance through equipping them with the necessary ability and skills in particular subjects (Noe et al., 2017). HRM function also provides adequate orientation to new employees. A thorough orientation is necessary to all new employs to enable them to adjust to the requirements of the organization. The program helps them to adequately know their needs in the assigned duties, its description, and roles within the organization. It also gives employees adequate clarifications about their new position for active participation.
Decision-Making Process in Management
Every organization depends on the nature of the decisions which are made by the management with the working system. However, an inclusive process must be followed to ensure that the process is valid and concrete. In most companies, management uses a step-by-step decision-making process. For instance, the process starts from where the incidence occurred if it was of that form through all departments which are related to decision making before finality is made by the management. However, in some management process, a meeting is held, and members of the working team come together, deliberate over the matter or concern, a vote is done, and finality is made depending on the total number of votes cast: democratic approach.
Aspects of the managerial planning process
The managerial planning process involves the identification of the goals of the organization and the creation of a realistic and detailed plan. The senior executives, executives, employers, and employees are part of this plan, and they ensure consistency and transgression to the goal-realization is being made (Andersen et al., 2018). The hierarchy plays a vital role in keeping constant contact between the management and the subordinate’s within various business and co-corporate-level strategies and well as in ensuring accurate observation of the assessment process. Similarly, the planning process involves the identification of resources to improve their financial projections and goals. Goal-related tasks should be embraced in the process to increase tasks achievements in areas where certain flops can be identified.
However, the digital control system is essential in establishing an active input into the organization. The system has signals with discrete time intervals and can convert various sources these signals into one unified unit. In management and operations within an organization, the digital system helps in handling other systems within a combined group for management consistency (Gotsis & Grimani, 2016). The systems ensure that all the information regarding the credibility of the workforce is adversely addressed.
In conclusion, leadership and motivation have massive impacts on both the organization and the management fraternity. The process involves the leadership skills dispensation by enables most employers to motivate their employees. However, this varies depending on the type of technology or information that is adopted during the process of decision-making. Overall, managements require stead workforce and goal-related tasks to ensure success in their managerial planning processes,
Andersen, L. B., Bjørnholt, B., Bro, L. L., & Holm-Petersen, C. (2018). Leadership and motivation: A qualitative study of transformational leadership and public service motivation. International Review of Administrative Sciences, 84(4), 675-691.
Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance—The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), 148-166.
Gotsis, G., & Grimani, K., (2016). Diversity as an aspect of effective leadership: Integrating and moving forward. Leadership & Organization Development Journal, 37(2), 241-264.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Ruiz-Jiménez, J. M., del Mar Fuentes-Fuentes, M., & Ruiz-Arroyo, M. (2016). Knowledge combination capability and innovation: The effects of gender diversity on top management teams in technology-based firms. Journal of Business Ethics, 135(3), 503-515.