The 2011 CHRO Challenge, Essay Example

Course Background

Human Resources Management and Organizational Behavior-this is the target discussion that has been constantly become the focus of discussions in this course. The course in itself aims at allowing future managers to become more considerate about the changes that are happening around them and how these matters would greatly affect the way they handle the challenges of dealing with the need to direct human resources towards a more productive sense of existence. True to its sense, the course promises to produce a good sense of realization among students to understand what they are supposed to expect and are likely to go through as they enter the real world of intense management. Practical presentation of cases an resolving them through proper application of theories and tested approaches to managing conflicts and human resource issues have been the basic foundation of this course as it mirrors the real world of modern management.

Lectures and Discussions

Organizational behavior is just one of the many branches of management that human resource direction is involved in. Focusing on this matter for this course creates a more responsive system that allows students to see what it is really like in the real world. Through working with cases that has actually shaped the field of modern management for the past years provides this course a more valuable worth that identifies well with the desire to increase and/or develop the knowledge that the new generation of managers have towards the issues that they are supposed to deal with. Noticeably, the course directs managers into seeing their colleagues and their employees as human beings, having their own goals and desires in life. Doing so would give them a better understanding on how to put themselves in the shoes of those whom they intend to guide in the business.

Among the guidelines that the lectures and discussions have personally marked on my process of thinking and decision making as an individual [and as a hopeful manager in the future] are as follows:

• Treating workers or employees as human individuals means recognizing that they have their strengths and limitations
• In this particular aspect of understanding my role as a leader [or as a manager] I was able to see the worth of being fully equipped to recognize the human factors that makes up every existing organization. No business would be able to exist without the people. True, machines are making a huge impact on how major businesses operate; nevertheless, it is still the human factor that dictates the direction of the organization as it completely embraces the constructive function of growth goals.
• People are, however, much complex to deal with instead of machines. Managers as humans themselves ought to understand that dealing with issues that every individual is likely to go through [including personal problems] requires time and effort. On their part as managers, seeing these situations and understanding how to work around them shall make it easier for them to guide their employees amidst all the hardships they may be experiencing outside work.
• Giving workers a better sense of realizing their worth in the company involves a more direct sense of understanding how they are able to become what they want to become as they complete their tasks for the organization [as directed by the management]

Employees are not robots and they should never be treated as one. The function of each person to become more effective in his work tasks depends on how well the manager directs him and his teammates to work well together. Assigning reasonable tasks that could help the workers realize their worth, while also contributing to the growth of the organization is an essential part of understanding how much they are appreciated by the business that they are working for.

Functioning as a person and functioning as a worker are two very different things. Making sure that the employees are able to gain the best out of what they put forth for the organization should be an utmost concern for managers. Making sure that this happens basically gives the people a proper sense of distinction as to how much they are valued by their superiors and are then better motivated to work at a better pace; producing better results in the long run.

• The contribution of one good employee to a good environment for working encompasses the whole organization if the culture goes from one person towards another

Organizational behavior is affective and company culture is directive. True, when one person follows the rules, there is a chain reaction that follows. It may take time, but establishing good company culture through leading a good sense of leading towards the creation of proper organizational behavior is a vital part of success in businesses at present. The world today follows a model-the-way principle that subjects managers into the ideal pattern of not becoming merely as directive leaders but as individuals who are able to model the right ways for the employees to follow. This means that managers are given the responsibility to take the first step in embracing a better consideration towards creating a workable and positive environment to perform well as expected.

• Teaching people the concept of humility works all the time especially when dealing with conflicts at work

When it comes to managing people, the existence of conflicts cannot be avoided. Given that these individuals have their own considerable goals, each person may have a conflicting existence with another. This is especially true when it comes to determining the real value of coexistence among employees. Not to mention that each person comes from a different culture, a different background and has a different set of beliefs that not everyone shares alongside with. All these factors are part of being human. The concept of individualism ought not be considered as a plague towards making a comprehensive connection with others; instead, good managerial strategies are able to mandate a better condition of recognizing how humility and its power of application could actually help in reducing conflicts in the workplace amidst all the differences that the workers may have towards each other.

• A diverse workforce could be the company’s turning point for success instead of a hindrance towards growth depending on the strategy of management adapted by the administration

Diversification of human resources is often seen by managers set to have a negative vision of matters to be a hindrance towards growth. However, in this world of global camaraderie and connection, diversification of human resources is something that cannot be done without. Working around these matters ought to be the core source of competence of good management.

True to its sense, proper management of diversity among workers basically gives the whole organization a chance to exist within properly constructed rules that are expected to provide the business a better sense of operation especially in directing people to become the best that they could be while aiding them to provide their best performance for the organization to benefit well from what they have to offer.

Activities and Reading

The reading materials that were used in the course were direct to the point and specifically helpful in redefining the concept of improvement among people. Noticeably, this referential basis of information has helped well in identifying the theories that surround the aspect of establishing effective organizational behavior and the cases included in these readings provide a firm example on how these theories are to be applied in the actual ways of managing businesses worldwide. Productively, these considerations have aided the growth of organizations in the past and are extensively expected to serve as inspirations today and in the future.

Final Reflection

Overall, I have personally learned from this course the importance of determining the role of human resources and allowing them realize the best of what they could be for themselves, for the business and for the industry they are engaged with. Managers play a great role on how such worth is duly realized. Being an aspiring manager I was given the chance to see and understand what I should expect with regards what I was to experience in the future as I deal with people and guide them towards exceptional performance and success.

Works Cited

Wright, Patrick. “The 2011 CHRO Challenge: Building Organizational, Functional, and Personal Talent” (PDF). Cornell Center for Advanced Human Resource Studies (CAHRS).

Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press.

Conaty, Bill, and Ram Charan (2011). The Talent Masters: Why Smart Leaders Put People Before Numbers. Crown Publishing Group.

Cummings, Thomas G.; Worley, Christopher G.(2001). Organization Development & Change, Thomson South-Western.

Schultz, Diane P. Schultz, Sydney Ellen (2006) Psychology and work today: and introduction to industrial and organizational psychology (9th ed.) Upper Saddle River, NY: Prentice Hall p262.

Sullivan, Roland (2010), Practicing Organization Development: A Guide for Leading Change. Jossey Bass.

Western, S. (2010). What do we mean by Organizational Development. Krakow: Krakow: Advisio Press.