HR Management Part 1

HR Management Part 1

HR MANAGEMENT 7

HRManagement

Part1

Thepurpose of this paper is to identify the role of the managers inemployee integration. The choice of topic is driven by the need tounderstand the strategies taken by the managers bearing in mind thediversity in the workplace. The contemporary business environment hascatalyzed the need to uphold diversity. As the leaders ofinstitutions, the managers have the responsibility to ensure thattheir employees are appropriately guided and directed to enhance therealization of positive outcomes. The significance of the employeestowards the realization of positive outcomes within an organizationcannot be underestimated. It is hence appropriate that the managersutilize the best practices in human resources to enhance theproductivity of their employees. The audience for this presentationincludes the business operators, managers and employees. Due to theinsisted focus on the individual as opposed to the whole group,leadership enhances individual performance and thus team performance.Leaders are able to identify the strengths as well as weaknesses oforganizational members and then assign them to roles that they arebest suited at. The audience for the presentation has an obligationto meet their institutional objectives as well as embrace thecontemporary practices.

Thetopic will help the managers in identifying the appropriatestrategies to enhance workforce diversity within their organizations.The topic will help the managers in appreciating the significance ofthe workforce diversity towards improved productivity. The topic isalso instrumental in making the business operators to uphold good andethical values in line with the contemporary business practices. Thetopic is significant in enabling the business operators promoteco-existence among the employees. The topic is significant towardsaddressing the challenges affecting organizations in establishing thebest approaches to diversity management.

Part2

Thecontemporary environment is faced with significant changes due toglobalization. As such, the business operators are operating businessin many countries while others are employing staff from diversefields and backgrounds. Such approaches are meant to improve theinstitutional performance as well as meet the demands in thecontemporary environment. The nature of integration strategies hasresultant effects on the performance of the employees.Diversitybrings about the exchange of different kinds of ideas from peoplewith varying experiences. It is assumed that each employee hasdistinct characteristics thus workforce integration brings along anefficient working environment. The approach allows the employees tolearn from one another’s experiences, culture and background.Integrationsets a direction that shows utilization of individuals’ efforts inthe right way in order to achieve goals as well as developingdetermination.Effectivemanagement approaches results in an efficient system that leads tojob satisfaction, employee integration, increased motivation andcommitment among the followers (Johnson,2011).

Managingan entity coupled with workforce from diverse cultures is not easy.Identifying the individual differences was important for effectiveadministration and supervision. Managers working in an organizationthat has diverse workforceare required to developprerequisite strategies that will integrate all the employees towardsa common goal (Bures&amp Vloeberghs, 2001).Elaboratehuman resources systems result in integrative experience and positiveattitude in an organization. All these strategies are largelyformulated and implemented by the management team.

Therole of the managers in enhancing employee integration is essentialas they are the ones who offer guidance and direction within anorganization. The aspirations of the employees change from time totime. As such, the management team in any organization is required tocreate the list of motivators that will set the direction to meet thebusiness objectives. To improve the understanding of employeeintegration, the managers are supposed to recognize the variousessentials and needs of the employees. Further, the managers motivatethe employees towards positive performance and attitudes. The inputof the managers is essential to provide direction within anorganization. Themanagers in an organization have the capacity to influence theirteams either positively or negatively.The manager as a leader should support the right actions whether theyresult in negative results against him or not. Such are some of thepains that people go through in order to advance the organizationalobjectives as well as win the trust of the people.Integrationstrategies should seek to influence the workforce towards commonthinking and plan. Whenundertaking their leadership role, the managers are supposed toconsider thediverse attitudes, personalities and values in the teams (Shorbaji,Messarra, &amp Karkoulian, 2011).

Image1

Asseen in the image above, every employee has significant contributiontowards the overall performance irrespective of their differences invalues and experiences. It is thus appropriate that they uphold theright attitudes that will see them working as a team. The employees’attitude is reliant on the intensity of the motivation and the effectof the practices that advance the attainment of the work values.Participative approaches through teamwork help in creating a platformthrough which motivation is entrenched in an organization. Workforceintegration enhance satisfaction hence plays a fundamental functionin increasing the productivity of employees. Employee integration,according to the findings, is essential in enhancing the performanceof individuals in an organization. It is achievable through effectiveleadership and appropriate strategies in a company.

Inconclusion, propermanagement practices allow for the attainment of the suitable linkbetween the business environment, business strategies, humanresources, and organizational structures. Effective managementstrategies enhance workforce integration. The approach helps anorganisation to meet its institutional objectives as well as meet thechanging dynamics within the contemporary environment. Thepresentation is informative to both the business operators andmanagers in their quest to enhance performance and address diversityissues within their organizations.

Part3

  1. Which leadership qualities do you think are appropriate to enhance elaborate implementation of integration initiatives within an organization?

Ibelieve transformational approach is the most suitable style to beadopted by the managers. The approach offers the workforce theemployees a sense of identity through inspiration and motivation. Themanagers always seek to align the weaknesses and strengths of theiremployees to enhance organizational performance.

  1. What are the challenges likely to be faced by the managers in their quest to enhance employee integration?

Owingto the differences in interests, values and experiences, the managersface difficulties in trying to harmonize these characteristics.

  1. What are the expectations of the employees in ensuring the success of the integration initiatives?

Theemployees need to put their differences aside and work towards thecommon goal. They are expected to work as a team hence upholding thevalues that are developed by the managers. They are also expected torespect the organizational values and culture.

References

Bures,A. L., &amp Vloeberghs, D. (2001). Cross cultural patterns ofinternationalization and human resource management issues.CompetitivenessReview, 48-56.

Johnson,M. (2011). Workforce Deviance and the Business Case for EmployeeEngagement. TheJournal for Quality and Participation,11-16.

Shorbaji,R., Messarra, L., &amp Karkoulian, S. (2011). Core-Self Evaluation:Predictor of Employee Engagement. TheBusiness Review, Cambridge,276-283.