For today’s challenging environments, human capitals are playing an importance role in the organization in order to have dominant position in competitive advantage. Human capital developments are indispensable because it is unique and valuable assets for successful today. Undeniable, practices of human capital development is a significant process to employing and selecting the qualified employees to the organization. So, have a systematic functions and proper practices in strategic way not only can retain and attract the employees, it also can let the organization more understand the demand of employees. Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process.
I now have a very strong road map that I can use to measure my progress in areas of my life that I want growth and development. I now determine my current state and know what I want or where I want to be in the nearest future. Decisional roles are very important when it comes to managing in a complex, changing work environments. For any organization to grow they must be able to identify new opportunities and make best use of the opportunities,
Disciplines have adopted teamwork as essential in achieving success and their mission statements routinely allude to the importance of teamwork, utilizing such words as cooperation, coordination, collaboration, and Communication as key components. A number of theoretical arguments have been developed to explain why team working might .Lead to improved organizational performance. Some theories focus on the effort and motivation of individual workers and claim that they work harder. Teamwork is the process of working collaboratively with a group of people in order to achieve a goal. The external factors of teamwork are the political, economic, social and technological factors that affect teamwork whiles the internal factors of teamwork constitute leadership style, diversity (culture, talent and personalities) communication, cohesiveness etc.
Components of Authentic Leadership are outlined in the action portion, they include self-awareness and balanced processing. Authentic Leadership works by making leaders and followers more determined, value-centered, self-disciplined, and empathetic (Northouse, 2016, pp.205-206). In a study conducted in 2012, findings suggest that employees’ psychological capital and creativity are important resources when helping organizations through challenges and changes (Rego, Sousa, Marques, Cunha, 2012, pp. 429-437). Additionally, Authentic Leadership positively relates to increased creativity, an aspect discussed in the next leadership style, and human capital is highly relevant in ethics contexts.
Thus, the understanding of motivation is a great management’s means in achieving organisation’s goals. To be precise, understanding the behaviour, directing, changing, and controlling the behaviour in organisations are all essential requirements for effective leadership aimed at achieving organisation’s goals, mission, and vision (Blanchard, 1993). Motivated and fulfilled individuals can ensure growth of an organisation in a vibrant and highly uncertain environment because of the strong influence leadership has on employee’s performances and their involvement in achieving organisation’s goals (Hellriegel et al., 1992). This has encouraged numerous researches which have tried to give an answer to which leadership approach is the most suitable. This pursuit has resulted in important leadership theories - from trait theory, through the behavioral and contingency theory, to the contemporary approaches to leadership such as transactional, transformational, interactive, and servant leadership.
The dominant issue in the case of this study turned out to relate to succeeding success factors namely visible, aligned and committed leadership, clarity of direction and target, extensive cooperation with absolute decision power, objective and efficient communication, enabling resources and structure for a change, motivating people to change their behavior and cultural understanding. These factors also proved to be the ultimate critical factors from the employee's point of view. By holding people related queries into account as well as managing cultural differences are issues that appear to require an extra effort, especially in an ERP implementation project. Organizational cultures are unique and differ from each other. In ERP implementation, people have to start to collaborate with different organizational culture.
These studies strongly support the theory. Need for Achievement(nAch) : The need for achievement is characterized by the wish to take responsibility for finding solutions to problems, master complex tasks, set goals, get feedback on level of success. Need for Affiliation(nAff) : The need for affiliation is characterized by a desire to belong, an enjoyment of teamwork, a concern about interpersonal relationships, and a need to reduce uncertainty. Need for Power(nPow) :The need for power is characterized by a drive to control and influence others, a need to win arguments, a need to persuade and prevail According to McClelland, the presence of these motives or drives in an individual indicates a predisposition to behave in certain ways. Therefore, from a manager 's perspective, recognizing which need is dominant in any particular individual affects the way in which that person can be motivated.
Neuro Linguistic Programming (NLP) is the study of human excellence through the understanding of our thought process (Neuro), how the way we use language influences us and the people around us (Linguistics) and our interactive process that enables us to make decisions in our lives (Programming). It is the science and art of excellence which is derived from analyzing how the best people in various fields achieve their success (What is NLP, n.d.). NLP forms the basis for this module, Mind Quest for Excellence, as NLP is the art of modelling excellence by studying how to further improve ourselves and enrich our lives. This report will be covering two main concepts I have learnt in this module, NLP presuppositions and Meta-programmes, and how I
I will also look at how this research can improve the organization’s marketplace position from an HR perspective. Motivation Motivation is one of the important function of HR in an institution which every institution must practice as this brings about high performance, as a result increase in productivity which will also in turn increase the profit turnover of the organization. When a person is motivated the degree at which the person works is amazing because it affects the person psychologically and this makes them work with more persistence and vigor. Every employer must know that, it is very vital for any institution that its employees are motivated, because if employee motivation level is at a robust point than they can make good performance to get organizational goals. In Ghana most employee motivation is very incomplete area, therefore it is the obligation of supervisors to take concrete and active steps to building motivation level of employees.
Low and Omar (1997), emphasised that organisations are able to maintain and improve their quality management system through change and innovation. Motivated and competent employees are most valuable resource organisations have. Employees’ commitment required to be recognised by organisation and they should be rewarded for their achievements. Furthermore, responsibilities and authorities should be delegated to right employees and empowered them to manage processes and make their own decisions within their authority levels. This will help organisations to implement, maintain and improve their quality management system effective and efficient