In this globalization era of fast changing business trends and increased customer demands, the role of leadership is more important now a days. The strategic leadership is needed for organizations because it will help to predict the essential alterations and changes, in advance and create commitment and appropriate atmosphere for worker and teams to understand and adopt these changes successfully. This action by leaders is crucial not only for the effectiveness of the organization but also for its very survival. The business goals can’t be achieved without having any strategic business process; similarly the organizational success and sustainability also can’t be accomplished without a strategic role of leaders. From distribution of resources to alignment, from outlook of thing to decide future focusing, form commitment and motivation the teams to get the goals of an organization, to confirm the sustainable growth, it’s the leadership whose footprints are everywhere.
Human resource is the most important resource that organisations have so to achieve that goals, they must invest in their resource and make them to deliver what is mean to achieve. HRM involves in planning and forecasting for future needs of an organisation as there is always a huge uncertainty surrounding any business environment. Organisations must have a plan and forecast in order to address any thing that may hinder to develop. Human resource department of any organisation must make sure that organization has proper staff. These functions help Tesco to achieve its goals by employing these strategies and applying them enhance and equips the performance of supermarket to become better and competent.
Elements of total quality management speak about leadership, education and training, support structure, communications, rewards and recognition, and measurement or metrics. The critical success factors hinges on areas of managerial action and planning that must be practiced to achieve quality management. The critical success factors are very essential for total quality management and if it fails, the process gets terminated. Performance evaluation is based on quality, top management’s responsibility for quality performance, acceptance of responsibility for quality by major department heads, consideration of quality as first priority, discussing quality related issues in meetings and degree of comprehensiveness of quality plan. The ability of an organisation to adapt to change in the business environment to capture best practices and achieve and maintain competitive performance is also critical for total quality management to be successful.
It is obvious that projects completed by the organisations are according to the strategic plans and objectives of the company. The uncertainty at any level can have a direct impact on the finalising of the project and the strategy of the company can be influenced. Thus, risk management is now one of the most critical factors of success for any project and then the compatibility for the organisation. Risk management is however also recognised to be one of the main areas of concern for the management to stream up the knowledge aspect of the research that is conducted for the project. According to Hopkinson (2012)the effective of the risk management is the main concern for any manager of the project.
Span of control is used to determine an organisation structure and it is important as it increases the management effectiveness, increase the staff morale and spirit and ensures better staff supervision and control (Meier & Bohte, 2003). Q3. How realistic is the concept of multiple intelligence in an organizational context? Explain some important issues and considerations for decision makers? Multiple Intelligence is a theory used to explain how people utilize multiple intelligence ability in creating products and solving problems relevant to the area they are located.
However, to achieve the right result human resource department most understand which nature of problem has occurred and find the accurate solution to solve the problem at hand. In the human resource department this data is extremely important for an organization. This is vital and essential for the organization's mission to help keep structure within the business when problem occurs. “In response to the problem that arose in organization regulated by the principles of the scientific management approach a tradition concerning itself with factors. In the work situation that affect worker reaction, such as work motivation and job satisfaction, has developed.” (Boumans, N. P., & Landeweerd,
The rapid changes in the business environment require the organization to be more dynamic in order to survive in the competitiveness environment. The success of any organization is determined by the quality of their human asset in order to gain the competitive advantages. However, it is difficult to maintain the quality of the human asset due to the certain barriers. Training and development process is one of the key elements for the organization sustain or survive in the competitive environment. Aswathappa, (2000) states that The term ‘training’ indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs.
Difference between human resource management and personnel management Human resource management is a strategic approach to managing employment relations which emphasis that leveraging people’s capabilities is critical to achieving sustainable competitive advantage , this being achieved through a distinctive set of integrated employment Policies Programmers & Practices. a lot about the importance of human resources for any organization. The human resources refer to the qualities possessed by the work force or employees in an organization. These qualities include knowledge, values, skills, abilities, cognition, beliefs, commitment, etc., possessed by the employees, without which any organization cannot grow or achieve their objectives. Bratton and Gold (2007) defines HRM as ‘a strategic approach to managing employment relations which emphasis that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices’.
This category includes roles such as the entrepreneur, disturbance handler, resource allocator and lastly negotiator. All of these roles are used in decision making. As an entrepreneur the manager is supposed to be a risk taker in order to improve the current situation and improve management. The manager should be a disturbance handler he should be able to handle conflicts in the organisations, he should help people not to quarrel in the organisation thus there are less conflicts in the organisation. Also the manager should be a resource allocator, he should be able to allocate the organisation’s resources efficiently, he also should be able to apportion the organisation’s costs not wasting resources.
Introduction One of the main challenges in organizational knowledge is to convey tacit knowledge. Furthermore, there is also a possibility that an expert have difficulties in articulating and conveying this tacit knowledge. In order for organisations to stay competitive, it is important for the employees to be equipped with the necessary explicit and tacit knowledge. Explicit knowledge resides in manuals, policies and procedures. The tacit knowledge resides in employees head such as experience in handling major projects or perhaps insights and ideas on how to improve a business processNonetheless, storytelling in knowledge management (KM) context is seen as an effective tool to communicate knowledge, particularly tacit knowledge.