Management Approach
Management becomes effective when the management plans are result oriented and future-based. Managers should set objectives in the organizations that focus to improve the operations and outcomes in the present and make them better in the future. The transactional approach in leadership does not focus in the future outcomes within the company but rather on the promotion of compliance of his followers through both rewards and punishments. This is based on performance and is a strategy to improve workers to produce their best as they expect rewards or punishment if the results are undesired. The dynamism behind the performance in transactional leadership approach depends on the hierarchy of needs of the workers (Ishikawa, 2012).
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For the shortcomings that transactional leadership has brought to the organization, and the adoption of a future oriented managerial approach, I will articulate the principles of transformational leadership. This would result in the rebirth of the lost dreams as the outcomes are more positive than the last administration’s. This is a shared vision with the followers and stimulates others to produce exceptional work in the company. In this approach, the support of diversity programs within the organization supports cultural and ethical diversity (Ishikawa, 2012). This diversity would come with the benefits of new opportunities to the workers, and this would be a great outcome to the company as it would capitalize on the opportunities they have in relevance to the diversities in the market (Daft, 2014).
“Forward-thinking managers agree and take steps to attract as well as retain a workforce that is a reflection of the cultural diversity of the population. They take seriously the fact that there is a link between the diversity of the workforce and financial success in the marketplace.” (Daft, 2014). This would also lead to pursuing a corporate culture that values equality and gives a reflection in the consumer base in the contemporary corporate world (Ishikawa, 2012). In transactional leadership, the organization was not able to develop in that cultural diversity was limited as women could not survive in the good-bad environment. Women and the minority groups cannot strive to deliver their best under such conditions.
Role of Human Resource Management
The Human Resource Management is tasked with the responsibility to work within the interest of the organization. This would involve recruiting the right and well-aware of the relevant skills for the respective positions and with a salary that matches him/her. A well-trained executive officer and a janitor getting the same salary are not motivating for the value of education and experience is not respected (Al-bahussin& El-garaihy, 2013). The HRM is mandated to ensure sufficient and efficient use of the human resource to accomplish the organizational objectives. The HR managers should understand the spheres of business and challenges in it. “He/she should relate the economic value of knowledge, skills, experience and capabilities of employees”. This principle is to help in appropriate employment of personnel for relative economic benefit. “The HRM should; hire right people to improve innovation, customer service, retain them after mergers or downsizing, to apply new information and technology,” (Daft, 2014).
Employee Motivation
Employees should be handled in the organization so that they feel that they create very significant opportunities for the organization to grow. This would make them feel valued. The company ought to be capable of motivating the employees through creating forces within, or outside the organization to increase the enthusiasm in them (Al-bahussin& El-garaihy, 2013). “Motivation impacts positively on production of the company” (Daft, 2014). Recognizing the good qualities of the work of specific individuals motivates or monetary gain to the best achievers motivates by creating tension of anxiety to perform better. Rewards are better ways to motivate employees. They are rewarded while in the process of performing and the accomplishment of the task, leads to satisfaction after such rewards. Workers may also be rewarded through praise, promotion or pay increase. These motivate the employees and followers and probably the success of the business (Ishikawa, 2012).
- Al-bahussin, S. & El-garaihy, W. (2013). The Impact of Human Resource Management Practices, Organizational Culture, Organizational Innovation and Knowledge Management on Organizational Performance in Large Saudi Organizations: Structural Equation Modeling With Conceptual Framework. International Journal Of Business & Management, vol. 8, no. (22). Pp. 1-19.
- Daft, R. L. (2014). The Principles of Management. 11th edition, South University Campus. Retrieved from: https://digitalbookshelf.southuniversity.edu
- Ishikawa, J. (2012). Transformational leadership and gate keeping leadership: The roles of norm for maintaining consensus and shared leadership in team performance. Asia Pacific Journal Of Management, vol. 29, no. (2). Pp. 265-283.
