Human resource management Dissertation Example | Topics and Well Written Essays - 1750 words

Human resource management - talk ExampleHowever, the ability of an one-on-one to perceive change goes beyond mastering new principles while maintaining productivity in the face of new policies and technologies. The personal disposition of an employee plays a of import role in successfully adopting changes implemented. Psychologists atomic number 18 clear on the differences in character and how they affect working skills and managerial skills (Brunstein 2001, p.83). Individual characters are indeed beyond the s recognize of the company however, the company can maintain these diverse characters for the smooth streak and subsequent integration of employees in the course of a change. An employees motivation and morale are crucial to the productivity of a company. Motivation and morale can be high or low as a result of a change. External or internal locus of control provide position the modes of motivation necessary for the individual to be productive. In light of this, intrinsic and extrinsic motivation will discover the success of changes in a company. The leadership of a company is responsible in ensuring that proposed changes step up in a positive light. Therefore, the personality of the individual at the position of leadership will determine the edition of the changes (Brewster 2012, p.108). Interpretation of changes in a company also relies on the perceptual capabilities of not barely the persons in leadership provided also of the subordinates. Perception is dependent on the level of direction of an individual, their personality types, and their level of motivation. In retrospect, the success of change implementation can be at the disposal of individual employees in which case their failure to be integrated can result in the failure of the company to integrate change (Clark 2000, p.41). Research question Is the slow integration or failure thereof of a new policy, strategy or technology in an institution dependent on failure of the outline or on the individuals ability to integrate and, therefore, conform to change? Is the individual prompt or demotivated by change and how do they perceive change? What is the managerial level perception and interpretation of change? Change is necessary for the effective running of an organisation (Handy 1996, p.70). The mangers perception of change a rock-steady leader does not impose changes. Managers do is to trust that the workforce is capable of navigating its way around huddles caused by the change. After interpreting the requirements of change and providing the necessary equipment and policies that come with it, they retire to their managerial cocoons. This is not an expert thing, but the autonomy the manager entrusts the workers at this point is crucial to the running of the organisation. The organisations ability to cope with change has no universal formula (Handy 1996, p.72) because pressure arising from change affects organisations differently. In the same way, individuals do n ot react the same way to change, but their collective reactions will determine the course of change in an organisation. The desire for individuals to take personal responsibility for their careers is apparent in the current working trends. Individuals advance their education when they get jobs for the sake of promotions. People now pay interest in the running of organisations they work for