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human resources management

Human Resource Management

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Human Resource Management

Executive summary

Human resource management can be defined as the management of the labor of an organization such that there is effective use, control and satisfaction of labor by the conditions and terms of service. In any organization, differences are usually brought about by the existence of different roles and remuneration levels among employees or groups (Sze, 1995). .That is usually not visible in an organization but with the keenness of the eye. The report includes information regarding how an organization reduces or minimizes organizational differences. Participants showed that such strategies used usually vary are usually different from one organization to another. Such can be attributed by the different financial aspects of an organization. The study also showed the similarities in the different organizations. They had similar aspects like how their financial statuses affect how people are regarded, and how educational backgrounds affect how people are regarded in any organization (United States office of personnel Management, 1999).

A   Summary of the Study Conducted

In the first experiment, the participants were to identify and note down the different ways in which their respective places of employment were enhancing and minimizing the status differences among the employees. In the second condition, the participants were to give the steps that their organizations were taking to eradicate or reduce the status differences in the workplace Goal of the Study

The existence of status differences in organizations is very common especially where in an organization, there are different roles among people considered as peers. The main aim of this study was to establish the kind of strategies that different firms use to remove or reduce the status differences depending on the various important work attitudes and behaviors. Some organizations treat different individuals differently due to their levels of delivery their duties and responsibilities. Status differences among people in any organization are bound to be a recipe for conflicts in the organization. Identification and establishing personal identities within an organization is facilitated by the knowledge of the several different interpersonal relationships with other colleagues. Workplace environment that an individual is used to, makes them develop a distinctive character in the workplace. The methods used to arrive at the conclusions as to the strategies used by the organizations to develop their opinions are usually derived from interviews of individuals with the aim of knowing the methods used and their effects on the employee (Choudhury & Mishra, 2010).

The study will also entail questions posed to the interviewees as to how their respective employment organizations enhance and maintain status differences among individuals and in groups. Such questions will enable us to understand the reasons for such differences. It will also enable us to understand the magnitude of such difference and the effect they have on the employees in the organization.

Hypothesis

Differences in statuses are in existent in majority of the organizations.

Results of the study

The study revealed the presence of differences in organizations, which were attributed to factors in and around the organization. Such factors were experience, education and expertise. Most of the interviewees had a general view that remuneration was the main cause of status disparities among employees. However, there were different opinions as to how and why there were such differences. Some attributed the levels of remuneration because of the different levels of education, close affiliation with people in management. In addition, others attributed the presence of inequalities especially among women due to the sexual favors that are granted in order to get placement in the organization (Bloom & Reenen, 2010).

Possible limitations of the study

The study may receive biased information from the interviewees .Such that the answers provided would deviate from the expected results or information. The possible interviewees might turn down the offer of participating in the interview thus, possibility of getting the right results in time might prove to be quite a challenge. Time might be inadequate to get the appropriate information, thus might require more time to do the study conclusively that might not be available.

B. Integration of our findings with the existing literature

The main causes of variations in statuses are the different remuneration levels among peers. Educational backgrounds also contribute to the differences in that highly educated individuals are regarded highly in any organization and it becomes difficult if not impossible to communicate or relate with such individuals. Hence, adequate measures should be adopted in the work place to attain equity amongst all employees with a view of improving the workplace environment and the overall productivity of the employees (Bloom & Reenen, 2010).

C. Decision and implications

The workplace should be a venue that provides equal opportunity and an equal environment for the workers to coexist. Equity provides employees with the satisfaction of being treated as an equal employee with others in the company irrespective of the salary being earned. The organizations should harmonize remuneration among peers in a company to create job satisfaction among the same group of individuals, remuneration is a morale booster in any organization thus lower incomes than the colleagues, brings about poor quality delivery of the services or products. Hence, it is very important for any organization to harmonize the salaries of people in the organization such that they can be more productive. However, some differences are inevitable in that the different education levels, expertise among individuals warrant the different incomes and statuses. Statuses according to study were also brought about by inappropriate hiring methods of employees such that the most deserving employees are given the higher employee. Such methods of hiring employees should be free and fair and without prejudices to certain employees to ensure that, the best and appropriate candidate is chosen for the job. Thus, this can be achieved by putting the relevant policies that enable the relevant appointing/hiring authorized by the relevant appointing authority (Sze, 1995).

Financial backgrounds of individuals greatly influence the lack of or existence of statuses whereby, financially sound people want to have their own statuses. They have adequate income so their disposal and thus they can do whatever pleases them. This creates a barrier between such an individual with his colleagues because they lack common perspectives to issues. Thus, an organization should make it known to all employees that none is considered indispensable so that all individuals are considered as equal opportunity employees. The Human resource mangers in an organization should include employees in decision making about issues that concern them directly, this enables employees feel more accepted by the organization and thus they are able to work harder and become more productive in the organization. Education is also another factor that adds to the rise of different statuses in an organization, to control such an organization should offer training to some of its employees who have shown dedication in the course of their duties. Such incentives to employees adds to their self esteem and more so to their knowledge which they bring back into the organization and with such knowledge the organization is able to enhance its productivity or even its efficiency (United States Office of Personnel Management, 1999).

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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