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Essay Available:
Pages:
12 pages/≈3300 words
Sources:
5 Sources
Style:
Harvard
Subject:
Management
Type:
Research Paper
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 69.98
Topic:

Fundamental Human Resource Management (HRM) Aspects

Research Paper Instructions:

Select five (5) from the following seven (7) questions and critically analyse these questions. You will select relevant theories and workplace examples (note: students are strongly encouraged to use their own workplace experiences and examples) to provide a set of logical, well-supported (by the academic literature) recommendations.

1.Toegel and Barsoux (2016) distinguish good and bad conflict and outline five conversations to diminish conflict. Discuss examples of good and bad conflict within an organisation and how you as an HR manager would facilitate these conversations.

2. Tushman et al. (2011) espouse several leadership principles to manage organisational tensions. Describe these principles, citing examples where possible, and how you as an HR professional would support these principles in your organisation.

3.In negotiation, mapping out the negotiation space is considered as important as the outcome. Discuss the importance of the process of negotiation as distinct from the outcome, in your answer describing the difference between distributive and integrative negotiation and citing examples where necessary.

4.There are several theories regarding motivating employees, which can be divided into two classes, process theories and content theories. Outline how you would motivate employees using both types of theory, with examples.

5.Quinn et al. (2007) identify several barriers to effective communication. Discuss these barriers in the organisational context, and how you as an HR manager would facilitate effective communication within your organisation.

6.As an HR manager, you will be required to uphold and maintain an ethical culture within your organisation. Discuss the ways you would promote an ethical culture within your organisation, citing examples where possible.

7.Walter Lippman stated, ‘when all think alike, then no one is thinking', and this condition is commonly referred to as “groupthink” where consensus is prized above all else to the detriment of the organisation. Diversity of opinion can lead to conflict, so how would you manage conflicting viewpoints without the organisation falling into groupthink? Word limit The word count excludes the cover sheet, title page, table of contents, executive summary, appendices and reference list. 

Research Paper Sample Content Preview:

BUSM4590 PEOPLE AND ORGANISATIONS
By (Student Name)
Course
Professor
University
City and State
Date
Executive Summary
Conflicts in the workplace can undermine organisational processes, leading to failure to achieve the objectives. Conflict can be good or bad, and the five conversations addressed in this report play a central role in ensuring effective conflict management. The three leadership principles that were recommended for implementation in the organisation include building a comprehensive identity, holding tension at the executive level of the organisational structure, and embracing inconsistency. Mapping out the negation process ensures all the parties affected by the negotiation are considered to increase the probability of the process in its entirety. The human resource professional should play a central role in implementing measures to address barriers to effective communication, which could hinder information-sharing capabilities and organisational productivity. Implementing an ethical culture ensures the actions of leaders and followers are anchored on acceptable values and standards tailored to promote corporate social responsibility.
Table of Contents Executive Summary. 2 Introduction. 4 Good and Bad Conflict 4 Leadership Principles. 7 Negotiation. 9 Barriers to Effective Communication. 11 Ethical Leadership. 13 Conclusion. 14 References. 16
Introduction
Organisational leaders must demonstrate an advanced and integrated comprehension of how employees and teams play a central role in influencing their organisations' overall productivity and performance. This includes understanding central themes such as effective communication, negotiation, ethical practice, leadership principles, and positive and negative conflicts and how they influence organisational practices and behaviours. Developing extensive knowledge and perspectives on abovementioned issues helps develop practical solutions that promote business sustainability. Organizations dynamics are characterized by different factors as would be established in this report. This paper evaluates fundamental human resource management (HRM) aspects, including conflict management, negotiation, ethical practice, leadership principles, and effective communication, to understand how they inform practice to ensure business sustainability and stability.
Good and Bad Conflict
Organisational conflict refers to the state of workplace misunderstanding or disagreement by teams or individuals emanating from opposing ideas, belief systems, goals, values, or needs (Caesens et al., 2019, p. 1). Team conflicts do not primarily derive from differences in perspectives but due to perceived incompatibility in how different group members think and act. Conflicts at the workplace may add or destroy value. Good conflict supports respectful and authentic conversations geared at producing mutually beneficial solutions that are superior and better than the initially provided ones. On the other hand, bad conflict happens when team members are unable to address their differences, thus undermining innovation and organisational productivity (Toegel & Barsoux, 2016, p. 79). Bad conflicts are triggered by perceived inconsistency in how d...
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