Work - Organization and Management

Question: Write an essay on "Outsourcing (of work by businesses in the developed economies) has generally had a positive impact on the work environment in my home country (or Australia)". Answer: Introduction In this topic you will find that work, organization and management it depends upon each other like work is conducting through an organization and organization is running through a management. In steps it is basically a culture in which organization has to move towards the goal. A proper organizational culture is needed to define the duties and responsibilities of all the employees and how they will perform in the association. Every business develop and maintain an exclusive culture which provides guiding principle and limitations for the performance of the member and the employees of the association. Managing culture is basically a job responsibility of a manager who can manages the culture in any situation and a leader is there who can make all the work done from the employees. He is the mediator between the management and the employees. He has to take care of the employees problems and giving them the solutions and provide an effective work to the management for the growth and succ ess of the company. Leadership is also important for every organization so that leaders can perform their main role of implementation of work from the employees. Human resource management is also equally important for every organization as they have to take care about all records of the employees, their salaries, their employment, their job profile and moreover they have to follow the labor laws also so that an organization can run smoothly and effectively. They have to maintain healthy relations with the employees as well to generate more business and make them happy within the organization scenario (Pal n.d.). Organizational culture Organizational culture is a culture or structure of collective thoughts, ethics and viewpoint which decides how public act in the organization. These common ethics and beliefs have a physically powerful impact on the group in the association and say how they outfit, take action and how they have to carry out their job and responsibilities. Every association develops and maintains an exclusive culture which provides guiding principle in limitations for the performance of the member and the employees of the association. Organization traditions are mainly composed of seven characteristics. Every organization is having a unique culture by combination of these seven characteristics or seven orientations like risk, precision, achievement, fairness, collaboration, competitive and rule. In organizational culture a leader apply his/her on values and thoughts on a crowd. These thoughts develop into rooted in the association and be converted into the traditions for the association. Culture in a n organization now define management and set the limitations on what is satisfactory. The association might practice a altering situation and start to understand that the existing values and thoughts may no longer be totally fully correct (Tsai ,2011). The challenge for a leader and the organization is to start a process of growing change that shows to change in the culture and values. There are basically three levels of the organizational culture are- Artifacts (Includes visible and fellable structure and processes, observed behavior which is difficult to translate) Adopted beliefs and values (Ethics, goals, values and desires and justifications which will may or may not be similar with the behavior and other artifacts) Basic underlying thoughts (Unconscious and presumed beliefs and values and determined the behavior, awareness, thought and the feelings) The critical perspective on organizational culture includes the elimination of the idea that organizations are value free sites. It also shows that organizations are struggling between the management and the workers resulting in power and cruelty of the powerless by the powerful (Pellet ,2013). Managing cultures Managers seek to manage cultures in an emphasized way as a manager is directed towards goals, resources, structures of the organization and the people. A manager is basically a problem solver. The manager asks and needs to know what are the problems which have to be solved and what are the best alternatives to achieve the success and reputation of the organization should not be fall down at any cost. To make these ideas applicable a manager requires that many of the employees operating efficiently at the different levels of status and responsibility, so he needs a leader who should be intelligent, hard working, tough- mindedness and having good tolerance power and goodwill. He/ she should have the ability to make follow all these instructions by the other employees. A leader should be a role model for others as their behavior should be reliable with the organizations adopted ethics and beliefs. Leaders pressure the organizations society and in circle the long- term efficiency of the association. So leadership helps form traditions and traditions in turn shape management. They both constrain presentation as their correlated with each other (Businee technlogy, 2008). Leadership is basically an action of most important a crowd of citizens or an association to perform activities like establish a clear image, allocation of that idea with others so with the intention of they will chase eagerly, provided that in turn and alternative ways to understand that idea and most important coordinate and matching the contradictory welfare of all members. Management is a significant feature particularly in the managerial society. Types of leadership There are essentially four kinds of direction which can be used to outline the managerial society in the way on the circumstances. In repressive management manager can take their decision alone exclusive of any interference of others. They are having the complete right, authority and no one can confront their solutions in any aspect. While, in Participative management a head is wholly accountable for taking the last solutions but with the contribution of other group members to motivate them that their judgment is also important in the organization. Transferable management is the third type of management in which there are a lot of job and responsibilities to execute and according to the capability and presentation of a worker they will get plunder or punishment. Fourth, is the transformational management which depends winning elevated levels of the statement from the organization to attain the goal. In transformational management selected use to inspire workers and boost the output p lus efficiency. This type of management forever requires the participation of the administration to attain the objectives (Paul ,2013) . Nature of Human resource management Human resources might be distinct as the full understanding, skills, inventive capabilities, talent and aptitude of a companys employee, over and above the ideas, attitude, approach and idea of the persons concerned in the interaction of the association. It is basically the addition full or whole of the natural capabilities, obtaining information and ability act by the talent and aptitude of the people working in the association. Individual assets are flexible in character. On the other hand, human assets may be described as the information, capability, skill, inventive capability and talents as well. Human resource management is basically a practice of conduct public and organizations jointly so that the goals of each are met. Some various features of human resources management includes persistency in nature, Human resources management is always focused on rules and regulations of the organization, and human resources management always tries to assist the workers to increase their o utput in all aspects. It is the best motivational way for the employees to perform the best for the organization and for themselves as well (Fadel ,2012). Key functions of Human resource management Ensure agreement with industry law- It is the major responsibility of individual assets management to make sure that the trade should be operational with all the employment laws. There should be proper policy and set of laws. It also include such issue as the quantity of break given per quantity of hours work and the quantity of hours and the age in which a person can turn into employment. Agreement with work and service law is a serious HR job. Non-cooperation can be a problem for the company as there will be the complaint based on undue service practice, risky functioning circumstances and universal non satisfaction of the employees which further can affect productivity and the profits. Employment and teaching- Employment and teaching new workers are main tasks of the human wealth team. It includes advertising job postings, screen applicants, conducting interviews and hiring the people through the responsible managers for making the final selection. It also includes training like publishing training materials like handbooks, detailing part which summarizes all the aspects of job (Patidar ,2014). Employee relations- Employee relation is also a key function of Human resource management as if there is any argument or mistake among the workers or among workers and supervisor, then the HR person is there will have to play a role of mediator between them. If the relation between employees is good enough then it will also helps to increase the business and profits as well. Recompense and benefits-Like worker and work relationships, the recompense and benefits functions of Human Resource frequently can be handled by one HR consultant with dual capability. The relaxation of the rules of the payroll comes in the farm duties of the human resource management. Whereas payroll frequently exists as a different allotment in big companies, in small business it is normally handled by small human resources workers. They are furthermore offering some health care benefits. If the compensation is on proper time then definitely there will be more work because of more motivation. Record keeping- Record keeping is also an important aspect of Human resource management as they have to maintain the records of all the employees about earnings, fixed cost and purchases and an outline of company dealings. The human resource management must also keep employees proceedings as well as their person tax forms. They should also maintain a record of company authorization, stock data, cover policies and records and all other company in order should be present in the files of the organization (Mayhew ,2016). Strategic Human Resources Management Strategic human wealth organization is basically responsible for the actions and plans that differentiate a company from other companies. Strategic human source organization address extensive managerial issue concerning to change in the formation and traditions, organizational efficiency and presentation, identical funds to prospect necessities, the expansion of split capability, facts direction and the administration of transform (Greer ,2013). Strategic human supply organization is basically a course that includes the use of overall ways to the expansion of HR strategy, which are included upright with the business policy and parallel with one a different. These plans describe intention and tactics linked to the generally managerial thoughts such as managerial efficiency and to more precise aspect of people organization, such as ability, culture growth, and reward and member of staff relationships. Strategic process includes basically two phases and that are strategy formulation and strategy implementation. Approach formation is troubled with building decisions defining the organizations idea and assignment, also establish extensive and little term impartial to attain the companys idea and select the plan to be used in achievement of the companys impartial. On the other hand, plan execution is anxious with align the association arrangement, system and the process within the selected plan. It also includes the decision with regard to identical plan and managerial configuration and provided that managerial management (Kumar ,2007). Conclusion Work, organization and management they all are equally important and dependable on each other. Without proper management no organization can be run and without any organization no work can be done. It is basically a chain of managers, leaders and the human resource management people. They all have to perform their job responsibilities time to time to take some effective decisions and their goal or aim is common and that is to make business profitable. The managers or the leaders are equally responsible for any of the decision in the organization. They have to perform their duties separately like managers have to manage their team which includes leaders and the team head and leaders have to manage their employees so that they can make an effective workout for the organization. Human resource management is also responsible for maintaining the records of the employees regarding their positions in the company, their job profile, their salaries and moreover their job responsibilities. Hum an resource people also have to take care of the labor laws and regulations so that work can continue very smoothly and without any interruption (Gravin ,1998). References Businee technlogy 2008, 'Managing organizational culture', Managing organizational culture. Fadel, K 2012, 'Nature of Human resource management',Human-resource-management---nature-scope-objective. Gravin, A 1998, 'Conclusion',The Processes of Organization and Management. Greer, C 2013, 'Strategic human resource management',Strategic HRM. Kumar, D 2007, 'Strategic human resource management',Strategic Human resource management an overview. Mayhew, R 2016, 'Key functions of human ressource management',Six Main Functions of a Human Resource Department. Pal, K, 'Introduction', Management concepts and organizational behaviour, pp. 1-720. Patidar, M 2014, ' Key function of Human resource management', Functions of human resource management. Paul, B 2013, 'Types of leadership', Four types of leadeship. Pellet, L 2013, 'Organizational culture and its level',How leaders can impact organizational cultures with their actions and behaviors. Tsai, Y 2011, 'Organizational culture', Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction.