Theone leadership style that can be identified to be as not fullydeveloped is the Lassez -faire. This style is edged upon the factthat the leader accords the team members a lot of freedom as they areat will to make decisions of how they wish to go on with their work.The members are involved in the fixing of the procedures that theywill use to do the assignments given to them. They will as well asset their deadlines regarding the time that they aim to finish up thework. The work of the leader in this style is to provide supportiveservices to the members as well as the necessary advice that they mayseek so as to ensure that their work moves on smoothly (Bratton, &Gold, 2012). The leader usually aims to provide some form of autonomyto the members in that they feel free to take actions that willenable them to deliver their services better. In the context of aleadership experience that I have heard, if I had used this form ofleadership style instead of the democratic style that I used, many ofthe plans that we had developed would not materialize. This isbecause the decision-making would be left upon the individuals makingup the team as opposed to the entire team with me as the head. Thiswould mean that the individual team members would lack the visionwhile going ahead with their activities, thereby making it hard forthe team to achieve its goals.
Boththe Human Resource and the line management have various roles thatare crucial in the recruitment process of new employees. The HumanResource, for, instance, is in charge of rolling out an advertisementof open posts in various departments of an organization,short-listing of candidates who have qualified for the positions aswell as conducting interviews so as to select those who bear the kindof talent that is required. It also conducts an orientation of thenew personnel in the entire organization and helps to explain to themthe mission and vision of the firm (Hendry, 2012). The linemanagement is also key to the process in that it identifies thepositions and vacancies that need to be filled. The managers are alsoin charge of providing the specific skills that the potential holdersof such positions need to bear so as to be able to dispense theirduties with optimum effectiveness. The line managers also go ahead toconduct an orientation of new employees in their relevant departmentsand stations so as to make sure that they are well settled and awareof the kind of duties and responsibilities that are expected of themin the long-run. They also share the goals of the specific departmentwith the new employees in a bid to make them prepared to work towardsachieving them.
Anemployee development plan for continuing employees in the financedepartment shall involve measures that will help to identify theareas of weakness among them and come up with strategies that willaid in reversing the problem through imparting them with thenecessary knowledge, skills and abilities (Hendry, 2012). The moduleshall have a review of the past performance appraisal reports of theemployees so as to establish the skills that they do have a problemwith. The employees will then be brought together through a capacitybuilding forum whereby they will be asked about the challenges thatthey experience while going through their work. The facilitators willbe keen on noting the specific skills that appear to be repeated aslacking among the personnel. The main objectives of the plan shallthen focus to instill better organization and problem-solving skillsamong the employees by taking them through case scenarios andidentifying better ways in which they would have been handled. Theywill also be taught on the specific skills that they require to usecomputer software relevant to their department so as to improve theircapacity to come up with highly accurate results. The personnel willalso be put into groups and asked to develop skits that will enablethem to show how better they can be at being organized as well aspersonal interactions. The Proper appraisal shall be conducted aftersome time, following the capacity building exercise. The elements ofdevelopment are exhibited in the plan in that the employees arehighly bound to be better at handling their activities at itscomplete implementation.
Theone motivation theory that best explains human behavior at theworkplace is that of acquired needs theory. The elements of thistheory are based on the need to achieve something, the need to beassociated with a certain group of people as well as the need to havepower or control over people. In any given organization, theemployees are normally faced with a big personal goal of having somerelevance to the organization so as to enable it to achieve itsmandate as well as build their career (Borbora, Srivastava, Hsu, &Williams, 2011). The best way to achieve such is through having anachievement in a certain area that will make them noticeable. Theemployees also wish to be liked by their colleagues as well as beable to associate with them freely. The same also goes to the factthey normally wish to climb the ranks of leadership throughpromotions so that they may be able to exercise some power over theothers.
Thereare various things that a business with which I have a personalexperience could do to increase its human resource management. One ofthem is through hiring a competent human resource manager who shallbe in charge of fully running the operations of the personnel. Sincethe person shall have some element of specialization, he shall beable to focus fully on the personnel and come up with ways that willhelp to improve their performance. The other aspect shall involveconsistent performance appraisal of the personnel. This exercise willbe able to identify any weakness that they have and establishing waysaddressing them in a timely fashion. The third element is a regulartraining of the employees so as to improve their level of performanceand reduce any chances of losses that could be brought about byincompetence.
Themodule on motivation theories covered in class would be quiteeffective in helping to achieve business success. This is because itenables the management to identify the various issues that drive theperformance of the employees (Miner, 2015). Through having a betterunderstanding of the motivation theories, the management is,therefore, able to appreciate that the employees are human beings whorequire being treated with great value so as to have high levels ofmorale to perform their specific activities. The management is alsoable to establish the various measures that it can take to motivatethe employees towards the course of making them have the zeal to worktowards achieving the goals of the organization.
Borbora,Z., Srivastava, J., Hsu, K. W., & Williams, D. (2011). Churnprediction in MMORPGs using player motivation theories and anensemble approach. In Privacy,Security, Risk and Trust (PASSAT) and 2011 IEEE Third InternationalConference on Social Computing (SocialCom), 2011 IEEE ThirdInternational Conference on (pp.157-164). IEEE.
Bratton,J., & Gold, J. (2012). Humanresource management: theory and practice.Palgrave Macmillan.
Hendry,C. (2012). Humanresource management.Routledge.
Miner,J. B. (2015). OrganizationalBehavior 1: Essential Theories of motivation and leadership.Routledge.