Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
¶ … Human Resources Literature Review
In an article titled "Management Derailment: Personality Assessment and Mitigation," which was published in the American Psychological Association Handbook of Industrial and Organizational Psychology in 2010, the research team of Joyce Hogan, Robert Hogan and Robert B. Kaiser conduct a thorough literature review on the subject of management derailment. By examining over 100 scholarly articles and case studies, the reviewers sought to determine why a curious phenomenon within the study of human resource practices has consistently emerged. As the authors of the literature review observe in their Introduction, although "the economic literature clearly shows that good management enhances organizational performance and that some managers are better than others & #8230; there is little consensus in the psychological literature regarding the characteristics of good managers & #8230; (while) the research on bad managers converges rather well" (Hogan, Hogan & Kaiser, 2010). The thrust of the authors' research focus is therefore directed at determining why, despite more than a century of scientific inquiry on the subject of management, the abundance of accepted research on the subject of human resources has failed to identify the characteristics and traits which define competent leadership in a managerial setting. As such, the literature review provides...
The literature review begins with an analysis of the financial costs associated with failed management, with the authors citing studies by Lombardo, DeVries & Kaiser, and Smart to demonstrate that businesses absorb estimated losses between $500,000 and $2.7 million when an executive position is vacated due to unplanned termination. The review's focus then shifts to the moral implications of failed leadership, as incompetent managers can wreak havoc on the lives of their subordinates. According to a previous study published by the authors which is cited in the literature review, "organizational climate surveys routinely show that about 75% of working adults report that the most stressful aspect of their job is their immediate boss" (Hogan, Hogan & Kaiser, 2010). Rather than simply provide a blanket conclusion of this nature without…
References
Hogan, J., Hogan, R., & Kaiser, R.B. (2010). Management derailment: Personality assessment and mitigation. American Psychological Association Handbook of Industrial and Organizational Psychology, 3, 555-575.
Human Trafficking: Literature Review Perhaps the most significant act of legislation passed to deal with the growing global problem of human trafficking was the Trafficking Victims Protection Act of 2000. This law established specific federal penalties for trafficking in persons, as well as offered added protections for victims. However, according to Anthony M. Destefano's 2007 The war on human trafficking: U.S. policy assessed, the years subsequent to the passage of this
These practices include: selective hiring, employment security, self-managed team, extensive training, sharing information, diminution of status differences, and stipulation of high pay contingent on organizational performance. Other authors analyzed by Chang and Huang sustain that SHRM benefits company both directly and indirectly as it modifies passivity into initiative by clearly communicating organizational goals and encouraging the participation of line-managers. In addition, by generating structural cohesion, defined as "an employee-generated synergy
Proposed Plan for Improvement The above assessment of the current personnel management challenges facing the organization indicates that there are a number of pertinent issues that must be addressed if the organization is to effectively optimize its human resource capabilities and help facilitate the development of change in the organization. With this in mind, the proposed plan for organizational development focuses on two specific areas for improvement. First, the proposed plan
Frank and Taylor (2004) warn that motivating employees is highly dependent on their specific wants and needs. An accounting firm that mostly hires conservative, serious-minded employees who value efficiency above all else are not likely to be motivated by the offer of a life coach or a concierge. They would probably be much more motivated by a good 401k plan. However, that does not mean that all types of
Experts in the field caution both job seekers and employing organisations that online social and professional networks should be incorporated as adjunctive measures on both ends and not relied upon exclusively or instead of certain aspects of traditional recruitment, hiring, and job searching. Finally, the other obvious implication of the growing use of social networking sites (in particular) for this purpose is that one must become more careful than
In that regard, Human Resources managers have discovered that online networks can help establish unity among employees working much too remotely from other employees to establish any kind of rapport or shared corporate culture through traditional means. Another advantage of this use of online social networks has been their ability to facilitate greater connections among and between groups of employees from different places of origin, backgrounds, and age. There are