Human Resource Management Models Concerns

Being the regional human resource director of the company, I have recently been informed that there is a restructuring taking place within the organization. This includes the retirement of the company president and his decision to relocate the current headquarters from Northeast to Texas. This will encompass the redeployment of approximately 1,000 personnel. Taking all these aspects into consideration, I have several concerns.

First, I am concerned that employees will not be receptive to the news that they will have to relocate to a new expanse after working there for several years. A major worry is that there will be a decline in employee performance, which will hamper the overall performance and productivity of the organization. Another problem is that the retention level of employees might significantly deteriorate. With turnover comes the need to hand out employee benefits. With respect to indirect as well as direct expenses, the total outlay of an exempted worker turnover happens to be at least a year's benefits and compensation, or perhaps even two years (Ramlall, 2004). The relocation of the call center stands to have an impact on about 500 personnel. If even a handful of these workers opt not to relocate to the new center, the costs that the company will incur in paying out benefits will be immense. A major concern is that this might have a detrimental impact on the financial status of the company moving forward. My other concern is that owing to the substantial turnover and failure to retain personnel, the company will lose its critical employees. As pointed out by Ramlall (2004), human capital and knowledge management encompasses the fact that individuals have proficiencies, experience and knowledge, and as a result have economic value to organizations....

Such loss might be substantial to the organization and this might lead to its failure because finding such knowledge and experience will be quite difficult. Another key concern is how to ensure that the employees continue being motivated all through the 60-day period before the relocation in the event they obtain other job offers. In particular, as the company relocates, other companies may seek to poach these employees, especially those with key competencies. In addition, personnel will be less motivated and might have a preference of accepting such offers. This is linked to the level of productivity of the employees. Knowing that there is a prospect of losing their jobs in about 2 months, there might be less productivity from the personnel.
Being a Positive Reinforcer

This communication plan will help me in establishing myself as a positive reinforcer. The communication plan will outline precisely what is going to be done. This implies not making any promises. It will aid in increasing the trust of the employees in me. Secondly, the communication plan will aid in making me understand the status of the personnel. A significant behavior of good leadership is monitoring. I will also regularly check on personnel to aid in accomplishing their tasks and answering any tasks (Daniels, 2014).

Mr. Davis' Style of Leadership

The style of leadership exhibited by Mr. Davis is participative style of leadership. This style of leadership is also referred to as the democratic leadership. In particular, a participative leader values the input given by the team members and associates. However, the accountability of making the ultimate decision lies with the participative leader. This leadership style emboldens morale of the workforce for the reason that they make a great deal of contribution to…