Human Resource Strategies for Security Management

Factors to Consider in Security Management 1. On meeting new workers assigned to the unit, what topics would the supervisor discuss first? Why? Regardless of the supervisor’s precise role, many of the problems that occur following the hiring of new employees relate to misunderstandings concerning organizational expectations and the failure to identify optimal candidates (McCrie, 2016).

Therefore, supervisors at every level should focus on accurately communicating organizational expectations based on a timely and accurate job description, accident reporting requirements, what safety protocols and procedures are in place and the name and contact information of the relevant safety official(s), the employees’ multiple rights within the organization as well as their responsibilities and obligations with respect to protecting organizational resources and proprietary information. In addition, supervisors should ensure that new employees have the opportunity to ask questions concerning the organization and their responsibilities (McCrie, 2016). 2.

What special concerns would a supervisor have if the new worker was being assigned temporarily to someone with no previous experience as a mentor? In many cases, mentor and mentees develop a mutually reciprocal relationship that confers significant benefits for both, but this outcome is only achieved over time and with commitment from both parties (Martin, 2017).

Therefore, the very real potential exists that all of the hard work and effort invested in a mentee might be lost or diminished in the event the mentee is assigned, even temporarily, to another supervisor who lacks any previous experience as a mentor. 3.

In your opinion, does Mayo’s research at the Western Electric plant have any relevance to the management of a security program? The modern workplace has changed in fundamental ways since Elton Mayo conducted his seminal studies at the Western Electric plant, but many of the same tenets that emerged from this early research remain relevant to the management of security programs today.

For example, when employees believe they are being observed by organizational human resource or security representatives for any reason, they will likely alter their behaviors in accordance with prevailing corporate regulations and guidelines. This natural response on the part of employees to being observed, whether overtly or covertly, means that security managers can leverage this response in ways that effectively reinforce compliance with existing security protocols and procedures as well responses to any subsequent changes in their respective provisions. 4.

In your opinion, is the Pygmalion effect harmful or beneficial to management? Explain. A growing body of scholarship indicates that the Pygmalion effect is profoundly beneficial to management and organizational performance. In this regard, Reynolds (2009) reports that, “The [Pygmalion] effect can be defined as improved subordinate performance resulting from expressed, positive supervisory expectations. Pygmalion research conducted in workplace-related settings has demonstrated that such an.