Managerial Theories and Concepts Assignment.
The evolution of managerial theories over centuries has immensely transformed the capabilities and ultimately the performances of organizations. When studying the major shifts in managerial theories and human resource concepts, their history from the industrial era to the digital revolution is quite relevant. In the 1900s, managerial theories such as Friedrick Taylor’s Scientific Management Theory emphasized on a Human Resource Approach based on quality vs. quantity. The approach was appreciable advancement from the world war era where managerial theories only recognized tough working conditions to yield quantitative results in the shortest time possible. Managerial Theories and Concepts Assignment.The major shift regarding managerial shifts and how human resources are currently perceived had everything to do with brains more than brawn (Bratton & Gold, 2017). The focus of organizations’ management is to invest in and empower adaptable human resources in the face of technological transformation. Having the right skill-set at the right time is an invaluable asset to HR systems for the fulfillment of organizational goals.
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Management theories along with the HR Departments have also been transformed considering engagement in the crucial matters of an organization. Previously, limitations existed on who could make decisions on behalf of the company. Cut-throat competition for the topmost positions of organizations was evident, a characteristic that still exists to date. The difference is that in the modern age and the advent of civilization, management practices as implemented by organizations realize the importance of open communication and proactive engagement. Managerial Theories and Concepts Assignment.Remarkably, HR departments are fully represented in making crucial decisions regardless of the issue to be addressed. Traditional management theories have been replaced with management practices that focus on leading more than exercising authority (Rosenberg Hansen & Ferlie, 2016). Consequently, the culture of inclusion and enhancement of a shared vision for the growth of organizations is realized.
Responsibilities of Human Resource Departments
The Human Resource Department of any organization is responsible for staff welfare and general management of employees. HR Departments work to provide a conducive work environment for an organization’s employees. Conduciveness is achieved by the formulation of policies regarding codes of conduct for dressing, language use, social relations, and leave management (Lengnick-Hall et al., 2009). The human resource department regulates the relationship between employees and employers by setting standards of governance and conflict resolution measures. The regulations keep the workplace relationships as cordial as they ought to be. Managerial Theories and Concepts Assignment.Moreover, HR is the arm of an organization that ensures fair compensation prevails according to the terms and conditions of employment. The HR Department is responsible for ensuring that compensation is fair considering the value that employees offer the company.
The other key role of the HR Department that applies to all organizations is that of recruiting employees and selecting talent that is relevant and suitable for an organization. The HR Department establishes a staffing plan documenting the number of employees, the gaps in each department, and clear forecasts of an organization’s workforce. The HR Department determines the qualifications for hiring and ensures that the recruiting process is transparent. Similarly, the firing of employees based on specific criteria is a responsibility accorded to the human resource management only. In line with the recruitment, Human Resource Managers and their teams provide the necessary orientation and training to recruits making sure that they fit into their roles and perform competently. The above roles are essential in spite of the nature of the organization.
Theories and Principles for the Hospital Setting
Hospital facilities are essential to healthcare systems across the world. Consequently, they need the best of management theories and HR principles to ensure top-notch service delivery to the world’s population. One of the theories that have been lauded in the healthcare spectrum is the evidence-based theory of management. According to Walshe’s report published in 2001, lack of evidence is the primary cause of poor decision making in hospitals resulting in low-quality work (Pfeffer & Sutton, 2006). A classic example of this is the deployment of nurses in hospital facilities to provide care, for instance, to cancer patients. In the application of evidence-based theory, no universal rule should exist on how to care for cancer patients. Rather, evidence-based on cancer patients should be a guideline in providing care that suits the needs of individual patients. Similarly, for hospital management systems, using evidence is the best way to develop solutions for the various challenges. Managerial Theories and Concepts Assignment.
While practicing evidence-based management theory, instilling the best HR principles is a great way to boost the functionality of hospitals. Hiring for skills is one of the widely appreciated principles that need to be implemented by hospitals. In the rapidly changing healthcare space, it is vital for HR departments to hire based on skills that suit the demands of the hospital. Having a system where skill-set is the key requirement is a sound basis for the growth of a hospital facility. Another principle is to shed complexity for simplicity (Rosenberg Hansen & Ferlie, 2016). In a survey done by the University of Birmingham, hospital facilities with hierarchical and consequently bureaucratic arrangements often have precedent challenges in their structures and HR systems. Public hospitals, for instance, are known for such systems and are associated with poor services. Managerial Theories and Concepts Assignment.Adopting a level management system where people join as partners fosters effectiveness within the organization.
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References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., & Drake, B. (2009). Strategic human resource management: The evolution of the field. Human resource management review, 19(2), 64-85.
Pfeffer, J., & Sutton, R. I. (2006). Evidence-based management. Harvard business review, 84(1), 62. Rosenberg Hansen, J., & Ferlie, E. (2016). Applying strategic managerial theories in public sector organizations: Developing a Typology. Managerial Theories and Concepts Assignment.