Human resource management Dissertation Example | Topics and Well Written Essays - 1750 words

Human resource management - Dissertation Example However, the ability of an individual to perceive change goes beyond mastering new principles while maintaining productivity in the face of new policies and technologies. The personal disposition of an employee plays a crucial role in successfully adopting changes implemented. Psychologists are clear on the differences in personality and how they affect working skills and managerial skills (Brunstein 2001, p.83). Individual characters are indeed beyond the scope of the company; however, the company can maintain these diverse characters for the smooth running and subsequent integration of employees in the course of a change. An employee’s motivation and morale are crucial to the productivity of a company. Motivation and morale can be high or low as a result of a change. External or internal locus of control will determine the modes of motivation necessary for the individual to be productive. In light of this, intrinsic and extrinsic motivation will determine the success of chan ges in a company. The leadership of a company is responsible in ensuring that proposed changes appear in a positive light. Therefore, the personality of the individual at the position of leadership will determine the interpretation of the changes (Brewster 2012, p.108). Interpretation of changes in a company also relies on the perceptual capabilities of not only the persons in leadership but also of the subordinates. Perception is dependent on the level of education of an individual, their personality types, and their level of motivation. In retrospect, the success of change implementation can be at the disposal of individual employees in which case their failure to be integrated can result in the failure of the company to integrate change (Clark 2000, p.41). Research question: Is the slow integration or failure thereof of a new policy, strategy or technology in an institution dependent on failure of the system or on the individual’s ability to integrate and, therefore, confo rm to change? Is the individual motivated or demotivated by change and how do they perceive change? What is the managerial level perception and interpretation of change? Change is necessary for the effective running of an organisation (Handy 1996, p.70). The mangers perception of change: a â€Å"good† leader does not impose changes. Managers do is to trust that the workforce is capable of navigating its way around huddles caused by the change. After interpreting the requirements of change and providing the necessary equipment and policies that come with it, they retire to their managerial cocoons. This is not an expert thing, but the autonomy the manager entrusts the workers at this point is crucial to the running of the organisation. The organisation’s ability to cope with change has no universal formula (Handy 1996, p.72) because pressure arising from change affects organisations differently. In the same way, individuals do not react the same way to change, but their collective reactions will determine the course of change in an organisation. The desire for individuals to take personal responsibility for their careers is apparent in the current working trends. Individuals advance their education when they get jobs for the sake of promotions. People now pay interest in the running of organisations they work for

Geography of Desire Essay Example | Topics and Well Written Essays - 1000 words

Geography of Desire - Essay Example With this on hand, it is then essential to analyze the relationship of Silicon Valley, which is the San Francisco Bay Area, to its culture with the influence of technology. Prior to discussing the relationship of the geographical location and culture in Silicon Valley, it is vital to gain an overview of technology and its importance. In essence, technology is defined as the manner of constructing machines and attributing to it their capabilities and efficiency while being used by an individual (McLoughlin 6-7). With this on hand, it can be inferred that the importance of technology can be determined in perspective of the user of the said technological machinery. Moreover, technology then can be considered as a great influencing factor to the user and even the environment of the user, which had occurred in Silicon Valley. Silicon Valley, in the past 40 years, has been considered as the â€Å"birthplace of many of the largest and fastest growing electronics firms in the world† ( Garud and Karnoe 127). In the past, there have been many technological experiments conducted in Silicon Valley, but one of the most crucial deciding factors for the technological hub was the establishment of the IBM laboratory in San Jose. With this action done, Silicon Valley was able to open its doors to the different technological firms, including Zilog, a semiconductor fir, and the Xerox Palo Alto Research Center (Garud and Karnoe). These fostered the beginning and the continuous of the technological innovation in the Valley. In addition, as the firms have been increasing in the Valley, it had also influenced the cultural activity in the area. As industrialization paved its way to Silicon Valley, it had also changed, and eventually broke the barrier between managers, employees, and function of corporations in the different technological sector present in the valley. The culture of start-ups became the trend in Silicon Valley, which was anchored on the â€Å"trust in individual a high degree of professional autonomy, and generous benefits† (Saxenian 50). This type of corporate culture allowed the managers, supervisors, and the heads of the department to create a normal working environment in the organizational system. This meant that employees can easily approach their managers in an informal manner in the hallway, and even have a small lunch time with their coworkers and bosses. The culture in Silicon Valley mostly anchored in the abolishment of organizational hierarchy in order to foster teamwork, camaraderie, and creativity (Saxenian 50-51). Aside from this, according to Martin Kenney â€Å"the Silicon Valley culture is based on establishing a company and then selling it to either public or a corporate acquirer† (â€Å"Lessons from the Development† 58). Therefore, aside from the non-hierarchical culture, Silicon Valley also became a breeding ground for entrepreneurs in the industry or technology. The culture born from the economic ac tivities in Silicon Valley is not considered as a unique one, but it is considered by many as â€Å"extreme entrepreneurship† (Kenney, â€Å"Lessons from the Development† 59). Looking back, in the beginning of the Silicon Valley, most of the employees were riskful and was able to pull through by transferring from one job to another. However, as the start-up