Kısa cevap · Soru 76
Who is a leader?
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A leader is a role model who earns the title.
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İlerleme yükleniyor…
A leader is a role model who earns the title.
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• Management is based on position; leadership is about personal qualifications. • Management is attaining goals through others; leadership is pursuing goals with others. • Management authority is based on legal authority; leadership power comes from followers. • Management produces order and consistency; leadership produces change and movement.
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Leadership is analyzed by the traits approach, behaviorial perpective, contingency theory, and contemporary approach.
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The contingency approach emphasizes that leadership style and best managerial approach change according to environmental factors.
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The communication process is composed of components each of which is key to the success of the process: the message, source/s (sender), encoding, medium (channel), receiver, decoding, noise, and feedback.
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Forms of communication depend on the context: the extent of importance; urgency of the matter; distance; availability of technology; manager’s style; the overall organizational culture.
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A successful and effective organizational communication process has certain features: the message should reach its destination in the original form as much as possible; the message should reach the receiver on time; the receiver is engaged in the process sending acknowledgment of the receipt of the message in the form of a feedback.
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Human resource (HR) refers to the workforce within an organization responsible to perform certain duties assigned by the management for achieving organizational goals.
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Human resource management (HRM) consists of all the activities involved in acquiring, maintaining, and developing an organisation’s human resources.
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Strategic human resource management is the linking of the human resource function with the company’s strategies to achieve organizational goals.
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Without managerial support, HRM programs cannot succeed. Therefore, human resource managers need to understand clearly how to communicate their policies and procedures to other units of the organization.
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Managers should be aware of the business environment for opportunities and threats affecting human resources and be prepared to react quickly to these challenges.
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Globalization, increased competition, deregulation and increased indebtedness, technological innovation, more high-tech jobs, more service jobs, more knowledge work, an aging workforce, economic crises, slower economic growth in many countries are the trends shaping human resource management.
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External environmental factors affecting HRM are workforce and demographic trends, government regulations, and economic challenges and trends.
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Every employee carries his/her cultural background to the organization. Firms should train and educate their work force to achieve a unified organizational culture.
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Human resource management starts with planning which is the development of strategies to meet a firm’s future human resources requirements.
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Carrying out a job analysis, forecasting demand, forecasting the supply human resources and matching the demand and supply of human resources are the steps that are generally followed.
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Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization.
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The type of information gathered from job analysis could be listed as; selection, performance appraisal, training and development, job evaluation, career planning, work redesign, and human resource planning.
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A job specification is a document containing the minimum acceptable qualifications that a person should possess in order to perform a particular job.
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The first human resource planning activity requires forecasting labor demand. Labor demand determines how many and what type of employees the organization needs in the future.
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A skills inventory, which is also called human resource information system, is a computerized databank containing information on the education, skills, and experience of all present employees.
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Preliminary screening - Employment interview - Employment test - Reference check and background investigations - Physical examination - Selection decision
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Specific - Measurable - Achievable - Realistic - Time-bound
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The key objectives of the compensation system for a business organization are retaining the best employees, motivate employees to perform at higher levels, and have the company achieve its strategic goals.
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