Name Essays (632 words) - Human Resource Management,

Name: Instructor's name: Course: Date: 1. "Truth" is more important during periods of change and uncertainty than "good news." It is widely believed that one can fool anybody for all time, one can fool everybody for a short time but it is impossible to fool everybody for all time. This is the focal point of the above statement. I believe that an organization is a long termed project and not just a sort termed profit making scam. To attain success in the long term and attain success an organization must look into issues that would help the organization in the long term. One such issue is to maintain sustainability over a long period of time and to attain sustainability the most important variable related to an organization is Trust with a capital T. It is this trust that helps an organization to be fruitful and develop. By using the word 'trust' it is not meant to be applicable to any specific firm or individual. It is not only applicable towards clients and suppliers but it is relevant to everybody associated with the company or organization. This principle could be formulated into a HR technique that would yield surplus in the long run. Trust is not just about the stake holders of the company but more so it is applicable towards its employees too. There is no meaning of showing a bright future where there is none; rather it would be far more positive attitude to reveal everything that is true about the organization. It is not only a moral approach but a trust building operation that would prove to be helpful in future and a HR manager would never let go a chance to win the faith of a worker. (Mukherjee, 28) Revealing the open truth about the company is the most effective way of taking an employee into complete confidence. 2. To change the individual, change the system. If the statement 'man is a social animal' is true then this management principal would be the best possible relevant example of it. Consider this- every individual is shaped by the virtue of his or her environment (Lamb, 23). Therefore it is obvious that an employee would be governed by the nature of workplace he or she is associated with. If the term 'work culture' should be taken into account then it becomes more relevant. In most of the third world country 'red tape vicious circle' is a usual nuisance under bureaucratic formulations. (Fletcher, 72) But to overcome it if anything is to be done is the entire reconstruction of the system itself. The governing body must make sure to provide the employees with a structure that motivates and accelerates the work efficiency of the employees. Likewise, this management principal could be an enormous resourceful tool for a HR manager who wants to gear up the efficiency level of the employees. If otherwise, the management decides that system is running smoothly and there are no needs to evoke a revolution in terms of system change, still the HR manager is left with ideas that would enable sea change within the work attitude of the employees by enforcing minor or petite changes within the set principals of the apparently rigid structure of the system. For example, the HR manager can introduce the use of low volume light music to be played though out the working hours. This music can be anything on the path of Kenny G saxophone or Richard Clayderman piano tunes. This would be a direct influence on the employees as light music like these would help them overcome boredom and attain more and refreshed vigor at work. (Podolski, 241) References: Lamb, Davis; 2004; Cult to Culture: The Development of Civilization on the Strategic Strata; National Book Trust. Podolski, V; 2006; Causes and Results of Management; British Association for Behavioural and Cognitive Psychotherapies; Alliance Publishers Fletcher, R; 2003; Notes on Management Principals; Howard & Price Mukherjee, Sachin D; 1993; Office Administration- Spitting Hate; IBL & Alliance Ltd