Characteristics of system approach
Open system: a system keeps evolving and its properties keep
emerging through its interaction with environment
Holistic view: systems theory focuses on the arrangement of and
relations between the parts that connect them into a whole. The
mutual interaction of the parts makes the whole bigger than the
parts themselves.
Goal-directedness: systems are goal oriented and engage in
feedback with the environment in order to meet the goals. Also,
every part of the system is interdependent with each other working
together toward the goals.
Self-organizing: productive dynamic systems are self-organizing. It
implies the adaptive ability of the systems to the changes in the
environment.
Process of Human Resource Management
1. HR planning: It involves the process of recruitment, Selection,
Hiring and Training and development.
2. Performance management : There should be proper management
of the work done and the future goals. Performance management
refers to appraising the performance of the employees and
enhancing it.
3. Remuneration to employees and benefits: Fair salary or
remuneration plays a very important role in motivating an employee
to accomplish organisational goals.
4. Employee Relations : There should be a sound relation between the
employee and the organisation. The factors like working
environment, labor law and relations, compensation, etc influence
employee. The employers must ensure all these factors to build
employee relationships that in turn better employee retention.
Need of Change Management
Taking Advantage of Opportunities: Adding a new product or
service to take advantage of an emerging opportunity can be a driver
for change.
Adapting to a Crisis: Whether it’s an economic downturn, a global
pandemic, or another unexpected event, institutions need to change
quickly to survive a crisis event.
Adopting New Technology: Tech innovations are happening
constantly, and institutions can often completely transform workflows
for the better by changing to adopt them.
Mergers & Acquisitions: Large changes in organizational structure
due to the melding of two institutions, will significantly change the
organizations involved.
Cost-Cutting: Institutions often change to reduce costs, which can
mean layoffs, site closures, and other measures to cut expenses.
Societal Changes: Some changes are driven by the evolution of
societal values, such as the movement to become more sustainable
and reduce carbon footprints.
Characteristics of the Transformational Leader
Willingness to listen and invite new ideas.: Leaders refine their active
listening skills to both demonstrate attentiveness and avoid
misunderstandings. When people feel like their concerns, feelings, and
ideas are being genuinely heard and taken into consideration, they are
more likely to be engaged and committed in their work.
Adaptable : Transformational leaders are adaptable because it helps
them manage multiple needs and situations. When changes require
them to act, they know how systems within a institution interact and
adapt accordingly.
Motivating : Inspirational leaders are effective at creating a sense of
purpose for their teams. They communicate goals and challenge
employees in ways that make people want to rise up to meet, or
exceed, expectations. Their combination of emotional appeals and
active communication helps these leaders to get to know their team
members and better understand how to motivate them.
Accountable: This also sets a strong example for employees,
encouraging them to accept the same degree of accountability in their
work. Building an organizational culture that emphasizes accountability
helps to lay the groundwork for a workplace that thrives on
communication, trust, and consistent engagement.
Integrity :Transformational leaders demonstrate that they are honest,
ethical, and worthy of trust. They build this reputation by keeping
promises and honoring commitments while setting an example for
behavior that is in keeping with the organization’s stated values.
Advantages of Transformational Leadership:
Excellent at communicating new ideas
Good at balancing short-term vision and long-term goals
Transformational leaders create and manage change.
Quick adaptation to new ideas and vision.
Experience building strong coalitions and establishing mutual trust
They have integrity and high emotional intelligence (empathy with
others)
It encourages ongoing learning and development.
Gives high focus to employer-employee relationships
Disadvantages of Transformational Leadership:
Ineffective in initial stage or ad-hoc situations
Require an existing structure to fix
Bad fit in bureaucratic structures
Constant feedback is required for this leadership style to be effective.
This leadership style results in high levels of burnout.
can be disruptive to the workplace.
Characteristics of the Situational Leader
1. Flexibility : A situational leader even adapts their leadership style to
different tasks and to building stronger, more positive relationships in
the workplace.
3. Changes According to the Situation : a situational leader will adapt on
the basis of which issues their organization faces.
4. Directing : Situational leadership will be high on the “directive” aspect
5. Coaching: leader still prescribes their team or team members detailed
instructions, but they focus more on soliciting input
5. Participating : The situational leader may try to encourage a team
6. Courage : It takes a lot of courage for a leader to try out different
leadership approaches and figure out which one is ideal.
7. Integrity : Growth focused, they are committed to improving the
organizational structure and care about its longevity.
8. Clear Vision:The situational leader has a clear vision of where the team
and the project is going.
Advantages of situational Leadership:
It Promotes Flexibility: Situational Leader are flexible with their
subordinates and provide them support and coaching according their need
and requirement. It takes different development and maturity level of
employees into consideration
Conducive workplace: Situational leadership creates a more comfortable
environment for employees as the leadership style implemented will typically
match their needs.
It Improves Overall Productivity: Different followers have varying levels
of capabilities and motivation. Since a situational leadership style requires
the evaluation of each follower, there is better chance of maximising their
output.
Better employee performance : When a leader pays more attention to
the emotional status of employees, this also boosts the level of trust within
the organisation. As a result, leaders with higher levels of empathy can
motivate their followers more effectively.
Disadvantages of situational Leadership:
1. Situational leadership can divert leaders focus away from long-term
strategies, symbols, structure or politics and focus on short term goals
only
2. It may be difficulty in defining and quantitying maturity, who should rate it, and the
tendency to assume job maturity matches emotional maturity.
3. Followers may be able, willing and confident to perform but may take advantage of
the low intervention from their managers so that the tasks may not be completed
on time or productivity is not up to par as expected.
4. The Situational Leader may be deemed inconsistent and hard to predict developing
lack of trust and fear in the minds of the followers.
Merits of Team Leadership
Momentum. A successful team leader knows how to delegate tasks
among team members, leading to more effective outcomes.
Effectiveness. Team leaders have the ability to instill a strong belief in
the company's service or product. ...
Conflict Resolution. Without a team leader, team members do not have
an outlet to share their concerns and, therefore, might feel frustrated
and confused about how to incorporate change.
Direction. Effective team leaders have the ability to identify talent, so
they know the right person for each task at hand.
Demerits of Team Leadership
Team leadership may result in slower decision making.
Individuals work less because their colleagues will complete the task
for them. i.e. free riding may occur in team
Conflict occurs if the leader isn’t compatible with the team
Team leadership result in less freedom or flexibility among employees.
Workers may lack their freedom when they have to mandatory follow
all the orders of their leader.
If the team leaders do not keep the employee in a team positive and
satisfied then workers may feel demotivated.
Team in an Institution may not like if all the decision are taken by their
leaders.