Introduction
In this essay I will explain why human resources managers need to have a practical understanding of the perception; motivation and behaviour have in the aspect of a human resource manager. In this fast and developing world we are living in, human resources managers have a hard task in the way they view things and how to take the best decisions for their organisation. One will argue that being a human resource manager is one of the most difficult tasks with the different kinds of people we have in the world today with so many influences. Levinson 1978 (cited by Armstrong 2009, p. 301) suggested that “individual life structure is shaped by three types of external event: the socio-cultural, environment, the role people play and the relationship they have and the opportunities…” To understand the whole perspective in relation to human perception, motivation and behaviour in regards to managing human resources it is very important for us to have an in-depth understanding on how perception motivation and behaviour is practically practiced in the area of human resource manager
Perception
I believe that perception is a human ability to come to a conclusion of what is seen and heard in reference to the knowledge or past experience a person may have. For example, you can take two people to analyse one situation both will come out with different results due to the way they perceive things due to what they know. According to Armstrong (2009) p.307 “perception is the intuitive understanding, recognition and interpretation of things and events” for we are all born as individuals with different background, culture, environment, and religious belief with different ways of seeing and understanding things. As Mullins (2007) p.209 sai...
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...applies stereotyping as one can lose the best employer for the right job when it comes to job interview.
Human Resource Manager (HRM) therefore has the task to set the scene of the organisation that will affect the behaviour of the employees and that their goal will be set on target. It is very vital then that HRM set the organizational culture of the organisation perfectly. The organizational culture will have a direct impact on the on the employees perception, motivation and behaviour. According to Werner et al (2008) Organisational culture “is a set of values, beliefs, norms and patterns of behaviours that are shared by organisation of members and that guide their behaviour”. Having setting up the right framework with the right motivators’ employees will have the right environment to work and this will create good job satisfaction with great results for both.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Perception is defined as the awareness of the world through the use of the five senses, but the concept of perception is often used to isolate one person’s point of view, so how reliable can perception be if no one person’s is exactly the same? The word perception itself is riddled with different, well, perceptions of its meaning. When some hear the word they might automatically think of it as something innately flawed, that can easily be fooled by illusions, while others may think of its usefulness when avoiding scalding a hand on a hot stove. I am here to agree with both and to argue that perception is something necessary and helpful, and something that should be scrutinized for its flaws. By looking at perception as a way of knowing in the
Each one of us lives in our own unique world of perception. As individuals, we may experience life in an entirely different way through our senses and life experiences. Therefore, perception can be tricky since it is very personal to each one of us. According to the Merriam-Webster online dictionary, perception has three meanings; (1) “the way you think about or understand someone or something,” (2) “the ability to understand or notice something easily,” and, (3) “the way that you notice or understand something using one of your senses” (2014, para. 1). C.S. Lewis said, “What you see and what you hear depends a great deal on where you are standing. It also depends on what sort of person you are” (n.d., para. 11). In other words,
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Perception is considered to be the manner in which individuals receive, interpret and translate experiences. How individuals perceive things works to define how they think. Perception tends to provide individuals a significant filtering
As we know, the term ‘human resource management’ underlines a belief that people really make the difference, only people among other resources have the capacity to generate value. However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes.
Perception is defined as the process of organizing, interpreting, and selectively extracting sensory information . Visual perception is left to the individual person to make up their own mind. Perceptual organisation occurs when one groups the basic elements of the sensory world into the coherant objects that one perceives. Perception is therefore a process through which the brain makes sense of incoming stimuli.
An organization’s resources can be classified into three categories: physical resources, human capital resources and organizational capital resources. Physical capital refers to non-human assets such as, machinery, infrastructure and other raw materials that are used within an organization’s production process. Human capital resources include the skill sets, knowledge, work experience and insights of each individual employed in the business. Organizational capital resources consist of an organization’s formal reporting structure, the planning, controlling and coordinating of systems, and interpersonal relationships formed within the work community (Barney, 1991, p.102).
Successful organizations have the same thing in common; they provide opportunities for leadership skill development. Human Resource plays an important role in developing leaders within the organization, and the department should be dedicated to provide support to individuals and departments, with learning opportunities, to cultivate their talent and leadership skills, so they can better serve the organization. Human Resources has a supportive role to help cultivate and develop talent with learning opportunities that focus on the enhancement of existing skills and acquisition of new skills, including the individuals leadership potential. Also, helping staff members adjust to their new set of responsibilities is a priority for the human resource
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resources has been defined as the personnel of a business or an organization, considered an asset in terms of the skills, competencies and abilities they are equipped with. This is regarded as one of the most important elements in the successful performance of business ventures due to the fact that they play a major role in the implementation of business planning, setting future goals and working on daily business operations. According to Ruth (2016), human resources help in the control of the budget, the improvement of the performance and in the sustainability of the business. From all this information, it is clear that it is important to have effective, professional and perfectly-performing human resources. In the business context, human resources are perceived in different ways depending
...ard internationally regards to the labor satisfaction and their problems and well suite in the agenda to be a developed country by 2020.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.
The Importance of the Human Resource Function Human resources are the backbone of any business. It deals with the most important resource in the business – people. For any business to achieve its objectives they must plan their resources and one of their key resource is people. They need to get the right people and develop. them well in order to meet the organisation’s aims successfully.