Case Analysis Project- Precista Tools AG

Mario Pellegrino is the chief executive officer of The Shamrock-Diamond Corporation for 12 years. Under his direction the company has been profitable and has increased dividends for stockholders while continuously increasing his workforce. He is holding a meeting with his board of directors in order to introduce a proposal for the company. The decision makers in this case are board of directors, which is composed of successful business that didn’t think much about management employee relationships. Before introducing his new proposal Pellergino talks about a seminar he attended.

• The Political Framework is very important. As Bolman and Deal note, the political leader understands the reality of the politics in the organization and deals with them (1991). The framework is developed primarily by political scientists who believe that an organization is an arena wherein different interest groups compete for a limited amount of power and resources leading to conflict and coalitions being established (Bolman and Deal 1991, p. 15).

The HR Function drives performance and provides line managers with the tools and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels.

HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.

8. In what way does an effective HR manager influence their staff? An effective HR Manager: Leads by example – if you expect your staff to show certain characteristics then you need to show them yourself. Be open, fair and transparent in your methods at all times. Ensure that your staff feel valued and important within the organisation. Ensure that other managers realise that they all have a responsibility for HRM – for example a team leader must take on shared responsibility for the staff development of colleagues in their team.

I will explain, with related examples, why HR professionals are required to manage themselves, groups and teams, manage upwards and across the

Managers want an HR function which understands the workforce and can help balance the organisations employee and business needs. They want a proactive HR function which identifies issues before they happen and works with managers to address them. They would like HR to help them with their most challenging people issues including motivation, change and skills development. An HR function which does not understand the business and the workforce completely loses its value.

An HR manager includes many duties such as recruiting staff (Bureau of Labor Statistics, 2015). It includes conducting the interview with the potential employee if the manager gives them that task (Bureau of Labor Statistics, 2015). HR managers are very knowledgeable about the rules and regulations that face their company about employees (Bureau of Labor Statistics, 2015). They make sure these rules are being followed by all levels of staff members (Bureau of Labor Statistics, 2015). They are also responsible for employees getting the needed training to complete their tasks

Human Resource Manager focuses on three main areas which are Recruitment of, Management of and providing training for the people who are employed within the organisation. This department deals with hiring, health and safety, motivation for the employees (such as bonuses) and managing the performance. An organisation that I will be relating this too is Tesco. There are three main factors that Tesco has to consider and they are Internal planning, External planning and Employee skills.

Explain, with related examples, why HR Professionals need to be able to manage themselves, manage groups or teams, manage upwards, and manage across the organisation.

Structural leaders emphasize rationality, analysis, logic, facts, and data. The believe in clear structure and well-developed management systems. These types of leaders can design structures and systems to get the job done. Political leaders believe that managers and leaders live in a world of conflict and scarce resources. Political leaders emphasize the importance of building power base: allies, networks, and coalitions. A good leader is an advocate and negotiator who understands politics and is comfortable with conflicts. A leader that is considered a style of human resource emphasizes on the importance of people. They believe in the importance of coaching, participation, motivation, teamwork, and good interpersonal

The HR manager’s role should match the changing needs of the organization. “Successful organizations are becoming

It is questionable whether we, the voters, actually elect “leaders” when we vote for our country’s leaders. Presidential campaigns, for example, can have candidates that are either mediocre or very bland, or candidates that are extremely fake and superficial. It is uncertain whether we know each candidate’s true personality or beliefs when we place our votes on Election Day. These elected political figures may be seen as leaders in the eyes of their constituents, but that does not mean that they are true or good leaders. Many natural leaders are successful in convincing their followers to engage in negative activities or believe harmful ideas. Bill Clinton, for example, was seen as a natural-born leader throughout his schooling career, yet his leadership qualities while serving as President led him to be very corrupt and cause discourse and scandal. Likewise, many political figures may appear to be leaders to the public eye, but may not be ethical in their leadership, therefore being detrimental to their constituents instead of beneficial (Anderson, 2000). Alfred Grazia, a political author, identifies political leaders as, “any occupant of an established political position or as any person, in or out of such a position, whose political activity has more influence upon a group’s behavior than has the activity of the average member.” Since political leaders hold more influence on the behavior of a group, they hold the power to steer them in

HR Managers need to be alert to potential harassment and discrimination issues and act appropriately, either directly or through the appropriate line manager/s. They also must be able to give impartial and expert advice to people involved in harassment and discrimination cases, both complainants and alleged offenders.

Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring