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G2 Forum 4: Group Submission
Graduate School of Business, Liberty University
BMAL 501 – B07: Strategic Leadership & Management
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G2 Forum 4: Group Submission
Introduction to the topic
Chapters seven and eight of Organizational Management and Leadership: A Christian
Perspective, by Anita Satterlee, discusses human resource management (HRM) and operations
management in relation to business models. The first and second chapters of Resilient leaders:
The resilience trilogy, by Robert Dees, discusses leadership as a contact sport (with narrations of
his experiences as a new battalion commander) built on selflessness. This group discussion post
synthesizes the three main concepts learned from these readings and are (1) Legal Issues in HRM
(2) Total Quality Management (TQM) (3) Selflessness.
Group Consensus
Legal Issues in HRM
Human resources management is the bedrock of organizational recruiting and personnel
management. Employee selection process to determine the best fit for the organization and
subsequent dealings with staff is wrought with legal issues. Federal laws and regulations guide
employers and organizations in their actions and dealings with employees (Satterlee, 2018, p.
181). These laws and regulations exist to protect all stakeholders involved in the employment
process spectrum. The Stakeholder theory fosters organized thinking about organizational
responsibilities that also affect sustainable HRM and, the more an organization is engaged with
its stakeholders, the more responsible it becomes (Järlström et al., 2016). Organizations and
managers that fail to abide by them are liable to lawsuits, fines and more by regulatory agencies
and employees. in the military organization where work occurs with several hazardous chemical
materials, there is a huge adherence to the Occupational Safety and Health Act (OSHA). To be
compliant, the military organization takes a stringent process to maintain non-hazardous working
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conditions by providing the required personal protective equipment. Human resource managers
must be compliant with policies like the Civil Rights Act Title VII (and of 1991), Family and
Medical Leave Act, Equal Pay Act of 1963, to mention a few from the text. When a production
system involves human resources, there are a set of legal provisions that must be met, these
conditions imposed by laws, regulations or collective agreements refer to many labor issues,
which affect the workers, such as ergonomics in the workplace, workers’ rights, etc (Bautista et
al., 2015).
Total Quality Management
According to Satterlee (2018), “TQM is a purposeful technique that works to ensure
complete satisfaction of both the internal and external customer and in doing the right things
right, the first time” (p. 202). The difficulty for many organizations and managers is attaining and
sustaining this high-level production system. Two popular methods developed by Toyota and
Motorola to attain TQM are the Toyota Production System (TPS) and the Six Sigma model (p.
202). A common factor in both TPS and Six Sigma is that managers and organizations
empowered employees to call out defects before it reaches the customer. Organizations
implement TQM to gain competitive advantage over others, win customer allegiance, gain
business resources, or obtain massive funding (Shafiq et al., 2017).
Selflessness
Leaders sometimes get carried away by the authority of the position which they occupy.
Resilient servant leadership is according to Dees (2013), “selfless service over time from a
platform of character and competence” (p. 60). In my military organization, leaders seldom work
under ideal situations or with the staff they desire, therefore, selflessness in dealing with
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subordinates distinguishes a leader with clarity of the mission at hand and one who is clouded by
their own ego. The Bible says in John 10: 3 “The gatekeeper opens the gate for him, and the
sheep listen to his voice. He calls his own sheep by name and leads them out” (New International
Version). Followers of selfless leaders know the leaders voice and will seldom follow a stranger.
Character traits of selflessness, integrity and courage are identified as the most important traits of
a resilient leader, with the bridge between character and selflessness identified as wisdom (Dees,
2020).
Biblical Integration
The biblical world view of selflessness in servant leadership is seen all through scripture.
Jesus as our true example of selflessness in leadership died for our salvation. Selfless leadership
encompasses considering your subordinates needs before your own. John 13: 12 of the New
International Version says, “When he had finished washing their feet, he put on his clothes and
returned to his place.” – Jesus led his disciples, but he also served them in their needs. Selfless
service in action is recorded in the parable of the Good Samaritan recorded in Luke 10: 25-37
(Dees, 2013, p. 68). When leadership is driven by service to others, motives become clearer
because it drives our “why”.
David as a selfless leader in the bible progressively grew from a shepherd for his animals
to a shepherd for the people of Israel. To achieve this he developed competence, character and
courage which are essential core traits for resilient servant or selfless leaders (Dees, 2013).
Strategies
Legal Issues in HRM
To promote adherence to and compliance with several regulations, human resource
managers must be continually up to date and trained in the constantly changing legal field as it
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relates to employees and employment law. Staff must also be oriented at the beginning of their
employment agreement to the legal expectations to maintain organizational compliance. A
program of employee development should include refreshers in pertinent laws and guidance .
Periodic training will be the main strategy because while the human assets on which firms rely
are a critical resource for sustaining their competitive advantage, their management also presents
a major challenge, particularly as human‐capital‐intensive firms rely on organizational members
who have substantial bargaining power and a preference for autonomy (Chatain & Meyer-Doyle,
2016) .
Total Quality Management
Maintaining high levels of customer satisfaction and low percentage defects in
production operations. Managers must be familiar with techniques to foster TQM. These
techniques include (1) Toyota production system (TPS), (2) Six sigma (Satterlee, 2018).
Organizations that follow the TPS strategy utilize Jidoka and Just-in-Time concepts to eliminate
waste and inconsistencies in their operations. Another important strategy for managers to
consider is timing of TQM implementation, as this has a role to play in its success. The timing of
TQM adoption is important for firms that implement it. Research suggests that adopting TQM in
the growth stage of a product’s lifecycle is most beneficial to firms (Yu et al., 2017).
Selflessness
Organizations can utilize avenues to perform corporate social responsibilities (CSR) to
foster corporate selflessness to their host communities. However, when leaders and managers are
dealing with staff issues, they must put the welfare of the subordinate staff and the company
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before their own (Dees, 2013). Also, another strategy is to train and retain selfless employees
who rise to become selfless managers in their organizations. The human resource recruitment
process must include an analysis of character to determine the degree of selflessness an applicant
possesses. Selfless service is at the center of leader character (Dees, 2013). Another strategy is to
grow selflessness in the formative years as a leader, through biblical leadership-based courses
that focus on the leadership of Jesus Christ.
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References
Bautista, J., Alfaro-Pozo, R., & Batalla-García, C. (2015). Consideration of human resources in
the mixed-model sequencing problem with work overload minimization: Legal
provisions and productivity improvement. Expert Systems with Applications, 42(22),
8896–8910. https://doi.org/10.1016/j.eswa.2015.07.044
Chatain, O., & Meyer-Doyle, P. (2016). Alleviating managerial dilemmas in human-capital-
intensive firms through incentives: Evidence from M&A legal advisors. Strategic
Management Journal, 38(2), 232–254. https://doi.org/10.1002/smj.2473
Dees, R. F. (2013). Resilient leaders: The resilience trilogy (1st ed.). Creative Team Publishing.
Dees, R. F. (2020). Presentation: Introduction to resilient leaders [Video]. Liberty University.
Retrieved September 19, 2020, from
https://learn.liberty.edu/webapps/blackboard/content/listContent.jsp?
course_id=_665152_1
Järlström, M., Saru, E., & Vanhala, S. (2016). Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business Ethics,
152(3), 703–724. https://doi.org/10.1007/s10551-016-3310-8
Satterlee, A. (2018). Organizational management and leadership (3rd ed.). Synergistics
International.
Shafiq, M., Lasrado, F., & Hafeez, K. (2017). The effect of TQM on organizational performance:
Empirical evidence from the textile sector of a developing country using SEM. Total
Quality Management & Business Excellence, 30(1-2), 31–52.
https://doi.org/10.1080/14783363.2017.1283211
