For Phyllis Young only.Answer the Question as Described. It is due in 24 hours.

Week 1 - Instructor Guidance

BUS692 Week One Guidance                                                                                                                                                    

 

 

Strategic Human Resources

 

What is Strategic Human Resource Management?

 “Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline” (Lawler, 2005, p. 1)

 Why is it Important?

 Researchers and practitioners have converged to further the idea that HR management should be a major strategic focus within organizations.  In partnering with other executives and aligning HR with the organizational goals and objectives HR management can be an important source of competitive advantage (Kaufman, 2012).

 

 

	HR Strategy	Strategic HRM
Focus	Human Resource Practice Systems	Human Capital
Level of Interest	Job Level	Organizational Level
Responsibility	Primarily designed by HR	Jointly designed by HR and Line Management
Goal or Objective	Focus on people’s skills, attitudes and behaviors that lead to the success of the business.	Focus on the right people in the right place to maximize the success of the business.

 

 HR is a common theme in organizations and in everyday life. Thus portrayed in this short and clever video:      https://www.youtube.com/watch?v=4bbpwoPbC5k

 

Motivation Theories

There are a great deal of motivation theories discussed in literature and employed in organizations. The quest to motivate employees to work at full potential is a crucial element of business.

Major Motivational Theories

            Theory X and Y- (McGregor) - Theory X assumes that workers are inherently lazy and will avoid as much work as possible. Theory X lends itself to the concept of micromanagement and a narrow span of control. Theory Y assumes that workers are self-motivated and enjoy performing well on a job. Theory Y leads itself to lassie-fair or democratic type management with a great deal of freedom.

            Maslow’s Hierarchy of Needs- This theory, as seen in the diagram below, presents the needs of an individual from the basic daily needs to the optimum need.  The theory suggest that the bottom needs must be meet before an individual will crave or achieve the next level.

Expectancy Theory (Vroom)

Expectancy theory suggests that a person will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the outcome will be.

Expectancy Theory explained: https://www.youtube.com/watch?v=0zd5m8V9No0

KEY POINTS

 

·  Expectancy theory proposes that a person will decide to act in a certain way because they are motivated to select a behavior over other behaviors due to what they expect the result to be.

·  The individual makes choices based on estimates of how well the expected results of a given behavior are going to match up with or eventually lead to the desired results.

·  Expectancy theory explains the behavioral process of why individuals are motivated to choose one behavioral option over another. It also explains how they make decisions to achieve the outcome that they perceive as most valuable. (Expectancy Theory - Boundless Open Textbook)

Equity Theory (Adams)

Equity theory suggests that a person’s motivation is connected to what he or she considers to be fair in comparison with others.

Equity theory explained: https://www.youtube.com/watch?v=2p_4C0Mzne4

KEY POINTS

        Equity theory proposes that individuals who perceive themselves as either under-rewarded or over-rewarded will experience distress, and that this distress leads to efforts to restore equity within the relationship.

        If an employee feels underpaid then it will result in the employee feeling hostile towards the organization and perhaps their co-workers, which may result in the employee not performing well at work anymore.

        When individuals find themselves participating in inequitable relationships, they become distressed (Equity Theory - Boundless Open Textbook).

 

 

References

Equity theory - Boundless open textbook. (n.d.). Boundless. Retrieved April 24, 2014, from https://www.boundless.com/management/organizational-behavior/process-and-motivation/equity-theory/

Expectancy theory - Boundless open textbook. (n.d.). Boundless. Retrieved April 24, 2014, from https://www.boundless.com/management/organizational-behavior/process-and-motivation/expectancy-theory/

Kaufman, B. E. (2012). Strategic human resource management research in the United States: A failing grade after 30 years? Academy Of Management Perspectives, 26(2), 12-36

Lawler, E. (n2005, April). Strategic human resources management.  Centers for Effective Organizations. Retrieved April 23, 2014, from http://ceo.usc.edu/pdf/G0510482.pdf