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英國人力資源管理MBA Essay:Case study on leadership and HRM-Take Jian

時間:2019-04-25 10:52來源:未知 作者:anne 點擊:
1.0 Analysis on HRM and leadership of Jianglu Company江陸公司人力資源管理與領導分析 1.1 Blake Mouton leadership theory布萊克茅頓領導理論 布萊克-茅頓領導理論認為,在企業管理的領導中,往往有一些極端的方
1.0 Analysis on HRM and leadership of Jianglu Company江陸公司人力資源管理與領導分析
1.1 Blake Mouton leadership theory布萊克·茅頓領導理論
布萊克-茅頓領導理論認為,在企業管理的領導中,往往有一些極端的方式,有些以生產為中心,有些以人為中心(布萊克和茅頓,1964年)。理論指出,生產型領導與人本型領導在一定程度上可以相互融合(Brown,1992)。克萊門特(1994)根據布萊克-茅頓領導理論,將領導方式分為五種基本類型:差領導、俱樂部領導、城市小資產階級領導、獨裁領導和理想領導。其中,俱樂部領導對人的關注較少,對生產的關注較少。獨裁的領導者注重生產,而忽視人。Gregoire和Arendt(2014)認為,最理想的領導者非常關心生產和人,在管理過程中,企業的生產需求與個人的需求緊密結合,既能帶來生產力的提高,又能帶來利潤的增加,使員工獲得職業成就和滿足。Blake Mouton領導理論為企業領導者優化領導風格提供了一個良好的分析框架和方法。本部分以布萊克•茅頓領導理論為基礎,分析江陸公司管理層的領導風格,對企業如何優化其領導風格提出建議。
Blake Mouton leadership theory believes that in the leadership of enterprise management, there are often some extreme ways, some take production as the center, or some are people-centered (Blake and Mouton, 1964). The theory points out that the two kinds of production-centered and people-centered leadership can be mutually integrated to certain extent (Brown, 1992). According to Blake Mouton leadership theory, Clement (1994) divides ways of leadership into five basic types: poor leadership, club leadership, urban petty bourgeois leadership, autocratic leadership and ideal leadership. Among them, club leaders pay attention to people and pay less attention to production. Autocratic leaders pay attention to production but ignore people. Gregoire and Arendt (2014) figure that best ideal leaders are very concerned about production and people, in management process, the production needs of enterprises are closely combined with the needs of individuals, which can both bring the increase of productivity and profits, and enable employees to get career achievement and satisfaction. Blake Mouton leadership theory provides a good analytical framework and a way for corporate leaders to optimize leadership styles. This part is based on Blake Mouton leadership theory to analyze the leadership style of Jianglu Company’s management to recommend on how the enterprise optimizes its leadership style. 
1.2 Problems in HRM and leadership of Jianglu Company江陸公司人力資源管理和領導存在的問題
江陸是一家中型機械裝配廠,經理負責公司的戰略制定和執行,他的日常工作流程基于一份列出了他每天必須處理的各種事情的清單。名單上的一些項目是總部管理層要求他做的,其他項目是當他在現場檢查中發現異常情況或下屬報告時,他需要處理的。他每天做的第一件事就是審查工廠主管的工作報告。他的工廠每天24小時工作,要求每班主管在班末提交一份報告,說明在此期間發生了什么。在閱讀了前一天的報告后,他將親自決定應對報告中反映的各種問題采取什么措施,要求員工定期進行整改,如果不符合要求,他將采取罰款、解雇或其他懲罰性措施。他幾乎不聽取員工的借口和意見,他認為只有強有力的管理措施才能使員工按時完成工作。此外,他經常到前線去檢查工作中發現的問題,他經常直接命令一線員工,這使得一些中層員工抱怨他對直接上級領導的領導。隨著我國經濟的放緩和環保工作的日益重視,企業需要調整產品結構和生產工藝。總部要求經理制定未來五年的發展規劃和戰略,內容包括市場調研、產品開發、人才引進等,但經理發現自己顯然沒有時間考慮長期的規劃工作,他的工作時間里充斥著事務清單。在他每天需要處理的清單中,他需要優化自己的領導方式,以便更好地完成自己的工作。
 Jianglu is a medium-sized mechanical assembly plant whose manager is responsible for the strategy formulation and execution of the company, and his daily workflow is based on a list listed various things that he has to deal with every day. Some of the items on the list are what the management of the headquarters requires him to do, and others are what he needs to deal with when there are unusual situations found in his on-site inspection or reported by his subordinates. The first thing he does every day is to review the job reports from the factory supervisors. His factory is working 24 hours a day, and the supervisors of each shift are asked to submit a report at the end of the shift to indicate what has happened during this period. After reading a previous day's report, he will personally decide what measures should be taken for the various problems reflected in the report, requiring the staff to make regular rectification, and if they fail to meet his requirements, he will take a fine, dismissal or other punitive measures. He almost does not listen to the staff’s excuse and opinion, he believes that only strong management measures can enable employees to complete their work on time. In addition, he often goes to the front line to inspect to find problems at work, he often directly order the front-line staff, which makes some middle-level staff complain about his leadership over the head of the direct superiors. With the slowdown of China's economy and the increasing emphasis on environmental protection, the enterprise needs to adjust the structure of the product and production process. The headquarters requires the manager to formulate the development plan and strategy for the next five years, the content includes market research, product development, talent introduction and so on, but the manager found himself obviously has no time to take into account the long-term planning work, his working hours are filled with affairs listed in his list that he needs to deal with daily, he needs to optimize his leadership way in order to better complete his own work.
1.3 Analysis
According to Blake Mouton leadership theory, the manager's leadership style belongs to autocratic leadership. He is more concerned about the staff’s work performance and less concerned about the staff, his leadership is a dictatorship style, he rarely listens to what the employees said, all his work goals and motivation take how to improve the work performance as the principle. His leadership ignores what employees need, making the staff have more complain about his management, which is not conducive to improving the enthusiasm of the staff, it also reduces the staff's sense of responsibility for the work, thus the manager needs to spend more energy to urge the employees to improve job performance, which further increases the manager’s burden at work, forming a vicious circle.
Blake Mouton leadership theory hints that to achieve the best way of leadership needs to create a organizational structure with collaborative effect (Brown, 1992). Problems that the manager meets in management are closely related to their organizational structure of the company. They take a straight line in the form of organizational structure, linear enterprise organizational structure refers to the organization and management structure that in an enterprise, a subordinate is only responsible for a higher level management. Its advantages lie in that there is a concise and clear relationship between the upper and lower levels, there is a higher efficiency in decision-making and implementation (Clement, 1994). The disadvantages include that there is non-professional division of labor in the management, management at all levels must be omnipotent managers, managers at all levels have heavy burden, when they are in a large enterprise, it is difficult to effectively lead and manage the staff (Brown, 1992). In the above-mentioned case, the factory has adopted a linear organizational structure, because there is no good professional division of labor, so the manager needs to deal with a lot of things, it is unable for him to do all things well, especially for his own work, he fail to have not enough energy to do it well.
Blake Mouton leadership theory comments that not to believe staff and to manage staff by only supervision towards staff is wrong (Gregoire and Arendt, 2014). The manager in the case does not trust the employees, he does everything personally, and he does a lot which do not belong to his own work. According to the manager's position in the organization, the manager is a senior manager, the rise and fall of the organization depends on their analysis on the environment, as well as their decision-making of goals and resource utilization decision-making. In accordance with the responsibility of the manager, he should belong to the decision-making commander with the power to directly transfer subordinates and arrange a variety of resources. He should first of all does his own work well, that is, he should do a good job of corporate strategic planning, personnel arrangements and coordination of staff to work for the success of the company, and he should not spend too much time and energy on the specific work, but allocate this part of work to other middle and grassroots management.
2.0 UrPhone4Everything case
2.1 Importance of human resources management and leadership
With the advent of the knowledge economy era and the increasingly fierce international competition, talents have become a key factor for the development of enterprises, enterprises with high - quality talents are able to have a strong competition (Kaufman, 2014). Therefore, modern enterprises must pay attention to the management and utilization of human resources to optimize enterprises’ human resources management system, so as to achieve sustained and healthy development of the enterprises (Kaufman, 2015). Enhancing leadership of management is an important part of human resource management (Hoch and Dulebohn, 2013). Leadership is the ability to inspire team members' enthusiasm and imagination, and it is also the ability to command team members to accomplish their goals (Aga, D. A., Noorderhaven, N. and Vallejo, 2016). Leadership can be described as a combination of behaviors that will motivate team members to achieve goal (Bird and Mendenhall, 2016). In short, leadership will affect whether an enterprise can develop right HRM strategies, whether an enterprise can adhere to the implementation of HRM strategies and policies, HRM is really the key factor playing a positive role in the growth of an enterprise (Hoch and Dulebohn, 2013; Aga,  Noorderhaven and Vallejo, 2016).


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