Managing People And Organization
The human resources department is one of the core departments in any business or organization. This department determines up to 90% whether an organization will be able to succeed or not in the trade of specialization. Whereas it was assumed in the past that employees needed only to take orders from their bosses and not to questions the morality of the instructions that they were given by their bosses, it was later on realized that such a model of working could only be able to achieve failure rather than success. Therefore, there have been tremendous changes to this department that have transformed to be an exact opposite of what it used to be in the past. It has to the attention of employers that the top-down relationship cannot work and thus the need to adopt a relation that allows both the employers and employees to air their issues of concern when they arise without prejudice. Yet, the question every one is asking today is; what happens to the management structure of human resources that allowed bosses to be bosses and employees to be employees? What happens to an organization that has only known the old system of management since its inception? The answer to these questions is, change.
Change is the only factor that can be able to transform the organizational system of management from an inefficient system to an efficient one. To begin with, the overall change in an organization plays a very important role in the transformation of the organization. The human resource department is the department that is responsible for ensuring that any change in the organization is implemented in accordance with the vision that the organization has. Therefore, for any change to be done in any business or organization, it begins with modification of the approach and perceptions that employees have in their minds towards the organization and the services or products that they deal with as an organization or business.
According to Martin (2006), changing the organizational culture is one of the core areas in a business or organization that aligns it for success (367). Since the corporate world has been changing at a very fast rate, there is a need for businesses and organizations too to change their organizational culture to be able to achieve the mission they have. One area that needs organizational change is the relationship between the employers and the employees. Whereas in the past, employers issued orders the military way, things have changed. The employees need to be listened to also. Some of the organizations in the market that have made a great impact in the society have allowed their employees to air their concerns about the way business is run and ways in which these businesses and organizations can be improved in the first place. Since the employees are the ones that interact closely with various processes in the business or organizations, they are better placed to identify the areas that need changes.
Therefore, there is need for a change in organizational culture, from the military style of operation to an organizational style that encourages dialogue between the employees and their employers. By doing this, the management can be able to identify unique talents that could not have otherwise been identified. An excellent example of how this works is seen in technological firms. The innovations that are made do not occur at the top management. The employer’s work is to manage. Yet everyday, the market is able to see new inventions that have never been seen before. These inventions are as a result of the hard work and innovation abilities of junior employees in the organization. However, it is important to note that this cannot be achieved unless there is collaboration between the employees no matter their position in the business or organization and their employers.
