Max. 100 Characters: Maximizing Employee Productivity: The Regional HR Director's Role in Business Success

The productivity of employees tends to be the heart and soul of any given business institution. Any successful business organization has an understanding that much of its success is brought about by diligent workers who provide excellent productivity. Within our given case as the regional human resources director, maintaining the richness of the employees tends to be the primary objective. The human resource profession entails establishing various procedures, programs, and policies that govern the management of people; it is my duty to connect the given elements so as to maintain the output of the employees (speed, quality, and volume) concerning the revenue per individual employee (Van Riel, & Fombrun, 2007). Organizations that take the initiative to recognize, appreciate, and encourage their employees' tend to experience increased productivity which makes them more likely to be successful within the industry than their counterparts who do not recognize their employees' efforts.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

Maintaining the Productivity Level

My primary concern for employees concerning the reorganization from Northeast to Texas tends to lie within their perception. A perception is an essential tool since it is a systematic process that allows an individual to understand and interpret the existing surrounding. Within the remaining days that the employees are supposed to be working within the organization, they begin to review their role in the organization. If the employees tend to develop whether positive or negative perception towards their role in the company, it may either lead to an increase or a decrease in productivity (Ruck, & Welch, 2012). Henceforth having effective communication with the employees whereby they still feel like part of the family despite the incoming challenges which lead them to feel valuable, and appreciated for what they are doing. Understanding the various perceptions of workers through effective communication, we steer an opportunity to be able to alter the judgment of the employees' treatment, potential, value, and equality in achieving the organization's objectives.

Leadership Styles

Morality tends to be a good business ethic towards motivating the employees even though they know they have a few weeks left; they still need to be addressed will respect. Considering that majority of the employees know that they are going to lose their job, if they are treated impersonally, without respect, or even unfairly the productivity of the remaining employees who are dedicated to the company will suffer a lot (Yasir, & Mohamad, 2016). My recommendation to the employees is to continue to work diligently since even if there is reorganization within the company, the company officials are seeing that the employees get a good recommendation for other jobs also they will be first to be considered once regional operational institutions are opened. Even though the company is reorganizing, the customers and suppliers are of great importance how the employees are treated and communicated to within the remaining days will determine if the company will keep its customers within Northeast or they will retaliate to the competitors.

According to Audrey Daniel's article, Semper Fidelis! A recipe for leading other he suggests that management tends to be a form of authority that is granted to an individual by the respective institution to use consequences. A manager tends to have power over his subjects whereby he can employ, promote, demote, or even given a raise. Organizations have the ability to grant that authority to anyone within the organization from team leaders, supervisors, or even executives. On the other hand, leadership tends to be the authority that is granted to the individual by followers. Positive reinforcement tends increasing an individual's behavior since a meaningful desired consequence follows the practice. Positive reinforcement tends to generate more response than an individual minimally requires.

Mr. Davis employs Laissez-faire or hand-offs mode of leadership, as opposed to the autocratic model of leadership, the leader primary focuses on delegating various task and projects within the team members and tends to provide little or even no supervision. A leader who employs a Laissez-faire style of leadership in most cases does not spend his/her time managing the employees intensely; instead, most of their time is dedicated to other projects (Nawaz, & Khan_ PhD, 2016). For instance, Mr. Davis tends to trust the regional human resource director to communicate with the workers at the call center concerning the reorganization of the company as he heads to the airport thereafter.

Leadership Theories

Trait theories are one of the leadership theories which describe people inheriting particular traits and characters that perfectly suit them better in leadership and closely linked to leaders who were considered to be once great (Storey, 2016). Self -confidence, and courage are required in dealing with diverse emotions of employees, and one needs the right skill when confronting, and communicating with the employees. Contingency theory is also appropriate since the theory suggests that no leadership is suited for all situations, good leaders take the initiative of assessing the needs of the employees, develop solutions, after that, and adjust the employees' behavior accordingly (Storey, 2016). Management theory is another leadership theory that aims at roles of the organization, supervision, and also group performance. This theory focuses on the part of the regional human resource director towards encouraging, comforting, and often communicating with the employs as they wait for further information.

References

Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership Theories and Styles: A Literature Review. Leadership, 16, 1-7.

Storey, J. (2016). Changing Theories of Leadership and Leadership Development. In Leadership in Organizations (pp. 17-41). Routledge.

Ruck, K., & Welch, M. (2012). Valuing Internal Communication; Management and Employee Perspectives. Public Relations Review, 38(2), 294-302. https://doi.org/10.1016/j.pubrev.2011.12.016

Van Riel, C. B., & Fombrun, C. J. (2007). Essentials of Corporate Communication: Implementing Practices for Effective Reputation Management. Routledge.

Yasir, M., & Mohamad, N. A. (2016). Ethics and Morality: Comparing Ethical Leadership with Servant, Authentic and Transformational Leadership Styles. International Review of Management and Marketing, 6(4S), 310-316. Obtained from https://dergipark.org.tr/irmm/issue/32091/355313