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Critically analyze key theoretical approaches to the management of change with reference to structure, culture, conflict, and managing self.

Critically examine organizational behavior in a variety of contexts and develop discussion based on complex scenarios and the changing external environment.

Develop a conceptual understanding of the core theories in understanding people and their role in organizations.

Develop, explore, and critique human resource management approaches in these contexts with reference to contemporary theory and an understanding of current practice.

Role of Human resource management in organizational management

This research report is an investigation of organizational management and role of human resource management in which multiple perspectives have been considered.  Organization management in general is referred to the process of integrating people on a common platform to encourage them to work towards the predefined goals and objectives.It is identified that organization management enables an enormous use of resource through meticulous planning as well as control at the workplace. However, it has also been learnt that human resource plays a crucial role in managing organizational operation and organization as a whole. In a general sense, human resource management plays a great role in the process of converting inputs into outputs, produce design, quality maintenance and several other functions depend largely on human efficiency. Likewise, there are several other core facts regarding organizational management and role of human resource further presented in the report from different perspectives. The discussion has been shaped with personal perspective on general labour market, personal career goals, personal SWOT analysis and development needs. Another section of the report discusses leadership and organizational culture and leadership, while section of the report discusses human resource department and its key responsibilities.

The global initiative to work on poverty and increase shared prosperity ranges on a larger scale on employment for the benefit of working age population still do not find a positive outcome to end process.  Moreover, an increasing stake in labour force participation and assurance that workers have similar quality jobs still are the barriers and it continues to be the same in the coming years. It is particularly noted that rate of employment in the developing nations appears to be comparatively low as majority of working age, particularly the women do not have access to labour market. Likewise, population rate in the Middle East and some areas in North Africa seems to be comparatively low. Thus, if the data acknowledged by World Bank are considered, then in the coming decade, all nations should find the scope for 600 million jobs to discourage unemployment and enabling youths to enter the labour market (Theodoropoulou 2016). Africa and South Asian with its scattered regions are no different in facing challenges to provide employment opportunities to youths to maintain the balance in the labour market.

Particularly, Greece’s economy is making strides to recover from its economic crisis as well as labour market reforms have enhanced competitiveness; it is particularly helping to create employment.  Likewise, it has also been identified that GDP growth is also picking up steam and it is projected to remain above 2% for present and the coming years. It is also noted that the reform initiatives of past two with public finance reinforced. Docquier, Ozden and Peri (2013) commented that Greek economy has suffered greatly since the crisis occurred in 2008; however, one bright spot in Greek economy is the rebound of labour market. It is also found that employment in Greece shrunk by a surprising 19% from late 2008 to early 2014 but the current employment figures demonstrates the sign of recovery.

  • To lead and enhance the career in human resource development
  • To gain the skills of labour relation specialist
  • To focus on becoming a Training and Development manager

Challenges and opportunities of the labour market

The major feature of successive economic adjustment programs applied in Greece particularly in the period 2010-2018 regarding the industrial relation was a radical decentralization of “collective bargaining system” and the government setting of national minimum wages (Keck and Saraceno 2013).However, in spite of almost complete decentralization of that system, performance of domestic labour market is not able to meet the policy objectives. Consequently, dynamics of employment growth as well as the rate of unemployment are found to be weak. Wages went down to an alarming level which is further contributing to intensification of work poverty but the productivity continues to decline. Taking this fact into account, I must learn the factors that have high impact in unemployment of Greece labour market. Once the factors are known I can enhance my knowledge in labour relation to shape my career and learn to manage the dynamics in world labour relation. Nonetheless, I understand the fact that although gaining knowledge concerning the dynamics of labour market contributes to managing world labour relation but I may not find a suitable career in labour relation as the phenomena of Greece’s labour and changing characteristics of world labour market is paradoxical.

Long before the economic crisis, structural framework of Greek labour market was badly dominated by active state intervention. In this context, Bauder (2015) commented that governmental corporatism in the field of labour relation always remain intact in spite of the technique of Europeanization of Greek economy and contribution in Eurozone. However, such policies further found to be segmenting the labour market and creating the environment of unemployment where only job is protected but not the employee. Thus, I must mention that if I stick to my plan of becoming a specialist in labour relation, I need to enhance my skills and knowledge of labour market policies of Greece. Greece labour market has always been dynamic in nature due to its changing phenomenon of employment trends.


· Fundamental academic base in Human Resource Management

· Core knowledge regarding Human Resource policies

· Have academic rewards and achievement in people management  


· Poor communication skills could negatively affect my goals of becoming a labour relation specialist

· Lack of confidence in public confrontation is  a challenge to my goal of becoming training and development manager


· Strides to fix the fluctuating economy is a good news to employment because if the rate of employment increases, HR personnel would be an essential quest

· Embracement of technology in businesses today could facilitate the career building initiatives of HRM personnel


· Changing legal parameters and bargaining framework of Greece’s labour market is affecting the knowledge and practice of developing and managing labour relation. This is a significant threat to theoretical understanding of managing labour relation.

· Policies of training and development in European labour market have an changing phenomena; thus, my theoretical understanding regarding training and development may turn out to be irrelevant to real-world facts.

Table 1: SWOT analysis

On the basis of my existing academic and professional base, I find communication is a major challenge to me which needs to be enhanced and taken to a standard level. I need to enhance my communication skills, as this skill certainly helps me to understand labour relation issues and communicate the same to people I am supposed to deal with. In addition to this, as I am determined to become a good training and development manager, I also needs to enhance decision-making and problem-solving skills. It is certain that when managing or preparing new people for a task is often problematic as people usually come from different cultural and academic background. Thus, holding them together and settling them to a work towards could be challenging; so, it is essential to learn problem skill considering it a major need of overall managerial skill.


Existing performance

Things need to improve

Time Required

Communication skills

Communication skills in the present days are not fluent enough to deal or run a large group of members

I need to improve my communication skills to achieve my goal of becoming a labour relation  specialist

1 year

Problem solving skills

Resolving business issues is always a great challenge to me as I often take imperative decision when dealing with a number of people

I need to enhance mu problem solving skills to become a good training and development manager. Enhanced skills of resolving problems would help me to speed up the process of training and managing people

1 Year

Decision making skills

My imperative nature of taking decision in serious circumstance and this greatly affect my skills of taking decision

I need to enhance my decision making skills to manage a large team of diverse people in a corporate setting

1 Year

Insights into developing skills to become an effective labour relation specialist and training and development manager

Table 2: Development plan


According to Fairhurst and Connaughton (2014), managers should create an environment where employees are tough to remain aware of organizational objectives as well as particular role they fulfil in achieving them. Hence, leaders mean developing direction for employees as well as initiating regular work which is essential to effectively business’s overall objectives. It has been identified that effort of leading others largely depends on some factors with the inclusion of leader’s degree of authority, number of employees reporting the individual, level experience direct report as well as other technical hands on duties and responsibilities are required to be fulfilled by leader. Leadership is well known method of getting people together and then lead all in a setting towards achieving common goals. Hence, leaders have a major stake in influencing people behave in multiple desired ways (Ward 2016).

Author of this article also claims the fact that a leader develops a clear vision for organization, motivates workers as well as guides employees through the work process which further builds morale. However, there are certain challenges that leaders often faces in today’s dynamic business environment.  One such challenge is setting goals as DuBrin (2015) mentioned that becoming proactive in setting goals and developing the timelines such as the deadline. This is highly required to keep the groups or team on track. Leaders often have to deal with urgent issues that appear unexpectedly. For example, autocratic leaders in Toyota developed the goals of becoming the leader in lean approach to cut cost and manage waste in manufacturing but the process had observed several failures before the eventual success because unexpected issues such as changing suppliers and customer demands and lack of communication in internal organizational environment often puts their leadership in question (Johnston and Marshall 2013).

When it comes to leadership, Azanza, Moriano and Molero (2013) mentioned that delegation is another challenge to today’s business environment. This happens because delegation requires repeating the cycle of some major steps understanding the preference, knowing people, gaining a clear perspective about task and evaluating and rewarding. These four steps in leadership always lead to positive outcome but managing them with equal importance is challenging because understanding people and their preference requires effective and close communication. Due to changing nature of market, leaders find it difficult to match the skills and knowledge of people to delegate. Nonetheless, discarding these two ideas, Abbasi and Zamani-Miandashti (2013) mentioned about the failure of short term of plans often set by leaders and this often happens due to changing phenomena of the market environment, fluctuation in economy and unfavourable political environment.

Organizational culture is well known as the fundamental beliefs, assumptions, integrated values and ways of communication that altogether contribute to development of psychological and social environment of a business or organizational setting. In this context, ElKord (2013) commented that organizational culture include firm’s expectation, integrated values and philosophy that altogether guide the behaviour. This whole thing is something which is expressed in member self-image, interaction as well as future expectation. According to the author of this article, culture is developed upon shared attitude, customs, belief, written and unwritten rules that are developed over time. However, in general, culture could include firm’s value, norms, system, symbol, language, beliefs and habits. In this context, Hogan and Coote (2014) commented that business leaders are fundamental to creation as well as communication of workplace culture but the relationship between leadership as well as culture is one sided. Thereby, while leaders are fundamental architecture of culture, an established culture could influence the type of leadership is required or possible. The types of organizational culture which often found in a today’s contemporary business environment is person culture, market culture, adaptive culture, adhocracy culture and some other. Büschgens, Bausch and Balkin (2013) mentioned that major challenge is organizational culture is, managing the culture as well as reinforcing the same all the times. It has been identified that maintaining organizational culture could enhance the degree of employee engagement. Particularly, if there is a real fit between the values of business as well as those of its members, business as a whole could experience a significant increase in overall range of job satisfaction.

A leader is an individual who could influence a group of people towards the achievement of an objective but leadership is an art of motivating a group of people to act towards accomplishing a common target of goal (Nica 2013). However, it is certain that different leadership have different impact on businesses but the style needs to be determined on the basis of situation. There are types of leadership that are often includes transactional, autocratic, transformational, bureaucratic and laissez-faire leadership.  According to Du et al. (2013), transactional leadership is a particular term which is often used to classify a specific group of leadership theories and this might inquire leadership between leaders and followers. On the other side, ElKordy (2013) under autocratic leadership is all about decision-making power that is further centralized in leaders and such leaders are often observed to be dictators. However, it has been identified that autocratic leadership is an extreme form of transactional leadership. On the other side, transformational leadership is a kind of leadership which is often known as leadership creating valuable as well as positive change in the audience (Abbasi and Zamani-Miandashti 2013). Author of this article has mentioned that a transactional leaders are more towards paying attention to transforming others to help each other as well a look out each by encouraging people as well as looking out for organization as a whole.

 Northouse (2018) arguably mentioned that to run a business effectively in a dynamic environment, both transactional leadership and transformational leadership are highly required. Conversely, laissez-faire leadership style is known “hands-off” style and it is one which the manager provides little or no direction and employees are entitled with plenty of freedom when required. Moreover, all power and authority are given to employees as well as they should determine goals, make decisions and solve the issue on their own. However, bureaucratic leadership is one such leadership that insists on hierarchical process irrespective of their relevance in a dynamic environment. Azanza, Moriano and Molero (2013) commented that bureaucratic leaders try to resolve issues by adding layers of control and hence, power comes from controlling the flow of information.  The author of the article has also mentioned the fact that bureaucratic leaders usually work by book and make sure that employees tend to follow and implement the procedures

It has been identified that when the environment becomes more turbulent, required attentions is given to leadership in managerial or organizational change. Hence, ElKordy (2013) commented that transformational leaders have the ability to identify and define the need for change, create vision for future and leverage followers’ commitment to achieve something that can normally be expected. Hogan and Coote (2014) performed a study in the chosen context and mentioned the fact that leaders create change with a significant vision which need to be attractive and acceptable to followers. One of the roles of transformational leaders is to create visions so that people become followers towards the vision but this vision must be reachable and engaging enough. Hence, similarity between both the variables lies in the fact that transformational leader could create a significant culture which embraces change as well as quite consistent with the existing change. Leaders need to be a change champion who could assemble as well as motivate a group with sufficient power to guide and lead the change initiatives. Azanza, Moriano and Molero (2013) mentioned the fact that effective and successful management of any business should include usual abilities of management, adequate transformational abilities and appropriate transformational attribute.

Transformational leadership is a significant role for effective young leaders as effectiveness of leader determines the success range of business. For most leaders managing a change effort remains as a crucial role but the responsibilities could greatly vary on the basis of what type of change can be pursued. However, findings of existing papers state the fact that transformational leaders certainly have a positive effect on organizational culture and it is leaders’ overall leadership style. It is identified that core belief that leadership and change both demonstrate particular transformational leadership qualities as well as appropriate for leading some particular types of change. Thus, it is worth stating that organizations could be more receptive to transformational leader shop when adaption is the fundamental goal.

Transformational features and leaders with clear visions have the potential to change status in the setting by developing reasonable characteristics at the most vital stage under transformational process. As put forward by Kark and Shamir (2013), skills shortage in leaders could be challenging in transformational leadership; thereby, essentially, leaders should work towards getting people together and then engage them in a transformation method. Contrary to this, it is most likely to be greeted with cynicism as well as strong resistance from the key constituents. Under the throughout the transformation technique, the leader needs to set high performance expectation as well as reward behaviour that are usually directed towards the accomplishment of the vision.

It has been identified that due to globalization, world economy observed great change in its nature as fluctuation has always been a consistent issue. Undoubtedly, economy has a great impact in the external environment. However, external environment has been dynamic in nature as market needs are rapidly changing, and consumers’ tastes and preferences in each sector is also changing simultaneously. On the other side, some particular dynamics have also been found in the world labour market because workers needs and demands are also changing. Due to the changes in market demands, governments have also imposed certain regulations on types of employment and the terms of work that business owners must have to follow. When it comes to changes in the external environment Dedoussopoulos et al. (2013) mentioned that if is considered from employee perspective, it can be observed that compensation and advancement in today’s market has been a significant concern. This happens because a transparent internal motivator on employee’ behaviour is whether the individual feels organization pays what the work worth and provides career opportunities and advancement.

Docquier,  Ozden and Peri (2013) specified the fact that recruitment and retention of engineers is constrained by external labour market conditions which could affect the supply and demand of engineers usually. Labour market is dynamic in nature and some cyclical as well as structural trends in the economy as well as changes in the global environment have put the federal governance in the most effective position to recruit as well as retain desirable candidates.  Nonetheless, this could reduce government or nation’s favourable labour market position over next few years. On the other side, Keck and Saraceno (2013) long-term structural adjustment in economy tend to decrease demand of private sector for skilled personnel as well as they provide government with the chance to be become more competitive in nature.

As put forward by Dedoussopoulos et al.  (2013), employment landscape is being rebuilt and reshaped continually by structural change and it is widely driven by technology and globalization. Moreira et al. (2015) arguably mentioned that other factors such as demographic change as well as new business model also have very significant implications on labour market consequences and different other aspects of working lives of European citizens. It has also been identified that since the adaption of European employment at the end of 90’s , member states tend to undertake to develop a set of common goals as well as targets for employment policy. It has been identified that this trend of policy is developed to create a more and better jobs throughout European Unions. In this context, Visser (2016) commented that changing labour markets, organizational restructuring as well as job creation are fundamental to activities in this area.

It has been identified that there is growing shift in employees’ taste and preferences as because shifting demographics as well as dynamic workforce are the major influential factors against the stated issue. Some major trends like aging as well as declining birth rates refers to days of abundant labour are going to draw an end in much of the world. Almost 60% of people tend to live in nation with most stagnant workforce. Due to labour shortage, employers as well as policy makers are bound to think differently regarding talent sourcing. Conversely, Cipollone, Patacchini and Vallanti (2014) mentioned that rise of individual choice is another significant characteristics of today’s changing market environment. Lindley and Machin (2014) mentioned the fact that with the millions of job postings, it is quit easier to shop around work and a large percentage of the millennial tend to expect or pursue multiple careers as well as change the directions over their working lives. Employees in the present days tend to grow an attitude of being employable with the purpose of developing skills, experience and essential expertise despite of their own employers. This trend provides people with a greater opportunity to ride career waves and shape career accordingly. Nonetheless, discarding this fact Pursued (2014) commented that technological revolution is another associated trend in today’s changing labour market. Consequence of this trend lead to the fact that businesses in the present days tend to face shorter businesses cycles as well as global competition.

Employability skills are known to be a set of skills as well as behaviours that essential for every job. Atkinson and Storey (2016) commented that employability skills are sometimes called soft skills, core skills, and readiness skills. It has been identified that employability skills could allow individuals to communicate with co-workers, resolve problems, understand the roles and take changes of own career. Particularly, when it comes to communication, Benson, Morgan and Filippaios (2014) mentioned that depending upon the job, communication is referred to being clear about what one does mean and what he/she wants to mean to accomplish when communicating. Connell and Stanton (2014) argued that employability skills are not limited to communication only, as there are other aspects like teamwork; teamwork means being capable to deal with people when a person works with. It encourages the action of working together to achieve a shared goal.

Author of this article has particularly pointed the fact that teamwork skill increases when one could think about how one could work better with other people at workplace. In this context, Messum, Wilkes and Jackson (2015) commented that volunteering for a community organization also helps to enhance teamwork skill. Furthermore, it has also been identified that problem solving skills have a significant stake in employability. It is certain problems occur at every workplace and necessarily in every field of business; thus, each individual in the workplace needs to learn and work on their employability skills. As put forward by Huang (2013) problem solving is referred to the action of finding solution where the individual face a series of challenges; hence, one must have to take the responsibility to apply a logical technique to sort things out. To enhance employability skills, one should deal with the complaints at workplace or experience the real-life incident to learn the techniques used by other experienced professionals. Besides these skills, Chowdhury and Miah (2016) mentioned about planning and organizing is also a significant aspect of employability skills. Importance of this aspect lies in the fact that planning and organizing refers to action of working out what an individual should do and how they should do. Hence, planning and organising could involve things like developing project timeline and meeting deadlines.

According to Dunning (2015), no single motivation theory could explain all elements of people’ motives or lack of motives. Human resource personnel needs to understand the fact that each theoretical explanation could serve as the fundamental base for development of technique for motivation. When it comes to motivational theories, it is worth stating that motivation is often related to employee motivation. So, if it considered from a human resource perspective, it is essential to note that when employees are motivated, their performance is often reflected on organization’s overall productivity. So when considering strategies for organizational growth and productivity, employee needs are some significant aspects requiring highest priority. One such theory that often used by businesses today and helps business to fulfil the basic needs of employees is Maslow’s hierarchy of needs. Maslow’s hierarchy of needs hold five different needs in a pyramid with the inclusion of primary needs such as water, food and shelter.

Physiological needs: This need particularly involves the basic needs for human for their survival such as air, water and food. This is required because no human body and mind can function if these needs are not fulfilled or satisfied (Cao et al. 2013). So, a business should create a workplace where its people can breathe fresh air, drink water to stay hydrated and take rest in between the shift time. This means providing employees with comfortable working conditions, flexible work hours and necessary breaks to use bathrooms, eat and drinks.

Figure 1: Maslow’s needs pyramid

(Source: Ozguner and Ozguner 2014)

Safety needs: This need is about providing people with a sense of security as well as well-being. Ozguner and Ozguner (2014) commented that personal security, financial security good health as well as protection from accidents and their negative impact must be considered in safety needs. An organization can do this by providing a safe working condition, secure compensation as well as job security, which is specifically significant in a fluctuating economy.

Social needs: social needs are mostly related to love and belonging and this refers to the need of a sense of belonging as well as acceptance. According to Salado and Nilchiani (2013) social needs are highly significant to humans as they do not feel alone and depressed. In a business environment, to satisfy this needs, manager should account for social; needs of employees by ensuring that each employee know each other and inclined towards cooperative teamwork. This also helps employees to promote a good-work life balance.

Esteem needs:  According to Ozguner and Ozguner (2014), esteem needs are self-esteem and respect, with self-respect being slightly more significant than deriving respect as well as administration from others. Organization should account for self-esteem needs of employees by providing praise and recognition when employees performs well or providing them with promotions and additional responsibility.

Self-Actualization needs: Self-actualization needs tend to define an individual’ need to reach the full potential. Hence, the need is about finding out what one is capable of something which is highly personal. In a business setting, one can account for this requirement by providing challenging work, inviting employees to take part in decision making and giving them adequate flexibility.

According to Storey (2014) human resource is fundamentally a department that takes the responsibility of sourcing or hiring employees or in a different perspective, human resource is also responsible for payroll, hiring and firing employees. A human resource department has a series of roles and responsibilities but it majorly depends on type of businesses. Baum (2016) mentioned that one of the major responsibility is that HR department has to drive strategic workforce planning. Bratton and Gold (2017) performed a study and divided responsibilities into several areas such as recruitment, training, professional development, appraisal and maintaining work culture.

Recruitment: Recruitment has always been one of the major responsibilities of HR department. HR personnel needs to plan as well as devise strategic campaign and guidelines for recruiting suitable candidates for required essential job description (Purce 2014). These personnel have to serve or play their role as the mediator between the employer and the candidate as well as eventually communicate organizational policies with respect to the contract to the candidate. Recruitment phase could further involve hiring resources and attracting talents. 

Training: Recruiting a suitable candidate is not the only job to be done by an HR personnel. After hiring, providing employees with training is another significant step so that new people get acquitted with organization’s work patter. It is highly imperative for HR department to incorporate training program for every new employee based on the basis of their required skills (Jamali, El Dirani and Harwood 2015). This employee training and development pogrom further works as motivation and retention initiative.  

Professional development: Voegtlin and Greenwood (2016) mentioned that professional development is another significant duty HR department must have to undertake to enhance the skills of employees. Author of this study has mentioned the fact that developing employees remains as an added bonus for employees and organization itself. For example, organization can enrol employees to attend conference, trade show or seminars which could be in their personal interest and cold make the employees feel cared for and significant part of the business.

Appraisal: According to Arrowsmith and Parker (2013) as HRM is significant structure meant for employees, performing timely appraisal is a significant responsibility. It is certain that performance appraisal is useful and relevant to employee motivation because it helps to work the fullest potential. It enables to collect feedback on their work and provide significant measures for the same.

Resolving conflict: It is certain that humans are always a step ahead in forming contradictory views and thus, conflict is a never-ending issue. Disputes arise two or more employees or between the employees, hence, human resource manager should play the role of finding a mutual solution. Solnet, Kralj and Baum (2015) mentioned that when resolving conflict, leaders or HR manager in particular should be at the disposal of conflicting parties and address the issues without being biased or judgmental. Interest of both the parties and even the organizational need to be considered.

Apart from these major roles, HR department has to play other significant responsibilities such as developing top talents and focussing on their investment of training funds. On the other side, Arunchand and Ramanathan (2013), identifying rich recruitment sources as well as utilize full recruitment potential of the organization. HR team is also responsible for building and supervising organizational culture; department has to develop a friendly corporate culture and drive engagement of all employees.

As discussed earlier human resource management is the backbone of the entire business or organization. However, the role of human resource management could vary on the basis of the size or structure of the business; this means roles and responsibility of HRM in a broad business setting could be different than small and medium size firms. When focussing on a large business setting, it would be wise to shift the focus on broad responsibility instead of sticking to conventional roles like recruitment selection and training. Voegtlin and Greenwood (2016) mentioned that a broad organization should usually focus on external areas like labour market flexibility, benchmarking and developing corporate relation. Hence, flexibility refers to labour market flexibility in which it is paradoxical that regulation and consequent rigidity of job market. Nonetheless, this flexibility usually refers to the action of cutting worker protection rights as well as social benefits. When focussing on flexibility, HR department or HR manager has to ensure that contingent employees working on high skills tasks.  On the other side, HRM benchmarking remains is a technique which could include knowledge of key HR levers which are significant to business success.

Human resource management needs to take care or supervise its strategic commitment is about ensuring that strategic commitment is a significant priority for organization. For instance, it is necessary to set up a best practice career development scheme within an organization which is on the verge of closing its units. It is certain that a large organization gains the most of its benefits from organizational productivity. So, organisational productivity comes from employee productivity and to gain the best out of employees, employee motivation is one of the significant things that HR needs to consider. Hence, as the responsibility under internal organizational environment, HR manager needs to identify what are those factors causing demotivation of employees. For example, having justified payment could be a right thing of an employee for the task done and here wage is a fundamental duty of employer. Conversely, HR management in a large business setting also need think of trading relation and regulatory framework.

As put forward by Arunchand and Ramanathan (2013), morale remains as one of the capacity of a group of people to work together persistently as well as consistently in pursuit of a common purpose. However, there are some particular factors which could influence employee morale such as job security, job satisfaction, organizational culture, management style, perception of work and reward. However Werang and Lena (2014) mentioned that group morale could reflect general attitude of a group of people, while the individual morale is about a single person’s attitude toward work, environment, etc.  Thus, to increase the morale of employee it is necessary to develop a clear and good communication with employees and involve employees as the equal member of the team.


This research report provides an in-depth perspective of human resource management and organizational culture. Introductory section of the report provides a personal perspective about human resource management and its application to the real word issues. The initial stage of report provides a broad analysis on the labour market and its dynamic nature such as policies, environment and political empowerment. It is learnt that world labour market is dynamic in nature as policies are changing rapidly due to the constant changes of demand in the external market.  It is learnt from the first section of the report that economy has a strong impact on labour market. Based on a personal analysis, I have realized that I need to enhance my communication, decision-making and problem-solving skills to shape a suitable career in human resource management. Likewise, discussion and analysis on organizational culture and leadership contributes to the knowledge of leadership style and their application to businesses and organization. Organizational culture is one such thing that determines how a business or organization should operate its activities for the benefits of its own and the people involved in the process. The findings of organizational culture and leadership state the fact that transformational leadership has a significant impact on organizational change because it is found that core belief that leadership and change both demonstrate particular transformational leadership qualities as well as appropriate for leading some particular types of change.

As human resource management is a broad aspect of organization, it is certain that recommending a particular area would not bring much benefits. However, the most important element that HR needs to consider is, managing external environment. This means that market environment has been dynamic in nature which is why the trade policies and regulatory framework are changing. Human resource managers should put an equal emphasis on external business environment such as developing corporate relation, compliance to regulatory framework. Thus, hiring policies are also changing in the corporate sector, thus HR personnel are not supposed to go with their conventional rules and ethics. In addition to this, HR needs to also pay attention to self-managed and effective teams. It is true that high performance teams are necessary and crucial for any organization when it comes to achieving goals and success. Besides, the large organization, small organization in order to gain suitable output from its people, it needs to create a base where it can boost team performance. Moreover, creating as well as nurturing high-performance team is one of the key responsibilities.


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