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Human Capital Management And Leadership Styles

1782 words - 8 pages

Overview

Human capital management is a standard way of relating to people as a resource and how to manage that resource. The focus is on how to organize and provide specific information on workforce acquisition, management, and optimization. There are specific areas that help enable human capital management and they are core administrative support, strategic human capital management support, and other. The core support is comprised o personnel administration, benefits administration, payroll, portal/employee self-service, and service center. The strategic support is made of workforce planning, competency management, performance management, compensation planning and strategy, time and ...view middle of the document...

This leadership style is effective since decisions get made quickly and work is accomplished more efficiently. The drawbacks are that most employees don’t like to be treated this way they want to have input with their work environment. This type of leadership style can lead to high staff turnover.

“Task-Oriented leadership focuses on getting the job done and they can be autocratic. They actively define the work and the roles required, put structure in place, and plan, organize, and monitor work. These leaders also perform other key tasks, such as creating and maintaining standards for performance. “ (Mindset) This may not be a bad thing this type of leader since they make sure deadlines are met and can be useful for time management. However, this type of leader doesn’t really care about their employees and can cause motivation and retention problems. The flaws of this type of leadership are that of Autocratic leadership.

Charismatic Leadership is similar to transformational leadership since the leader inspires and motivates the workers. The difference is that this leadership style focuses more on themselves then the company.

Both autocratic and task-oriented leadership styles refer to John the current leader of ACG. The employees don’t seem to respond well to his type of leadership evident by the number of employees leaving the company. Shawn is more charismatic and seems to have a better response from the workers. They seem to respond well to his leadership style.

The plan will consist of Kotter’s 8 steps to change management and are describe below. Step 1- The first thing they need to do is create urgency. This will happen if the whole company wants to change. If you can develop a sense of urgency around the need for change then it may help initiate motivation to help make change happen. Although this isn’t a simple matter to make happen it isn’t impossible. Leadership will need to be open and honest when trying to convince the rest of the company what’s happening with the company and the competition. To be completely successful with this you will need about three quarters of the management to “buy into” the change. According to Kotter’s 8-Step model to help this step along you will need to:
- Identify potential threats, and develop scenarios showing what could happen in the future
- Examine opportunity that should be, or could be, exploited.
- Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking.
- Lastly, request support from customers, outside stakeholders and industry people to strengthen your argument.

Step 2- Form a Powerful Coalition. Once people understand that change is necessary you must have a strong leadership in place that can support this vision. Shawn will need to look throughout the ACG to find those leaders that the people look up to and get them on board with the change. This way those leaders can help you get emotional commitment from...

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