Role of Operational Manager in HR
INTRODUCTION
Lip service has long be
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Lip service has long been given by organizational managers to the idea that people are an organization's most valuable resource. More often than not, however, this proclamation has never advanced far beyond that platitude stage. Intensive strategic planning and management in most American organizations has, again, for the most part, been reserved for financial, physical, and technological resources. A widening recognition of the significance of human resources to an organization began to develop, however, in the late 1970s (Cherrington, 1991, p. 28).Since the late 1970s, the concept of human resources management has been the subject of intensive review and development. One outcome of this process has been a recognition that operational managers, as well as personnel specialists, have a vital role to play in the management of an organization's human resources. Operational managers in organizations often tend to perceive their roles within the relatively narrow confines of the functional responsibilities of their organizational positions. Human resources problems, to these managers, usually represent matters that should be dealt with by the personnel department. The human resources component of modern American organizations, however, cannot be managed at optimum levels of productivity without the active and meaningful participation of the operational managers within an organization.
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problem area within organizations is the need for some individuals to exercise authority over others superior/ subordinate relationships. One means of avoiding conflict in superior/subordinate relations is an assessment of the needs and desires of organizational subordinates. In this way, the superior will be in a position to either fulfill subordinate expectations or to explain to subordinates ahead of time why such fulfillment will not occur. Such action on the part of organizational superiors is essential, if dysfunctional organizational conflict is to be maintained at a minimum level.
The application of power is major source of organizational conflict. The opportunity to exercise power within an organization is a primary motivator for most operational managers. A heavy handed exercise of power by superiors can, however, induce a feeling of powerlessness in subordinates. Feelings of powerlessness on the part of subordinates often lead to development of organizational conflict.
Within the framework of superior subordinate relations within an organization, it appears that some moderation in the use of power and authority by operational managers is desirable. An
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Some common words found in the essay are:
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Approximate Word count = 7864
Approximate Pages = 31 (250 words per page)
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