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Change Management as a Contemporary Issue Facing Human Resource
Change Management as a Contemporary Issue Facing Human Resource Managers
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Change Management as a Contemporary Issue Facing Human Resource Managers
Introduction
Human Resource (HR) managers foresee the most crucial components of a successful business organization. The fundamental organizational functions managed by the HR department include recruitment and training of employees, employee compensation, record-keeping, relational support, compliance with labor laws and regulations, and management of explicit performance issues (Pattrick & Mazhar, 2021). These functions are crucial since they ensure that an organization retains a productive and prosperous workforce, contributing to an organization’s success. However, HR managers in the contemporary world face various challenges resulting from increased globalization, change in customer demands, the latest production methods, corporate restructuring, and technological advancements (Nasir, 2017). Therefore, for the HR department to continue contributing significantly to the success of business organizations, HR must tackle and manage these challenges. One of the challenges facing HR in the contemporary world is change management. This paper explores the issue of change management and proposes practical solutions to deal with it. First, the paper discusses the concepts of change management to give the reader a background of the research topic. It then discusses the role of HR in change management. Further, challenges faced by HR during change management are discussed. Lastly, potential solutions to address the challenges of change management faced by HR are presented.
The concept of Change Management
Technology innovation, global integration of economies, shifting socio-cultural norms, and changing consumer patterns have made the 21st century a more challenging environment for organizations to operate in (Goksoy, 2015). To prosper in an ever-changing environment and swiftly adjust to the highly competitive business environments, organizations need to continuously change through evaluating, revising, and restructuring their organizational policies, thus partaking in organizational change (Çolakoğlu et al., 2016). Organizational change refers to the continuous renovation of a firm’s structure, capabilities, and direction to meet customers’ changing needs (Anyieni et al.,2016). Since companies are inextricably tied to the forces of change, effective change management has become a major priority for senior managers. Change management refers to a structured and systematic procedure of designing and implementing interventions and strategies for firms to transition to the desired state from their current state (Ramachandran & Sharma, 2019). Sher et al. (2021) urge that change management is necessary because it accords organizations an opportunity to accomplish their intended goals, such as expansion, sustainability, and profitability, among other positive outcomes. HR managers contribute significantly to change management (Alfes et al., 2019). The following section discusses the role of HR managers in change management.
The role of HR in Change Management
HR play a significant role in change management. The HR department can serve as a facilitator for the changes initiated by other departments or leaders, or it can initiate and lead a change process (El-Dirani et al., 2020). Also, HR contribute in improving employee understanding of the anticipated change (El-Dirani et al., 2019). According to Hornstein (2015), HR and other leaders of change management must facilitate comprehension of the change initiatives to influence the willingness of employees to embrace the change. Usually, HR explains to the employees where the change comes from as well as its implications. The second role of HR in change management is improving communication between non-managerial and managerial employees. To ensure effective communication, HR maintains precise, quick, and clear communication that a wide range of employees can understand. Furthermore, HR increases employee satisfaction during change management. This is achieved by explaining the change to the employees and clearly defining its positive implications. HR also increases trust between non-manager and managerial employee levels during change management. Another role of HR in change management is improving employees’ skills and proficiency. This is achieved through offering training programs to allow employees to develop the necessary skills to oversee change. Furthermore, HR recognizes and rewards employees for the successful implementation of change (El-Dirani et al., 2019). Other roles of HR in change management identified by El-Dirani et al. (2019) include increasing the leadership cohesiveness, minimizing unplanned staff turnover, and sustaining change and its long-term results. While playing their roles in change management, HR managers are faced with several challenges. These challenges are discussed below.
Challenges Faced by HR during Change Management
One of the major challenges facing HR in change management is employee resistance to change (Sher et al., 2021). On the same note, Alfes et al. (2019) urge that HR managers expect to experience some sort of employee resistance while managing change. Yılmaz and Kılıçoğlu (2013) define resistance to change as any action or attitude that designates a lack of willingness to make or support the desired change. Usually, employees resist change because of a lack of a comprehensive understanding of the change and its implications, fear of losing something they value, and their lack of belief that the change will positively impact the organization (El-Dirani et al., 2019). Also, employees may resist change if employees influenced by the change are pressured to comply rather than being given input in the direction of the nature of change. El-Dirani et al. (2019) reveal that successful HR who serve as change agents replace resistance to change with excitement about the possibilities of the change.
Another challenge faced by HR during change management is the lack of resources required for change management (Mosadeghrad & Ansarian, 2016). Usually, some executives in the organization do not comprehend the purpose of change nor its value to the organization. As a result, this makes it challenging for HR to acquire the resources needed to manage change as the senior leaders in an organization are reluctant to approve the budget for change management since they do not see any value in change management. If an organization lacks sufficient funds, time, staff, and other resources to fully manage change, this sabotages HR efforts to implement change successfully.
Lack of executive support is another challenge facing HR while managing change (Rudnev, 2020). Mosadeghrad and Ansarian (2016) also identify a lack of sufficient management support as a major cause of change failure in modern organizations. Notably, implementing and sustaining change is a long-term investment. Usually, changes do not occur just because a new solution is designed. For change to be effective, it requires to be implemented, tested, refined and reinforced. These activities require executive support. Since some executives do not understand the value of change management, they fail to support HR in change management.
Potential Solutions to the Issue
This section provides practical solutions for addressing the above-mentioned challenges faced by HR while managing change. Firstly, to deal with employee resistance to change, Sher et al. (2021) recommend that HR managers identify the possible causes of employee resistance and then utilize persuasive methods to define and resolve these causes of resistance. Another strategy that HR can be adopted to deal with employee resistance to change is allowing employees to participate in the change process. Darmawan and Azizah (2020) reveal that the lack of or low participation of employees in the change process makes them feel undervalued, which makes them reject changes. Therefore, engaging them in the change process will make them feel valued and will not resist change. Also, to reduce employee resistance to change, HR managers can discuss the underlying benefits of change, such as the organization’s shift from one state to the other and the main opportunities to be availed by the change, with the organization’s workforce before implementing change. This may change the employees’ attitudes towards change, and they may stop resisting the change.
To deal with the issues of lack of sufficient management support, HR managers can help executive managers understand the value of the organization’s change (Sher et al., 2021). They can explain to the managers the benefits of the complete change and the opportunities that the change will unveil for the organization. When the managers get to understand the benefits of the change, this will make it easier for them to support the HR in various ways, such as providing the resources required for change management. Consequently, this will solve the issue of the lack of sufficient resources that HR faces during change management.
Personal Impression Regarding HR issues
In my opinion, since HR contributes significantly toward organizational success, business organizations should prioritize addressing issues facing HR managers. Also, since the HR department is the first contact with a potential employee and the last contact when an employee leaves an organization, HR should serve as leaders. The direction and leadership provided from the beginning to the end will set the tone for employees’ experience and attitudes towards HR. Consequently, this will contribute significantly toward change management. However, HR must adopt effective leadership styles, such as transactional leadership style, during change management. This leadership style will make employees feel valued during the change process and will make them support change. Transformational leaders promote open communication and strong relationships. Building healthy relationships helps eliminate internal conflicts. In cases where HR has adopted transformational leadership, it will be easier to manage change as this form of leadership will prevent employee resistance to change.
Conclusion
Overall, change management is among the biggest challenges facing HR in the contemporary world. Organizations must be able to adapt to internal and external changes in order to grow and thrive. Therefore, HR must deal with the challenges faced during change management. The roles of HR in change management include improving employee understanding of the anticipated change, promoting comprehension of the change initiatives to impact the willingness of employees to embrace the change, improving communication between non-managerial and managerial workers, and increasing employee satisfaction. Other roles include increasing trust between non-manager and managerial employee levels and improving employees’ skills and proficiency. However, HR is faced with various challenges, including employee resistance to change, lack of sufficient resources, and lack of adequate management support while managing change. These challenges can be solved through employee participation and open communication about the benefits of the change. HR managers should adopt a transformational leadership style during change management, which will assist in dealing with the challenge of employee resistance.
References
Alfes, K., Shantz, A. D., Bailey, C., Conway, E., Monks, K., & Fu, N. (2019). Perceived human resource system strength and employee reactions toward change: Revisiting human resource’s remit as change agent. Human Resource Management, 58(3), 239-252. https://doi.org/10.1002/hrm.21948Anyieni, A., Ondari, C. G., Mayianda, R., & Damaris, K. A. (2016). Organisational change: a critical review of the literature. The International Journal of Professional Management, 11(2), 1-6.
Çolakoğlu, S., Chung, Y., & Tarhan, A. B. (2016). Strategic Human Resource Management in Facilitating Organizational Change. Organizational Change Management Strategies in Modern Business, 172-192. http://dx.doi.org/10.4018/978-1-5225-0196-1.ch074Darmawan, A. H., & Azizah, S. (2020, January). Resistance to change: Causes and strategies as an organizational challenge. In 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019) (pp. 49-53). Atlantis Press. http://dx.doi.org/10.2991/assehr.k.200120.010El-Dirani, A., Houssein, M. M., & Hejase, H. J. (2020). An exploratory study of the role of human resources management in the process of change. Open Journal of Business and Management, 8(1), 156-174. https://doi.org/10.4236/ojbm.2020.81010El-Dirani, A., Hussein, M. M., & Hejase, H. J. (2019). The role of human resources in change management: An exploratory study in Lebanon. The Journal of Middle East and North Africa Sciences, 5(6), 1-13.
Goksoy, A. (Ed.). (2015). Organizational change management strategies in modern business. IGI Global.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International journal of project management, 33(2), 291-298. https://doi.org/10.1016/j.ijproman.2014.08.005Mosadeghrad, A. M., & Ansarian, M. (2016). Why do organisational change programmes fail?. International Journal of Strategic Change Management, 5(3), 189-218.
Nasir, S. Z. (2017). Emerging challenges of HRM in 21st century: A theoretical analysis. International Journal of Academic Research in Business and Social Sciences, 7(3), 216-223. http://dx.doi.org/10.6007/IJARBSS/v7-i3/2727Pattrick, P., & Mazhar, S. (2021). Core Functions of Human Resource Management and its Effectiveness on Organization: A Study. International Journal of Research in Economics and Social Sciences(IJRESS), 9(5), 257-266.
Ramachandran, S., & Sharma, D. (2019). Analysis of Challenges Facing Human Resources Management in Current Scenario. International Journal of Innovative Technology and Exploring Engineering 8(6s2):159-161.
Rudnev, E. A. (2020). Five Challenges of Change Management. International Journal of Human Resource Studies, 10(4), 333-339. https://doi.org/10.5296/ijhrs.v10i4.18023Sher, S., Abbas, U., Khan, R. A. M., Khan, N., Ahmed, H., & Zafar, H. M. A. (2021). Strategic Role of Human Resource Management Policies and Practices in Organizational Change. Indian Journal of Economics and Business, 20(4), 275-294.
Yılmaz, D., & Kılıçoğlu, G. (2013). Resistance to change and ways of reducing resistance in educational organizations. European journal of research on education, 1(1), 14-21.
Movie critique of the film smoke signal
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19th March, 2011
Movie critique of the film smoke signal
Introduction
It is from what is conveyed daily by the media be it newspapers or television in form of news or movies that whites get the idea of negativity towards blacks and in extreme cases result into racism. In the same way that they react differently to the different messages they get from the various sources, they express their feelings differently towards what is portrayed. These may be prototypes which are habitual ways of thinking often influenced by data where reality assessment is based on experience and from which people make sense of the complicated and uncertain world. At times these decisions are driven by convenience and emotion with the larger part played by culture and the psychology of an individual. Prototypes aid in assessment of others which is stimulated by categories thought to be marking category membership like skin color which is enough to stimulate the expectations of stereotypic behavior (Leigh, White, Inglis, & Stewart, pp. 60-77).
Subsequently they act as a restraint for people to interpret behavior that is incompatible with their stereotypes. This is what may make a white assume that a black person in a white dominated high status setting is a waiter since they expect blacks to belong to the serving class if not criminal. In turn a black might view a white’s reaction as racist even in the event that it was not meant that way due to the prototype that whites are racists. This thinking normally diminishes racial unity and is passed on ferociously (Leigh, White, Inglis, & Stewart, pp. 60-77).
Its main ideas are those of forgiveness shown by Victor even after he discovers that his father causes Thomas’ parents death and his mother. In addition it advocates for harmonious living as is portrayed in the first scene where Thomas’ parents and friends were celebrating White Independence Day. the film provides a set up that convey the Indian culture where they are supposed to be firm and arrogance as reflected in Victor’s words to Thomas that “I have to teach you how to be a real Indian like a warrior. White people will walk over you if you don’t look it” (Smoke Signals, Sc. 4) and “I said it’s a foul it’s a foul “during basketball practice by Victor (Smoke Signals, Sc. 1). They are also supposed to be proud as Arnold who even had to lie to Suzie (Smoke Signals, Sc. 5) about Victor’s win in the basketball game to make him look good. Victor does not accept his offer for money dismissing him to go find a woman since he does not want him to accompany him to phoenix. This would provide a phonotypic idea to any viewer that Indians are arrogant (Leigh, White, Inglis, & Stewart, pp. 60-77).
The first scene begins with a house on fire that swallowed the first narrator’s parents on 4th July 1976. He was saved by Arnold Joseph alongside his own son Victor and handed to his grandmother There are situations however where some people possess a different trait from those portrayed in stereotypes like when Thomas tells the two white ladies to make love not war making her appreciate the good example of their traditions.
To prove the point that Indians are poor and discriminated against they do not have passports, have to use a lot of money boarding the bus and have to walk some distance to their final destination. They meet Kent from Mississippi whom Victor expects to be of a higher class and thinks she is a liar having been a gymnastic and on a bus despite the fact that Thomas considers her nice (Smoke Signals, Sc. 3). They engage in a debate as to whether cowboys always win or not as a result of their experience with them in the bus. This is reflected when they cannot retain their seats from the Americans. Due to the thought that an Indian can only work as junior professionals (Leigh, White, Inglis, & Stewart, pp. 60-77), Victor thinks Suzie works as a nurse in the hospital. However she clarifies that she is the hospital administrator (Smoke Signals, Sc. 5).
On their way back they engage in an argument about Victor’s father which eventually leads to a car wreck and an accident where a girl is knocked down by their vehicle (Smoke Signals, Sc. 7). They get into trouble with the police who think that they were under the influence of drugs (Smoke Signals, Sc. 8). The victim’s parents; Mr. and Mrs. Heinsisseror had framed them up due to the notion that they could only be criminals. Finally, as they reach their destinations Victor meditates about all the events and remembering his father has a change of attitude and is no longer arrogant. He even shares some of his father’s ashes with Thomas.
In conclusion, Thomas as the lead actor plays an important role in removing the stereotypes placed on most Indians by displaying positivity towards people of other races. Suzie helps Victor and Arnold to reflect leading to the final forgiveness attitude.
Works Cited
Leigh, D., White, L., Inglis, R., and Stewart, M. A free and Responsible press. Chicago: London.
The University of Chicago Press. Pp. 60-77.1947.
Smoke Signals. Dir. Chris Eyre. Perf. Adam Beach, Irene Bedard, Gary Farmer and Tantoo
Cardinal. Miramax, 1976.Film. Sc. 1-9.
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Advantages and disadvantages of binding precedent
Advantages and disadvantages of binding precedent
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Introduction
The concept of binding precedent may seem absolute. The notion of binding precedent goes hand in hand with the rule of stare decisis which assigns binding force to a number of precedents. In practice however, stare decisis is a flexible concept. Since a judicial opinion may be interpreted in different ways, judges have significant latitude even when dealing with binding precedent (Scanlon, 2004). Differing interpretations results from internal tension between the facts and holding of a case to narrow factual categories, but such interpretations give the case relatively little importance. Binding precedents are not only reasons to decide new cases in a particular way, but also reasons to disregard other potential relevant reasons (Brown and Kennedy, 2000). Due to their exclusionary force binding precedents need normally not to be balanced against competing contributive reasons. If they are applicable, they normally determine the outcome of the cases in which they are applicable (Rodger, 2005). The strong force of binding precedents means that their operation in guided by a number of rules which determine which precedents have biding force for whom, and which parts of the precedents have this binding force. This paper therefore discusses the advantages and disadvantages of binding precedent.
Advantages of binding precedent
Practicality and fair judgments
One of the greatest advantages of binding precedent is that the rules are evolved from real-life cases and are, therefore, essentially practical. Again, the binding feature of the system makes it reasonably certain. The binding precedent is meant to make the law fair to everyone and judges in their rulings are to follow the past decisions made by other judges, in similar cases. This creates a fair judgment and provides certainty in law. Suppose judges frequently make a new law in every case, there would be no democracy (Scanlon, 2004). Laws that could lead to dictatorship would result in a free environment where every judge makes a ruling.
Obiter dictum
According to Harris 2002 Binding precedent or stare decisis is a statement of law based on truth and does not form the basis of a decision. Therefore, suppose a judge considers it necessary to give his or her opinion on some point during the proceedings not necessary for the case, the opinion does not count or have binding authority on a different court (Harris, 2002). However, the opinion of a judge may have a persuasive effect on another case (Hondius, 2007). Since binding precedents provide reasons which are even more formal than persuasive precedents, a legal system is the more formal, the more binding precedent are recognized.
Dissenting judgment
In majority of the courts, as stated by Scanlon 2004, one case is given a hearing by more than one judge and so there are full assenting judgments and dissenting judgements in one case. The cases are determined by majority and so biasness and unfair judgments cases are reduced (Scanlon, 2004). A dissenting judgment is an opinion that is contrary to another court’s ruling on a given case. The judgment may not be binding but, may have a persuasive effect on other cases (Steiner et al. 2009). With binding precedent, there is only one speech, which is a combination of more than three judges’ rulings.
Disadvantages of binding precedent
Lack of flexibility
Scanlon, 2004 states that binding precedent is only set, and suppose the material facts in a given case is similar to another which follows it. This does not give it enough flexibility in handling complex cases. Suppose any two cases have distinguishable facts, then the ruling does not apply in the second case (Scanlon, 2004). Each case must have a distinct feature compared to other and assumption that some cases are similar seem to lose sense (Steiner et al. 2009). Crimes are committed differently and to different degrees and so their lack of similarity. The binding precedent can also be used by judgments to avoid consequences of a former inconvenient decision that might otherwise be binding (Brown and Kennedy, 2000).
Unfair Overruling
A lower court’s decisions may be overruled by a higher court, for instance, the High Court’s decision can be overruled by the Court of Appeal. In some cases even if the inferior’s ruling is correct, it can be overruled by superior court. According to Rodgers 2005, apart from overruling resulting from improper law application, or because court considers the ruling obtained in the former is no longer desirable, there may exist unfair overruling based on personal opinions (Rodger, 2005).
Per Incurium
This is a decision reached by mistake or carelessness. Some of the judges waiting to clear a case make unlawful judgments on given cases. Every case is different and so demands a deferent ruling which is not the case with some rulings (Buxton, 2009). A decision of a court is not considered binding precedent suppose given per incuriam. Though majority of the decisions made carelessly are identified, few cases go through. This also happens when many judgements do not participant in making a decision (Hondius, 2007).
Conclusion
In a nut shell, there are numerous advantages of binding precedent compared to the negative effects. Binding precedent is fair as every individual are subjected to similar judgment in any crime committed. This also prevents judges from under or overruling in a given case. Therefore, binding precedent is highly practical and acceptable. When making a decision on a case, it is vital to understand the gravity and possible binding effects of the made decision of a given court. Considering the past similar cases can give an insight of how to handle a given case. However, it is essential to emphasize that the lower court’s decision are not binding on senior court, the higher court is free to give a different decision in any case. Considering cases that are presented before the court, they should ensure that the case ruling takes into account the binding decisions of the superior courts. Binding precedent tends to dwell in the hand of few and imaginative ideas rather practice and so do not apply in some cases. It is therefore important for judges to give a deferent ruling in each case. To avoid biasness however, three or four rulings should be applicable on a single case.
Bibliography Brown, L.N., and Kennedy, T. (2000), Brown and Jacobs: @ e Court of Justice of the European Communities (5th edn, London: Sweet & Maxwell).
Buxton, R. (2009) ‘How the Common Law Gets Made: Hedley Byrne and other Cautionary Tales’, 125 Law Quarterly Review, 60.
Harris, B.V. (2002), ‘Final Appellate Courts Overruling their Own “Wrong” Precedents: (e Ongoing Search for a Principle’, 118 Law Quarterly Review, 408.
Hondius, E. (2007) ‘Precedent and the Law’, Electronic Journal of Comparative Law (at www.ejcl.org/113/article113–3.pdf)
Rodger, A., (2005), ‘A Time for Everything under the Law: Some Reactions on Retrospectively’, Law Quarterly Review, (121), 57.
Scanlon, G. (2004), ‘Stare Decisis and the Court of Appeal: Judicial Confusion and Judicial Reform, 23 (JUL), 212.
Steiner, J., Woods, L., and Twigg-Flesner, C. (2009), EU Law (10th edn, Oxford: Oxford University Press).