HRM (Human resource Management) is all about the dealing with the human resource dimension of management in an organization. The building block of every organization is peoples working for it and hence, obtaining their services, evolving their abilities and, motivating employees for their high levels enactment and make certain that the employee carry on in maintaining their commitment towards organization are vital to achieving various objectives of the organization. This definition of human resource equally implied to all type of the organization, whether they may be government or privates or business.
One of the main objective of HRM is also to make work satisfying and participatory in such a way that the employees could devote towards work enthusiastically, and complete the task in time, so that the organizational objectives are met efficiently and with quality.
In the early industrialization age, the organizations were not good in human management practices. During the 19th century, bureaucratic hierarchy was adopted as an organizational structure to manage the human resource in an organization which was a practice to overcome the problem of reassigning, coordinating and integrating the tasks divided among various labors.
However, Bureaucratic organizational structure consists of many management layers that descend from the level of senior executives to a low-level employee with various regional managers and departmental managers and shift supervisors and others in between. Because of these many layers, the decisions has to be delivered through a number of layers. Also, the upward information has the same fate (Www.zippyshare.com, 2015).
In the past, this structure was said somewhat efficient to start from the scratch in the traditional organization. Today, the methods of business have totally changed. Speed in work is what today required to compete with the competitors along with smooth network among the complex human resource structure to perform. Apart from delaying in the decision-making process, bureaucracy also discourages creativity, innovation, and participative working in the organization. Today, it is not possible to let the individuals perform separately on their own. The traditional working style is not favorable for any business to sustain and stand the fierce competition. For that, a reform in the work is a must and for that the employees must be motivated and made participatory.
The employer must use the participatory method as democratic practice in organizational structure as the world is now converted to a democratic method of working. As an employer or owner of a business organization, no matter how ingenious he is, it is almost impossible for him in generating vast and complex strategic ideas that are possible for a large and interdisciplinary assembly of employee. Hence, employer must adapt to address the changing working system and in order to sustain in the business, he should bring reform in his working structure so that he could achieve his goal of success of his organization efficiently and on time.
For the employee, the work reform could increase the participative ness within himself. This could also let the creativity and innovativeness within the employee flourish which could beneficial for him to develop his career.
Organizations which are bounded by inflexible and rigid controls can lead themselves towards the inability of adapting towards changing conditions that are occurring in the human behavior, marketplace, or legal environment.
Hence, for all these positive changes, organizations should now discard the practice of bureaucratic organizational structure and look for the structure that makes the employees more satisfying and participative.
The participative working approach could be achieved by deploying the democratic structure in the organization. The participative approach leads to increase in benefits sharing and sharing of decision-making power. The increase in participation acts as an effective catalyst for achieving other objectives of the organization.
For the democratic work approach in the organization, good communication is required. The more the channels are opened, the more the staffs and employees in the organization can participate in managing the organization. Hierarchy is required in the organization, but the democratic approach should be adopted. For that the management and unions should play their role to make the works participative and satisfying (Cec.vcn.bc.ca, 2015).
The management and unions should look at how the organization is running. They should think in what ways the staff is already participating decision-making process. They should create ways that can be used in making the involvement more effective and frequent. The management should design programs suitable for the conditions that it faces and choose only what will work. Following could be the methods of making the work in an organization satisfying and participatory.
Paying Attention:
All people, whether be it managers or employees want themselves to be respected and taken seriously. People can push away and discourage their staffs and subordinates when they act as if those people were not there or act as if they are of no importance or only take them as part of decoration of the organization (Cec.vcn.bc.ca, 2015). When the employee too doesn't pay attention to their managers, they will be recorded as an inefficient employee who is bad for the organization also. However, if all the people in the organization listens to each other, asks for the opinions, behaves with each other respectfully, the environment of peace and harmony is created and people find comfortable to work and interact with each other. They will take their work more seriously, put in additional effort into their works and eventually they become more productive.
Management Meetings:
Meetings are important for making the working environment participative and satisfying. The management and unions should make the meetings as an integral part of the program in order to develop participatory management practice in an organization.
Meetings make the opportunities that let the employees know that how, in various ways they are of worthy, have ideas to offer which are beneficial, and are respected (Cec.vcn.bc.ca, 2015). It may not be possible to summon all in one meeting, but involving representatives could be done. Also, just inviting them is not enough. The meeting should be meaningful and productive for all the participants.
The meetings should be carried out regularly and even in cases of emergency meeting, the participation of all representative should be deployed. Time for meeting should be chosen according to the convenience of all participants.
Special Sessions:
The special sessions could further give the opportunity to inspire honest and sincere contributions from the staffs. It should put in mind that such sessions could easily turn out to be artificial when it is done just for the sake of impressing. It should be ensured that honest contributions in decision-making are presented by staff.
Special sessions could be of various occasions like the visit of VIP, visit from government personnel, from donors and so on. Also, it could be restructuring exercises or during the time of other events like organization crisis.
Setting up for management training programs, summon of outside consultants also could be events that offer opportunity for participation of staff in management decision making.
Job Descriptions:
The way how the management and unions use job descriptions also could be an opportunity for participatory work practices (Cec.vcn.bc.ca, 2015). While the job descriptions are written, the ways that lead to participative approach should be included, and those should regularly be reviewed and modified according to changing conditions.
The management should know how to use job description in making the work participative.
Hence, it can be seen that making the working environment participative can adapted using various approaches by managements and unions and should be practiced according to the nature of the organizations.
These efforts not only makes the work participatory but also makes working condition satisfactory. Apart from that, refreshment days for employees, proper holiday management, rewards and promotion could be the tools that triggers motivation in the employee and makes them satisfied with their job.
These humanistic work reform definitely would affect the productivity and profit of an organization. The organization with demotivated manpower definitely performs poor or say very poorly. It is very important for the organization to make their employees motivated. The participative approach would make the employees feel that the organization is of their own and bring positive emotional attachment towards the organization. Unlikely, if in the present context, if the bureaucratic approach is adopted, the stiffness in communication and the cold working system will make human force just as working machines. Employees will do their duty, but without emotional attachment. The lack of motivation will definitely reflect on the product or service of the firm that affects the profitability of the organization.
Hence, as human resource management is all about obtaining services, evolving abilities and, motivating employees for their high levels enactment and make certain that the employee carry on in maintaining their commitment towards organization are vital to achieving various objectives of the organization, active participation of the human workforce is one of the objectives of HRM practice. The employee participation and satisfaction are not the prime goal of HRM, but using it as a catalyst in obtaining the goal of the organization is.
References
Cec.vcn.bc.ca,. (2015). Participatory Management; Methods to Increase Staff Input in Organizational Decision Making. Retrieved 24 July 2015, from http://cec.vcn.bc.ca/cmp/modules/pm-pm.htm
Www.zippyshare.com,. (2015). 254-1000.jpg. Retrieved 24 July 2015, from http://www77.zippyshare.com/v/3KmqQkTI/file.html
