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Assignment 4 (mgt 101) version 1.0

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Assignment 4 (mgt 101) version 1.0

  1. 1. Running head: ASSIGNMNT 4 (MGT 101) 1 Assignment 4 (MGT 101) Name: Course: Professor: Institution: Date:
  2. 2. ASSIGNMNT 4 (MGT 101) 2 Question 1 Human resource can be referred as the individuals, who establish a workforce of a company or an economy or a business sector. On the other hand, it is also considered as a department of an organization or a business sector that deals with recruitment, hiring, selection, training, and administration of staffs. Human resources can be considered as the important and effective assets of an organization. There are four major steps in the strategic human resource management process. First of all, it is highly important for the organizational management to determine the threats as well as opportunities that can impact the human resource management plan. In this step, the human resource management professionals generally consider revenue generation, business environment, and upcoming projects of a particular organization (Armstrong, 2006). Secondly, it is essential for the human resource management professionals to focus on ongoing as well as future human resource demands. In this step, the managers and executives need to focus on the number of employees, job function, need for training and development programme, and job responsibilities. Thirdly, it is important for the human resource professionals to focus on the strengths and weaknesses of employees. In this step, the human resource managers should try to motivate the employees to work hard in order to overcome their weaknesses and improve strengths. Fourthly and lastly, it is highly important for the human resource e professionals to focus on reducing gaps within the department by recruiting skilled and knowledgeable employees (Dransfield, 2000). These four steps and approaches will help an organization to develop effective strategic human resource management plan.
  3. 3. ASSIGNMNT 4 (MGT 101) 3 Question 2 Locus of control can be considered as a belief of an individual that helps them to think that they have the power to influence particular events and their results (Nelson, 2014). In an addition locus of control also influences the individuals to blame external forces for each and everything. On the other hand, self-efficacy can be considered as belief of an individual in the ability of another individual to get success in particular situations. Sense of self-efficacy of an individual can play a vital role in how an individual within the organization approaches towards developed organizational tasks, challenges, and goals (Lez, 2002). Lastly, self-esteem can be considered as the confidence or belief of an individual in own self-respect and abilities. The human resource managers within an organization need to adopt and implement effective leadership style to deal with the locus of control of the employees. Moreover, the employees should be influenced by the managers to participate in workplace strategy development and participation process. In terms of self-efficacy dealing, the human resource managers of an organization should try to focus on effective performance appraisal of employees. In terms of dealing with self-esteem, the human resource managers of an organization needs to integrate such employees in team building and group dynamics process to use their self-respect and self-confidence. In terms of locus of control, I will rate myself 4 out of 5 as I believe that I have the power to influence a particular event. In terms of self-efficacy, I would rate myself 2 out of 5 as I hardly rely on other’s skill and competency. In terms of self-esteem, I will rate myself 4 out 5 due to my self-confidence and effective managerial skills.
  4. 4. ASSIGNMNT 4 (MGT 101) 4 Question 3 Big Five Personality Dimension Model consists of five different personality traits, such as extraversion, agreeableness, neuroticism, openness, and conscientiousness (Wiggins, 1996). People with openness personality trait appreciate adventure, emotion, unique idea generation, curiosity, and creativity. People with conscientiousness personality trait have the tendency to be organized, self-disciplined, well-planned, and dependable. People with extraversion personality trait have positive emotion, energy, surgency, sociability, and assertiveness (Raad, 2000). People with agreeableness personality trait have the tendency to be co-operative, trust worthy, and compassionate. Lastly, people with neuroticism personality trait have the tendency to experience and manage unpleasant emotions quite comfortably and easily, such as anxiety, depression, anger, and vulnerability. Each and every trait under the Big Five Personality Dimension is related to the job performance. In terms of openness, I would like to rate myself 4 out of 5 as I love to think about innovating things and implementation of creative ideas. Moreover, I like to experience variety of things surrounded by me. Last but not the least; I am adventurous and have the curiosity to experience new things. In terms of extraversion, I will also rate myself 4 out of 5 as have energy and positive emotion to share my inner feelings with others within the organization. In terms of conscientiousness, I would like to rate myself 5 out of 5 as I am disciplined, organized, and people love to depend on my strengths. In terms of agreeableness, I would like to rate myself 2 out of 5 as i am lacking of co-operation and collaboration skills. In terms of neuroticism, I would like to rate 3 out of 5 as i do not like to experience unpleasant experience.
  5. 5. ASSIGNMNT 4 (MGT 101) 5 References Armstrong, M. (2006). A Handbook of Human Resource management Practice. New York: McGraw-Hill. Dransfield, R. (2000). Human Resource Management. Stamford: Cengage Learning. Lenz, E. (2002). Self-Efficacy. New Jersey: John Wiley & Sons. Nelson, D. (2014). ORGB. New Jersey: Pearson. Raad, B. (2000). The Big Five Personality factors. New York: Springer. Wiggins, S. J. (1996). The Five Factor Model of Personality. New Jersey: Pearson.
  6. 6. ASSIGNMNT 4 (MGT 101) 5 References Armstrong, M. (2006). A Handbook of Human Resource management Practice. New York: McGraw-Hill. Dransfield, R. (2000). Human Resource Management. Stamford: Cengage Learning. Lenz, E. (2002). Self-Efficacy. New Jersey: John Wiley & Sons. Nelson, D. (2014). ORGB. New Jersey: Pearson. Raad, B. (2000). The Big Five Personality factors. New York: Springer. Wiggins, S. J. (1996). The Five Factor Model of Personality. New Jersey: Pearson.

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