For This Assignment, Resume The Role And Use The Same Compan

For This Assignment Resume The Role And Use The Same Company That You

For this assignment, resume the role and use the same company that you used in your last assignment. Your company must have leadership strategies in place for HR. Your company is holding a leadership training workshop in which you will present leadership strategies to your new HR employees.

Create a 12–15 slide PowerPoint presentation in which you:

• Provide the company's mission statement. Write one if you are using an imagined company.
• Explain why the HRM function is important to employee management and labor relations.
• Explain 3–6 leadership strategies that HR will use for conflict management, communication improvement, employee motivation, and behavior improvement. Provide a rationale for your choices.
• Discuss how you plan to measure the effectiveness of each leadership strategy.
• Include speaker's notes or record audio* for each slide, as if you were presenting in front of your new HR employees.

Use at least three quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources. *If you choose to record audio, use one of the following four options to record your voice recording: PowerPoint: 5 Easy Steps for Adding Voice-Over to PowerPoint Presentations. Save your file. Create your recording. Easy Voice Recorder for smartphones. Create your recording (.mp4). Email your recording to yourself. Online Voice Recorder. Create your recording (.mp3). Save your file. Kaltura: How to Make a Kaltura Voice Recording. Review Kaltura Help [PDF] for tips on how to record your presentation. Create your recording. Save and upload your file to your Kaltura Capture Library. This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. For support creating your PowerPoint, view the Strayer Writing Standards slideshow and LinkedIn Learning's Adding Speaker Notes. Check with your professor for any additional instructions. The specific course learning outcome associated with this assignment is: Examine leadership strategies used for conflict management, communication improvement, and employee motivation.

Paper For Above instruction

In this presentation, I will outline effective leadership strategies for HR professionals aligned with the strategic mission of the company, which I used in my previous assignment. The company I have chosen is a hypothetical mid-sized technology firm dedicated to innovation and employee engagement. The company’s mission statement is: "To foster a collaborative environment that empowers employees to innovate, grow, and succeed, delivering exceptional value to our clients and stakeholders.

Understanding the significance of the human resource management (HRM) function is critical to effective employee management and labor relations. HRM plays a pivotal role in fostering a productive, compliant, and motivated workforce. It ensures compliance with labor laws, manages employee relations, and promotes organizational culture. According to Dessler (2020), effective HR practices directly influence employee satisfaction, retention, and organizational success. The strategic management of human resources contributes to competitive advantage by attracting, developing, and retaining top talent while maintaining positive labor relations, including conflict resolution and collective bargaining processes.

To enhance these functions, I recommend several leadership strategies tailored to conflict management, communication, motivation, and behavior improvement. These strategies are based on scholarly research and practical HR practices.

Conflict Management Strategy: Mediation and Collaborative Problem Solving

HR will implement mediation techniques supported by training managers in conflict resolution skills, fostering an environment where disputes are addressed constructively. The rationale for this approach is rooted in Fisher and Ury’s (1981) principled negotiation model, which emphasizes interest-based negotiations and mutual gains. Mediating conflicts early can reduce escalation and foster trust between employees and management, leading to a more harmonious work environment. Effectiveness will be measured through employee surveys, conflict incident reports, and feedback sessions, assessing reduction in conflict frequency and improved perceptions of fairness.

Communication Improvement Strategy: Open-Door Policy and Digital Platforms

Establishing an open-door policy complemented by modern communication platforms (such as Slack or Microsoft Teams) encourages transparency and provides accessible channels for employee feedback. The rationale derives from continuous communication theories (Clampitt, DeKoch, & Sunami, 2000), which suggest open lines of communication improve trust and clarity. Effectiveness will be evaluated through engagement metrics, employee feedback, and the frequency of communication exchanges.

Employee Motivation Strategy: Recognition Programs and Career Development

Implementing formal recognition programs and clear career pathways is crucial for motivation. Based on Herzberg's Two-Factor Theory (Herzberg, 1966), recognition and growth opportunities fulfill esteem and self-actualization needs. Motivated employees are more productive and committed; thus, tracking participation in recognition programs, surveying employee satisfaction, and monitoring turnover rates provide measures of effectiveness.

Behavior Improvement Strategy: Training and Ethical Leadership

Regular behavioral training and promoting ethical leadership will help shape a positive organizational culture. Ethical leadership, as discussed by Brown and Treviño (2006), positively influences employee behavior and organizational justice perceptions. Effectiveness can be measured through behavioral audits, feedback surveys, and assessments of compliance and ethical standards adherence.

In implementing these strategies, ongoing evaluation is essential. For example, pre- and post-implementation surveys will gauge shifts in employee perceptions, while performance metrics will reflect organizational changes. Regular feedback loops allow for refinements, ensuring HR practices adapt to evolving workforce needs and organizational goals.

Overall, these leadership strategies align with best practices and empirical research, enhancing HR’s role in conflict resolution, communication, motivation, and behavioral standards. Well-executed, they will foster a resilient, engaged, and high-performing workforce that upholds the company's mission of innovation and collaboration.

References

• Brown, M. E., & Treviño, L. K. (2006). Ethical Leadership: A Review and Future Directions. The Leadership Quarterly, 17(6), 595–616.
• Clampitt, P. G., DeKoch, R. J., & Sunami, A. (2000). EmBracing Uncertainty: The Role of Communication and Trust in Post-Disaster Recovery. Journal of Organizational Change Management, 13(5), 376–387.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Fisher, R., & Ury, W. (1981). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
• Herzberg, F. (1966). Work, Motivation, and Personality. World Publishing Company.
• Martin, G., & Schouten, J. (2014). Entrepreneurship: Successful Innovation Through Collaboration. Journal of Business and Management, 20(2), 34–43.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Stone, D., & Heen, S. (2014). Thanks for the Feedback: The Science and Art of Receiving Feedback Well. Penguin Books.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Zhu, W., May, D. R., & Osburn, J. N. (2020). Ethical Leadership through a Cultural Lens: Implications for Multinational Organizations. Journal of Management, 46(6), 1017–1040.