Personal Reflection Question - Total Marks 30

Personal Reflection Question Total Marks 30 Max Word Limit 650an

Analyze and evaluate the leadership style of any two leaders in your organization. In your HR Department, analyze the changes you have noticed over the last five years. As an HR Manager, what changes do you think should be implemented to increase the productivity of your department?

Paper For Above instruction

Leadership is a fundamental aspect of organizational success, influencing employee motivation, organizational culture, and overall productivity. Analyzing the styles of two leaders within my organization provides insight into how leadership approaches can shape organizational outcomes. Additionally, understanding the recent changes in the HR department and proposing future improvements are essential for aligning HR practices with organizational goals.

Part 1: Leadership Styles of Two Leaders

The first leader I will examine is the Vice President of Operations, who exemplifies transformational leadership. This leader motivates employees by inspiring a shared vision, encouraging innovation, and fostering professional development. Transformational leaders cultivate a sense of purpose and commitment among their teams, which has resulted in increased employee engagement and improved operational efficiency. They prioritize open communication, foster a collaborative environment, and recognize individual contributions, thereby enhancing overall morale and productivity.

The second leader is the Head of Sales, who exhibits an authoritarian leadership style. This leader is highly directive and emphasizes strict control over team activities, expecting compliance with established procedures. While this style can be effective in high-pressure scenarios requiring quick decisions, it often limits creativity and diminishes employee autonomy. In my observation, this approach occasionally leads to lower job satisfaction and high turnover, especially among young professionals seeking more developmental opportunities.

Evaluating these leadership styles reveals that transformational leadership tends to foster a more motivated and innovative workforce, whereas authoritarian leadership may produce short-term results but can hinder long-term engagement. Effective leadership often involves adapting styles to situational needs; however, the trend towards transformational approaches aligns more with contemporary organizational values emphasizing empowerment and collaboration.

Part 2: Changes in the HR Department Over the Last Five Years

Over the past five years, the HR department has undergone significant transformations, primarily driven by technological advancements and evolving organizational needs. Automation of administrative tasks, such as payroll processing and leave management, has increased efficiency and reduced human error. The adoption of HR analytics has enabled data-driven decision-making, improving workforce planning and talent management. Additionally, there has been a shift towards a more strategic HR role focused on employee development, engagement, and organizational culture enhancement.

The department has also embraced flexible work arrangements, including remote working policies, which have become especially relevant during the COVID-19 pandemic. These changes have increased employee satisfaction and broadened the talent pool beyond geographic constraints. Furthermore, initiatives around diversity, equity, and inclusion (DEI) have gained prominence, aiming to foster a more inclusive workplace environment.

Despite these advancements, challenges such as maintaining employee engagement in a remote setting and managing a diverse workforce remain. Continuous improvement in HR practices is crucial to sustain organizational growth and employee well-being.

Part 3: Proposed Changes to Increase Department Productivity

To enhance productivity within the HR department, several strategic changes are necessary. Firstly, investing in ongoing training and development for HR professionals will ensure they are equipped with the latest tools and best practices in talent management, technology, and organizational development. This investment will enable the department to deliver more impactful services to the organization.

Secondly, implementing advanced HR technology solutions, such as integrated HRIS systems and AI-driven analytics, can streamline processes further and provide actionable insights. This will support proactive talent acquisition, retention strategies, and performance management, reducing administrative burdens and increasing strategic focus.

Thirdly, fostering a culture of continuous feedback and collaboration within the HR team and across departments will improve communication, innovation, and responsiveness. Regular training in soft skills, change management, and leadership development will also empower HR staff to manage organizational challenges more effectively.

Lastly, aligning HR initiatives closely with organizational goals through regular strategic reviews will ensure that HR efforts directly contribute to business performance. These changes will create a more dynamic, responsive, and effective HR function, ultimately boosting overall organizational productivity.

References

  • Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
  • Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
  • Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From International HR to Talent Management. Journal of World Business, 51(1), 103-114.
  • Govaerts, N., Kyndt, E., Struyven, K., & Dochy, F. (2011). Influence of Learning and Working Climate on the Retention of Talented Employees. Journal of Work and Organizational Psychology, 27(1), 75-82.
  • Higgins, J. M., & Vincett, G. (2018). Strategic Human Resource Management: A Guide to Action. Routledge.
  • Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
  • Stone, D. L., Deadrick, D. L., & Lukaszewski, K. M. (2015). The Role of Technology in the Future of Human Resource Management. Human Resource Management Review, 25(2), 216-231.
  • Wright, P. M., & McMahan, G. C. (2011). Exploring Human Capital: Putting 'Human' Back into Strategic Human Resource Management. Human Resource Management Journal, 21(2), 93-104.
  • Yukl, G. (2012). Leadership in Organizations. Pearson Education.

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