Emerging Theme in Human Resource Management The WritePass Journal

Emerging Theme in Human Resource Management Part One Emerging Theme in Human Resource Management ). The company literally looks after every need that a technology geek would not want to be bothered with, to help them focus on innovation, and creativity. Such flexibility and measures for ensuring a great work/life balance keep the employees highly motivated and foster innovation and creativity. Implication of these Themes for HR Managers Modern day organizations ought to make strong efforts in maintaining a participative and democratic leadership as the very first thing needed to enforce a modern organizational culture which is   not based on traditional hierarchy, but upon a diverse workforce wherein every individual provides a valuable input to lead the organization (Senge 1996). The leadership should recognize and admit that every employ has potential to find solution to the challenges faced by the company. This should lead to a organizational culture which is based on openness and trust, where employees are supported and rewarded for learning and innovating, and one that promotes experimentation, risk taking, and values the well-being of all employees† (Gephart 1996, p 39). Such a culture would position organizations to capitalize upon forthcoming ideas which can deliver unquantifiable benefits for the development and success of the telecommunication firms. Adhering to this line of thinking, HR managers s hould provide ample facilities and amenities for socialization, such as gyms, pool and indoor games, well kept cafeteria and canteens among other recreational facilities where employees can share ideas, experiences, and embark in informal learning. Such an environment is very effective in fostering group work and team learning as well (Senge 1990). Conclusion As Hout (1999) mentions that management as we have known it is too cumbersome for todays fast, unpredictable pace. A new kind of company wins now. The best management models dont adapt to the new economy; they emerge from it. Its no longer the survival of the fittest; its the arrival of the fittest. Hout’s contention clearly identifies the new order in the business world, which is characterized as fast paced, complex and unpredictable. It dictates a paradigm shift in the modern organizational culture. He further states that: â€Å"No intelligence from on high can match the quality of solutions to market problems that arise from players who are constantly communicating with one another on the ground level. The invisible hand of the marketplace should displace the visible hand of the manager. The markets can determine where one team or initiative or company ends and another begins. Managers interfere at their peril.† This signifies the importance of a participative organi zational culture, which encapsulates themes such as fairness, openness, and respect  ; all of which combine the collective wisdom of executives and all those working in an organization, in yielding bright ideas and solutions that can be translated into company’s success. Organization within the telecommunication industry should recognize that the journey towards creating such an organizational culture through flexibility is a long and gradual one and thus temporary setbacks and difficulties are to be expected. Enforcing a participatory managerial style and engaging employees in the organizational learning process are massive feats that cannot be achieved overnight. 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