Question

Please use an original response.

The authors claim that it is vitally important for HR professionals to be change agents, playing a leading role in facilitating change in regards to internal company processes that drive external company competitiveness. Others claim that this best left to operational managers and leaders.

Select an initiative your organization has sponsored (some examples are provided on page 149 of the book to get you started) . Evaluate HR’s role in delivering the desired results. In doing so, consider both the conditions needed for successful change (Table 6.5) and the concept of organizational viruses.

Answer 1

HR's ROLE

A Proven method for elevating the HR role is for HR to become the change agent for creating high performance culture.Under this scenario,the HR Agenda is crafted to build organizational capability and to drive business performance leading to results.The outcome o this approach is a new way to looking at HR programming people practices.

Organizations that have adopted this approach have adopted balanced scorecards or other metrics to assure that managers are more involved in performance management and accountable for productivity.HR Provides the tools that focus on measuring and rewarding the desired outcomes. Perfomance , execution and delivering results permeate the organization.There are clear reward for high levels of performance ,and consequences if results are not delivered.

HR takes on a high impact role in the organization, because it is viewed as the driver of a high performance culture and has a visible impact on overall capability of the people in the organization. HR's primary focus in this environment is talent and leadership acquisition and development.HR is part of the leadership team at all levels ,focusing on business priorities, rather than just people issues. When this is working ,the entire enterprise sees the importance of people and leadership and HR becomes a contributor at a much higher level and with much more influence .

Where HR can add the most value

* Start the culture conversation at all levels.

One way to accomplish this is to conduct a cultural assessment or audit of your organization through employee surveys, focus groups or interviews. Reviewing organizational history ,leadership style,HR programming and industry practices to determine what currently drives and reinforces the culture.Finally what is your customer experience?what cultural elements are obvious to customers? is culture align with business strategy?where are the disconnects?what needs to change?This can be the basis for healthy discussion at team meeting and employee chat session.

* Work with senior leadership team to determine the desired culture.core values, desired behaviours and shared vision are essential for positive culture change effort to succeed.

* Develop an agenda or action plan for enhancing the culture or bringing about change..start with the highest priorities and work on toughest issues.

* Communicate what needs to change and why. solicit input from people

* Change the organizational structure to enable change .find new ways to accomplish work tasks. use teams for one-time projects. Broaden roles and responsibilities.

So we can say that HR professional to be change agents as well as HRM keeping a vital role in operational management and leading of an organization.

Organizational viruses

Simply we can say that ,people who infect and sicken organization.

An organizational virus is an employee who is a threat to an organization, but appears to be an asset. Organizational viruses can easily invade a corporation, a nonprofit or a university. They are welcomed in because they are seen as assets rather than liabilities. Researchers discovered successful psychopaths exhibit the same core features and traits as other psychopaths: arrogance, dishonesty, exploitation, low remorse, minimizing sell blame, callousness, and a tendency to constantly look out only for themselves. But there was one difference. Successful psychopaths were far more conscientious than those who end up in prison.

The organizational virus ,hired into an organization through the hiring process, sets about to spread its influence. This is accomplished through various tactics most of which are aimed at impressing superiors. Organizational virus are always supportive of upper management, and willing to do extra work. They know how to give off an air of dedication and authority. Their objective is to move up the ladder, control more employees ,obtain larger budgets, and marshal greater influence.

Behind the scenes viruses create real damage ,They take credit for other people's accomplishments; blame others for their mistakes ,lie whenever its suits them, spread gossip that turns people against one another, and threaten ,demean, and bully subordinates. Frequently viruses are narcissists who endlessly extol their own virtues, as a mask that covers their true nature is a human wrecking ball.