Ethical and Credible Activist Cultural †MyAssignmenthelp.com

Question: Discuss about the Ethical and Credible Activist Cultural. Answer: An ethical and credible activist Human resource manager should be an ethical and credible activist due to the reason that employees will follow the ethical standard in the organization from the human resource manager. It will help the organization to imply an ethical working environment in the internal organization. Being an ethical and credible activist, the human resource manager will have more credibility among the employees (Sekerka, Comer and Godwin 2014). Thus, the controlling and monitoring employees will be more effective for him. Following for the ethical standards by the human resource manager will motivate the employees to also follow the same. This will eventually enhance the goodwill and reputation of the organization in the market. Moreover, following of ethical principles will help to reduce the employee oriented issues and thus the productivity of the organization will get enhanced (Lazaroiu 2015). Human resource manager will more control over the management of the employees. In my previous job experience, I was given the responsibility of implementing a corporate social responsibility. In the implementation process, I am being the human resource manager, involved employees from all the departments in the project. Information and opinions are being gathered from them in order to enhance the effectiveness of the project. This helped the employees in possessing positive impression about the organization. Moreover, they felt motivated and engaged due to their involvement in the project. The following of this ethical principle in the organization helped me in enhancing the credibility of my post among the employees. They perceived me as an ethical activist and assumed that I will be the person who can ethically dissolve all their issues. Thus, this quality of mine helped me in enhancing my credibility of mine among the employees. In addition, the employees also felt motivate and engaged in their workplace. A cultural and change leader The human resource manager should also be a cultural and change leader in order to enhance the organizational productivity. Contemporary business organizations are operating in one of the most challenging business environment and thus they need to implement change management to cope up with the change in the business scenario. It is the responsibility of the human resource manager to have the leadership quality for motivating the employees in the change management (Thorn 2012). This quality of him will enable to aware the employees about the consequences of the change to be implemented. Moreover, cultural diversity along with determining the individual cultural background of the employees is also important to enhance the organizational culture (Alvesson 2012). This will help to increase the level of motivation of the employees and the change management will be more smooth and effective in the organization (Patrick and Kumar 212). It is due to the reason that employees will be well aw are about the change policies due to the effective leadership qualities of the human resource manager. Thus, the employees feedback will also be gained during the implementation of the change management in the organization. I worked as a volunteer in one of the NGO in Australia. They worked for the betterment of the underprivileged society. Workforce diversity was being implemented by me in the organization in order to enhance the productivity of the employees. At the initial stage, I faced resistance from the existing employees for this change. However, I had been able to convince them about the advantage of the workforce diversity and effectively implemented them in the organization. After implementation, monitoring is being done by me in order to determine the effectiveness of the change. It helped the organization in having various options and approaches for a certain issue. Moreover, the knowledge sharing among the employees also got enhanced due to variation in their cultures. A stakeholder mentor and coach Effective mentoring qualities of the human resource manager are important due to the reason that employees need guidance in their daily course of work. Moreover, in the present business scenario, determination of the requirement of the stakeholders of the organization including customers is important to survive in the market (Thurston, DAbate and Eddy 2012). Thus, the human resource manager should have the qualities of mentoring and coaching the stakeholders to motivate and guide them in their workplace along with identifying the requirements of them. It will help the organization to modify their policies accordingly. It is been seen that the employees feel more motivated and engaged in their workplace if they are being given proper guidance (Anitha 2014). Providing guidance will not only limit to supervising the employees in their job but also it includes a broader aspect. Motivating the employees by implementing various employee welfare policies in the organization and enabling the m in maintaining the effective work life balance is also included in the mentoring and coaching abilities of the human resource manager (Armstrong and Taylor 2014). Proper guidance to the employees helps them in having clear idea about the job to be done by them and the process of accomplishing the job. Thus, eventually the productivity of the organization will get enhanced. In one of our college event, I was assigned the task of team manager for our football team due to the fact that I am a trained footballer. However, being the manager of the team, my first job was to identify the qualities of the team players and assigning the team role accordingly. Afterwards, I acted as a mentor to them and given effective coaching to enhance the teamwork and performance. In the due course of coaching, the players came to me with their issues which need proper guidance. The issues are being solved effectively and that caused the enhancement of the performance of the team. Though, our team cannot able to win the tournament, but the teamwork of us gets appreciation from others. The understanding among the team members caught attention of every one. Moreover, the satisfaction and motivational level of the players are also not got affected by the loss, rather they were more motivated for the next years event. Thus, with my mentoring capabilities, I made the players perf orm as a whole team and with more satisfaction and motivation. References Alvesson, M., 2012.Understanding organizational culture. Sage. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.Sage Open,2(2), p.2158244012444615. Sekerka, L.E., Comer, D.R. and Godwin, L.N., 2014. Positive organizational ethics: Cultivating and sustaining moral performance.Journal of Business Ethics,119(4), pp.435-444. Thorn, I.M., 2012. Leadership in international organizations: Global leadership competencies.The Psychologist-Manager Journal,15(3), p.158. Thurston, P.W., D'Abate, C.P. and Eddy, E.R., 2012. Mentoring as an HRD approach: Effects on employee attitudes and contributions independent of core self?evaluation.Human Resource Development Quarterly,23(2), pp.139-165.