The Theory X Does Work And Theory Y Has No Room Here People

All organizations have the common objective of being successful and nowadays due to competition that is not an easy achievement. The most important capital that companies have is the human capital and, to be successful, is essential for the organizations to focus on people.

According to Allison and Hobbs (2010: pp 590-602), resource management more especially the human capital is critical in ensuring there is increased productivity and performance of the organization in the market. Apple Inc. operations management ensures the employees are well managed and motivated with the focus on increasing efficiency and effectiveness in their operations to increase service delivery in an organization. The human capital resource can be enhanced in an organization through increased training and investments in educational facilities to increase their

“Human capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees their work (Weatherly, 2003).” These intangible assets have proven to be critical aspects of an organizations competitive advantage. T&D has a direct influence on these assets because “they affect education, work-related know-how and competence, and work relationships (Noe, 2013, p.14).

1 #4 The question asks, “What are the goals of human resource management?” The answer to this question is that there are four different goals of human resource management. The first goal is facilitating organization competitiveness, which is defined in the textbook as a goal that is “intended to promote the organization’s ability to be competitive in fulfilling its purpose or mission” (DeNisi & Griffin, 2016). The second goal of human resource management is enhancing productivity and quality, which is defined as two different parts in productivity and quality. Productivity is defined as “an economic measure of efficiency that summarizes and reflects the value of the outputs created by an individual, organization, industry, or economic system relative to the value of the inputs used to create them”, while quality is defined as “the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs” (DeNisi & Griffin, 2016). The third goal is complying with legal and social obligations, which is defined as “insuring that the organization is complying with and meeting its legal and social obligations” (DeNisi & Griffin, 2016). The fourth and final goal of human resource management is promoting individual growth and development, which is defined as a starting point in development

The effectiveness of any organization linked to the efficiency of the human element and its ability to work and desire it. Because human resource is influential element, and the effective use of material resources available. Therefore, companies rely on maximizing results on rational use of available human and material resources. It may be difficult to rationalize the use of the human element of multiple variables, the degree of difficulty increases management 's ability to rationalize the use of this element, which make the main problem facing management in any organization. To identify the variables defined for human element and reflected in the behavior of those individuals who represent the capacity of the organization.

Workers who are not achieving job satisfaction put in their time without any passion or energy. Employees who are not satisfied in their jobs tends to undermine the accomplishments of their co-workers. Some individuals may develop meaning from the opportunities they are afforded because of the job, and not from the job itself. Others may find the job as a means of advancing themselves and thereby becoming the best possible them. Individuals who indulge in craftsmanship may take pride in having executed a thoroughly complete job. While those in the service industry may find purpose in the thought or belief structure up on which their work is built. Others may derive meaning from the sense of affiliation they share with

The value of human capital may be hard to measure, yet possessing the right people working together can help an organization meet its vision and goals.

Organizational capital combines human skills and physical capital into systems for producing and delivering want-satisfying products (Evenson & Westphal, 1995). It can be divided into three broad components: workforce training, employee voice, and work design (Black & Lynch, 2005).

Human capital plays a considerable role in the economic environments. It is not cash, assets, but it is people, which are the critical differentiators of a business enterprise (Fiz-enz, 2000). It is an organisation’s possess individual tacit knowledge (Nelson and Winter, 1982). There are four factors involved by human capital: genetic inheritance, education, experience and attitudes about life and business (Hudson, 1993). All of these factors are intangible and can be invaluable. Human Capital is a source of innovation and strategic renewal, such as improving personal skills, re-engineering new process or just daydreaming at the office (Hudson, 1993). According to Figure 1 (Bontis, 1998), Human Capital is about the intellect of human. It is an internal control and development

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

The purpose of this essay is to highlight the use of management theories in relation to productivity and job satisfaction. This essay shall discuss how leaders can motivate employees in order to improve the overall productivity and job satisfaction. I will be looking at theories in relation to how they are categorised, also how different management theories can be implemented by a leader. The essay will analyse both the intrinsic and extrinsic factors that are relative to applicable management theories and from the analysis there will be a justification of methods the writer believes to be the most suitable for the leadership and motivation of

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Corporations in our new technology environment are in constant search to adapt old business practices with new corporate culture needs. We have seen the value brought into every organization when human capital is considered a cornerstone of corporate success along with administrative, technological and infrastructure developments. Human capital is the sum of every attribute that adds economic value to what an individual can produce. This includes a wide range of attributes, such as a person’s creativity, useful knowledge in specific areas, work skills in particular field, social skills, personality, and work ethic (Flair, 2013). The following paper will show just how human capital is valued and used to create a better culture within a company.

In today’s world, it is critical that senior management treat their staff as key players in their organization. People are its greatest resource and assets to consolidate and become more competitive much like an investment for better results and to remain profitable. Considering the human factor as one of the most important asset is imperative to obtain and have at all times the most qualified, motivated and competitive personnel in your organization.

Human Capital is the most sought after resource today for the whole business world when compared to any other resource. In fact, it has become the most critical resource across the globe. Organizations, big or small, are only capitalizing on the human potential, their strengths and their core competencies to achieve a remarkable competitive advantage.