Leadership and Organizational Behavior

This article discusses the HR practices faced by individuals in their student role and how professors can make better use of these practices. It also explores how these practices differ for students who are working and how one would like to work as a leader. The article emphasizes the importance of hiring the right people, developing and implementing an HR policy, and keeping employees happy.

Running head: LEADERSHIP
Leadership and Organizational Behavior
Name of the Student:
Name of the Organization:
Author’s Note:

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To what degree do they experience these practices in their student role?
The students studying in the school and the colleges may often come across the HR
practices. As per the opinion of (Bolman & Deal, 2017) there can be chances of biasness seen
even in the schools. They might feel that some of their teachers are taking care of all their
interests while some are showing a biased view towards them. Students have to be motivated so
that they can carry on with their performances in a proper way. The concepts found in the exhibit
7.1 in the given text book are used for talking about the HR practices faced by individuals in
their student role. There are teachers who are very good and towards some students who are
good performers. The same time they might neglect the students who are weak or are a bit
restless in their classes. This is very wrong on the parts of the teachers because being teachers
they are acting as leaders and their students are the followers (Collings, Wood & Szamosi, 2018).
So they are to support the needs of the children at each and every step. Being the leaders it is
their duty to take care of the interests of their student’s by providing them with all the resources
that they need to grow and develop their lives.
Apart from this, there are teachers who believe in following the autocratic rules. In other
words, they do not keep faith in the ability of the students. The teachers or the professors often
want to impose their own opinions, decisions and their thoughts over their students. They might
think that this will make the students better, as they will stay under the guidance of their
teachers. However, this is not the case. The students need to become self-sufficient.
Therefore the teachers must start promoting egalitarianism so that the student
participation increases in the classes. The teachers must form groups and teams to engage the
students in different team-based activities. This will help them to become much more dependent

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and develop their knowledge as well (Laschinger, Read & Zhu, 2016). The teachers have to
conduct many sessions where they undertake many discussion sessions with the students. In
other words, they have to take the opinions and the ideas of their students and let them work with
their creative ideas. Being leaders the teachers must support the students to move forward by
using their own creative ideas and knowledge.
What do the professors do to make the better use of the practices?
The professors must realize that they are actually leading their students for a better future.
It is for this reason that they must take care of all the interest of their students. They also have to
redesign or reframe their work. As per the opinion of (Bolman & Deal, 2017) there is the chance
that the work might become very boring and monotonous. This will make the students suffer
from boredom and they might get demotivated. This will make them waste too much time by
sitting idle. In order to prevent these teachers have to remodel the syllabus and make it much
more interesting. The teachers often try to make the work much more interesting by involving
the students in many interesting class activities. They often include many modern methods of
teaching. It is for this reason that the ICT methods are also used in the classroom teaching
sessions.
How can these practices differ for the students who are actually working?
The students who are also working at the same time can understand these concepts better
as they will be seeing many different kinds of HR practices. Sharing the wealth is one of the
important HR practices that might be carried on in the workplaces (Meidner, Hedborg & Fond,
2017). Usually, the employees look for a share in the overall wealth or the profit of the business.
The employees want to get a share of profit for the effort that they give. It is for this reason that

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the organizations try to get the employees involved in all the decisions that they are taking. They
often use principles like building the ownership culture. They try to construct a good and
positive business environment so that the employees can learn from the business culture and
the business disciplines (Mazzei, Flynn & Haynie, 2016). The other important principle that is
used by the organizations is to provide job security to the employees. This can be done by
introducing many important monetary schemes and benefits. Hiring the right kind of people is
also one of the most important things that need to be done by the company.
This ensures that the HR department is recruiting only those people are competent
enough for the respective posts. Apart from this the leader's and the managers have to make sure
that they are recruiting people who are of a positive attitude (Anitha, 2016). So, the managers
always try to hire people who will be an asset for the company in the long run. They make sure
that these workers are having a sense of humor and also a positive attitude. A good example is
Southwest airlines where some of the employees were said to get in their Bermudas shorts for the
interview. However, some of them refused and were not hired. So, this proves that a sense of
humor and an attitude of accepting things positively is one of the most important traits that must
be present within the employees.

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How would you like to work as a leader?
The frames of leadership found in the given text, Reframing organizations: Artistry,
choice, and leadership. John Wiley & Sons has been used for talking about the frames in
leadership practice. I would like to follow the transformational leadership system. I will like to
create a change or a vision in the organization. I will try to cater to the needs and demands of the
employees by making sure that they are getting the adequate amount of support as and when they
need. I will carry on the group intervention process that will help me in taking the opinions and
the feedbacks of the employees (Collings, Wood & Szamosi, 2018). This will help in making the
employees feel valued within the organization.
I will also make sure that I am hiring the right people for the right post. I believe that
being a leader I have to make sure that people with the positive attitudes are being hired in the
organization. This will ensure that the employees will be able to face any challenges with a
positive mind and a positive attitude (Choi et al., 2016). T groups are one of the important
concepts that I will be using in my organization so that I am being able to solve the conflicts that
are arising within the organization. I will be able to solve the team conflicts that are taking place
in the groups and the teams that are taking place within the organization. I will carry on regular
discussion session where the team member will be able to interact with one another and give in
their opinion before any undertaking any business decision (Kim & Fernandez, 2017).
I will try to keep pace with the modern the current methods of managing the employees. I
will try and establish many new patterns like the survey data collection. This will help me in
gathering the opinions and the employees through the survey questions, this will help me to
know about the opinion of the employees. I will be able to incorporate those ideas into all the

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business decisions both at the major and at the minor level. This will help me in making the
decisions in such a way that the employees will no longer feel left out (Fernandez &
Moldogaziev, 2015). They will be able to know that they are valued within the organization. This
will make them interested within the organization.
I will also make sure that I am taking regular group discussion and one to one session
with the employees. This will also help me to understand the queries and the demands of the
employees and solve the same (Laschinger, Read & Zhu, 2016). This will also help me in
empowering the employees. As a leader, I will always try to make the employees self-sufficient.
I will not impose my decision on them. I do not believe in taking the undue advantage of my
power or position (Bolman & Deal, 2017). I will try to make sure that the employees are being
able to solve their own problems with their expertise and knowledge. I will make sure that I
reward the employees as per their effort and their hard work. I will also congratulate them and
appreciate them so that they get motivated and try to remain devoted towards their work.
Hiring the right people
The powerful companies are aware of their needs and responsibilities. They realize the need for
hiring the right kind of people who will help them to fulfilling their long term goals. They must
hire people. If I become leader in future I will make sure that I am being able to appoint the right
kind of people. I will try to hire people who will be of a positive and loyal nature. The
organization will surely be benefitted from the loyal, motivated and the free spirited persons. I
will also try to keep the employees happy so that they do not have the tendency of switching over
company other company if there are some tough challenges.
Developing and implement an HR policy

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Philosophy has to be developed that will help in a sound human resource management. The key
to this philosophy or credo is the specific or the particular way in creating the people
management practices. It is very essential for each and every organization to have a proper
philosophy. I will always make sure that I am being able to device a philosophy and implement it
among the members of the organization. Wegmans is a very prominent example of a company
that follows a clear philosophy. They believe that they will do their best in satisfying the needs of
their customers. They abide by this philosophy that they will be a le to achieve their goals only if
they keep on satisfying the needs and demands of their customers.
Keep employees
I will make sure that I am being able to take good care of my employees. As I become a leader, I
will make sure that I am appreciating the efforts a d the hard work that is being given by my
team. I will never let the efforts wand the hard work of the employees go unseen. I will maintain
the rule of rewarding them well. This will keep the employees happy and they will never think
of resigning the job even if they feel any challenges coming in their way.
The organizations will also have to find out many benefit schemes that will help the companies
to retain the good, loyal and dedicated employees. They can find out some monetary schemes or
any other kinds of benefits will help them to retain the customers. Some of the firms also follow
the high commitment recruitment process (Kim & Fernandez 2017). They try to develop a
loyalty or a dedication among the employees by giving several benefits to their customers. They
try to extend some facilities to the family members of their employees. A good example is the
software powerhouses SAS, that has developed a new benefit schemes that helps the employees
to take care of all the household needs of the employees.

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So, I will make sure to follow all these measures after becoming a leader. I will make sure to
implement all these measures within my organization so that all my employees stay happy and
dedicated towards the company.

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References
Anitha, J. (2016). Role of Organisational Culture and Employee Commitment to Employee
Retention. ASBM Journal of Management, 9(1).
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership,
empowerment, and job satisfaction: the mediating role of employee empowerment.
Human resources for health, 14(1), 73.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Fernandez, S., & Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the
US Federal Bureaucracy: A self-determination theory perspective. The American review
of public administration, 45(4), 375-401.
Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US
federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
Laschinger, H. K., Read, E., & Zhu, J. (2016). 23. Employee empowerment and organizational
commitment. Handbook of Employee Commitment, 319.
Mazzei, M. J., Flynn, C. B., & Haynie, J. J. (2016). Moving beyond initial success: Promoting
innovation in small businesses through high-performance work practices. Business
Horizons, 59(1), 51-60.

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Meidner, R., Hedborg, A., & Fond, G. (2017). Employee investment funds: An approach to
collective capital formation. Routledge.

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