Human Resource Management Assignment

This assignment covers various aspects of Human Resource Management including understanding self and others, reflective leadership case study, and professional awareness and identity. It also includes two job descriptions from Hilton Hotels & Resorts and Sheraton Hotels & Resorts.

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HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Student Name
Student admission number
Institution
Date

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Part A
Understanding Self & Others: TOTAL MARKS 25%
Section 1: understanding yourself= 10%
1. Personality quiz results
Weblink: http://psychcentral.com/quizzes/personality.htm
Personality Quiz Thoughts
Do you agree with the quiz findings? If not, why not?
I agree with quiz findings
What do you think had the greatest impact on shaping your personality? Why?
Conscientiousness emerged to have high scores in my personal traits evaluation. According to
Settles et al., (2012) conscientiousness is a big five trait of being diligent or careful. My last job
had the greatest impact of shaping my personal traits. The job required people with the great
value of self-discipline, acting dutifully and aiming at achieving set goals. Furthermore, the job

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had minimal supervision but daily targets were set and therefore if someone lacks a proper self-
disciple it was difficult for him to hit the target. In addition, the managers were strictly and
therefore I had to avoid trouble in order to perform well through persistence and planning
How does your personality positively contribute to building relationships?
My personality contributes to relationships creation by mentoring people who are goal oriented
in their motives and feel more comfortable when they are organized or well prepared. Research
conducted by Magidson et al (2014) has shown that conscientiousness involves being caring on
people who are around you from colleagues, friends and family to strangers. In addition, my
personality does not upset nor offend people by either actions or words hence enabling me to
build strong relations with those around me despite some ideological differences.
How does your personality cause problems sometimes with Relationships?
Sometimes my personality causes problems with relationships as others see me as compulsive
workaholic or perfectionists. Being termed as “workaholic”, the relationship with my friends has
faded away because I spent much time on work.

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2. Communication Style Assessment Results
Weblink: https://www.mindtools.com/pages/article/newCS_99.htm
Communication Style Assessment Thoughts
Do you agree with the assessment findings? If not, why not?
I agree with the findings
What do you think had the greatest impact on shaping the way you communicate with
people? Why?
Participation in formal meetings and public speaking had the greatest impact on shaping the way
I communicate with people. Being an eloquent speaker in meetings, I had been able to learn
some key communication skills from meetings.

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How does your communication style positively contribute to building relationships?
My communication style encourages silencing rather than confronting issues or person and
therefore end up contributing to an effective relationship with others. When people are not
confronted, the relationship tends to strengthen.
How does your communication style cause problems sometimes with relationships?
My communication style lacks open communication with other people. This has created a
problem with relationships because sometimes I may end up doing the opposite of what my
colloquies agreed or also fail to contribute my ideas openly.

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3. Team Roles Test
Weblink: https://www.123test.com/team-roles-test/
The nine roles include innovator, chairperson, executive, expert, analysts, team player,
explorer and completer. The roles are summarized in percentages in the figure below
Team Roles Test Thoughts
Do you agree with the test findings? If not, why not?
Yes, I agree with the findings
What do you think had the greatest impact on the way you work in teams? Why?

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Previous projects I have completed had the greatest impact on the way I work in teams. The
projects required effective teamwork for them to be accomplished and it is through them I
learned how to be a key team player and innovator of solutions to problems.
How does your teamwork style positively contribute to building relationships?
My teamwork involves an understanding of the team member’s personalities, attitudes and
believes and therefore everyone feels valued and motivated to continue working together. In
addition, my teamwork also involves sharing of ideas, roles and responsibilities hence creating a
positive relationship as every member are dependents to the other.
How does your teamwork style problems sometimes with relationships?
Sometimes my teamwork style has a problem with the relationship because it confronts with
team members who are so much into individualism. In addition, my teamwork styles may results
in ideological differences with other team players hence interfering with relationships.

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4. Your Leadership Skills
Weblink: https://www.verywellmind.com/whats-your-leadership-style-3866929
Your Leadership Skills Thoughts
Do you agree with the test findings? If not, why not?
I completely agree with the findings.
Which leadership style/approach do you think best reflects the way you would like to
manage/lead people? Why?
Democratic leadership style bests reflect the way I would like to manage people. Democratic
leadership style involves encouraging a member of the group to take a more participative role in

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decision-making (Awan & Mahmood (2010). Therefore, I would like to develop a team that
provides more ideas, creative solution enhances commitment and produces high performances.
5. Conflict Resolution Questionnaire
Weblink:
https://www.media-partners.com/blog/the_5_conflict_management_styles_which_one_ar
e_you_%5Bquiz%5D.htm
Conflict Resolution Questionnaire Thoughts
Do you agree with the test findings? If not, why not?
I agree with the test findings
Describe how you normally manage conflict situations in work and private situations. Do
you think these are the best approaches? Why, why not?
I normally handle conflicts by acknowledging a problem, focusing on a problem but not a
person, taking initiative, talking the problem over, listening top co-workers perspectives,

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avoiding accusations and blames but further creating solutions. I think these approaches are the
best because they end up reaching agreements between the conflicting parties.
Section 2: Understanding others = 15%
(Reflective leadership case study)
Description of leader and Situation
Omar Hassan is the Human resource manager in oil and gas development company
limited (OGDCL) in Island Pakistan. During my stay with the company as an intern, I realized
that he was a goal-oriented manager who was very strict with deadlines and targets. Although he
did like talking so much, he used to send a warning to underperforming staff through emails. He
could organize a private meeting with them seeking to get the reasons why their performances
are not in accordance with organization goals. In addition, the manager could set high targets and
goals but with good bonuses and therefore employees were motivated to perform well. However,
the manager has terminated contracts of several employees. Whenever he sets goals, he expects
all employees to work toward them without negotiations. For example, one day Omar started a
project of reducing workload by 5% and expected employees to arrive at work in time and leave
late by 30 minutes. Unfortunately, one employee reported to work late by five minutes the next
day; the manager responded by sacking employee without listening to his excuses. In addition,
the manager was heard saying “talk less, do more, we have many others to follow if they cannot
stick to our deal”
Leadership style.
The leadership style used by the manager in the case study is bureaucratic leadership.
Van der Voet (2014) defined Bureaucratic leadership as a type of leadership that is implemented

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in an environment that is highly regulated and with strict adherence to rules. Although oil and
gas Development Company is very strict with the time employees report to the work, the
leadership style was inappropriate in this situation. Correctional actions like warnings or
punishment (Wacquant, 2010) could have been used instead of contract termination. The
manager could listen to the employer before terminating her contract and assess whether it was
reasonable for him to report late. In addition, the manager could figure out losing skilled and
experienced employees at the middle of projects and rather request for an apology letter.
Communication style
The communication style used in the situation is aggressive. According to Dasgupta, Suar
& Singh, (2012) aggressive communication style is emphasized by speaking with demanding
voice and loud. In addition, the aggressive communication style also involves someone
controlling or dominating others by attacking, intimidating, criticizing, blaming and attacking
them. Although some people will not speak out, they will maintain intense high contact. Further
research conducted by Miczo, Averbeck & Mariani (2009) shows that people who are aggressive
communicators fail to listen to others and often issue commands. Therefore, it is clear that Omar
used aggressive leadership style as he failed to listen to employee’s reasons for lateness, and also
threatened and attacked other employees. The Method of communication used in this situation is
formal communication. The method was used through email notification written by the manager
to other employees informing them of contract termination of the employee.
The communication style was not appropriate in this situation. Furthermore, the manager
could consider using an assertive communication style that could give both employee and
employer an opportunity of expressing his or her own feelings and ideas.

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Personality type
The personality type of the leaders as portrayed in the case study is introvert. According
to Zelenski et al (2013) people who are believed to have introvert personalities tend to focus
more on internal feeling and thoughts rather than getting external stimulation. In addition, this
type of people tends to be inward turning (Cuperman & Ickes, 2009). Introvert personality
negatively impacted how successful Omar was with the group. Many group members who used
to be in a close relationship with the manager started fearing for their jobs and therefore they end
up not communicating their concerns to the manager. In addition, the organizational culture of
the company started changing and the gap developed between managers, supervisors and
employees. This gap promoted division between employees and management that in turn
resulted in a communication barrier that ended in workforce conflicts and staff
underperformances.
Motivation and goal setting
According to Locke & Latham (2013), an organization usually sets objectives and goals in order
to increase productivity in an organization. I think the goals set for the group did not help so
much in the motivation of group performance. With team members not satisfied with leadership
style carried out by Omar Hassan, many employees remained demotivated as others opted to
look for another job elsewhere. Leadership is a key motivator of employees (Fry & Cohen,
2009). Therefore, Omar’s leadership influenced employees significantly, as underperformance
was still experienced. In addition, the goals set were not appropriate and clear. The goals were
highly set and not clarified appropriately although employees had to work that way for the fear
of intimidation and sacking. In addition, working in an environment not conducive for

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performance and employees working under fear, the goals could not be attained despite other
benefits such as bonuses, vouchers and overtime pay.
Resolving conflict
Omar Hassan did not resolve the conflict that existed in the organization. According to Schuba,
& Goldschmidt (2009) Conflict resolution requires a process that must be followed before
decision-making. Omar did not follow the conflict resolution process and therefore he ended up
creating more problems in the group. The new conflicts that aroused from the scenario include
communication breakdown between management and employees as they lose confidence and
trust to Hassan Omar leadership. Once employees lose confidence in their leaders they develop
psychological conflicts that later on affect their performance or develop to workforce conflict
(Rafiq Awan & Mahmood, 2010). t. In addition, if the manager could listen to employee and
discuss the issues that resulted in lateness, other employees could have felt having a leader who
can listen to their issues.

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INDUSTRY COMPENDIUM REPORT
Part B: professional Awareness and Identity- 15%
Job 1
Company: Hilton Hotels & Resorts
Position: Assistant manager
Education: minimum of bachelors
Experience: one year
Location: Australia
Application time: 31/ 1/2019
Job link: https: https://www.seek.com.au/job/38145294?searchrequesttoken=dca682ab-9ac3-
48a2-8e10-fec945e546d9&type=standard
Roles
 Maintaining consistent communication with the Training and Development department to
ensure teams at all, levels are trained.
 Evaluation of guest satisfaction
 Identification of opportunities within the companies
 Assisting the manager in the management of day to day operations
 Ensuring there is brand compliant

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Job 2
Company: Sheraton Hotels & Resorts
Position: Operation management trainee
Education: Minimum of Bachelor’s Degree
Experience: one year
Location: Sheraton Grand Sydney Hyde Park, Sydney
Link:https://au.indeed.com/viewjob?
jk=91e2597004449a4f&qd=0Jw3QkBT3ZzjAEehFbNFeR_6PmQO-_l8j890b-
bRFNC5iAZkF7H-qLe1oIFfXNdVcupJWcYKwrf-VKOiIMZfgbkmus7Dj27ZrYy-
d3y5oi9j7MMGK6lkD3N6bmtXvReB&chnl=en_au&atk=1d299flmvf0ub800&jsa=1038&inchal
=apiresults&utm_source=publisher&utm_medium=organic_listings&utm_campaign=affiliate
Responsibilities
 Assisting management with daily operations
 Assist guests with dietary requirements, menu and recommendations
 Promotion of safety and support of WHS practices
 Preparations of cash received and guest bills
 Managing daily supplies and purchases
 Ensuring of government regulations regarding guest registrations are followed
 Preparation of expense reports, daily income and accounts reconciliations.

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Personal strengths and weakness
Strengths weakness
- Education (diverse knowledge of few
fields, strong academic background)
- Excellent written and communication
skills
- Effective Computer skills
- Strong Problem-solving skills and
critical thinker
- Financial literacy and a quick learner
- Creativity and can work under
pressure
- Patient, relationship building skills
and great networking
- Ability to multi-task
- No experience
- Confrontation
- Fear in public speaking and
presentation over a large group of
audiences
- Providing too many details in reports
- Too much perfectionist
-

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Future professional development –Opportunities
- Pursuing more short and professional courses for better development of my current
knowledge and prosperity in the job market.
- Looking for Company and start part-time jobs on weekends and holidays that will boost
my experience.
- Alternatively, look for internship or locum opportunities and study part-time in order to
gain experience that is required in job markets
- Attending and actively participating in meetings while at school hence improving my
public speaking skills.
- Try to lead clubs at school as a way of preparations for future leadership in my career
endeavor.
Industry professional development
The companies that I would like to work for include nestle company and Tourism Queensland.
Nestle company is a multinational company serving in several countries (Sethi, 2012) while
tourism Queensland is a company providing tourism activities which its headquarters based in
Australia. In order for me to work as Human resource personnel in Nestle Company, I must be
registered under a professional body called “American society for training and development
(ASTD) or society for human resource management (SHRM). In addition, for one to work in
tourism Queensland need also to be a member of Australian Human resource institute. All these
professional institutions are important for both companies and members as they provide

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certifications regarding competency in diverse fields. In addition, they also arrange training for
their members in order to develop their skills further.
References
Cuperman, R., & Ickes, W. (2009). Big Five predictors of behavior and perceptions in initial
dyadic interactions: Personality similarity helps extraverts and introverts, but hurts
“disagreeables”. Journal of personality and social psychology, 97(4), 667.
Dasgupta, S. A., Suar, D., & Singh, S. (2012). Impact of managerial communication styles on
employees’ attitudes and behaviours. Employee Relations, 35(2), 173-199.
Fry, L. W., & Cohen, M. P. (2009). Spiritual leadership as a paradigm for organizational
transformation and recovery from extended work hours cultures. Journal of business
ethics, 84(2), 265-278.
Locke, E. A., & Latham, G. P. (Eds.). (2013). New developments in goal setting and task
performance. Routledge.
Magidson, J. F., Roberts, B. W., Collado-Rodriguez, A., & Lejuez, C. W. (2014). Theory-driven
intervention for changing personality: Expectancy value theory, behavioral activation,
and conscientiousness. Developmental psychology, 50(5), 1442.
Miczo, N., Averbeck, J. M., & Mariani, T. (2009). Affiliative and aggressive humor, attachment
dimensions, and interaction goals. Communication Studies, 60(5), 443-459.
Rafiq Awan, M., & Mahmood, K. (2010). Relationship among leadership style, organizational
culture and employee commitment in university libraries. Library management, 31(4/5),
253-266.

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Schuba, C. L., & Goldschmidt, J. L. (2009). U.S. Patent No. 7,505,463. Washington, DC: U.S.
Patent and Trademark Office.
Settles, R. E., Fischer, S., Cyders, M. A., Combs, J. L., Gunn, R. L., & Smith, G. T. (2012).
Negative urgency: A personality predictor of externalizing behavior characterized by
neuroticism, low conscientiousness, and disagreeableness. Journal of abnormal
psychology, 121(1), 160.
Sethi, S. P. (2012). Multinational corporations and the impact of public advocacy on corporate
strategy: Nestle and the infant formula controversy (Vol. 6). Springer Science &
Business Media.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational structure.
European Management Journal, 32(3), 373-382.
Wacquant, L. (2010). Prisoner reentry as myth and ceremony. Dialectical anthropology, 34(4),
605-620.
Zelenski, J. M., Whelan, D. C., Nealis, L. J., Besner, C. M., Santoro, M. S., & Wynn, J. E.
(2013). Personality and affective forecasting: Trait introverts underpredict the hedonic
benefits of acting extraverted. Journal of Personality and Social Psychology, 104(6),
1092.