Management Leadership and Professional Practice Journal - COMR2000

This assignment is a reflective journal focusing on Management, Leadership, and Professional Practice (MLPP). The first part of the journal explores the recruitment process, specifically focusing on the role of an HR Manager. It outlines an interview guide with steps including profiling the position, establishing specific requirements, and setting priorities. The second part delves into Corporate Social Responsibility (CSR), examining viewpoints from Milton Friedman, R. Edward Freeman, and Roger Martin. The student expresses a preference for R. Edward Freeman's stakeholder theory, emphasizing the importance of considering all stakeholders for a business's success. The journal includes references to support the discussed concepts.

Running head: MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE
Management Leadership and Professional Practice
Name of the Student:
Name of the University:
Author Note:

1MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE
Table of Contents
Module 2.1 – Recruitment..........................................................................................................2
Module 2.2.................................................................................................................................3
References..................................................................................................................................5

2MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE
Module 2.1 – Recruitment
The chosen job role for the recruitment process is taken to be the HR Manager. This is
because the HR manager of any productive business organisation is accountable to deal with
the leadership as well as the managerial level and professional practices of the same (Jaques,
2017). In this connection, if I would be asked to recruit someone in the field of working as an
HR, I would suggest the specified below interview guide for the recruitment process.
Interview Guide
Step 1- Profiling the functions of the position
Establishing the functions of the position being recruited is considered to be crucial to
effectiveness in the concern of interviewing and hiring an employee (Gewurtz, Langan &
Shand, 2016). With regards to deciding the functions of the vacant position, the specific
requirements of the job would be determined.
Step 2- Establishing specific requirements.
Determination of the required and specific skills, talents, knowledge and experience
that is to be inherited by the individual who is applying for the job and is necessary for
accordance with fulfilling the functions of the job (Zakrajsek et al., 2019).
Step 3- Establishing the priorities
The last step of the guide is determined to be the setting up of the priorities of the
required job profile. Specifically, this step ensures that while taking up an interview, the
appropriate amount of information would be gained about the candidate applying for the job.
In this regards, the requirements should be categorised as per the critically (the must have a
candidate should indulge) and the desirable (the traits the candidate wishes to have and can
be gained by the help of the job).

3MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE
In this connection, the questions that can be asked to the candidate applying for the
HR post are drafted as below.
 Why are you looking for a new job?
 Why did you choose to work for this company?
 Can you explain a bit about yourself?
 Your job assignments in your previous job?
 What qualities of yours do you consider as your biggest strengths and your
weaknesses?
 Your considerations regarding your most significant achievements in your career?
 What should be the responsibilities of an HR according to your viewpoint?
 What does the post of an HR mean to you?
 Where and what do you see for yourself if you count a year from now?
 In the concern of starting a new job, what are your perception of establishing good
relationships with your co-workers and other employees?
Module 2.2
Based on the viewpoint of Milton Friedman, it was examined that the Corporate
Social Responsibility is the notable part of a business when it comes to determining who in
the business entity holds the accountability to maintain the social responsibility of the
organisation (Friedman, 1970). In this concern, the author presumes that the corporate
executives are to be held responsible. A corporate executive is determined to be the employee
of the proprietor of the business. The concerned person is directly accountable towards the
employer, and this responsibility is considered to be the conducting of the plans and
processes of the company in accordance with the goals and objectives of the firm.

4MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE
It was also examined on the viewpoint R. Edward Freeman, that CSR is an idea about
how a business actually works. In the consideration that a business firm needs to be
successful, the same has to be accountable to every connected stakeholder (Youtube.com,
2019). The business firm has to create value for the employees, the customers, the banks, the
suppliers, the communities, the financers and any other stakeholders that work along with the
company in consideration of valuing its money. The CSR, according to Freeman, is an
ideology that states that the business entity cannot alone look after the interest of a single
stakeholder in isolation. The firm is accountable to look after the concerns and interests of
every minor and major stakeholder as the CSR of all of them goes hand-in-hand for the plans
and processes of the organisation. This is only when the firm would be benefited from the
synergy of its stakeholders and would turn successful. Failure in maintaining the same would
result in the ineffectiveness of the CSR in the firm.
However, Roger Martin is of the viewpoint that the idea and the popular belief of the
business organisations that their CSR should be to focus on maximising the value of the
shareholders should be disregarded (Martin, 2010). This is because the mentioned idea is
inherently flawed in the present business environment. In consideration of the change, the
current business environment suggests that the main aim of the organisations should be on
focusing on maximising the value of customer satisfaction. This, in turn, will help the
business firm to increase their amount of CSR in society.
Based on the pieces of viewpoint presented above in the report regarding the ideology
of CSR, according to my view, I feel that the thought process of R. Edward Freeman is the
most genuine and correct one. I realised this because he clearly stated that the business
organisation has to be equally responsible for every stakeholder and not on one or few. This
becomes really specific because focusing on every connected stakeholder will help the firm
gain loyalty in the eyes of each of them, and thus, the stakeholders would stay loyal to the

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firm. Thus, the business firm would be benefited and would be able to earn a high profit and
revenue.
References
Friedman, M. (1970). The Social Responsibility of Business is to Increase Its Profits The
New York Times Magazine, September 13, 1970. The New York Times Company.
Gewurtz, R. E., Langan, S., & Shand, D. (2016). Hiring people with disabilities: A scoping
review. Work, 54(1), 135-148.
Jaques, E. (2017). Requisite organisation: A total system for effective managerial
organisation and managerial leadership for the 21st century. Routledge.
Martin, R. (2010). The age of customer capitalism. Harvard business review, 88(1).
Youtube.com. (2019). Stakeholder Theory. Retrieved from https://www.youtube.com/watch?
v=Ih5IBe1cnQw
Zakrajsek, R. A., Raabe, J., Readdy, T., Erdner, S., & Bass, A. (2019). Collegiate Assistant
Coaches’ Perceptions of Basic Psychological Need Satisfaction and Thwarting from
Head Coaches: A Qualitative Investigation. Journal of Applied Sport Psychology, 1-
20.