Managing People Report

This report provides a detailed analysis of managing people within an organization, focusing on three key areas: unitarism and pluralism, human resource management (HRM), and leadership. It explores the theoretical underpinnings of each area, including scientific management, human relations, and systems theory for unitarism and pluralism; Maslow's hierarchy of needs and Herzberg's two-factor theory for HRM; and great man, trait, behavioral, and contingency theories for leadership. The report also discusses the practical implications of these concepts, such as how HRM functions in staffing and training, and how leadership can enhance employee commitment through motivation, skill development, and relationship building. The report concludes that effective management of people is crucial for organizational success and highlights the importance of understanding different perspectives and theories in this field.

MANAGING PEOPLE

TABLE OF CONTENTS
Q. 1.................................................................................................................................................................3
Q. 2.................................................................................................................................................................4
Q. 3.................................................................................................................................................................4
REFERENCES..............................................................................................................................................6

Q. 1
Definition
Unitarism is a set of theory and values which hold conflicts at workplace that is not expected
feature of relations between employers and employees. Pluralism on the other hand is such belief that
maintains industrial relationship among employees and conflict in this is inevitable.
Explanation
Unitarism introduces loyalty among employees towards their managers and higher authority
(Kitada and Ölçer, 2015). Conflicts are very usual in every firm but unitarism reduces inconsistency
within the premises and workplace. It does not create such situation within a company. The negative point
in this aspect is that it has a narrow perception and does not recognize sources of dispute. On the other
side, in pluralism theory unions are the better representatives for workers of entity. Union at organization
has right to challenge management and employers. It ensures that conflicts are settled and create a good
working relationship. It is a complicated form of managing dispute within enterprise.
Theories
 Scientific management theory: Management practices this theory that holds employment
relations. Under this theory, workers are to be treated collectively and impersonally while
occurrence of any issue by managers (Hellman, 2012). It will create a good employee-employer
relationship.
 Human relations theory: This theory helps in reducing conflicts within workplace. Function of
management under this is to influence the workplace in such way which helps employees to feel
personal satisfaction. Aim of this approach is to reduce internal disputes by developing job
satisfaction among employees.
 System theory: It is the most popular theory of pluralism which describe that employee relations
are best for sub system to widen social system. It includes various rules and regulations related to
employment such as recruitment, selection, wages and bonus, working hours and many details of
individuals.
Conclusion
This part concluded that employment relationship plays an essential role in managing people at
workplace. This study focuses on two perspectives unitarist and pluralist. It described strengths and
weaknesses of these two perspectives.

Q. 2
Human resource management
Human resource management (HRM) is such process which manages people within the
organization to maximize productivity and profitability of entity.
Explanation
HRM plays an essential role in staffing, training and development, employee compensation and
designing work (Goffee and Jones, 2013). It is the responsibility of HR department to hire sufficient
number of people for right job. Recruitment and selection can be done through two methods internal and
external. Both of them have some negative and positive aspects. Under external method it facilitates new
talent to company where as by internal method it restrict new comer to enter in the premise. HRM plays a
vital role in building employment relationship. Department needs to take care about various activities of
people that may boost their skills and knowledge. For this, HR managers held training and development
session for unskilled or less skilled persons. This will help individuals to increase their working
efficiency.
Theories
 Maslow’s hierarchy of need theory: This theory facilitates a complete view of human needs.
Managers motivate employees towards their work by fulfilling their desires (Peterson, 2011).
According to this model, lower need must be met first before fulfilling higher one.
 Herzberg’s two factor theory: It is an extension of the above model. It includes two factors such
as hygiene and motivation. In this, managers identify various problems arises within the
workplaces and then solve those by implementing such methods through which people are
motivated towards their job and perform well as required.
Conclusion
This study described that HRM is very much effective in managing people within a corporation.
It performs various functions like facilitating staffing, training and development, compensation, wages,
etc.
Q. 3
Leadership
Leadership is an ability of an individual that influence, direct, guide and controls others.
Explanation

In every enterprise leadership plays a vital role to enhance employee commitment. Therefore, it can
enhance employee commitment in the following ways:
 Motivate and inspire others: An effective leader has an ability to inspire and motivate others and
has a high level of energy and passion (Bush and Middlewood, 2013). Effective leaders
encourage their team members to accomplish difficult targets and objectives of the firm. Without
inspiration and motivation, morale and job satisfaction level of workforce decreases.
 Develop skills and knowledge among others: It is the responsibility of leaders to push employees
to boost their knowledge, skills and abilities. This builds higher level of employee commitment
and satisfaction.
 Building relations: Leaders create a strong and positive relationship with their team members.
They stay in touch with all issues related to people in the group and solve them effectively. This
will create a high level of employee commitment.
Theories
 Great man theory: It assumes that leadership traits are intrinsic that means leaders are born not
made. According to this, characteristics such as intelligence, confidence, skills and knowledge,
etc, are naturally presented in a great leader.
 Trait theory: It is a modern theory which proposes that people appear as leaders across various
situations. It includes traits like self confidence, intelligence, adjustment, openness, etc.
 Behavioral theory: As per this, a leader should have a strong personality with a positive thinking
and self confidence to perform his/her job effectively.
 Contingency theory: According to this theory, a leader has to come out with different
characteristics at different situations. Here, single characteristic is not enough to perform job.
CONCLUSION
This study concluded that leadership is an ability of individual that enhance employee
commitment. An effective leadership is essential for motivating, inspiring, directing, controlling and
building relations among employees of a corporation.

REFERENCES
Books and Journals
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Goffee, R. and Jones, G., 2013. Clever: Leading your smartest, most creative people. Harvard Business
Press.
Hellman, S., 2012. Leading and managing change. The School Leader's Toolkit: Practical Strategies for
Leading and Managing. 31(7) pp.126-137.
Kitada, M. and Ölçer, A., 2015. Managing people and technology: The challenges in CSR and energy
efficient shipping. Research in Transportation Business & Management, 17, pp.36-40.
Peterson, B., 2011. Cultural intelligence: A guide to working with people from other cultures. Nicholas
Brealey Publishing.