MGT600: Reflective Report on People and Teams Management Principles

This report delves into the core concepts of people and team management, focusing on strategic management principles and theories, including Maslow's Hierarchy of Needs and the Edge of Chaos theory. It highlights the importance of effective communication skills, such as engaging storytelling and active listening, as well as practical problem-solving skills, including transparent communication and critical issue identification. The report further examines the evolving roles of managers in a changing environment, emphasizing the need to communicate changes, coach employees, and act as liaisons within the team. It provides a comprehensive overview of essential skills and functions in human resource management, concluding with a discussion on the application of these concepts in real-world scenarios. This report is designed to enhance leadership and management capabilities within various organizational contexts.

Running Head: Managing People and Teams
Managing People and Teams

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Managing People and Teams
Contents
Introduction.................................................................................................................................................2
Management Theories and Principles..........................................................................................................2
Theories...................................................................................................................................................3
Communication skills..................................................................................................................................3
Effective Problem Solving Skills.............................................................................................................4
Roles of Manager in Changing Environment...............................................................................................4
Conclusion...................................................................................................................................................4
References...................................................................................................................................................6

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Managing People and Teams
Introduction
To manage things or functions is one of the significant activities in human resources. Since the
time of the formation of the human organizations for achieving the aims and goals which they
are not able to achieve single handedly, managing becomes the necessity for making sure of the
coordination of the efforts of the individuals. Society always relies on the group effort and there
are many organizations which have become larger due to the group efforts only. The managers
increase the significance and complexity. This report focuses on the strategic management
(Schroeder, 2012).
Management Theories and Principles
The principles of people’s management according to me that should be significantly important
are:
 Recruitment till retirement: The Human resource has to deal with the people from
recruitment process and retiring. This involves planning of the manpower, selection,
wages, training and development etc.
 Men behind the machine: Earlier, it was about the men who were behind the machine.
People in today’s world are the real power for driving the organization. Machines should
only assist people (Shanine, Buchko, & Wheeler, 2011).
 Hiring for Attitude and recruit for skills: For employee engagement, the key for this is
attitude. Leader in HR should always focus on the attitude instead of experience.
 Respect for intelligence: With the attitude, intelligence must also be respected.
 Hire Slow and fire fast: Hiring of the right talent for the right position should be done. In
case of bad apples, they should be fired fast so that the organization’s growth is not
hampered (Swathi, 2014).

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Managing People and Teams
 To serve is to lead and live: Serve the people who are recruited by HR. People’s
management means serving to the people and keeping their trust in the company they are
hired in.
Theories
There are several theories which can help in the people’s management. But these three are the
theories which according to me are the most important part of the people manager.
 Maslow’s Hierarchy of Needs: With this theory, one can understand the requirements of
the employees. The minimum an employee can ask for the salary he is working for, a
good atmosphere and good health.
 Open Systems Theory: The open system always operates in the environment rather than
splendid isolation. The factors include the direct and indirect effect on the performance
and what exactly the firm delivers and achieves.
 Edge of Chaos: According to Senge, the edge of chaos occurs when the firm’s are
dynamic systems in the state of continuity of alteration and development. To expect the
moment where in which things remains still, is actually an unreal ambition and can hold
back the performance and success of the employee and the firm (Prescott, 2015).
With these theories, the employees will feel free to discuss what goes in their mind as well as
they will feel motivated to work and give better performance in the organization and for the
growth of the firm too.
Communication skills
The effective communication skills in people’s management according to me should be:
 To engage the staff with the right set of stories.
 The leaders should listen to what the employee is saying
 The person should have the clarity and concision.
 The leaders should have respect for all the employees (Husain, 2013).

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Managing People and Teams
Effective Problem Solving Skills
There are some of the effective skills which according to me are very significant when it comes
to solving any type of problem which occurs in the firm. They are as follows:
 The communication should be transparent with the employees and other stakeholder in
order to solve the problems.
 The issues should be identified critically.
 In order to solve the problems, one should be able to understand the interests of everyone.
 Good strategies should be implemented to solve the problems (Abosede & Adesanya,
2017).
Roles of Manager in Changing Environment
 Communicate about Change: Employees should be communicated by the managers that
the environment is changing.
 Coach For the employees: The employees should be given the training for the changes.
 Liaison to the Team: The liaisons for the manager are the employees and the team of the
project as they give the knowledge from the teams to the people they report to.
 Resistance manager: For managing the resistance, the managers and the supervisors are
the best location for identifying the resistances. They can use the ADKAR model the
identification (Chew, Cheng, & Lazarevic, 2006).
Conclusion
This report focuses on the people’s management and what the theories and the principles in
Human resource management. The skills in problem solving and the communication skills that
are needed by the leaders and the managers are discussed as well as the roles and function of the
manager in change management is also mentioned.

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References
Abosede, S. C., & Adesanya, A. O. (2017). Contributions of Self-Efficacy and Problem Solving
Skills on Secretaries’ Job Performance in Ogun State Public Service, Nigeria. Journal of
Education and Practice , 8 (11).
Chew, M. M., Cheng, J. S., & Lazarevic, S. P. (2006). Managers’ role in implementing
organizational change: case of the restaurant industry in melbourne. Journal of Global
Business and Technology , 2 (1).
Husain, Z. (2013). Effective communication brings successful organizational change. The
Business & Management Review , 3 (2).
Prescott, M. (2015). Three People Management Theories that Make Sense! Retrieved June 21,
2018, from https://www.linkedin.com/pulse/three-people-management-theories-make-
sense-michelle-prescott-fcipd
Schroeder, H. (2012). The Importance of Human Resource Management in Strategic
Sustainability: An Art and Science Perspective. Journal of Environmental Sustainability ,
2 (2).
Shanine, K., Buchko, A., & Wheeler, A. R. (2011). International Human Resource Management
Practices from a Complex Adaptive Systems Perspective: An Exploratory Investigation.
International Journal of Business and Social Science , 2 (6).
Swathi, B. (2014). A Comprehensive Review on Human Resource Management Practices.
International Journal of Research in Business Management , 2 (9), 21-28.