People and Organization: HRM Perspectives and Career Goals Analysis

This report delves into the multifaceted role of Human Resource Management (HRM) within organizations, examining it from personal, organizational and employee perspectives. The assignment begins with a personal perspective, analyzing the labor market, specifically focusing on the Greek labor market trends and the student's career goals within investment banking. It includes a SWOT analysis and a professional development plan. The report then transitions to the organizational and management perspective, exploring leadership styles, organizational culture, and the challenges leaders face. The report analyzes leadership styles and the challenges managers and leaders face in achieving organizational goals. It underscores the importance of strong interpersonal skills and a broad vision for achieving both individual and organizational success. The report aims to provide a comprehensive understanding of HRM's impact on organizational success, emphasizing the importance of leadership, employee motivation, and strategic planning.

People and
organization
Organizational management and the role of
Human Resource Management from different
perspectives
2018
Student Name
12/3/2018

People and Organisation 1
Introduction
This project is based on the Organisation and people in which it highlights the roles of human
resource management in four perspective which are bifurcated in four section named as
Personal perspective, organization and management perspective, employee perspective and
Human resource management perspective. Objective of this assignment is to highlight the
organisation scenario on four different bases that how personally an individual thought od
organisation, how employees’ motivation gets affected by the external environment, How
motivation and skills of employees works for the organisation development. Lastly, how an
HR manger handles, takes responsibilities of work along with is they also handles
organisational positive and negative morale for the effective and efficient workings within an
organisation (Osabiya, 2015).
In this entire report, I found out that all depends on a leader and a HR manger, which are
appointed by the top management, if they coordinate, control and evaluate the entire tasks
held in the organisation, and then the organisation is in safe hands. Whereas, those leaders
and mangers, use of biasness and other unfavourable tactic then the organisation success can
be badly affected. Therefore, the role played by an Hr within an organisation should be
influential, motivating, positive and trustable; such attributes will make them and even
employees to work more dedicated towards organisation success (Pucetaite, Novelskaite and
Markunaite, 2015).
Personal perspective
(A)General labour market
Labour market is that domicile where labours and workers interact with each other. In labour
market, proprietors compete to appoint the best whereas employees contend for the best
satisfying jobs. In this, labour market depends on the exchange of facts between proprietors
and job seekers about the remuneration rates, circumstances of the engagement, level of
rivalry and job location.
In general, a employment market is that marketplace where individuals offer their services to
managers and in exchange generate incomes, remunerations and the other form of
compensation (Serban, 2017). Labour market includes those persons who are seeking to work

People and Organisation 2
for compensation and organisation look for those persons who can perform labour. In this
theory of labour market allocation, the most important motivation is a wage or the other
monetary compensation. Workers have mobility; they can move where there is the demand
for the work (Turabik, and Baskan, 2015).
(B)Current Circumstances of labour market trend in Greece
Current state of the labour market reforms have made easier for the Greece to adjust labour
inputs and wages. During the period, from 2010 to 2013 there was a significant decline in
economic activity and had a negative impact on firms too. The inflexibilities in Greek labour
market and other obstacles has influenced the hiring of new employees, The Greek firms
have considered economic uncertainty, which is the most binding obstacle for hiring.
However, in the first quarter of 2017, labour market condition tends to improve, the
unemployment rate starts declining. The recovery across many countries within a workforce
was a great success. After the deep recession, Greece started growing again and projected to
continue growing in upcoming years. Greece has implemented significant labour market
reforms, which now majorly focuses on flexibility.
Critical analysis
A critical view of Greece trade labour, it scores below in job quality, pay, market security and
working environment therefore it highlights the low performance, and the high social cost of
the economic crisis. Greece is having the depressed labour trade labour because of the poor
labour market condition. Even Greece lies in the high score of the labour market insecurity
and second highest for the share of workers experiencing job strain. There are mainly
problems and constrains are attached with the Greece labour market. For all these constrain
Greece has to be flexible enough to make the requisites changes and removing all those
difficulties in the way, which are hindering the success.
(C)Personal career goal
I have done my MBA with the particular focus towards finance, and now my goal is to be as
Charter Financial Analyst in which I want to be an investment banker.
(D)Specific analysis on the labour market related to the career goal
Within the investment banking industry, the professional and managerial labour market is
extremely highly skilled, technical and knowledge- specific, between firms and the
international markets. Moreover, the industry has its own particular global organisational

People and Organisation 3
culture, which is firmly embedded and reproduces through complex social network, In
addition, through personal interactions within the financial terms are also generated.
In investment banks, bankers organize colonial labour in order to encompass their
competitiveness and worldwide reach. Therefore, expatriate workforce who exchange
knowledge over time and space but most important are the workstation culture, interpersonal
contacts and social relations within workplace.
(E)SWOT Analysis
Strength
Investment banker’s strength is to
manage people, employees etc.
Main motive is to manage products
and services by handling quality,
speed etc.
Along with this, maintaining loyal
customer base, keeping a look over
need and wants of customers.
Investment banker also manages
margins, reflections over operations.
Weakness
Sometimes the profits margins are
low.
There are sometimes a lack new
products and services.
Not always maintains market
position.
Lacking while maintaining financial
resources.
Competitive vulnerability.
Managing staff every-time is tough
task.
Opportunities
New complimentary market
More of funding, sales, product/
services and mergers and acquisitions
Market growth
Competitor’s weaknesses are also one
of the opportunities.
Strategic alliances
Threat
There can be a loss of key staff and
workers.
There can be a lack of financial
resources.
New technology can affect the
outcome.
New government regulation can be a
major threat while dealing.
Fall in sales, decrease in profits.
(F)Development needs
Finance for future is extremely rewarding, exciting along with this it is also highly pressured
and demanding. Similarly, investment firms look for the specific skills. Investment banker
facilitates transactions between two or more firms through mergers and acquisitions. In order
to play varied roles certain types of skills are required in every investment banker. Likewise,
I need to develop intellect which particularly emphasis on analytics, mathematics which will
help me in performing well for my job requirements. Therefore, the work of investment
banker is to solve the complex problem and create new and innovations solutions (Donate,

People and Organisation 4
and de Pablo, 2015). This also requires postgraduate certificate programs of Chartered
Financial Analyst. In addition, I need to work on gaining excellent number- crunching ability
(Van De Voorde, and Beijer, 2015).
Other than this, skills like hard work, diligence and self-discipline is required. Moreover,
being creative and innovative is the most needed skill of an investment banker. Broad-
mindedness, having a quality of deeper understanding of culture and society, expands the
ability to work with the other international business. Investment banker need to develop and
understand an ability to communicate more than in one language to solve the problems within
an organisation (Lussier, and Hendon, 2017). Lastly, building relationships is also one of the
intangible skill required which helps the bankers to climb the career ladder. At the end, the
strong set of interpersonal skills helps in going a long way in acquiring success in both,
organisation as well as in personal terms. In personality context, one must be positive,
thoughtful enough. Moreover, adaptability and resiliency better communication skills and a
broad vision for attaining the future goals of individual as well as organisation (Youth
central, 2018).
Other than this, proper understanding as a skill also makes employees to work according to
the organisation culture, structure, missions, aims and accomplishment. As a result, workers
become more inspired and thrilled about their effort, as they comprehend that how such
factor can be responsible for success of the organisation. Moreover, leadership also inspires
motivation, which infuses every employee with optimism. Lastly, employees skills states that
“be yourself, make a difference” in which motivation within them is the most mandatory
factor that works as training which naturally creates attachment, loyalty and enthusiasm
towards work (Klagge, 2018).
Professional development plan
Establishing the direction/ purpose
Identifying developing need
Looking developing opportunities
Formulate action plans
Undertake development opportunities

People and Organisation 5
Record Outcomes
Reviewing and evaluation
The above table show the professional development plan. In context of investment banker,
one has to have knowledge about the related companies that increase coinage by allotting and
vending securities in the capital market as well as providing guidance on financial transaction
like unions and attainments.
For all this, they have to establish certain direction. Then, senior financial analyst guides
lower by identifying developing needs by making them realize about the development
opportunities. Financial manager deliver strategic judgement support to lower management
and make course enhancements aimed at improving the efficiency and refining quality. They
also provide monetary guidance and support for strategic business growth and investment
conclusions. Other than this, business development associate provide support for various
business segments. Likewise, they work diligently with the business workers and provide
wide variety opportunities through growth activities. This entire process is done through
proper planning process, which helps in achieving the long-term organisational goals. Then,
the entire work is performed by the analyst is recorded and through the analytical techniques
necessary decision making within the company are improved. Lastly, then then entire work is
supervised and whatever the loopholes arises then the upper top management through
motivation and skills improves it. Finally, the solutions are reviewed and are evaluated for
better outcomes in future.
Organization or management perspective
Leadership
Leadership plays a major role in strategic management, whatever the actions plans are set by
an organisation, leaders work is to bring together the various groups within an organisation to
work upon the action design. By proper dedication, persuasion and the high convincing
power for their subordinates which is inbuilt in a leader which, effects the results, and not
only inspire the employees for moving on positive the path which has been outlined through
strategic management planning but also making them positively indulged for fully
contributing towards the overall success of an organisation (Lazzari, 2018).

People and Organisation 6
Organization culture
Organization culture defines the organization’s opportunities, capabilities as well as guides
the human behaviour by correcting their inner workings, their contact with the outside
creation and their upcoming potentials Young et al, 2015). Culture is based on approaches,
principles, levies that are by time considered valid within an organization. Culture also
includes administration’s visualization, values, language, principles, and conducts. Therefore,
business influential are vital for the creation and communication of the workplace culture.
However, the relationship between leadership and organization’s beliefs is not one sided
which can be created or inclined by many different workstation philosophies (Alvesson, and
Sveningsson, 2015).
Challenges, which managers and leaders faces in order to achieve
organizational goals
There are many challenges that managers and leaders faces while achieving organizations
goals likewise, an organization with the certain objectives like development of new products,
getting new customers, motivating employees so as to remove roadblocks from their path and
focusing on the things which are most important for the organizations success. Other than
this, they also focus on hiring the right individual for the right work because it majorly affects
the workings of the organization (Mayhew, 2018).
The leaders and managers do believe in making continuous improvements in the organization
like making changes in process, a better working environment, better employee’s motivation,
more focusing on essentials in order to gain success for future. Hence, the above challenges
state that management is very much complicated. It requires skills, motivation, and overall
commitment to overcome all the challenges which management faces (Bianca, 2018).
Leadership Styles
Leadership styles are of different types, which directs, motivate, guide, and manage all
groups which helps employees to perform, create and innovate ideas in order to have success
of the organization. Similarly, one of the leadership styles is autocratic; in which leaders
provide clear expectations about what is needed and how it is to be done. The style of
leadership highlights the command by a leader as well as the control of the followers. In this
decisions- making is less creative as all decisions are taking by the authoritarian leaders.

People and Organisation 7
Another leadership style is democratic, in which leaders’ offers guidance to group members
and involve them for the decisions- making process. In this style employee gets automatically
motivated, creative and feels engaged in the process. Democratic leaders tend to make
followers as they are the important part of the team and helps leaders for fulfilling the
organizations goals. Other than these style of leadership, Delegative leaders offer very little
or no guidance to their followers. This style of leadership is useful in situation involving
high-qualified experts. Hence, this style often leads to poorly defined roles and lack of
motivation by this they lack direction where members blame each other for mistakes which at
last affects the progress of organization and their workings (Yahaya, and Ebrahim, 2016).
Hence, the above leadership styles generates many challenges for managers as well for
leaders in order to achieve organizational goals because every leadership style has certain
drawback likewise, if an organisation apply autocratic style, followers will feel burdened and
it will affect the relationship of a leader and his subordinates. Whereas if an organisation
applies democratic, then every individual participate in decision making, which, makes
organisation, look informal. Moreover, if an organisation applies delegative style of
leadership then, employees will work least brotherly as they feel least interested because of
very little support or no guidance by the top management. Hence, it creates challenge for a
manager to manage and for leaders to lead the organisation (Lazzari, 2018).
Transformational leadership
Transformational leadership theory is a innovative method to leadership that emphases on
how leaders can create valued and positive change in their team members. In basic terms,
transformational leaders’ emphasis on transforming other and organisations as a whole.
Followers of the transformational leader are more trusted on faith, admiration,
trustworthiness and respect for a leader and are more eager to work firmer than initially
anticipated. This theory of leadership establishes certain aspects like encouraging motivation
and unrealistic influence over the workers in order to generate victory within an
administration and increase in the private expansion of the personalities (Katou, 2015).
Transformational leadership connects itself with the optimistic presentation results. Because
if an administrative relates transformational leadership, though leaders one can be inspired ,
can be encouraged, having a major impact of them over workforce leads achievement in dual
aspect, one the overall accomplishment of the organisation and other is the personal growth.

People and Organisation 8
Hence, transformational leadership theory is valued and broadly used method for reviewing
and instruction leadership (Denmark, 2012).
By the use of consultant and self-assurance, leader can affect the previously made judgments,
which and can outcome to something destructive. In upcoming future, there can be some of
the tough verdicts out of feelings can be made and can have undesirable consequence over
the victory of the organisation. In context of workers, transformational leader encourages
them to segment their thoughts and to effort together, they also make them feel the part of
their group but in future, it can be detrimental to them as at the termination they are
exhausted and discontented because they feel they are taken advantage of. Hence, for future,
it is quite uncertain and not always real and leads to the bad choices and the disappointment
(Ghasabeh, Soosay and Reaiche, 2015).
The supplementary side of the transformational leadership style it generates idea and mission
for the responsibilities, inspires, influences generates enthusiasm, desire for work and are
based on reality and certainty not only this they also seeks for the ability, depend on
resilience and honesty for executing and creating fruitful results (Brewster, Brookes, and
Gollan, 2015). However, more of this type of leadership used in a upcoming future leads in
humiliating the morals of the company. Likewise, transformational leader got a corrupt habit
of creating their supporter to make them settle on every choice, which in future makes them
rebellious against the leader if they feel that they are led in a wicked direction. Favouritism is
the major difficult due to the transformational leadership as in this leader often concentrate on
individual requirements (ST. Thomas University, 2018).
Therefore, from all the above discussion, it states that different leadership styles have
different effects on organization success. While adoption of such styles generates two
outcomes, whether it will be positive one or negative one. Consequently, an organization
looks for such strategies while following leadership, which generates positive results and
leads to the overall success of the organization (Cloutier et al, 2015).
However, certain negative steps generates negative outcome and creates challenges for a
leader and manager towards the organisational goals. Likewise, in transformational style of
leadership if an organisation provides more of motivation to employees, this led to the misuse
of that motivation, inspiration and trust Deinert et al, 2015). Hence, this affects the
organisation as a whole. If an leader belief on their employees this generate trust, confidence,
more authority power in the minds of employees, this make them very easy going within an

People and Organisation 9
organisation and make misuse of all such affects the organisations outcomes in an long run
(Katou, 2015).
Employee Perspective
The changing external environment
Environment can be classified into two, internal and external. The external factors, which are
beyond the firm’s approach and affects the organisations operations. These are political,
economic, socio-culture, technological and legal. Whereas, internal factors like financial
resource, human resources affect the organisation as a whole. Due to the exterior and interior
factors market is keep on changing all the time and there are numerous reasons like
customers develops new needs and wants, entrance of new competitors in a market , new
technologies affects the market outcomes and lastly, if a government introduces new
legislations (Business case studies, 2018).
External environment affecting the employees’ motivation
External factors have a vital role to play in job satisfaction at organisation because these
factors can improve the attitude and believes of the employees towards their job. Motivation
is also one of the reasons that drive all of the employees’ actions.
Company’s culture is one of the reasons behind employees work and how well they perform.
Employees are conscious about the companies’ culture, learn, and align their professional
goals with the organisational goals. Any lack of understanding of companies’ goals causes a
major issue on job satisfaction, employee’s motivation, negative attitude and also affects their
employees commitment. Other than this, employees who are aligned with the organisation
both internal and external culture are generally more happy in their roles, achieve better
results and also affects the performances of both the organisation as well as employees
performances (Business case studies ,2018).
In organisations culture there are six main elements, which are company’s mission, values,
ethics, expectation, and goals. Organisation external environment is just a set of rules or the
expected behaviour that helps employees makes decisions. As every organisation have their
own exclusive set of structures, standards, beliefs, culture which continuously makes sure
that the workers have the most dynamic and pleasurable working atmosphere (Chand, 2015).

People and Organisation 10
Processes within the company states that motivation is dynamic in nature, which keeps on
changing over time. In organisation, a line manager responsibility looks after the changes and
provides full understanding to employees that what all things are to be happen and how the
targets can be achieved as individuals. Hence, the main principle of an organisation is to help
and build a strong, engaged and a high performing team and this can be happened when none
of the external factor affects the motivation drive, which an employee’s carries to fulfil
organisational well as personal goals (Gilbert, De Winne, and Sels, 2015).
Employability skills
(Source: Cottrell, 2015)
Employability skills are those abilities, which are very much essential for getting, keeping
and being successful in a work. As these abilities helps workers to get along with their co-
workers, helps them in making critical decisions, solves major problems and develop respect,
other than this such skills also assist employees to improve their motivation aspect towards
their set goals. Likewise, a proper planning, a formal communication within the organisation
helps employees to work in an effective and efficient way. With the proper motivation within
an employee’s towards their work, make them even more professional, more of cultural
adaptability, they will work with more of responsibility in formal teams which in total affect
the motivation to work within organisation (Ratiu, David, and Baban, 2017).
Other than this, proper understanding as a skill also makes employees to work according to
the organisation culture, structure, missions, aims and accomplishment. As a result, workers
become more encouraged and enthusiastic about their work, as they recognize that how such
factor can be responsible for success of the organisation (Messum, Wilkes, and Jackson,

People and Organisation 11
2015). Moreover, leadership also inspires motivation, which infuses every employee with
optimism. Lastly, employees skills states that “be yourself, make a difference” in which
motivation within them is the most mandatory factor that works as training which naturally
creates attachment, loyalty and enthusiasm towards work (Cottrell, 2015).
Motivational Theories
Inspiration is defined as a craving to accomplish aim, which can be done through by adopting
various motivation theories within an organisation for employees along with the talents,
ability, skills and organisation environment, which helps the organisation to improve
performance.
(Source: Miner, 2015)
However, motivation employees try firm and establish goal- driven behaviour in order to
gratify the organisation needs. Subsequently, Maslow’s hierarchy of needs and Herzberg’s
two-factor theory model widely explains how motivation affects the employees’
performances at large and benefits are in both concerns, organisations as well as employees
improvement is done (Miner, 2015).