Over the years company have made tremendous progress in terms of its human resource and development. In fact, the word human resource development used to be known as personal and industrial relation. The companies that recruited employees usually considered the employees technical and intelligent skills. It always looked at this as a key to profitability and growth of the company. The Human Resource Department as it grew in its importance and domination of the organization, started to look at various aspects of the human- machine, human-human relation and discovered that the leaders in the companies need to have a very clear understanding of how the company works, how they must conduct themselves with their peers as well as the subordinates they manage. In many companies It is seen that the objectives of the company are realized when the team functions very cohesively.
The companies of today recruit employees from various strata of society and from various economic levels of incomes. Companies have a very rigorous process of recruitment. Despite this, the companies fail to address the emotional quotient of the employees for various tasks that needs done. It is very important that company understand that the work it assigns the employees are of two types one where it is economically profitable the other one which is required to be done but may not be profitable. In such cases discerning employees and the leaders will always focus on activities which gives them profits, which directly impinges on the profitability of the company. When companies do not achieve their objectives and the desired profits the pressure is built on the teams and its leaders to find out reasons as to why there has been a variance in profits achieved. in such cases of a review of the work done or a review of the activities of the team and its members could come under severe strain. The employee may breakdown for reasons being- not able to handle the pressure or the reprimand by the boss etc. Hence the company typically train their managers to investigate the ways and means to adopt different measures that will help the company to achieve objectives through dialogue before the project starts, continuous monitoring during the project and review on the project is done keeping in mind the various aspects of how or not the project could be completed. If companies believe a certain ethnic group or language-based group of a country, state, region is fit for a type of job, more are recruited in such teams. The reasons are many but dealing with emotional quotient of the employees then becomes easy.
With the profit as motive, organizations of today want their teams to put the best effort always. Companies engage their unit heads and empower them to negotiate winning strategies, rewarding processes and incentive schemes for corporate success. Soon the leadership qualities were transactional or transformational etc. The transactional leadership believe in motivating the employees with a reward or incentive in mind. Since employees put in a lot of efforts, always looked forward to either recognition in the work done or to be rewarded monetarily or both. The need then arose for leaders to manage teams with whom they could negotiate and assure results to the management. Similarly, the employees expected the leaders to deliver the promises that were made before carrying out tasks and assignments, once the work got done successfully. The transformational leaders motivate their teams by gaining their confidence and motivating them to think big, play a responsible role and subtly making the teams realize that they would be considered for higher responsibilities based on their performances. For such effect to take place the companies must rely on competent, knowledge-able and skilled workforce who will also need to rise to the challenge. The transformational leaders sometimes are better in giving a stronger and better result to the organization which helps in the long run compared to transactional leaders who deliver some impact for and in a short duration.
Companies resort to training and development of its executives in once to few times a year or in a more regular, scheduled and continuous process. Companies that wish to stay ahead of competition must be able to commit finance and resources and spare its executives to undergo training and updating skills in it operational processes including supervisory, communication and technology upgradation areas. It therefore follows that companies that want to lead the industry it is in, must get the focus and objectives of all its leadership skills programs to be integrated with the culture of the teams it operates with. There is no point in training in high technology areas if the teams in the target departments is not ready, can’t understand or will not adopt easily. Similarly training in Leadership skills must connect with the company’s culture and the effectiveness it will produce in its operation. Moreover, the leadership training at various levels must be all encompassing for which level the training is done and for the senior management team the training must ensure the inputs must be detailed and cover all aspects of the company’s operations vis a vis the organizational culture. Such training programs will ensure leaders are ready for managing the company in future without any loss of effectiveness and efficiencies in the operations of the company
Manufacturing companies have a typical management issue with respect to the production processes starting from procuring raw materials to stocking and selling finished goods. Each stage production process requiring different ways to manage and produce. The human-human, human-machine and machine-machine through Human intervention is given a lot of attention. The way a corporate employee is managed for completing documentation work is not the same as the way the employee is managed in the shop floor. The production shortage, excess, loss, accuracy signifies a lot in terms of the costs and profitability and the daily count adds up to week/month/year as aggregation measured for overall profits. Companies which cannot compensate loss of production later always will have teams and their supervisors in extracting the best and maximum from all employees in the production process. The leaders within such organizations must be motivated themselves, more committed and aligned with the management objectives all the time. We could see a strong inference of corporate leadership across industries tied up with the effective leadership within the organization. The end customer usually sees a good product and buys it and becomes loyal to it. Many companies don’t reveal the way they have worked to achieve the best products. Some of the journalists have reported at times the inhuman conditions the employees work in, and the illegal steps through which products are produced. While unethical practices are kept away from this article, we nevertheless feel the managerial effectiveness and corporate excellence alone decide what the consumer gets in terms of quality, price, packing and usefulness.
