Human Resources Management (HRM)

Today, you learned that your organization has a significant change initiative planned within the next 6 months. The chief executive officer (CEO) has asked you, the human resources (HR) director, to lead this change initiative. You will need to motivate your supervisors as they work directly with the employees; their role in this change will be critical. For this assignment, you will start by doing some self-analysis to prepare yourself to take on heading up the change initiative.
First, begin your paper by briefly describing the change that will take place at your organization. Then, browse the Internet to find one of the many leadership style quizzes that are available. Take the assessment to learn more about your personal leadership style. Consider a traditional leadership style test such as What’s Your Leadership Style?. An assessment that gives a more nontraditional leadership style assessment is The Leadership Legacy Assessment: Identifying Your Instinctive Leadership Style. However, feel free to find your own. Ensure that the assessment provides enough analysis for you to be able to determine your own style.
Once you have taken a leadership style assessment, you will then write a reflection paper that includes the elements listed below.
Compare and contrast your two top leadership styles. Did your results surprise you? Why, or why not?
Evaluate how your leadership style could impact employee motivation and the change initiative.
Select two supervisors from those portrayed in the unit lesson to join your change initiative team, and explain why you would choose them. What roles are they best suited to play in the change process, and how will you mentor them to utilize their strengths and improve on their weaknesses?
Provide an analysis of the motivational theories that could play a role in successfully leading employees through the change initiative.
Identify areas where you think you can improve on your own leadership skills to ensure this change initiative is a success.

ANSWER

ABC Ltd Chief Executive Officer has asked me as the Human Resources Director to take lead in the digital automation of all processes in the company. This endeavour will particularly be a delicate one as is always is a principle in computers called ‘GIGO’ (Garbage in, garbage out). For this reason, it will be important that the conversion of data from manual systems to digital systems is accurate and intuitive. To prepare for this task, I have taken a self-analysis operation to establish my leadership style with regards to the change initiative.

I used the ‘Your Leadership Legacy’ assessment to find out more about my leadership style. On being an ambassador, I scored 20/25, advocate 19/25, people mover 17/25, truth-seeker 21/25, creative builder 13/25 and experienced guide 22/25. My two topmost leadership skills are experienced guide and truth-seeker. This is quite surprising because I always thought of myself as an ambassador. I was disappointed by my score on the creative builder scale but it cannot be far from the truth. I often read a lot, particularly, philosophy, which makes me have some sort of experience wisdom that comes in handy when giving advice and it makes sense that it is one it is my strongest leadership quality.

I also have a character instilled from a young age by my parents to always do the right thing and to tell the truth pursuing it even in its most unwanted forms. And it makes sense that it is my second strongest quality. The two are not very different from each other since they have some relation but vary depending on the circumstances. For instance, I will expect a technician lagging in his or her work to come clean to me as a supervisor but at the same time, I will have a few recommendations for him or her on how to improve productivity. My top two qualities work hand in hand with each other.

With my leadership style that leans more towards coaching and mentoring and well as being hands-on, will be beneficial in the change initiative in several ways. Considering this is a technical task, being hands-on will have some serious perks especially in the actual automation of data. Presence of a leader on the ground especially on the tasks that seem quite tough builds a lot of motivation for the team because it promotes the feeling of togetherness and propels the idea that the objectives of the initiative are jointly owned by everyone in the company and not just management.

The two supervisors I would ensure are on the change initiative should be from the information technology department and the financial department. I would represent the human resources department. The reason my top pick is the information technology department is that the change initiative is basically of the information systems nature. The change initiative will rely heavily on the expertise of this department. Their skills will be the foundation of every operation where they will conduct training, implementation and support. The supervisor selected from the finance department represents all other departments ensuring the change does not inconvenience the operations of the firm.

Overall as their leader, I will majorly seek to promote cooperation and teamwork considering the operation cuts across all departments. Comprehensive coverage and accuracy will be the vision of the initiative ensuring that we encompass everything that entails to the automation of data.