Resource Management Argumentative Essay Example

understood and pursued by the workforce. Additionally, resources are provided for employees to accomplish their tasks successfully.

When properly implemented, HRM techniques reflect the goals and practices of the enterprise overall and are viewed as essential in mitigating risk within organizations. Comparing managerial practices across countries is intriguing. In France, government planning on a national scale coordinates plans among industries and companies with the goal of optimizing the country’s resources and avoiding expansion in areas that would not be economically viable. Although the concerned department is responsible for governmental planning, other governmental departments, employer organizations, unions, and consumers provide cooperation and assistance.

The overarching goal of revising the plan every five years is to achieve economic growth, price stability, a satisfactory foreign balance of payments, and favorable employment conditions. This plan serves both as a constraint and an aid to managers, as it provides them with ample information to prepare their own business plans. Government planning and firms in particular those owned and supported by the government have a close relationship. Meanwhile, in Germany, the managerial approach is characterized by an emphasis on authority in directing the workforce, albeit often with benevolent authoritarianism. Managers there may prioritize the well-being of their subordinates while still expecting unquestioning obedience.

Germany mandates that specific large corporations have mandatory labour membership on both their supervisory boards and executive committees. Additionally, the executive committee includes an elected labour director who faces the task of balancing employee interests while making managerial decisions in the company's best interest. Managing in Australia follows a moralistic approach that prioritises political and social values, achievement, and risk-taking.

In Italy, managers work in an environment where taking risks is not

favored. Italians are known for their competitiveness, yet prefer making decisions as a group. Comparatively, management in Austria focuses on self-fulfillment and leadership, valuing independence and competitiveness.

In Britain, security, resourcefulness, adaptability, and logic are highly valued, along with individualism, while having a low tolerance for risk taking. In comparison, Japan, a leading industrial nation worldwide, has implemented managerial practices that differ substantially from those of other economically advanced western countries.

In decision making, there is a focus on open communication across different levels of the organizational hierarchy and collaboration, as well as recognition of mutual dependence. Although management principles are generally consistent across countries, carrying out managerial functions such as planning, organizing, leading, and controlling varies between domestic and international enterprises. Planning for an international market is a challenge for MNCs. Managers also need to consider cultural differences in their leadership approach.

It is necessary to consider the diverse requirements, including tax laws, of different nations when managing. Serving the consumers is the main goal of all management functions. The generation of job opportunities, income, economic prosperity and development of natural and human resources are secondary outcomes, only relevant insofar as they facilitate the main objective of consumer service. Industry, business and management are increasingly recognizing that customer satisfaction is paramount for the success of organizations; more so than capital, resources and technology.

The author of ‘In search of Excellence’ identified ‘concern for the customer’ as one of the common features of highly successful organizations. In present times, the framework of planning, organizing, staffing, leading and controlling is widely adopted as a way of structuring managerial knowledge into a unified theory. However, there are

numerous schools or approaches to management, and the jungle of management theory is constantly growing and getting denser. In fact, the number of schools or approaches has almost doubled from what it was over 20 years ago. Nevertheless, these approaches are showing signs of convergence. As the role of managers continues to expand, new approaches must be adopted to prevent managerial obsolescence and increase productivity.

More effective planning, flexible organization, better human resource management, a motivating environment, and efficient control utilizing new information technology are necessary in the field of management. Intellectual and inspirational leadership is urgently needed to make management productive for the benefit of humanity worldwide, particularly in the United States. The indication is that business is moving toward a unified, global theory of management. References: Brinda Dasgupta, Net Gains and Losses C. Martis and M.

G. Diwan discusses Human Resources Management by Koontz and O'Donnell in their book from 1955, specifically pages 89-95 and 38. Lamond also references this topic in his book from 2004.

The text contains a list of books related to human resource management written by David Towers, Usha Albuquerque, and Dave Ulrich. The titles include "Human Resource Management Essays," "Careers from the Home," and "Human Resource Champions." The information is enclosed in an HTML paragraph tag.

Venkatesh R. Iyer's book titled "Is Apocalypse Near, Far or Never?" and the website http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm discuss the future agenda of adding value and delivering results in Boston, Massachusetts.