HUMAN RESOURCE MANAGEMENT
● Respond to 3 questions on HRM theories and their application (2000 words total)
● Present logical discussion with evidence and critical thinking
○ Question 1 on diversity/inclusion theories and their application to HR roles
○ Question 2 on ethical theories for HR and enhancing effectiveness
○ Question 3 on Vroom's expectancy theory, performance management, and implications for HR
Suggested structure:
I. Diversity and inclusion (Suggested 600 - 700 words)
II. Ethical theories (Suggested 600 - 700 words)
III. Vroom’s expectancy theory (Suggested 600 - 700 words)
1. Diversity - The range of human differences, including race, ethnicity, gender, age, religion, disability, sexual orientation and other characteristics that make people unique.
2. Inclusion - Making people feel welcome, respected and valued by providing equitable opportunities and resources.
3. HRM Roles - Common HRM job functions like recruiting, compensation, training, labor relations.
4. Critical Theory - Philosophy questioning power structures and aiming to liberate oppressed groups. Helps address workplace inequalities.
5. Normative Theory - Establishes ideals, norms or values to guide conduct. Provides models for ethical decision making.
6. Deontological Ethics - Duty or rule based ethical theories that focus on adhering to moral norms and obligations.
7. Teleological Ethics - Consequentialist theories judging actions by their outcomes and purposes rather than inherent morality.
8. Expectancy Theory - Motivational theory that employee effort depends on perceived link between effort, performance and rewards.
9. Equity Theory - Perceptions of fair/unfair distribution of resources shapes job motivation and satisfaction.
10. Goal-Setting Theory - Establishing specific, challenging yet attainable goals motivates higher performance.
11. Performance Management - Ongoing process of supervising, directing and evaluating employee performance.
12. Incentive System - Use of monetary, non-cash and social rewards to influence behavior and output.
13. Implications - The effects or consequences of policies and practices for stakeholders.
14. HRM Practitioner - HR professionals responsible for managing people strategy.
15. Reflective Learning - Analyzing experience to improve understanding and inform future actions.
■ Introduce the Concept of Diversity and Inclusion (D&I)
● Start by defining diversity and inclusion in the context of HRM.
● Example: "Diversity in the workplace refers to the range of differences among employees, while inclusion is about creating equal opportunities and enabling all employees to contribute fully. The interplay of D&I is essential for improving employee experiences and fostering innovation." - (Managing Diversity for Organizational Efficiency; Inclusive workplaces: A review and mode)
■ Impacts of Diversity and Inclusion
● According to research, effective management of Diversity and Inclusion (D&I) can significantly benefit organizations in several key areas. These benefits include fostering innovation, enhancing problem-solving capabilities, broadening market reach, and improving the ability to attract talented candidates (Kuklenski, 2021).
■ Briefly Introduce Key Theories (1-2 paragraphs):
● Optimal Distinctiveness Theory (ODT)
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