...school Human Resources Management M47BSS COURSE: MBA Management Best Practice VS Best Fit A Case study of United Bank for Africa (UBA) By Name: Foluso Akintunde Fapohunda Student Id: 5471799 Contents 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 4 2.1 Human Resources Management (HRM) 4 2.1.1 Best Practice as an Approach in HRM 4 2.1.2 Characteristics of best practice 5 2.1.3 Advantages of Best Practice: 6 3.0 ANALYSIS AND DISCUSSION 9 3.1 Distinct Human Resources Practice: 9 3.2 Hofstede Model of Cultural Dimension: 10 3.2.1 Power Distance: 10 3.2.2 Uncertainty Avoidance: 10 3.2.3 Individualism: 11 3.2.4 Masculinity: 11 3.3 HRM Best Fit Model 11 3.4 Differences between Best Practice and Best Fit 12 3.5 Key Issues in Implementing HRM Strategies 13 4.0 CONCLUSION 14 5.0 RECOMMENDATION 15 REFERENCES 16 1.0 INTRODUCTION The battle for survival among companies such as in the banking Industry in Nigeria has led to the liquidation, amalgamation, merger and acquisition of banks. This in effect brought down the number of banks in Nigeria to 25 solid banks (Gunu, 2009). The manufacturing and aviation industries have also incorporated the adoption of many principles, plans, forecast and strategy practices in the day to day trading activities. So many authors have written different reviews and articles on Best Practice and Best Fit as strategic tools of achieving the predetermined business objectives...
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...1. Introduction The discussion between promoters of best practice and best fit approaches has sparked widespread controversy in the human resource management (HRM) area. The topic has gained much scholarly attention because it not only addresses a theoretical controversy but also possesses a high degree of practical managerial significance. The essay has the aim to analyse best practice and best fit approaches in HRM of a multinational enterprise. The reader receives insight into Lincoln Electric's organization through a case-study analysis of practical HR approaches serving as a basis for developing practical managerial implications in the last part of the paper. 2. Critical evaluation of "best practice" and "best fit" practices in HRM 2.1 Best practice approach The best practice approach claims that certain bundles of HR activities exist which universally support companies in reaching a competitive advantage regardless of the organizational setting or industry (Redman and Wilkinson 2009). Best practice models imply a close connection between HR practices and organizational performance and are often associated with high commitment management (Paauwe & Boselie 2003). Empirical research in the best-practice field shows similar groups of HR polices which are especially suitable for maximizing performance irrespective of market and product strategies (Peffer 1998, Guest 2000). Best practice bundles of activities are characterized as mutually compatible HR activities...
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...perspectives on SHRM (i) Best Practices (ii) Best Fit 3. Best approach in different contexts 4. Summary – Google case study 5. Contingency perspective of organizational theory and Justification for application Conclusion References 1. Introduction: - This report is based on a case study of Google’s HR practices. Google Inc. is located at Mountain View, California is not simply known for its unique workplace culture but it also known for its advance innovation approach and HR programs. The HR practices at Google which are named as ‘people operations’ is intended to describe that HR is not merely an administration but rather it makes sure the strong relationship between employee and employer. The case encourages discussion on whether the company’s culture is truly emphasis on attracting and motivating the best employees or it is with a business motive. In order to present critical review of the case study , the concept of HRM as a new strategic approach to the management of people is discussed and two different approaches “best practices” and “best fit” is explained. In the end of the report, the case study is presented from “best fit” HRM perspective .Thus this case study helps us to analyze the two different HRM approaches are applied in the organizations. 2. Two perspectives on SHRM: - HRM has experienced a drastic change over the last few years. “Influenced by many internal and external factors HRM has enlarged its work and activities from administration...
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...be reported to Child Protective Services? 2. Ethical issue identified is the Right Approach. 3. Facts of Case# 1 A. Child has flu symptoms B. Child has bruises C. Child is...
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...depends on how they want to approach the situation. I think the method of interrogation and communication is the best, as the workers on the site probably know best where the dangers are to the safety on the construction site. The power of the researcher to influence the variables under study: Experimental, the researcher shouldn’t influence the variables since then the conclusions taken from the research will be false or biased. The purpose of the study: causal. We want to learn the causes of working accidents so the chances that these situations occur can be reduced to a minimum. The time dimension: ? The topical scope – breadth and depth – of the study: this really depends on whether we want to collect information over multiple construction sites, or just one construction site. If we want to learn general ideas about all construction sites in a certain region or from a certain company it would be best to use a census or sample type approach. If we want to gain information about a particular site, a case study seems the most efficient and cost effective way to approach the situation. The research environment: Field setting. It is impossible to study this in a laboratory or in a simulation. The variables that are most likely decisive for the possible outcomes (# accidents) will be too biased in a controlled environment, therefore it is important to use a field setting for the study. The participant’s perceptions of research activity: I think the best way to...
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...The culture of Best Buy, one of the leading electronic retail stores in America, embraces long work hours, sacrifice, and dedication to duty. The culture was so obvious that the company was said to give a plaque to an employee “who turns on the lights in the morning and turns them off at night”. There was also a story of a former Best Buy employee who stayed up for three days in a row and ended up in a hospital. This culture overworked Best Buy employees and lacked a balanced approach to work live. Best this culture by implementing a work program it referred to as Results-Only Work Environment (ROWE). The basic construct of ROWE is that employees can work when and where they like provided they get the work done. The primary rules of the ROWE program and culture require that employees do whatever they want, whenever they want, as long as the work is done. Hence some basic work requirements such as schedules, meetings, and in person services were considered optional. It was all about results and getting the work done no matter what it takes. ROWE started in 2003 and had been introduced to its 150,000 employees in retail stores as of 2009. The ROWE process started quietly and spread like wild fire. It made total flexibility available to everyone that wants it, improved employee morale, and eliminated meetings that were rather unnecessary, Above all, participation was voluntary and no one was forced into it. The early results ROWE in the first six to nine months of its introduction...
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...of Leadership |Description of work environment | | | |Describe the work environment you intend to review for this assignment. | | | | | |I have previously worked in a big grocery store, but I think it might be little more| | |interesting to look into a smaller grocery store, walking into start a new job in a | | |mom and pop grocery store that has been around for nearly 70 year, Reams. | | | | | | | In the table below, categorize different leadership approaches that could be used in the work environment you have described. Provide different suggestions for each of the four approaches to leadership. |Directive approach |Supportive approach | |In this directive approach it is pretty personal. The manager...
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...Contingency Theory of Leadership Description of work environment Describe the work environment you intend to review for this assignment. The work environment I am going to review is an environment where young adults, adults, and veterans with disabilities, work on a military base, serving the military their meals, and cleaning the dining facility. In the table below, categorize different leadership approaches that could be used in the work environment you have described. Provide different suggestions for each of the four approaches to leadership. Directive approach Supportive approach The direct approach used in this work environment is policy and procedures to maintain a safe work environment and discipline. A weekly work schedule is posted at the same time, each week, so each employee knows their schedule a week ahead of time. Employee incentives like employee of the month, and year, awards are used, along with the possibility of career advancement. Daily, monthly, and annual training or coaching to ensure each employee knows their job task and what is expected of them. A binder is kept in different areas of the dining facility so the employees can refer to them for reminders of job duties, policies, regulations, and procedures. Employees are evaluated annually and given a pay increase depending on the evaluation score. The supportive approach used is to show an interest in each employee and how they are doing. To know each employee’s...
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...School of Thought" was born in the early 1900s out of a need to run organizations efficiently, and it is so named because it comprises the first works and contributions that make up the core of modern management theory. Classical theorists viewed workers as a production instrument and were interested in finding ways to use people efficiently or in "one best way" through the application of science (Lindsey, 1998). It was also during this period of development that the five basic functions of management were identified: planning, organizing, command, coordination, and controlling (Wren, 1994). These five functions are often referred to as "the management process" (Wren, 1994). The classical viewpoint sought to find ways to manage work and run the organization in the most efficient manner, and is made up of the following three major approaches. The scientific management approach represented by the work of Frederick W. Taylor and supporting efforts of Frank and Lillian Gilbreth and Henry Gantt was the first of the approaches and it focuses on improving worker efficiency through the scientific study of work methods. The second approach is the bureaucratic management approach pioneered by Max Weber and it centers on the need for organizations to operate rationally, rather than relying on the whims of owners and managers. The third and final approach of the...
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... 1. Would Enterprise’s approach to human resource management work in other industries? a. I think that Enterprise’s approach to human resource management would very well work in a lot of industries. One example of an industry that would benefit from this type of human resource management would be fast food industries. It allows people who may not have graduated in the top of their class and who may not have had the best GPA in school to still qualify to enter the company with a degree. They can show off their good work ethic and dedication by starting off at the bottom and working their way to the top. Having said that, job loyalty is greatly promoted in industries that perform in this way. 2. Does Enterprise face any risks from its HR strategy? b. Of course Enterprise faces risks from its HR strategy, as well as any other industry hiring brand new employees. There is always the struggle of teaching new employees the rules and strategies of the industry they are working for. They have to go through a training session to tell them what is expected of them and how they should go about doing their job. One good thing to note about Enterprise’s HR strategy is that they like to hire former athletes and former people who have been in a club of some sort so that they at least know they are hiring someone who has been dedicated to something at some point, and hopefully they can be just as dedicated to their job. 3. Would you want to work for Enterprise? Why or why...
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...ROWE Program at Best Buy September 11, 2011 Culture at Best Buy “The nation’s leading electronics retailer has embarked on a radical-if-risky-experiment to transform a culture once known for killer hours and herd-riding bosses (Conlin, M., 2006)”. This experiment was named the ROWE program (Results-Only Work Environment). The program was started at Best Buy’s Minneapolis headquarters in 2003. ROWE is based on 13 principles with the main ones being: • No traditional work schedules. • Judgment-free zone in regards to how colleagues spend their time. • Work is something you do, not where you go. • As long as work gets done, you do what you want. • In a nutshell, no results = no job. ROWE was intended to create a work environment in which employees do not feel overworked by the day’s end. If employees have appointments or other non-job related obligations, they could feel free to handle them with consequences so long as their work was done. Employees are extended the flexibility to work from home if necessary in order to meet both the needs of the company and their families. The goal of the ROWE program is to keep employees happy and satisfied while also reducing the company’s turnover and raising overall productivity. Approach to Organizational Change Planned organizational change represents a deliberate attempt by leaders and employees to improve the functioning of teams, departments, divisions, or an entire organization in some...
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...Organizations often implement a best practice or a best fit approach to strategic human resource management. A best practice approach would suggest that a set of universal practices could be applied to various different organizations in various different trades. On the other hand, a best fit approach to strategic human resource management would suggest that different practises would need to be put into play depending on different variables such as company culture, processes and external environmental factors. A best practice approach could be beneficial to an organizations attempt of strategic HRM as it would help the organization to make a profit and to obtain their long-term goals. In order to ensure that they are using a best practice approach, the organization would need to make strategic changes to the recruitment and selection process, rewards, training and to ensure that employees remain motivated and committed. A best practice approach could also be beneficial to strategic human resource management as best practice activities often strive to improve overall performance of an organization by selecting key best practices that may better the company such as training, appraisal and reward systems. A best practice approach may also be beneficial to an organization in terms of finding a solution, as the best practice approach is more universal, the solutions are proven to have been successful with other companies. The best fit approach to strategic HRM would entail ensuring...
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...ROWE Program at Best Buy Shannon Goodwin Strayer University Leadership and Organizational Behavior Bus 520 Dr. Willidean Wilkerson June 14, 2011 ROWE Program at Best Buy 1. Describe the culture of Best Buy. Ever heard the cliché’ all work and no play? Well, this cliché’ was once the culture of Buy Best. Working day in and day out, 7 days a week, 24 hours a day, 365 days a year, was the norm for the employees at Buy Best. At least, this is how the employees felt prior to the implementation of the Results-Only Work Environment (ROWE) program. The ROWE program introduced a philosophy which changed Best Buy’s culture from one that embraced long hours and self-sacrifice at the expense of the employees’ health to one that is more relaxed and yielded greater productivity. As participants of the ROWE program, employees no longer have to worry about punching time clocks, being available for in impromptu meetings or staying past their normal working hours to finish a report that could actually wait until the next day (Hellriegel & Slocum, 2011). Instead, participants controlled their work scheduled not management. The new cultural philosophy is based on 13 principles and rules which allow employees more flexibility to accomplish their jobs. There is no longer a focus on how employees spent their time or how many hours they worked. As long as the work was completed, how and when do not matter. Hellreigh and Slocum (2011) stated it this way, “ROWE...
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...position. They must determine the duties and qualifications for the job and determine the best way to recruit the most qualified candidate (shrm.com). They must also create a job description that is compelling and that accurately outlines the job duties and expectations for the position. These things can be determined in many ways, but it is important that they analyze the job to the best of their ability in order to have a better idea of why the job isn't easily filled and what type of individual would be most suitable for the position. The text book provided for this course provides several approaches to conducting a proper job analysis. I believe that the Position Analysis Questionnaire would be the most efficient in this particular scenario. This approach highlights many aspects of the job and allows the analyst to gain a very detailed view into everything that the job entails. Someone in the position currently or the person hiring for the position is usually the one that completes the survey. The biggest advantage of this approach is the fact that it is so broad and gives the analyst a since of the job aspects overall. One disadvantage of this approach is that the individual taking the survey may exaggerate or withhold information unintentionally or intentionally; therefore, the outcome may not be completely accurate. Due to this fact, I believe that is important to use this approach as well as others in order to gain the most...
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...ROWE Program at Best Buy US 520- Leadership and Organizational Behavior Professor Thomas Schaefer ROWE Program at Best Buy Franklin Butler June 12, 2011 ROWE Program at Best Buy Best Buy introduced the ROWE program to reduce stress and overwork in their employees at their headquarters. The program basically allows you to work from anywhere, any hours you choose, as long as the job gets done. The employees at Best Buy’s headquarters generally worked long hours until the ROWE program was introduced. Employee burnout and turnover was high. After the ROWE program’s implementation, productivity has increased and voluntary turnover has decreased. The Culture of Best Buy Prior to the implementation of ROWE at Best Buy, employee morale was low; the turnover rate was high, employees worked very long hours. “The company’s culture used to embrace long hours and sacrifice” (Hellriegel & Slocum p533, 2010).Employees spent a lot of time in impromptu meetings called by management. Employees were called upon to complete reports with little or no notice. Some employees stated they spent little time with their families and worked even when they were not physically in the office. The system at Best Buy before ROWE was work, work, and more work. Employees seemed to be working 24hrs a day. Now, with more control of their time, employees are more productive. They are able to decide when and where they want to work. The change has also helped them to confront some biases in the...
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