Saturday, February 22, 2020
Head Collaborative Cultures and Organizational Competence Article
Head Collaborative Cultures and Organizational Competence - Article Example The informal coming allows teachers to improve teaching and learning. The author concludes that collaborative culture is based on close cooperation between all members of the group and team. Also, Sergiovanni underlines the importance of leadership and management in teaching practice. Teachers and administrators need to recognize where they fit in and what it takes to get along in this culture and the society (institutions, roles, relationships, structures) which has arisen from and in turn affects this culture. A special role played by division directors who control and manage all resources and teaching process.    The main principles of successful organizing are the principle of cooperation, the principles of empowerment, the principle of accountability and the principle of responsibility.  From this perspective, schooling is at heart a cultural-social event and only makes sense if the cultural circumstance, over time, including projections into the future, is taken into account. All this is to say that often what is going on in education is school people talking to one another with inadequate attention to what America is about or where America has come from. It is important to stress this commitment to freedom because we have grown up in a time in which there has been both political and social concern for issues of social justice and equity of treatment and outcome. Also important is the ability to take powerful action alone and in collaboration with others. Without efficacy, without the ability to make things happen, an individual is not free. Opportunity and capacity are important ingredients of successful performance. These factors are supported and related to such issues as trust among group members, group identity, and group efficiency. The author sums up that team approach is successful because it helps to maintain trust and cooperation atmosphere among all members. Individualism, in sum, encourages one to be the one-of-a-kind person he or she is. But important to remember, in this culture individualism is more a matter of extending an invitation and granting of an opportunity than providing assurance that one will actually live out one's uniqueness. At best, education in this country is of a kind that encourages and contributes to the development of individual persons, not walking cliches or interchangeable cogs in a social/cultural machine.
Wednesday, February 5, 2020
HRM1 Essay Example | Topics and Well Written Essays - 2000 words
HRM1 - Essay Example Management, experts have been able to explain the major difference between the two terminologies: Personnel management is more concerned with the administrative aspect of an organization; that is, payrolling, complying with employment legal issues and managing employees’ administrative concerns; but, Human Resources Management stretched far than that. It includes taking care of employee’s welfare, psychological motivation, training, legal representation, promotion and even relationship among the employees working together.                However, history has demonstrated that personnel/Human resources Management arose as a result of the dire need to control the human aspect of a business, which appeared to be the most significant area that could being either success or failure to any organization if it is properly managed or not (Armstrong, 2006).           This report will focus majorly on the tasks of Personnel/Human Resources Managers in an organization. Japan Airlines, JAL is used as an organizational case study for which the activities of its Personnel/Human Resources Managers would be analyzed and dissected. The findings are compared with the common theories about Human Resources Management. The comparisons and contrasts are laid out, and recommendations are given to explain how the Human component of any organization could be successfully managed.               A large organization like Japan Airlines with a total workforce of over 50,000 employees requires efficient Human resources Management to be able to successfully management its army of employees (JAL, 2009). The following are the activities of Human Resources Managers at JAL: Recruitment/training:  Human Resources Managers at Japan Airlines hire and train the company’s horde of workers. The process of hiring is different from other companies: for example, any candidate that would like to work for JAL must be ready to attend up to three interviews.
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