W1 = Problem Solving and Decision Making
1. How does an ethical approach encourage problem solving skills in the workforce? What role does HR play in fostering this type of culture?
2. How can the HR department partner with managers in their effort to improve the decision making performance of a department’s team? What roles do problem solving and decision making play in strategy formulation?
Critical Analysis – Discussion postings display an excellent understanding of the required readings and underlying concepts including correct use of terminology. Postings integrate an outside resource, or relevant research, to support important points. Well-edited quotes are cited appropriately. No more than 10% of the posting is a direct quotation. ( It is important that you integrate the weekly readings in your response. One way to do that is to make position statements, then add citations to support and validate your position. A key focus is your ability to present your position in your own words, which is why no more than 10% of the post should be a direct quote. Paraphrasing is the best alternative )
W2 – HR ROLES
It is often stated that HR deals with the problem not the cause of the problem – please explain why this may or may not be true.
1. What is the difference between a person doing the daily operations of a human resource function versus the role of a strategic human resource partner? At what level in the organization do you become strategic?
2. Compare and contrast the role of a strategic Human Resource Partner in a national and global organization.
1. What types of strategic choices do managers have when deciding on recruiting and selection efforts?
2. How can the HR department and line manager collaborate to develop an authentic environment built on trust for a virtual and global workforce? How do they make it work?
What is the appropriate manner for a HR professional to transition to the strategic role as executive partner on HR related issues?
Should a job redesign be undertaken if it will improve efficiency even if the employees do not want it?
1. Do you agree or disagree with the following statement? Defend your answer: “Money is the most important tool that a manager has for motivating employees.
2. When is it to an organization’s advantage to hire employees who need training, and when is it advantageous to hire employees who are already trained?
1. How do you get employees engaged in a change management initiative? What role does HR, managers, and the C-Suite play?
2. What is the best way to roll out a change management initiative?
1. Why should HR and managers be concerned about whether or not employees are engaged and are satisfied with their jobs? What does one do if employees are concerned about certain organizational policies? What’s the impact?
2. In your opinion, should management resist the formation of a union? Why or why not? What are the advantages for the company? Are there any disadvantages to having a union?
Neuroleadership is an emerging trend in the field of management. As we look at the importance of global leadership in our ever-changing business environment, we find a connection between our way of thinking and our leadership and decision-making style. Below are several articles related to this topic.
Please choose 2-3 articles from below to read on the subject and then evaluate and discuss the rise of neuroleadership in the human resource and organizational development disciplines.
In an interview, David Rock, founder of the NeuroLeadership Institute, talked about how scientists’ growing understanding of the brain illuminates techniques for leadership and decision-making. Rock said mindfulness is the ability to be meta-cognitive or to think about your thinking. Labeling is the ability to put words on your mental state — for instance, to articulate when you are feeling anxious. All involve an area of the brain that is central for self-regulation — the ventrolateral prefrontal cortex. Researchers are discovering that self-regulation — regulating emotion, regulating your thoughts, regulating your attention — is essential in leadership. The optimal leader is adaptive. Leaders have to know when to be dogmatic in their beliefs and when to be collaborative, when to get granular and when to be big-picture-focused. To be adaptive, you must have an integrated brain. A big part of the creative process is using your non-conscious brain, because the problems being tackled are simply too big for conscious processing resources.
The four domains of NeuroLeadership; problem solving, emotion regulation, collaborating and facilitating change provide an interesting lens through which to examine the field of global leadership development. Leaders today face greater challenges than ever before as they work across multiple geographies, functions, product lines and national cultures. Neuorscience provides a useful framework for understanding how leaders gain insights while learning to work in new ways across traditional boundaries in a borderless world. Leaders, therefore, need to be able to see and process information in new ways, making connections between phenomena that have never been linked before in their minds. This is systems thinking, and it is the hallmark of resourceful and innovative leaders throughout history.
The author is in the process of designing a new leadership program. He experiences the frustration of more than 60,000 leadership books. He decides to go a different route: Design a change program with the “learner’s brain in mind” — by combining deep emotional moments that require peak attention from participants and finally bring participants to generate their own insights and takeaways. Neuroscience has started to impact leadership development and it will further shape it. NeuroLeadership is more than a framework. It influences entire training designs and approaches — on multiple levels: 1. value of leadership programs, 2. training design and investment, and 3. understanding fundamentals of how the brain works.