HRM (Relative Resource Manager ) Essay Example | Topics and Well Written Essays - 1500 words

HRM (Relative imaginativeness Manager ) - Essay ExampleI had the popular opinion that the group members deny my point due as they did not want me to get supremacy over themselves. With this thought, there were several conflicts in the group apiece trying to deny others outlook. As the programme goes on, I cognize that there is a better way of being listened to, and that is by listen first. By learning the learning styles I got to know different physic of people, and realized that everyone gagenot be a cognitive learner. The group understood the psychology of all(prenominal) other and that helped in getting along smoothly for the rest of the programme. Conflicts were turned into constructive debates and that turned out in exploring different dimensions over issues of failed leadership, employees commitment, organization government and several other topics. Watson (1878-1958) and Wiener (1894-1964) concept of Behaviourist and Cognitive Psychology introduced the programme helped me to determine the learning process and near of different people including mine. I perceive myself as a cognitive learner as my decisions and difficulty solving approach is based more(prenominal) on my mental understanding of the problem based on the collected information (Green, 1997 Mcleod, 2007). My approach is different from few of peers in the ALS, as their decision making ability is more based on their soulfulnessal and others experiences and less on the available facts. It is a very relevant concept in the perspective of organizational behaviour as the Human Resource Manager (HRM) needs to understand the different psychological approach of employees towards a problem or issue (Euromed Info, 2013). According to my perception, cognitive learning approach is more beneficial in an organization, since in the fast pace of corporate trend change, past knowledge and experiences can become irrelevant and inapplicable. One of my peers believed that the cognitive approach of learn ing stimulates critical thinking on topics and issues, and its permits greater emphasis on self evaluation and continuous questioning. Another theory that justifies this argument is the E.L. Torndike Law and event theory (1898). My understanding of this theory is that people are likely to repeat actions which are followed with a arrogant behaviour like praise, awards or promotion. This can be a limitation for the behaviourist learners as they would not seek for options or solutions which were followed with negative results in the past, but do have the tendency to produce positive results in the current scenario (Roeckelein, 1998). However, the Law and Effect principle is helpful in understanding the motivation behind a behaviour or action. In relation to this principle, I personally feel that every person is working for a certain reward, either it be intrinsic or extrinsic (Yoon & James, 2012). If a person wants to make people do something, he or she has to clear vision of award or achievement to the targeted person. While working in the ALS, I realized that almost all persons like to be heard and appreciated. If a person is criticized and ignored every time, there is a probability that the person quit communion his or her views. Applying this concept to organizational behaviour, I believe that one reason of turnover of employees is due to the absence or lack of appropriate reinforcement technique. Behaviours can be driven by positive and negative reinforcements (Dalkir, 2005). For example,