Phil’s Blog

During the observation of one’s actions in relation to one’s thoughts and feelings, one can observe that certain thoughts bring out certain body reactions and specific feelings. It seems that the physical movement is given to control only when one is thinking. The bringing of specific ideas causes the body to react, and through the observation of the action, one brings to light specific feelings in regard to that action. It is evident that an effort is needed to form the thought for a desired action, and an effort is needed to act and create a thought relating to that action. So that the control over a physical reaction, or a change in direction in relation to one’s thought can change one’s reasoning, or can permit the individual to return to the process of true reasoning.
So that the observation of one’s life (thoughts, feelings and actions) brings to light the potential of one’s human condition, the potential for growth and elevation. Such observations show the necessity for Free Will, and such for Reasoning, promoting the beast to the level of manhood.
However, man is not logic alone, but has a heart, or as Pascal once wrote,” man is not reasoning alone but heart which within the essence of the soul, the motion maker, is the embodiment of life”. The development of a healthy body walking hand to hand with a healthy heart, “the house of love”, and a will to search for truth, is what defines a man.
The journey of life is the journey towards truth, truth about oneself, one’s position amidst the whole, truth in regard to the ideal man. So the necessity to observe one’s thoughts, feelings and actions is primordial for that journey. Being aware however, that true objectivism can not be achieve, one must strive to be honest with oneself, and only then, one can get a clear image of the man one is, so that he can put in motion the necessary steps to become the man he wishes to be, or to be more exact, the man he “will” himself to be.

Destiny, Will, or is it a combination of the two? How much control does one has? Even within one’s thoughts, who decides the order? Behind every decisions one has control over one’s actions however, one has no control over the circumstances surrounding him or her. One forges a belief, a hope, a reason and purpose for his or her existence. Some will say it is all predestine; such is the way of the many religions. The Muslims believe that, “all was once written”, where the statement, “Coulo Maktoub”. The Jews view each day as new creation, where the statement, “meradesh col yom mi radash”. The Christians followed the Jews in the statement that nothing new is found under the sun, “ain radash mitarat a shemesh”, in the sense that the creation is at it was created in the beginning, which permits the belief in prophecies. However, all religions agree that in the hand of man to change, and become good. According to those it will appear that it is a combination of the two, destiny and will.
Now, what do I think, and why?
It is evident that I did not choose to be born, or chose my gender, race or nationality, nor did I choose to be a member of the human specie, so it is easy to conclude that at least in regard to those factors I had little to say, and such may have been related to destiny.
Now since, a human I am, I see that a gift was bestowed upon me, the one of awareness, and in particular, self-awareness.
Why is it necessary for me to understand my own being, and understand my surrounding? Could human not be as the stone, the plants or the animals, which live or are without much conflict within themselves (and I do not mean with others- but inner struggle)? I will also not argue with those that will propose that we are in all just energy, energy which vibrates at various frequencies and such defines our consistency, for this I am not aware of it but from the studies of others, and their eloquent theory printed in many books.
One thing I am aware of is that the awareness of my surrounding is essential to my survival, and it is acquired through the process of learning. So here already one characteristic is discovered, and this is the capability to learn, and adapt. But here I already hear, the argument that animals and plants do alike, and they too seem to adapt to their environment and learn to live within it. But we all know that this is not completely true, for if it was, we will see animals in the cities, which were built after the destruction of natural ground, where animals of all kinds did live. It appears that they were removed form their environment and even some got extinct. While the human seems to keep on moving from place to place, and develop new things, new tools, and new surrounding to fit its necessities, and this is very specific to mankind.
So we agree that indeed mankind has he capability to learn. One first learns to differentiate between which is good to which is bad for its survival. And this started from the first man, even if today one learns all this from one’s parents or society.
This learning is done simultaneously within me, self awareness, and towards the outside world, the understanding of my surrounding. From this one can conclude that Learning is inert to mankind, and imperative for its survival.
If all was destine to be, then learning will have no purpose, and we will be no different than the animals and just behave according to our instincts. So already it seems that we arrived to the understanding that both are intertwined, and that the greater part of one’s life is into one’s hands.
But what is the will? In a previous blog, I presented the concept of freedom, which was connected to the necessity for rationality, for to be free but not being able to develop a decision making would be futile and even ridicule of a characteristic. However, how much of one decision is willed, rather than being forced by one’s surrounding?
I would like to have some of your input on the subject, before I continue with my thought process, and post the next part of this philosophical question.
What do you think? Is will a predominant part of one’s life, or is one mostly react to things?

Companies realize that the customer market expanded worldwide and in the pursuit of growth they set foot on foreign countries. To achieve their goals the company HR department must design a plan that considers all aspect of doing business in the foreign country keeping in mind the organizational culture of the organization. This paper will analyze the HR activities in a multinational company, Publicis Groupe.
Publicis Groupe originated in France. It was founded in 1926 by Marcel Bleustein-Blanchet as a small advertisement group, which broadcasted “Radio France” under the Germans’ occupation. The company operates today in more then 100 countries, across all continents. Furthermore according to the AdAge’s ranking done in April 2002, Publicis Groupe ranked fourth in the world (Publicis Groupe, 2004).

The company offers services in three major fields:
1. Advertising: through three global autonomous networks, Publicis worldwide, Leo Burnett Worldwide and Saatchi & Saatchi worldwide (Groupe Profile, 2004).
2. Consultancy and media buying: the company rank first in media buying through the use of two global networks (Starcom MediaVest Group and ZenithOptimedia) (Business & Company Resource Center, 2004).
3. Marketing: the company has a special department SAMS (specialized Agency and Marketing Services), which deals with all aspects of corporate and financial communications, public relations and all marketing services (2004).
See also figure 1 in the appendix, which shows the revenue of each business in percentage.
The major competitors are Ogilvy & Mather Worldwide, DDB Worldwide Communications, McCann-Erickson Worldwide and Dentsu Inc. Other competitors are Omnicom Group, WWP Group and Havas Group (2004). See figure 2 in the appendix, which shows the position of Publicis Groupe among its competitors comparing their gross income in millions of US dollars. All those companies compete in the advertising business, their customers are producers of services or merchandizes in need of promotion for their products, and through the use of the advertising agency they are able to reach their customers. Furthermore, for Publicis Groupe, the customers are not only those that required services but the whole customer market for which the ad is intended.
In the process of evaluating the HR activities of the company it is important to consider the corporate values and vision of the organization. Following in the foot steps of the founder, the company has established a reputation for professional ethics, which encompass integrity, loyalty and the respect for others. The company main goal is to dedicate itself fully to the interest and the success of the clients.
Furthermore, it is important to look at the company corporate values and responsibility toward the community at large. Publicis Groupe is a company that emphasizes the respect for human rights; it has a strong commitment the UN’s Global Compact (Corporate Responsibility, 2004). The UN’s Global Compact represents nine principles, which cover human rights, labor standard and environmental preservation. Furthermore, Publicis Groupe supports the global fund created by the G8 members to fight the spread of AIDS and other fatal diseases (Global Fund, 2004). Last, but not least, the company offers services free of charge through a pro bono program. The program supported more than 200 projects in 2003 (Pro Bono, 2004). Those factors define the organizational culture of the company, and affect the planning and design of all seven HR activities.
How the HR manager implements those principles in the development of procedures and policies that will affect the running of the business is the purpose of HR planning. This activity analyzes and identifies the forces that influence the economy, so that the human resource meets the company objectives. Also a part of planning is the HR Information and Assessment System. HRIS (Human Resource Information System) provides information used in HR decision making, the assessment is needed to evaluate the effectiveness of the HR department (Mathis & Jackson, 2003).
The company gives the HR department a strategic role in the organization, which gives the HR managers the option to focus on long term goals. The managers are involved in the business decisions made by the board of directors. They were involved in the acquisition of Bcom3 in 2003, one of the most ambitious acquisitions by Publicis Groupe. In the process of an acquisition the HR managers had to analyze a number of factors. They evaluated the compatibility of the new acquired company with the organizational culture of the organization, and in accordance with a statement made by Maurice Levy, Chairman and CEO of Publicis Groupe, “All the acquisitions that we undertook until now were chosen according to two interrelated criteria: the interest of our clients and our strategic direction…” (Sanders & Johnson, 2004). The acquisition was reported as being successful (General Meeting of Shareholders, 2004).

It is also the role of the HR department to design the policies and procedures of the company, in that aspect the managers wrote the employees’ hand book. The hand book defines the position of the company in regard to the employee’s obligations and rights. It also states the principles that should guide every staff members. For example, the company refuses to be engage in political campaigns (2003). The company views its human resource as the “grey matter” material. The company expects creativity, talent and dynamism from its employees. The company is committed to ensure that the work environment is structured such as to benefit and satisfied each employee. More will be explore about the company commitment to its employees in the staffing section.
Furthermore the company has an HRIS (Human Resource Information System) which incorporates an intranet and an extranet which allows employees to access both external and internal information. This is use by employees to access job posting, information on personnel policies. Also through the extranet employees can review any benefits that apply to them. The HRIS also permits a connection with suppliers, and since Publicis Groupe is a multinational company, quick connection and response is a must. Overall the inclusion of the HR department in the strategic decisions of the company showed itself very profitable for Publicis Groupe.
The next HR activity’s function is following EEO requirements. It is important to notice that the CEO of the company is a minority member, and that the company operates in multiple countries employing a great variety of individuals. While operating in the US however the company must follow the EEO regulations, meaning it must comply with the Affirmation Act during the recruitment of employees. EEO (Equal Employment Opportunity) requires that each individual has equal treatment in every aspect of job related activities (2003). One principle that guides Publicis Groupe is the respect of all individuals; the company is committed to human rights. Furthermore, it is stated in the hand book that when the company uses humor in their advertisement it should be done “in a way in which values and cultural references are respected” (Corporate Values, 2004). This lets me deduct that the company is diversified and multicultural, and adhere to the EEO regulations.
Furthermore the company must follow the regulations of each country in which it operates. Such a situation requires that HR managers be multicultural, and knowledgeable in all business regulations of the host country. The company achieves this objective by employing individuals within the foreign country or by training employees so as to expatriate them to the guest country, more will be explored in the HR development section.
After understanding governmental regulations, the HR manager is able to recruit employees to work in the company. This HR activity is defined as staffing. Staffing incorporates a job analysis that will describe the job’s components and the KSA (Knowledge Skills and Abilities) required for executing the job. In that aspect the HR manager has to write the job description and specifications for each activity performed in the company.
The recruitment is done at various levels. HR managers can recruit applicants from within the company through the extranet, or from outside the company. Also, computer users can reach the company website and get information on job opening; furthermore users can apply directly online. The fact that the company ranked high in the world creates a positive image of the company. During the recruitment the company must follow the regulations of each country in which it operates.
The internal recruiting is done through job posting in the organization database. The company notifies employees of any vacancies, through various channels. The company sends e-mail to prospective employee that fit the job’s KSA. Job openings are also posted in the company newsletter. However the greater source of applicants comes from online recruitment.
It is important to notice that the company already employed more than 35,000 individuals. However, since each network is independent the responsibility to fill job openings relies on each HR department, which must adapt to the economic situation in the host country. The organization focuses on organization fit recruitment strategy, meaning HR managers look for individuals that will fit the organizational culture of the company first, and then considers the KSA of the individual to fulfill the job. Such an approach is necessary since the company is represented across the world, its image is its reputation, and employees represent the company. “Marcel Bleustein-Blanchet often said you choose to work in advertising out of love” (Corporate Values, 2004), to work in advertising one must be honest, fair and credible, and furthermore one must be creative. Those characteristics are emphasized during the selection of applicants. Likewise as stated in the hand book, “there is no room for anything “average” at Publicis” (2004) this aspect requires that potential employees be well knowledgeable in their field of occupation.
The next step after applicants are selected for the job is to help them in their career development. This is done through the HR development activity. The first step in that process is the orientation of the new employee. This process is intended to introduce the new employee to their jobs, to co-workers and to the organization culture. The orientation is done in cooperation with first line managers and supervisors. The company uses mentoring to help coordinate the introduction of the new employee to the company. During the orientation the employee is made aware of the company policies, rules and benefits offered by the company. Publicis Groupe is committed to inform all staff about the company financial situation, its goals and strategies. However the company retains the right to conceal information that might help its competitors.
The next step in HR development is designing the appropriate training programs that will help employees develop skills and enhance performance. Publicis Groupe has various training programs available to its employees; the purpose is to allow the employee to reach higher standards of quality in their job. As stated in the hand book training will make the employee “employable”. Publicis Groupe uses both on the job training through mentoring and coaching, and e-learning. Employees have access to various courses online. Also the company uses some form of external training, especially for expatriates. Those employees must learn the language, the culture and the regulations of the host country in which they will work. In regard to career development Publicis Groupe is committed to offer its employees the opportunity to grow within the company. However, promotion is base on merit, and not on seniority. This approach permits the company to be competitive in the world market.
Evaluation of employees’ performance is done at regular intervals, every six months. Employees meet with their supervisors for evaluation, and if an employee has a complaint an HR manager review the evaluation process, and make the final decision. This approach establishes a sense of fairness in the process. The company rewards employees that show outstanding performance by sharing the fruits of the company’s growth and achievements.
It is important to understand that any improvement of the employees’ skills must also improve the company relation with its customers. It is the reason for the inclusion in the hand book of the company commitment to its clients. “The interest of the client is our continuing priority. It leads us to continually review our performance in the most objective manner possible” (Corporate Values, 2004), the ultimate goal of the company is to grow and add value to its clients, to its staff and shareholders, by helping in the development of its employees the company fulfill its goal.
Publicis Groupe has proved itself to be a successful company, which let’s me deduct that the process of training and career development of its employees is efficient.

References
Advertising Agencies (2004). Retrieved August 3, 2004, from http://galenet.galegroup.com/servlet/
First Blood to Publicis (2002, October). Europe Intelligence Wire. Retrieved July 13, 2004, from http://galenet.galegroup.com/servlet/
Mathis, R., & Jackson H. (2003). Human Resource Management (10th ed.). Thomson South-Western.
Publicis Groupe (2004). Groupe Profile. Retrieved July 12, 2004, from http://www.publicis.fr/corporate/en/10000/11000.php
Publicis Groupe (2004). Retrieved July 13, 2004, from http://galenet.galegroup.com/servlet/
Sanders, L., & Johnson, B. (2004, July). Publicis Withdraws as Potential Grey Global Suitor. Retrieved July 19, 2004, from http://www.adage.com/

We have reached the conclusion of the course on supervisory management. We learned the qualities and characteristics needed to develop a manager. We explored the process by which management is expressed, planning, organizing, staffing, leading and controlling. We learned the various philosophies approaches to management, autocratic, participative or a conjunction of both. We uncovered the various approaches to complete objectives, through team work with authority, responsibility and accountability, to just do which you are told attitude. We learned how a manager can motivate his or her employees. And last we learned the process of disciplining employees.
Yes, as it was expressed in class, it is strange that there is a need for discipline. It is my belief that man should command himself as Pythagoras said: “No one is free who cannot command himself.” The problem is not with employees, but with a human condition. Man lost the ability to think. He needs to be told how to live. Only a few still think. Some of them become managers, leaders or just philosophers. However, the majority needs laws and disciplinary policies to work in harmony.
The disciplinary process encompasses three aspects, self-control, conditions that lead to self-discipline, and punishment. Within that environment the employees labored. The authority that comes with discipline creates an atmosphere of stability and security. When all members of an organization know the behavioral policies and the consequences in breaking their rules and respect them, the organization is the stable and can grow. However, if there is the occurrence of many disciplinary actions against employees, the organization is not efficient. Most of the blame is on the managers. The managers are involved in the process from recruiting to training the employees and promoting them through the hierarchy. It is my belief that even in some cases the blame would fall on top management. Most of the manager job must follow the management philosophy of the organization. In this course, I have learned that some approaches are counter productive.
I will opt for empowering employees and requiring excellence. A job will not be a way to satisfy the physiological, safety and even social needs only, but also to satisfy the craving for self recognition. The job is the channel for creative expressions. However, this is ideology and not reality. One works to fulfill basic needs, one may take any kind of jobs, one must survive. However, through my years, I have learned that if one focuses into what one is doing, it does not matter what it is, one gains a sense of self-fulfillment. One is satisfied with one’s action. However, as stated at the beginning of the entry, one must command oneself.

This week chapter focuses on the final aspect of business management, being that the purpose of any businesses is to serve a customer market and make a profit doing it; this chapter clarifies three elements that influence a company well being, productivity, quality and safety. The supervisory management philosophy will greatly affect the manner those elements will be supervised. To take one aspect in the process, there are various ways for a manager to control productivity. One way to look at productivity is to regard it as the ratio of the total outputs to the total cost; this aspect permits the manager to know the production cost of each unit. This knowledge helps the manager in planning a financial budget.
However, productivity is also the ratio of the total goods produced to the total hours it took to produce those goods; this aspect of productivity guide the manager in managing time. However to be efficient the manager needs to incorporate both aspects in his or her planning. In the situation that there is a need to improve productivity the manager has a few options at hand. If one looks at total output versus total hours, one way to improve productivity might be to get better machinery, or train the employees, which will also affects cost. If one looks at cost versus profit, then one way to improve productivity is to raise the revenue by producing more at the same cost, another way is to reduce cost but still produce the same amount, which may affect the number of hours spent on a project.
No matter how the manager approaches this problem, raising productivity can not come at the cost of safety or quality. The goods or services produced must still follow quality standard, and any safety regulations imposed by OSHA.

This week we learned about control and time management. I will start with control. Control as we learned is very similar to planning. In that role the manager evaluates the performance of the employees in relation to a set standard or benchmark and in accordance with the set objectives. During that process the manager evaluates potential troubles and plans steps to rectify any problems. And of course fixes any problems that had occurred.
To successfully run a business the manager needs to utilize time efficiently. Each task requires a certain amount of time to be executed, some more than others. Some tasks may be more urgent than others and will need first attention. The manager needs adequate understanding of the tasks so that he or she allocates the necessary time for completion. This aspect of management is referred as time management. Not only does it involve the adequate allocation of time, but also the right prioritization of the steps to be taken.
Time management may also be in relation to the allocation of the task to a certain employee and not another. The right person for the task needs to be chosen, if not, time can be wasted in a job done poorly. Furthermore, if time is managed efficiently, the manager can take a supervisory coaching approach. Moreover, if the style of management follows McGregor’s Theory Y, the involvement of the employees in all aspects of a project, the enrichments gained by the employees is great. They are satisfied with their job, easing the need for motivation from management and as such reducing wasted time.
Time management seems to be essential to successful management. “Time is money” in the business world and the manager must be successful in managing time as he or she needs to be with a financial budget. One may conclude then, that management covers a wide spectrum of activities which have a common objective, the enhancement of performance. Better performance can be associated with higher productivity, and then one hopes that higher profit would follow fulfilling the ultimate purpose of managing a business.

The next phase in the development of a manager is to establish the skills of leadership. The capability to motivate others in the pursuit of achieving set goals. Our manager by now should have developed human relations’ expertise, and acquired good communications’ skill. It is now time to lead. The capability to bring a group of workers’ inner desire of self-fulfillment to the surface, and help utilize the energy in the completion of objectives, defines the power that comes with being a leader. A leader carries the ultimate responsibility, he or she had the vision, the charisma, and talent; and therefore shares in the failures of the team.
In the role of a leader the manager has various approaches at his disposition, however to decide which approach is appropriate, the manager must be aware of the level of readiness of the workers. Furthermore the style of management needs to be supported by the CEO. The difference between the various approaches is the balancing of the human concerns and productivity. Productivity is evaluated as net profit for the organization, and the human concerns are operating cost. So one can have a country club organization, where a manager concerns himself or herself mainly on fulfilling the workers’ desires; or the authority compliance style, where the manager has little or no concerns for the workers, the final goal is the profit. Lucky are we that there is a better approach, team management.
Team management, when appropriate will bring the best results. Those can be observed in improved productivity, and greater sense of fulfillment for the workers. Working towards fulfilling the last of Maslow’s hierarchy of needs, the worker has enhanced the quality of his or her life. And the manager will be able to enjoy the fruits of his or her achievement, is there no better self-fulfillment than having others join in your objectives, and achieving success for the organization as a whole.

I would like to keep on the same theme as my earlier journal entries. We have learned that a manager needs various skills, those skills are used during the process of decision making. After a decision is made the manager needs to allocate the tasks to others so as to complete the objective of the decision.
There are various approaches to this process. A manager could use the autocratic style of management and only demand execution from the workers, or he or she could delegate some of the authority to the worker, or to the leader of a team project. Delegating authority empowers the worker and makes him or her feel important and a part of the decision making of the organization. However, with authority comes responsibility and accountability, and many workers do not want to be accountable or have more responsibilities. So it is important for the manager to know to whom he or she may delegate authority. Workers at time stick together and it may be difficult for one worker to get others to follow his or her directions; it is important that the authority be real.
As a supervisor I will tend to give more power to the workers under my supervision, especially in those elements that affect their job performance. I will even let the workers work out the job schedule. One skill that I will need the most is listening skill. As we learned, when a decision needs to be made the manager must consider the various alternatives and how they affect other members of the organization. Most of the decisions made at the supervisory level of management affect directly the workers, so their input needs to be considered. One way I will achieve this goal is by having a suggestion box, where employees can brought forth concerns they may have and if they desire, they are able to stay anonymous. Also, I might set a side a number of hours to communicate privately with the employees under my supervision. This should help me know my employees better, and by such ease my choice of the appropriate employee to whom authority will be bestowed on to lead others in a project. However it is not a social meeting and I will need to make clear to the employees that I am the manager, and at time I may make some decisions that some of them may not like, but as I will respect their decisions, I will expect them to respect mine. This approach will hopefully establish a good support for each side.

After learning the personal characteristics and the skills needed to be a good manager, we now explore the functions of management. Those functions are: Planning, organizing, staffing, leading and controlling. To accomplish those functions one must have the necessary managerial skills learned in earlier chapters.
At first, I viewed management as a simple task which requires some common-sense; however after reviewing in depth the activities involved in management, common sense alone is not enough. One aspect which is present within all functions is the process of decision making. A manager must make many decisions while accomplishing his or her job. Those decisions affect other members of the organization, and at time may determine the survival of the organization. Regarding that aspect of management, I may conclude that to be a manager is a stressful job.
Decision making is explained in depth in chapter 3, I may say even too much. Everyone has to make decisions daily, therefore everyone knows what is entailed in decision making; however, good decision making requires some skills. Those skills are similar to the one needed in computer programming, which is my field of study. A programmer must understand the problem at hand, visualize and analyze the various solutions to the problem, and decide on the appropriate coding so as to create a solution to the problem. So is the process of decision making, identify the problem, evaluate alternatives taking in consideration the resources and financial capabilities of the company. Then it is up to the manager to allocate some tasks to other members of the organization so as to implement the decision. It is also up to the manager to follow up on the implementation, and make adjustment if found necessary.
However, good thinking and planning is necessary to achieve the objective successfully. It is certainly the reason for taking that course, one hope to learn and implements the skills of good management.

One thing I deduct from the reading is that anyone has the potential to be a manager; furthermore, I may add that each one of us is a manager. One manages his or her life. One allocates the resource available to him or her in the fulfillment of one’s needs and wants, such resources are time and money. Furthermore, one in society deals with people; either in a family surrounding or social activities such as working and shopping. Moreover, one budgets his or her financial resource. However, it must be said that not everyone is successful in the management of their lives. As we have seen in the activity done in class, brainstorming the qualities of a good manager, that a good manager must be well balanced, he or she must be “a good human being”.
How does one form a good manager? The book tells us that managers come from various places. Some are hired from the outside of the organization, others from within the organization through promotion of appropriate candidates. If the organizational strategy is to develop managers from within, then a manager evaluates the new employee across the needed skills to become a manager; those skills are: technical skills or knowledge, administrative skills or organizational, human relations skills or social skills and conceptual skills or creative thinking. The evaluation can be done as we have seen in the assignment 1 page 30, through a personal inventory. It is done as a check list of interests organized so as to detect and compare the chosen score in each of the skills needed for a manager. Through such an evaluation the candidate is organization-fit, then proper training or coaching help in the development of a good manager.
However, it is to my detriment that in our society human condition is not as much relevant as the profit margin. We live in a competitive world, productivity is essential, even if at times it destroys. It is not for nothing that we labeled humans as a resource, a resource to be utilized, however by whom? As stated in the beginning of that entry, each one of us is a manager, is the human resource, a resource to oneself, not a product for sale. It is my belief that good managers have an awareness of their being; they must hold on and practice the virtues of honesty, integrity, justice and compassion. I am an idealist, but I know that in that world there are many such individuals, if not why then learn about ethical conduct?

Personal Inventory page 30
The personal inventory can be useful to determine the strongest and weakest points across a potential employee’s personal characteristics similar to those needed to be a manager. The inventory permits to categorize individuals into three major groups, the doers (technical skills), the social (human relations skills), and the thinker (conceptual skills), each must have some organizational skills. As we have learned there are three kinds of managers, first-line managers, middle managers and top executives. We also know that each needs a different balance of those skills; if the test is accurate, then during the recruitment period the hiring manager can plan the placement and training of the candidate.
As a manager I will make sure that the human resource manager is aware of the organizational strategy, the focus on career development, so that during recruitment the candidates should be organization-fit. I am aware that there are some disadvantages in promoting to management from within, one being the lack of different perspectives. I believe that this problem can be remedy through conferences and work shop outside of the organization. Promotion will be based on both seniority and merit. It is important to remember that a job is not the individual life, therefore not only merit is considered, but also seniority. While evaluating seniority the manager keeps in mind the employee’s performance, but focus on the possibility for taking on more work, more responsibility. Employees with families have different needs than the single one. Again, I may be an idealist in thinking that people will not abuse the system; however it is during the recruitment period that this kind of employee is rejected.
For those lucky hired employees, their place of work must be fulfilling. A job is the media for one’s expression of contribution to the whole. It is true that a job fulfills the basic necessities of life, it permits an individual to gain an income so as to fulfill basic obligations, such as: paying bills, feeding, clothing and personal care. It is important to involve workers in their career development, so that their job is not only a necessity but a choice. Therefore, the results of the personal inventory will help choose the appropriate employee, and with the employee develop the appropriate career development path.