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

HRM (Relative Resource conductor ) - Essay ExampleI had the impression that the convention members deny my point due as they did not want me to get supremacy over themselves. With this thought, in that location were several(prenominal) conflicts in the group each trying to deny others outlook. As the program goes on, I realized that there is a better way of being listened to, and that is by listening first. By learnedness the learning styles I got to know different physic of people, and realized that e genuinely one and only(a) cannot be a cognitive learner. The group understood the psychology of each other and that helped in getting along smoothly for the symmetricalness 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 politics and several other topics. Watson (1878-1958) and Wiener (1894-1964) concept of Behaviourist and Cognitive Psycholo gy introduced the programme helped me to determine the learning treat and approach of different people including mine. I perceive myself as a cognitive learner as my decisions and problem solving approach is establish more 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 fashioning ability is more based on their personal 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). correspond to my perception, cognitive learning approach is more beneficial in an organization, since in the fast pace of incorporated trend change, past knowledge and experiences can become irrelevant and inapplicable. One of my peers believed that the cognitive approach of learning stimulates critical thinking on topics and issues, and its permits greater emphasis on self evaluation and continuous questioning. other theory that justifies this argument is the E.L. Torndike Law and Effect theory (1898). My understanding of this theory is that people are credibly to repeat actions which are followed with a positive 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 assistive 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 internal or extrinsic (Yoon & James, 2012). If a person wants to make people do something, he or sh e has to take vision of award or achievement to the targeted person. While working in the ALS, I realized that virtually 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 sharing 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,