Attached.

Running head: ROLE OF HUMAN RESOURCES IN ORGANIZATIONAL FUNCTIONING 1

Role of Human Resources in Organizational Functioning
Student’s Name
Institutional Affiliation

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Introduction
Until recent years, the standard function of the human resource department in an
organization was mainly for recruiting, interviewing, selecting, hiring, and promoting workers
within the organization. The human resource department in a company has as well been
instrumental in ascertaining workers’ salaries, bonuses, termination of workers, disciplining, and
several administrative functions. According to Meisinger (2006), with the high levels of
globalization and improvements in information technology across the world, the department of
human resource everywhere required taking on a bigger role in modeling the organizational
functioning. In companies today, various departments of human resource now hold the obligation
of the type of corporate growth, which establishes the culture of the company. Human resource is
provided with the responsibility of building effective teams, building morale, and empowering
workers. Human resource departments turn to be a leader instead of taking on a supporting role
in the company (Brock & Buckley, 2013).
The assignment for this week is evaluating the function of human resources in
organizational functioning. The paper will address the assumptions of human resources, worker
motivation theories, the relationship between organizational characteristics and worker
personality, how to win with individuals, and how workers are supported, treated, and value with
an educational setting of interest like school district or school, and how these areas can be
enhanced.
Human Resource Assumptions
Within the human resource frame, the picture projected is “family.” Human resource
departments mainly concentrate on the relationships between their employees and the company
as well as understanding that companies have needs and workers have needs. Department of

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human resource strives to strike a balance between the individual requirements side of the
company, the importance of interpersonal and intrapersonal dynamic, and the need fulfillment of
the company. What drives the human resource frame is the theories that surround personality,
professional growth, and organizational features that assist in developing a “perfect fit” between
the organization and employees. Another approach of describing it is across the human resource
frame; the emphasis focus on individuals and the companies can do for each other.
Bolman and Deal (2008) argue that major assumptions of the human resource were
carried out during the period of twentieth-century surrounding the human side of “fit” between
organizations and employees. Below are various core assumptions in the frame of the human
resource:
I.
II.

Individuals require careers, opportunities, and salaries
Companies and workers require each other

III.

companies exist for serving human need

IV.

companies require energy, ideas, and talent
When there is a good “fit” between the workers and the organization, both the company

V.

and workers experience value and maintain the right ideas and talent for its success.
VI.

When there is a bad “fit” between the workers and the organization, either might be
exploitation victim.
Theories of Worker Motivation
There are five psychological theories of motivation that raise productivity in the

organization. The first motivation theory is Maslow’s hierarchy of needs, Hertzberg’s two-factor
theory, Hawthorne effect, expectancy theory, and three-dimensional theory of attribution.
Bolman and Deal point out that there is a presence of a hierarchy of needs within the human

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resource frame. Across companies, the needs of a human exist in five groups, which are crucial
in motivating the employees. The requirements are referred to as a general disposition of
preferring various experiences over the others. This way, the requirements are arranged from the
lowest to the highest and not in a particular order. The need is social, physiological, safety,
esteem, and self-actualization.

Based on Abraham Maslow, the Hierarchy of need has a place in the frame of the human
resource, claim that various needs like safety and well-being of an individual are higher on the
list o need, and have a crucial role in driving various types of conducts. As the lower set of needs
get satisfied, the higher social need operates in motivating workers. After fulfillment of the
highest needs, the workers develop self-actualization and his/her unlimited potential develops.
The Theory of Maslow and the expressed concepts can enhance and promote people and

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organizational effectiveness. The second theory of motivation is Hertzberg’s two-factor theory
that describes the motivator factors and hygiene factors. Motivator factors are the factors, which
facilitates the satisfaction and motivates workers to put more effort while the hygiene factors
lead to dissatisfaction and lack of motivation. Based on this theory, for the most productive and
happiest workforce, the organization need to improve both hygiene and motivator factors.
Hawthorne effect is the other theory of motivation, which suggests that workers require
working harder if they know they are being observed. However, human resource requires
showing that they care about the employees and their working ...