Management Assignment

1. Running head: ASSIGNMNT 4 (MGT 101) 1
Assignment 4 (MGT 101)
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2. ASSIGNMNT 4 (MGT 101) 2
Question 1
Human resource can be referred as the individuals, who establish a workforce of a
company or an economy or a business sector. On the other hand, it is also considered as a
department of an organization or a business sector that deals with recruitment, hiring, selection,
training, and administration of staffs. Human resources can be considered as the important and
effective assets of an organization.
There are four major steps in the strategic human resource management process. First of
all, it is highly important for the organizational management to determine the threats as well as
opportunities that can impact the human resource management plan. In this step, the human
resource management professionals generally consider revenue generation, business
environment, and upcoming projects of a particular organization (Armstrong, 2006). Secondly, it
is essential for the human resource management professionals to focus on ongoing as well as
future human resource demands. In this step, the managers and executives need to focus on the
number of employees, job function, need for training and development programme, and job
responsibilities.
Thirdly, it is important for the human resource professionals to focus on the strengths and
weaknesses of employees. In this step, the human resource managers should try to motivate the
employees to work hard in order to overcome their weaknesses and improve strengths. Fourthly
and lastly, it is highly important for the human resource e professionals to focus on reducing
gaps within the department by recruiting skilled and knowledgeable employees (Dransfield,
2000). These four steps and approaches will help an organization to develop effective strategic
human resource management plan.

3. ASSIGNMNT 4 (MGT 101) 3
Question 2
Locus of control can be considered as a belief of an individual that helps them to think
that they have the power to influence particular events and their results (Nelson, 2014). In an
addition locus of control also influences the individuals to blame external forces for each and
everything. On the other hand, self-efficacy can be considered as belief of an individual in the
ability of another individual to get success in particular situations. Sense of self-efficacy of an
individual can play a vital role in how an individual within the organization approaches towards
developed organizational tasks, challenges, and goals (Lez, 2002). Lastly, self-esteem can be
considered as the confidence or belief of an individual in own self-respect and abilities.
The human resource managers within an organization need to adopt and implement
effective leadership style to deal with the locus of control of the employees. Moreover, the
employees should be influenced by the managers to participate in workplace strategy
development and participation process. In terms of self-efficacy dealing, the human resource
managers of an organization should try to focus on effective performance appraisal of
employees. In terms of dealing with self-esteem, the human resource managers of an
organization needs to integrate such employees in team building and group dynamics process to
use their self-respect and self-confidence.
In terms of locus of control, I will rate myself 4 out of 5 as I believe that I have the power
to influence a particular event. In terms of self-efficacy, I would rate myself 2 out of 5 as I hardly
rely on other’s skill and competency. In terms of self-esteem, I will rate myself 4 out 5 due to my
self-confidence and effective managerial skills.

4. ASSIGNMNT 4 (MGT 101) 4
Question 3
Big Five Personality Dimension Model consists of five different personality traits, such
as extraversion, agreeableness, neuroticism, openness, and conscientiousness (Wiggins, 1996).
People with openness personality trait appreciate adventure, emotion, unique idea generation,
curiosity, and creativity. People with conscientiousness personality trait have the tendency to be
organized, self-disciplined, well-planned, and dependable. People with extraversion personality
trait have positive emotion, energy, surgency, sociability, and assertiveness (Raad, 2000). People
with agreeableness personality trait have the tendency to be co-operative, trust worthy, and
compassionate. Lastly, people with neuroticism personality trait have the tendency to experience
and manage unpleasant emotions quite comfortably and easily, such as anxiety, depression,
anger, and vulnerability.
Each and every trait under the Big Five Personality Dimension is related to the job
performance.
In terms of openness, I would like to rate myself 4 out of 5 as I love to think about
innovating things and implementation of creative ideas. Moreover, I like to experience variety of
things surrounded by me. Last but not the least; I am adventurous and have the curiosity to
experience new things. In terms of extraversion, I will also rate myself 4 out of 5 as have energy
and positive emotion to share my inner feelings with others within the organization. In terms of
conscientiousness, I would like to rate myself 5 out of 5 as I am disciplined, organized, and
people love to depend on my strengths. In terms of agreeableness, I would like to rate myself 2
out of 5 as i am lacking of co-operation and collaboration skills. In terms of neuroticism, I would
like to rate 3 out of 5 as i do not like to experience unpleasant experience.

5. ASSIGNMNT 4 (MGT 101) 5
References
Armstrong, M. (2006). A Handbook of Human Resource management Practice. New York:
McGraw-Hill.
Dransfield, R. (2000). Human Resource Management. Stamford: Cengage Learning.
Lenz, E. (2002). Self-Efficacy. New Jersey: John Wiley & Sons.
Nelson, D. (2014). ORGB. New Jersey: Pearson.
Raad, B. (2000). The Big Five Personality factors. New York: Springer.
Wiggins, S. J. (1996). The Five Factor Model of Personality. New Jersey: Pearson.

6. ASSIGNMNT 4 (MGT 101) 5
References
Armstrong, M. (2006). A Handbook of Human Resource management Practice. New York:
McGraw-Hill.
Dransfield, R. (2000). Human Resource Management. Stamford: Cengage Learning.
Lenz, E. (2002). Self-Efficacy. New Jersey: John Wiley & Sons.
Nelson, D. (2014). ORGB. New Jersey: Pearson.
Raad, B. (2000). The Big Five Personality factors. New York: Springer.
Wiggins, S. J. (1996). The Five Factor Model of Personality. New Jersey: Pearson.