Research Proposal: Leadership and Human Resource Management

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[. . .] The sector, from the leadership and authority section, the government influences directly the decisions of the various sectors, hence the theory Y The government of the United States is democratic (Billsberry, Salaman & Storey, 2005). However, this does not reflect in the ground as the leadership exhibits aspects of being autocratic in managing the various sectors. The public sector does not have the liberty of working as a team, as managers and the leadership only issue directives to the workers and expect that employees comply without question. This is a significant challenge in the motivation of the workers to achieve. Additionally, in some situations, the leadership does not have actual feel of the reality on the ground, and; therefore, they issue directives and instructions that do not meet the expectations of the people. Hence, the reason the public sector is failing terribly in meeting the expectations of the people. The leadership, exhibiting autocratic leadership, does not provide a good working environment for the workers. They do not allow workers to function as a team; hence, they rely on the individual efforts of the people. This is dangerous to the success of the sector as most of the government related activities work in close relations with each other. Therefore, dividing the departments in the public sector allows for inconstancies within the organization.

The federal employees do not receive quality rewards and motivation in the form of compensation and rewards. This poses challenge to the feat of the public sector, as demoralized workers do not deliver their energies in one accord (Bohlander & Snell, 2010). The employees feel the leadership and the management is unfair in the rewarding process, and thus, they do not have the enthusiasm to work. This poses challenge to the relations between the workers and the leadership. Additionally, the leadership lacks a workmanship attitude with the employees. The management of the sectors does not have a relation with the workers. The relationship between the workers and the leadership faces challenge, and this means that the communication in most sectors remains broken (Berman, 2013). An organization, a sector or body that has several elements in it, and does not have properly defined communication channels cannot successfully achieve its objectives. Communication occurs in all directions, laterally, horizontally and vertically. However, in the public sector today, there is remarkable breakdown of the communication channel, resulting from the autocratic nature of the management of the public sector. The government faces a challenge in assessing the abilities and views of the workers; hence, they miss the input of the workers in the production process of the sector. Every management wants to ensure that only its objectives pass, hence, they cannot tolerate a suggestion of a mere employee. The public sector thus misses the services of remarkably talented employees within their disposal. The public sector thus fails to achieve the best performance as expected.

Other challenges that the management faces include copying with the increasing pace of change. The world is a dynamic place, making it a remarkably competitive field. The changes include technological developments, changing perceptions, increasing expectations, citizen empowerment, changing workforce and a changing environment (Billsberry, Salaman & Storey, 2005). The pace of change within the society and the global world is a key challenge to the public sector due to the many procedures involved in the adapting process of the sector. For instance, to combat a certain emerging challenge, the sector needs to draft policies to accept the proposal, hence, by the time the policy is in place, the sector loses several employees. Secondly, the technological changes mean that the employees have to keep updated. Getting the time to enroll in programs that foster their academic progression and familiarization with the technology is an issue. Therefore, the public sector performs poorly due to lack of adequate and effective measures for employees to adapt to the technological advancements. The empowerment of the citizen means that many take a different course to better their lives. Availability of information to citizens means that they expect more of the public sector. Therefore, the sector tends to overwork the available workforce since they do not want to incur further costs; in so doing, the sector fails to meet the goals and expectations of the sector.

Lastly, there is the challenge of the concurrently changing environment. The working environment and the surrounding environment of the public sector are progressively changing. For instance, the rising private sector poses real competition to the public sector. There is limited qualified workforce available within the environment of operation (Berman, 2010). Therefore, this means that the public sector has to compete with the private sector to acquire and maintain the services of these people. This is a significant challenge to the leadership and human resource management of in the public sector. Workers, in their pursuit for a better life, pursue their careers in the private environment, hence leaving the public sector with the less qualified and efficient workers. Moreover, most of the quality brains opt for working and establishing themselves individually, hence brain drain from the public sector. Private practice is a remarkable challenge to the success of the public sector in managing the human resource. The incentives they offer to the workers causes them to leave the public sector. The public sector also lacks security for the workers. This is challenging to the success of the sector, even with the regulating act that outlines measures and procedures of employee termination, the working environment is not attractive. Therefore, the public sector needs to evaluate its operations and conduct with the employees to ensure quality and effective workmanship relations.


Despite having all the leadership Acts and Regulations within the constitution of the country, which is among the best constitutions in the world, human resource management in the public sector is still an immense challenge. The public sector tries to provide adequate and significant leadership in managing the government bodies and their operations. However, this is not working as the problems continue to exploit the country's largest sector of production and service delivery. The cause could be because there are management issues between the human resource managers, the leadership of public sector and the affected workers. These issues could also result from the changes in the competitive environment between private and public sector. Therefore, the research approach encompasses both parameters within the public sector and those from the surrounding environment. The surrounding environment includes the citizens of the country, and the private sector.


Anticipated demographic characteristics

The process of measuring and determining performance and work covers various sectors. These include, the time schedule that a job takes to complete, the problems faced and the possible solutions to the issues. The process takes effective and experienced operators to achieve the expected objectives. However, the public sector is quite broad, and, therefore, a significant and holistic understanding of the field is vital for the process. The measures include encompassing and utilizing an effective research tool that ensures the studying of the various elements that require examination (Berman, 2010). The use of the agency perspective, which incorporates studying only one of the agencies in the public sector, is not conclusive for making a report of the overall sector. Therefore, a sufficient methodology is one that will outsource data exclusively from most if not all agencies. Therefore, to that extent, the most effective and applicable methodology of studying the sector is the use of sample stratified survey. In this formula, the data gathered comes from a diverse continuum of the personnel within the sector, considering that the public sector is a significant stakeholder.


The gathering of the data that I analyze in this report comes from a vast composition of different personnel in the sector. These personnel in the survey include the various administrators in the agencies within the sector. The survey also incorporates the workers who are subordinates in the agencies and make the bulk composition of the public organizations. The surveys administered also involve the human resource departments within the agencies. Moreover, there is a composition of the public in the survey; this is because they are the direct recipients of productivity and services of the public sector. The survey also gathered information from survey interviews of the private sector to determine their view and perception of the public sector, as well as establish their practices, which distinguish them from their public competitors (Regis, 2008). Additionally, the data is also from the review of the literature released from the various agencies to the public. In this reports, it is possible to acquire relevant information that exemplifies the incompetence's and inconstancies within the sector. The reports of the agencies on their budgets along with the annual reports of productivity also form part of the sources of information for the study.


In the process of the information gathering, the data… [END OF PREVIEW]

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Cite This Research Proposal:

APA Format

Leadership and Human Resource Management.  (2013, May 11).  Retrieved July 18, 2019, from

MLA Format

"Leadership and Human Resource Management."  11 May 2013.  Web.  18 July 2019. <>.

Chicago Format

"Leadership and Human Resource Management."  May 11, 2013.  Accessed July 18, 2019.