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The philosophy of postmodernism asserts that the organizational must view its culture past the realms of modern approaches.To understand this moral perspective of organizational management, there is need to underline the importance of being sensitive to the complex local context and grow along a continuous learning path. point to the critical component of consistency in organizational ethics, values, beliefs and principles.There is abidance in the fact that there stands a strong connection between a narrative and an action in management.
This is core reason behind challenges in assessing organizational strengths and weaknesses.
One specific area of research that has attracted interest from researchers is the impact of postmodernism philosophy on current theoretical and empirical research on management and leadership in human services.
“A whole cocktail of factors has been presented as forming the basis for the adoption of organizational behaviours strategies including costs reductions in transactions and strategic human services management (Harris and Hartman, 2001).
All these aspects of human services demand the delivery of leadership and management that foster positive transition along the increasing demands of organizational management approaches.
The realizations of these objectives have been attained through the successful initiation, development, management and above all by the application of strategic human resource management.
However, within this cacophony, the role of the HR as a specialist is not only changing, HR practitioner is also sifting towards taking the roles of a manager.According to Andersen and Taylor (2005) “postmodern critique of contemporary critical social theory under theorizes the current historical conjuncture, overstates its discontinuities with the recent past, and foregoes responsibility for explaining why their views ought to be privileged or even entertained as serious cultural criticism.” This example represents the current critique of postmodernism philosophy.However, its aspects have raised critical questions about classical traditions of approaches to leadership and management. In this regard, most organizations are capitalistic in their operation and always want more.They want more profit, more shareholder value, and more market share, among others.Consistency and value for others and their contributions are core determinant of change and eventual sustainability because the two are interlinked and congregate for improvement on organizational bottom-line.One successful factor within this area of leadership and management involves developing team work and a sense of collective responsibility.Indeed, human service sector has paid cognizance to the effective development and management of human services.After serving as a social worker in the United Arab Emirates and taking cognizance of the family, social, and emotional adjustments and experiences, one thing that rings into the mind is the role of leadership and management in non-for-profit sector.If reward and the driving factor in business is profit, one striking factor that remains a concern is how the non-for-profit sector can effectively achieve its broad objectives without focusing on profit.The purpose of this study is to draw personal experiences in leadership and management as a social worker in the United Arab Emirates, explore the aspects of human services funding and examine leadership and management to ascertain whether they are mutually exclusive or interdependent.