MANAGEMENT

Critical Book Review of the Carnevale text - Carnevale, D.G. (2002). Organizational Development in the Public Sector



Critical Book Review of the Carnevale text - Carnevale, D.G. (2002). Organizational Development in the Public Sector

Summary of Organizational Development

The Human Resources Management work processes with psychological component that must run under a systemic approach to bring synergy between all work areas that will benefit all users, internal-external and will facilitate the healthy growth and development of the organization as a whole. In this perspective, we outline a proposal to systematize the lines of work with psychological component, whose sequential execution of processes can vary, either by the organization's policy and / or feature timing of the implementation of its programs, which are cyclical by nature. The entire process of human resource management is:

1. Recruitment: Recruitment, Selection and Induction.

2. Empowerment: Education and Training.

3. Rating: Personal Assessment

4. Empowerment: Staff Development

These branches do not work in isolation from each other and also do not work in isolation from external influences such as, for example, and not limited to market conditions, technology and globalization, etc. which affect more or less on institutions and thus reaches the impact to the individuals composing the institution at the end (Adler, 1990).

Any organization seeking competitive advantage must adopt a strategy unique to human resources management. Indeed, the foundation stone for the strategic management of human resources is the relationship between manager and employee. Number of studies show that the most important reasons that drive employees to resign is the direct manager and not the income or the opportunity for better or other reasons. Since the direct manager is the largest component of the impact of human resource management focuses on developing the thinking of managers in their employees Transformed so that the relationship - or evolve - into a kind of partnership, not subordination because partnership means more responsibility means more passion towards their work and therefore more productive (Adler, 2002).

Over the past fifty years and due to the conflict of interest between employees and employers have adopted government laws that govern the relationship between them and defines the rights and obligations of all parties and focused those laws to protect employees from discrimination or exploitation by setting minimum wages and maximum hours of work and determine the conditions required for the work environment and ensure safety of workers.

Organizational Culture & Change

Culture does tend to have an enormous impact on the functioning of the culture, its structure along with the results it tends to achieve. Organization culture is interpreted as the system associated to beliefs and values which have rested in the system for a quite some time. Organizational culture also depends upon the approach its employees adopt to solve a problem or pursue their daily works. However, the fact should be kept in mind that often the organization culture depends upon the approach adopted by the higher authorities who later on tend to have a trickledown ...