Essay on Establishing a New Organization

Paper Type:  Essay
Pages:  7
Wordcount:  1820 Words
Date:  2022-05-12


Various steps are taken to come up with a new organization. Organizations are made up of different groups of people, and each of them has a role to play, and in that way, all of them end up accomplishing the issues and ideas that are stipulated in the mandates and missions. For a new organization to be formed appropriately, the best thing to do is to first layout a plan that will be used to make sure that all the details regarding the member's roles (Bies, 1989). In this case, the organization to be created is one that focuses on human resource and all consultancy matters that are attached to it. Some people have tried to come up with the same organization, but they have failed because of the policies that have been put in place. Human resource organizations deal with the welfare of employees and also facilitate some of the better ways of making sure that their stay in the work environment is one that they cannot regret in any way.

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For the organization to be built into a top performing group, it must first outline the mission and vision that will be used as guidance within the field at hand. For instance, since the organizations will be dealing with human resource related matters, it will have to come up with a mission that leads to the provision of better recruitment processes and also one that will make sure the employees are operating in a conducive work environment (Bies, 1989). Also, it will make sure that all the workers are part of a union that handles all their rights and grievances at any time.

The other characteristic is that the organization it will have to make the inclusion of all the policies that guide it so that no worker can get out of track or even start taking part in activities that are not connected to those that have been stipulated in the objectives (Bies, 1989). The policies will be included in a handbook that will be given to all the members of the organization so that they can be able to memorize them and make sure that all that is needed in that line is accomplished. For instance, if one of the objectives of the organization is to be able to meet the millennium goals by the end of each financial year, then all the things that should be done will be included in the handbook. This will help all the members to be able to put in place all that is needed in that line.

The other thing that will have to form part of the characteristics of the organization will be based on having a good reward system. The human resource organization will have to make sure that it rewards its employees whenever they seem to have done something commendable or one that has led to the achievement of the objectives faster or tactically (Greenberg & Baron, 2003). This is in line with the needs of the people who have been working hard and therefore needs some form of appraisal so that they can be able to increase their productivity. The main idea, in this case, is still to make sure that the kind employees that form part of the human resources are handling their roles perfectly. Promotion and appreciation are some of the significant ways or issues that need to be put in place to make sure that an organization gets to the top performing group.

For the organization to be diversified in the kind of services that it offers and also the members who form it, it means that it will have to get it resources from different backgrounds or areas. The way in which an organization behaves is determined by the members who make it up. This is a human resource organization, and it means it will have to make the inclusion of members from different countries so that it can be able to operate from a global platform (Greenberg & Baron, 2003). Looking at this organization, it will have to train people to be able to operate in areas are full of individuals from different localities. The primary motive of using this technique is to reduce cases of discrimination and harassment of a specific group of people who are known to be minor and also those who are not welcome in the society. Organizations that can operate on a global platform are the ones that form the top performing groups because they make use of an excellent intellectual capability and also utilize the diverse interactions and aspects that come in that line.

The products that will be availed by the organization will be in the form of services, and this means there will be a need to have a product development team which will make up the technically advanced defense system. The qualities of the people who will make up this team will cut across some traits that are needed whenever one needs to become a leader or a reputable individual in the society (Hersey et al., 2007). Some of the qualities of such people will include being tolerant, disciplined, hardworking, vision-oriented, determined, sympathetic, jovial, understanding, creative, innovative, time-sensitive, active and also ready to take up different roles that are assigned to them.

The product development team will have to be made up of people who are ready to come up with new ideas on who hand the employees in the organization and also those who are in line with the needs of different departments. The creativity, in this case, will be used to come up with better ways of paying the employees, better ways handling the grievances and also better ways of making sure that the work environment is conducive for everyone (Offermann & Wirtz, 1994). Innovation is also crucial as the team will have to make the inclusion of some of the people who are ready to do field research and a benchmark of the way other organizations behave when it comes to the needs of the employees. Having in mind that this is a human resource related organization, it means that it will have to make sure that the all the innovative ideas that have been brought up in that line are implemented so long as they seem to be productive when looked from all aspects.

According to the leadership theory of traits, all leaders are supposed to make sure that they bear all the characteristics that are needed by an organization to be productive. It also adds that leaders are not born with some traits, but they learn to embrace them so long as they are needed at any time (House & Shamir, 1993). In this case, the leadership will be one that is guided by traits of creativity and discipline. Also, it will be guided by morals that are needed by the organization and by society as well. The leaders will make sure that they do not take part in any illegal acts such as discrimination or harassing as a certain group or people who are in charge of other departments. For organizations to be able to function expertly, it will have to vet all the people that it chooses to take part in its activities. The vetting will be used to gain a better understanding of the traits that are possessed by the employees or people who will be forming part of the team.

For this organization to be successful in all its operations, it will have to make sure that the type of leader that is employed is one who is transformational and one who is ready to deal with all the issues that come in that line. Transformational leadership is one which is desirable in this case as the organization is still undergoing some growth and development in its early stages (Yulk, 1999). Leaders who have transformational traits and motives are those who can be able to inspire all the staff by making use of an effective mode of communication and also coming up with an environment that it is based on intellection stimulation. The idea of being transformational can be understood from the transformational leadership theory. This theory is on the notion that leaders are supposed to be able to transform an organization using the available resources and also apply the rules that have been stipulated in that line.

According to the transactional leadership theory, the organization will have to make sure that the kind of leaders that it employs are those who can take part in any form of a transaction so long as it is beneficial to all. A transactional style of leadership is one that is based on making sure that the group or organization can come up with a new chain of ideas and commands to implement all the management activities. In this case, the leaders will be offering an exchange based on the kind of services that they get. They will be doing this by rewarding those who do well and the same punishing those who do not seem to be on the right track or those who are engaging in the bad practice.


The world has been changing when it comes to leadership, and this has been occurring due to the societal needs, laws, and standards. For instance, the ancient society was full of dictatorship as a form of leadership, but this has changed as the society has become civilized and many are now investing in democracy and other leadership that is related to it (Offermann & Wirtz, 1994). The society had become liberal-minded, and this has made many form groups independently as they have a freedom to do so. The kind of leaders that they elect or appoint are also those who have all the qualities that they desire as well. The laws have also changed as they are now in favor all leaders who seem to abide by the rules and regulations that have been put in place regarding how to handle those who are in the lower tier in an organization. For instance, some laws need all workers to be in unions so that they have a uniform way of airing their issues to the relevant authorities. This means that all forms of leadership should abide by this law and no one is supposed to prevent any other from being in such groups or unions.


Bies, R. J. (1989). Organizational Citizenship behaviour. The good Soldier Syndrome.

Greenberg, J., & Baron, R. A. (2003). Behaviour in organizations: Understanding and managing the human side of work. Pearson College Division.

Hersey, P., Blanchard, K. H., & Johnson, D. E. (2007). Management of Organizational Behaviour. Upper Saddle River.

House, R. J., & Shamir, B. (1993). Toward the Integrations of Transformational, charismatic and visionary theories

Offermann, L. R., & Wirtz, P. W. (1994). "Implicit Leadership theories: Content, Structure and generalizability." The Leadership Quarterly, 5 (1), 43-58.

Yulk, G. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The leadership quarterly, 10(2), 285-305

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