Here is the synopsis of our sample research paper on Matching Leadership Development and Compensation. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 3 page paper asking what keeps HR up at night? Leadership development does – specifically, attracting and retaining effective leaders who can positively influence performance and therefore profitability, as well as developing talent already present within the organization for leadership positions in the future. Management support and thoughtful compensation positively contribute. Bibliography lists 6 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrLdrDevComp.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
keeps HR up at night? Leadership development does - specifically, attracting and retaining effective leaders who can positively influence performance and therefore profitability, as well as developing talent already
present within the organization for leadership positions in the future. "Our people are our most valuable asset" can no longer be only a nice-sounding catch phrase, it must be
a part of the foundation of the organization. Late-Century Changes Patterson, West, Lawthom and Nickell (1998) report that people management practices have greater
positive effect on productivity and performance than any other aspect of management activity. Patterson, et al. (1998) seem surprised by their findings, but every active manager understands that people
respond to consideration and respect much more positively than to negative management tools that were all too common in the past. Lawler and
Worley (2006) state that many of the best-performing organizations identified in one of the most popular management books of the 1980s, In Search of Excellence were no longer excellent performers
by the end of the 1980s. "It was not that they had lost the ability to do what they had done. It was simply that what they had done
no longer met the demands of the business environment" (Lawler and Worley, 2006; p. 1). They had failed to change at a time when change was a critical need
not only within the organization but in virtually every area of business. Change has become an accepted part of business in every industry
over the past generation. Though many have been surprised and taken off guard, others have recognized the trend. Lawler and Worley (2006) state it is imperative that organizations
...