Introduction
Human resource function is an essential component of any organization as it can directly affect organizational performance, which is why leaders should reorganize human resources sometimes to improve their quality. This paper explains how Transcendental leadership and total quality management theories help create strategies to reorganize the human resource function. These models can be highly effective as they correlate with several primary principles on which the human resources function is based: Transcendental Leadership provides solid motivation while Total Quality Management promotes development and improvement.
Reorganizing Human Resources
Human resources (HR) have specific goals that are accomplished through the usage of particular functions. Rebore (2011) states that HR’s goals include hiring, retaining, developing, and motivating personnel, and these can be achieved through staff development, collective negotiations, and various personnel operations, such as recruitment or evaluation. Maintaining HR’s effectiveness and fulfilling its purpose requires the department to have a complex structure, which is why it may be challenging to reorganize it appropriately. Moreover, researchers report that success in the management of human resources can significantly impact or even determine an organization’s survival and growth (Paais & Pattiruhu, 2020). Everything mentioned above is the reason why organizational leaders should pay special attention to the HR department.
Transcendental Leadership
Transcendental leadership is the first model that can help when creating a strategy for reorganizing the HR function. According to Lopez-Palomino and Mendoza-Gomez (2018), this model involves a leader who” promotes unity by providing fair extrinsic rewards, appealing to intrinsic motivations of the followers, and developing their transcendent motivation” (pp. 138-139). Transcendental leadership can be highly efficient in the human resources field since one of its goals is motivating personnel. Andert et al. (2019) emphasize that the motivation process in this leadership model does not imply the usage of rewards and punishments for manipulation. Everything mentioned illustrates that transcendental leadership theory can be highly effective in reorganizing the human resources function.
The main reason for the potential success of the theory under discussion is its motivational nature, which can contribute to the reorganizational process. According to Terstena et al. (2020), reorganizing human resources often involves the implementation of significant changes within the department’s structure, including the reduction of management levels and the number of employees. Therefore, reorganizing the HR function may make the company lose some specialists. Leaders, in this case, can create another reorganizational strategy, utilizing transcendental leadership to motivate the HR department’s members to use reorganization as an opportunity to put some additional effort into their work and take a more significant position in the company.
Total Quality Management
Another leadership theory that can help when creating reorganizational strategies for the HR department is Total Quality Management (TQM). Ikhsannudin and Pakpahan (2021) identify TQM as “an education quality assurance program as a measure of the success of an organization, which is used as a tool for evaluating the work of educational institutions to make continuous improvements” (p. 42). As the model primarily focuses on educational aspects of organizational leadership, it can be effective within the HR department for the purposes of personnel development. Total employee involvement and their continuous improvement are some of the critical components of TQM (Pambreni et al., 2019). Thus, this leadership model can significantly contribute to reorganizing human resources since the main principles of TQM and HR correlate.
Empowerment and improvement of the human resources function exemplify how TQM can help when planning the HR reorganization. Leaders can apply TQM to create an over-effective strategy that will empower the human resources function in addition to reorganizing it. Ikhsannudin and Pakpahan (2021) report multiple occasions of HR’s development not according to the initial goals of the department specifically and the organization overall. Researchers believe that focusing on education can bring innovation and creativeness into the company, which is why applying TQM while creating reorganizational strategies for HR can be highly efficient. TQM model can help leaders achieve more goals using fewer tools, which can significantly improve general organizational performance.
Conclusion
Transcendental leadership is associated with solid motivation, and TQM utilizes educational means to promote empowerment and improvement, which is why these leadership theories can be highly effective in creating strategies to reorganize the human resources function. Both models’ fundamental principles correlate with the HR department’s primary purposes, namely motivation and development. Transcendent motivation can help leaders create a strategy that will allow the employees of the HR department to take advantage of the reorganization, giving them additional reasons to grow personally and professionally and try to take more significant positions in the company. TQM’s focus on education and professional development can help companies’ leaders improve their reorganizational strategies, making them more efficient by achieving two goals at once: reorganization of the human resources function and empowering the workforce, using education to increase personnel’s effectiveness and overall performance of the company.
Although the analyzed leadership theories prioritize different elements of organizational activity, they both can have significant advantages. It may be reasonable for leaders and managers to mix these models while creating reorganizational strategies for the human resources function. Companies can benefit from applying both transcendental leadership and TQM models since mixing them can contribute to achieving several different goals simultaneously, increasing the effectiveness of management.
References
Andert, D., Alexakis, G., & Preziosi, R. C. (2019). The millennial effect: A multi-generational leadership model. International Leadership Journal, 11(2), 32-63.
Ikhsannudin, M., & Pakpahan, P. L. (2021). Empowerment as a quality improvement human resources through the implementation of total quality management.Nidhomul Haq: Jurnal Manajemen Pendidikan Islam, 6(1), 41-60. Web.
Lopez-Palomino, R., & Mendoza-Gomez, J. (2018). Transcendental Leadership: A Philosophical Approach to Leader’s Effectiveness. In III Research Workshop Missions, leadership and sustainability (pp. 137-152). Web.
Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance.The Journal of Asian Finance, Economics and Business, 7(8), 577-588. Web.
Pambreni, Y., Khatibi, A., Azam, S., & Tham, J. (2019). The influence of total quality management toward organization performance. Management Science Letters, 9(9), 1397-1406. Web.
Rebore, R. W. (2011). Human resources administration in education (9th ed.). Pearson.
Terstena, A., Goga, A. J., & Jashari, B. (2020). Improving the efficiency of human resources with the use of new technologies and reorganization process. International Journal of Research in Business and Social Science, 9(1), 31-38. Web.