Goldberg, Silverman, Weinstein, Kantor, & Term Paper

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In this scenario management the main change that management can bring about is the policy of rewards or punishments on the basis of performance only. These policies will give new direction to the organizations. The work environment will improve considerably and so the efficiency of personnel and overall organizations will also improve drastically.

Conflict Management: There are always differences in people's opinions and these differences result in conflict which can be seen in management policy as well as approach towards different employees and workgroups in this partnership organization. Inequality and highhanded mannerism of the top partners in the firm is enough to breed conflict within the organization. 'Compensation for partners was as secretive and mysterious as everything else about them'. In this organization, Conflict management is one weak area where the organization needs improvement.

Diversity: Diversity is another element of modern HR practices conspicuous by its absence in this organization. "Except for the office staff a great majority of employees are male. All of the partners and most of the employees in the firm are Jewish." Today most organizations work to get the benefits out of their diverse workforce. The presence of minorities, people belonging to different religious, ethnic and social backgrounds add value to the overall work experience. If used productively such a diverse workforce can do wonders for an organization. Therefore, success of the business today depends on the skill of leaders related to the management of diversity and hence this organization should also look in this area.

Training & Succession Planning: The most important factor seen in this organization is the absence of training and development program as well as succession planning. As highlighted in the case Stan had to suffer because he had to include untrained and inexperience members in his team when skilled members left. 'Juniors wanted to learn and advance but project leaders were too pressured to afford the time to train them.' In order to adapt to changes in the market place and to deal with unforeseen circumstances organizations keep a record of people with appropriate experiences and skills as a result of their leadership development program.

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The selection aspect becomes more important in the whole process. The selection coupled with training and development and mentoring can result in better succession program and a strong team. The absence of a proper training & development plan on the other hand may hamper the effective performance of the organization. Hence, organization should invest in training of their employees and the development plan should pervade all levels of management identifying people with talent and potential for progression in the management cadre.

In short, execution failures are often the result of poor human capital management. This opens the door for HR to add important value if it can deliver change strategies, plans and thinking that aid in the development and execution of business strategy" (Lawler III & Mohrman 2003). In today's competitive and dynamic environment success of businesses depends on capitalization of their human capital so this partnership organization should also induce objectivity and transparency in their policies so that they can also make best use of their employees in terms of output. Training and development should become integral part of the organizational policies so that employees consider themselves as the part of the big picture. Last but not the least is the fact that groups should transform them into teams to achieve management goals......

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