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http://www.microsoft.com/enterprise/business-leaders/reimagining-human-resources/articles/how-we-do-hr.aspx#fbid=QiOrhwUZURQ

http://www.microsoft.com/enterprise/business-leaders/reimagining-human-resources/articles/how-we-do-hr.aspx#fbid=QiOrhwUZURQ

https://prezi.com/t-xyxbh1wpzd/how-does-microsoft-motivate-its-employees/

https://billgatesanalysis.wordpress.com/motivation/

http://www.ims.gs/blog/satya-nadella-leadership-philosophy-meaning-innovation-collaboration/

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Gerry:

When asked about the key facets driving tomorow's companies, most HR executives focus on:

- Playing a strategic role in business performance

- Taking a more analytical approach, as competition for talent increases.

- Adressing more flexible workstyles due to expectations of the multi-generational workforce.

- Innovating HR practices as globalization and evolving employee expectations shift business practices

- Driving employee collaboration, corporate effectiveness depends on cooperation.

How do they bring out the potential in their employees?

- Building a modern corporate culture as in making sure that employees and managers have the tools they need.

- Unlock people's potential for business impact by creating talent acquisition strategies which directly support your business strategies.

- Embrace innovation and making it a part of the rhythm of your business is the ticket to gaining a competitive advantage and keeping it.

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Theo: Though a CEO's leadership style is not the sole reason for a company's success or failure, research supports the strong relationship between great leadership and financial performance. Leaders set direction and drive culture that either supports or prevents strategy execution.

On the strategy front, Nadella hinted he'll move away from traditional desktop software and towards a "mobile first, cloud first" approach. With mobile devices and applications like Office for iOS and Android, and cloud strategies like application-hosting service Azure and Office365, Microsoft is well-positioned. Nadella helped employees to see him as a human being first. In his first letter to employees, he shares the important role his family plays in his life and admits to buying more books than he can finish.

As a leader, Nadella is a walking contradiction; he possesses the rare ability to focus on people and results — without sacrificing one for the other.

On the results side, he's a tenacious leader who seems determined to shift focus away from traditional software. He notes that "our industry does not respect tradition — it only respects innovation." And to truly innovate, rather than trying to be all things to all people, Microsoft must "pick the unique contribution that we want to make."

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Gerry: Bill Gates’ leadership style is a very participative one hence, when there is participation, motivation is increased. Bill Gates understood what it takes to motivate his employees so all of them were engaged, enthusiastic and excited about their work. Bill Gates is a very flexible person and he recognized his role to be the visionary of the company.  He is a task motivated leader and a role model to all his co-workers in which his enthusiasm, hard working nature and judgment skills would motivate his staff and involve his friends to work with him.

Besides that, Microsoft provides worker benefits such as the inclusion of health benefits, transportation, food availability, child care benefits and other essential discounts. He believed that employee ownership was critical in increasing employee motivation and retention hence, he offered his employees with rewards such as high salaries and equity. With all of these benefits done to impress the employees of Microsoft, Gates believed that the employees would be motivated to do their work.

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Gerry

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Gais

Mas Bro: my part yg leadership and management nya udah ya... tinggal cari yg link sama windows

Guro: my part yg 2.1 ud ada link ama windows ya... tlg cek klo bnr

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With reference to one organization that you have studied, examine what changes globalization brings about in the management of human resources.

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Jeffry: The intrinsic and extrinsic factors that stimulate people to take actions that leads to achieving a goal. Intrinsic motivation comes from the satisfaction derived from working on and completing a task. However extrinsic motivation comes from external rewards associated with working on a task for example pay and other benefits. Motivation of workers is represented in different kind of theories including F.W Taylor theory, Maslow’s Hierarchy of human needs, McGregor’s theory, and so on.

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Theo: Organisational structure is the internal framework of a business that shows the way in which management is organised . Organisational structure could also be how authority is passed through the organisation.

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Gerardo & Ivan: leadership is the art of motivating a group of people towards achieving a common objective.

There are 5 types of leadership which are autocratic,paternalistic democratic, situational leadership and laissez - faire. Autocratic is a leader who makes all decisions and prefers not to delegate any responsibility. An authocratic leader usually tells their subordinates their tasks.

Paternalistic is a kind of leader who gets himself close to the subordinates because the leaders guide them through consultations about their work with the leaders of the company. Usually those people with those style of leadership gives exceptional organizational skills and build trust with their teams.

People with democratic leadership is people who involves employees in the decision making process. They usually consult staff and consider views before making any final decision.

laissez-faire leadership is a type of leadership where the leader leaves much of the business decision making to the workforce/subordinates. It is basically the opposite of autocratic leadership style.

Situational leadership is a leadership that not like the other types, is not based on any dominant approach. In other words, it is about uding the right leadership style for the right situation. It also suggest managers and leaders to be able to change and adapt their style to different situations such as the culture, leader, organizational structure, task, subordinates, time frame, and the way on the leaders making decision.

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2.1 function and evolution of HR management

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2.1 function and evolution of HR management

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Gerry: Function of HRM is the strategic approach to the effective management of an organization's workers so that they will help the business gain a competitive advantage. In the case of Windows, it is so that their employees will help them to gain advantage over apple or so.