South University
file:///C|/Users/CWATKIM/Desktop/Role%20of%20the%20Consultant.html[8/19/2020 9:10:31 PM]
Role of the Consultant Working with people and working with teams are the basic functions in business today. There is increasing demand for people to work in teams, and this applies not only to HR personnel but to almost every department in almost every significant organization. Personal and interpersonal skills are critical for people to learn and develop for career advancement and success. The link between human relationships and a consultant is strong because successful consultants learn to manage relationships. Successful consultants learn to leverage structure, strategy, and, of course, technology—which today we rely heavily upon—to achieve specific goals.
Whenever you give directions or provide instructions to people but have no direct power over people, you are acting as a consultant. The HR department is a great example of a group of people who work closely with others within their organization but have no direct management control over people whom they support on a daily basis.
An HR professional provides support to people and departments by providing information, recommendations, planning, training, and assistance and thus fulfills the role of a consultant. Employees, managers, and departments often rely on the HR department for support, thus fulfilling their role as clients to the HR consultant. Using interpersonal skills, the HR agents seek to influence clients through indirect control, meaning that they can influence others through their role as consultant but do not direct others since they lack direct control that a manager or supervisor has.
Since HR personnel lack direct control, they must learn to use influence by acting as a consultant and not as a manager. The consultant must be careful not to cross over the line by giving orders, directives, or commands. At the same time, the consultant seeks to influence others with the goal of making positive change.
Consultant vs. Manager
Consultant Manager
Aligns with a firm’s policies and procedures Gives orders, directives, or commands
Influences through collaboration Influences through power and/or authority
Provides information to support Provides information to achieve objectives
Has no power and/or control over people Has direct power and/or control over people
Gives advice Gives directives/orders
South University
file:///C|/Users/CWATKIM/Desktop/Role%20of%20the%20Consultant.html[8/19/2020 9:10:31 PM]
Has no authority or responsibility for objectives Has full authority and/or responsibility to meet objectives
Additional Materials
From your course textbook Flawless Consulting: A Guide to Getting Your Expertise Used, read the following chapter:
A Consultant by Any Other Name . . .
From the South University Online Library, read the following articles:
Resourceful Consulting: Working with Your Presence and Identity in Consulting to Change
Designing Organizational Structures: Key Thoughts for Development
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Running head: Childhood emotional challenges 1
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Childhood Emotional Challenges
Children experience problems, especially when it comes to emotions. However, most people confuse them with being weaknesses or bad behavior and end up punishing the child and increasing the extent of the emotional problem. I say this because I have witnessed it in my cousin, and it took about three months before my aunt noticed it was an emotional problem and not misbehavior. My aunt was blessed with two handsome sons, and they were twins, Jayden and Jordan. When the twins were six years, my aunt and the twins were involved in a terrible accident and unfortunately Jordan passed away. Siblings are like your best friends and with them being womb buddies they were super close. The death of Jordan had a significant impact on Jayden. Jayden seized being jovial and started becoming possessive. He no longer wanted to talk to people and he wanted to play alone. He did not like it when anyone touched Jordan’s items, among other things. At first, everyone understood it was Jordan’s death causing the change. However, things got worse. Jayden became sulky and rude to other children at school. My aunt became frustrated, and anytime Jayden would misbehave that way, she would punish him with timeouts or taking something like the tv away.
In my early twenties I noticed Jayden’s behavior and I remembered how I acted after losing another cousin when I was 17. I lost a very close cousin on my mom side, due to gun violence right before I went off to college. I was very standoffish, didn’t want to answer my phone and just all around didn’t want to deal with anyone. I missed my cousin and hadn’t known for maybe several months I was dealing with depression. If it wasn’t for my parents and close friends checking on me and making sure I spoke for someone on campus to help me deal and cope with his death I do not where I would be right now. Because I knew how much just speaking to a counselor helped me, I suggested to my aunt that maybe Jayden should speak with someone as well (this is like 5-6 years after Jordan death). I explained to her how I felt when I realized I could no longer see my cousin. Most people take the death of their loved ones to a child as something simple. The child might be young and not understand everything that is going on. However, the child will always feel the impact of losing the loved one. Not only does it lead to emotional problems but also development problems since it interferes with the development stages of the child.
It is crucial to help a child, especially when it comes to emotions. Some children, like my cousin Jordan and I, are very emotional, and therefore, specific interventions should be made to help out children like us. Some of the interventions include understanding the child and not taking it as an embarrassment. Most parents take it that a child crying or behaving in a particular way at a certain age is wrong or embarrassing or both. It is also important to teach the child about emotions. Help the child to understand what he or she is going through, how to handle it, make the child understand what emotions are, and what brings about emotions, and how to manage them. For example, you can teach the child to count down to control the emotions, or to draw whenever the emotions come. Most importantly, talk to the child about their emotions and listen to them, perhaps they need an ear. Lastly, you can always take the child to a psychologist if you feel things are getting out of hand.
South University
file:///C|/Users/CWATKIM/Desktop/Organizational%20Structure.html[8/19/2020 9:10:48 PM]
Organizational Structure An organizational structure is the arrangement of hierarchy within an organization, which includes how the factors of communications, authority, responsibility, roles, and power are arranged and managed. An organizational structure explains how information and communication flow throughout a firm and defines how a firm’s structure depends upon its strategies and goals. In addition, an organizational structure explains how employees are grouped into departments and how departments operate within a firm and includes how systems are used to support effective communication, integration, and coordination of departments throughout the organization.
An organizational structure is the arrangement of reporting hierarchy (who reports to whom) and is typically illustrated with an organizational chart. Organizational charts are visual demonstrations of the processes and activities that take place in a firm. Organizational charts display the number of levels of hierarchy and the span of control for managers. Span of control is the number of direct reports and the number of functions or things for which a manager is responsible. Employees can study an organizational chart to see how they fit in with the strategy of the organization, understand how parts of the organization fit together, and understand how the company works. Organizing workers into groups that report to a manager provides structure for positions and activities that align and promote the goals of the organization.
Organization Structure Review the zoom icon to view the enlarged image.
Every organization should be structured in such a way that provides both horizontal and vertical flows of information. An improper structure will restrict the flow of information. Employees will have too little information to act upon, causing poor execution and effectiveness as employees’ ability to execute their duties are diminished. There are factors to consider between horizontal and vertical flows of information. Vertical flows are effective for control, while horizontal linkages are effective for coordination that requires reduced control. Organizations are encouraged to remain flexible and support a structure that provides horizontal information to employees where and when needed.
South University
file:///C|/Users/CWATKIM/Desktop/Organizational%20Structure.html[8/19/2020 9:10:48 PM]
Additional Materials
From your course textbook Organization Theory and Design, read the following chapter:
Fundamentals of Organization Structure
From the South University Online Library, read the following article:
The Structure of an Organization: Does It Influence Workplace Deviance and Its' Dimensions? And to What Extent?
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