organizational structure and the leadership style as they realized that to improve the
quality of work they needed to improve the quality of work life of the employees as well.
To achieve this they began using a five phase diagnostic model with two aims in mind.
The first aim was whether this model of strategic human resource development could still
be in use in five years and the second aim was to see what the changes were to achieve
this goal. The diagnostic model of assessment required to see the strengths and
weaknesses of the organization in question as well as every aspect within the
organization itself (including employment, finances and leadership style and
atmosphere). The model of SHRD (Strategic Human Relations Development) since it was
delegated into phases took several years to be implemented. One of the most important
benefits gained for the Tetra Pak project1 was the implementation of better
communication systems in every area (especially that of employer-employee
relationship) and as a result of this several employees who has never been able to
communicate effectively began to see this as an opportunity to voice out their opinions.
The betterment of communication within the organization is very important
because effective communication allows for a better work environment and dissipates
any resistance or discontent among the workforce. Proper understanding leads to a better
quality of work as the supervisors and management are able to convey what they want to
the workforce and the workforce has the ability ask what is required and needed and
whether they will be able to do the task at hand. The details of communication and their
benefits can be seen even further, in...
Dosi, G., Teece, D. J., & Chytry, J. (Eds.). (1998). Technology, Organization, and Competitiveness: Perspectives on Industrial and Corporate Change. Oxford: Oxford University Press. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=28060303
Frei, F., Hugentobler, M., Schurman, S., Duell, W., & Alioth, A. (1993). Work Design for the Competent Organization. Westport, CT: Quorum Books. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=27603163
Gratton, L., Hailey, V. H., Stiles, P., & Truss, C. (1999). Strategic Human Resource Management Corporate Rhetoric and Human Reality. Oxford: Oxford University Press. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=37428579
Huffington, C., Cole, C., & Brunning, H. (1997). A Manual of Organizational Development: The Psychology of Change. London: Karnac Books. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=55270794