management and organization theory for practicing managers
------- In the perspective of human resource managers in scientific and research organization
1.Introduction
Through the study of mature management and organization theory, some tools or acts can be borrowed by managers, especially human resource managers for the improvement of their work. This dissertation mainly conduct research on practical human resource managers to realize how to recognize and make use of mature career interests theory and motivation theory. This paper mainly concludes four parts:
Part one：Holland's theory of career interest。Investigative tendency: People who have investigative tendency show strong interest in theoretical thinking or mathematical statistics；Art tendency: People who have art tendency show strong preference towards creative, imaginary and self-appearance job；Social tendency: People who have social tendency are willing to do jobs involving interpersonal communication；Social tendency: People who have social tendency are willing to do jobs involving interpersonal communication；Conventional tendency: People have conventional tendency are willing to do orderly job with specific requirements；Enterprising tendency: People who have enterprising tendency like formulating new work plan and setting new organization, playing an active role in activities。For recruiting enterprises, the carrying out of modern career interest test has played an important role in the human resources management and development. People can not only be tested on the whole, but the specific aspect can also be tested. Hence, the test of career interest can not only be applied in the advancement, examination and training of graduates and employees in the transfer of posts and job selection. Career test should include both subjective and objective tests. In traditional recruitments, the most often-used subjective test tools include interview, examination on certificate and resume evaluation.
Part two：Holland's theory of career interest 。The theory of motivation in management has been continuously perfecting itself in practice from the original simple theories of X and Y to the two-factor theory of Herzberg, which is also the changing process from simplicity to complication. In the early times a stable and effective management model to motivate the activeness of researchers can be built through the simple motivation systems. However, with the increase in the number of researcher, the change in the structure of research teams and the progress of the society, old motivation model cannot be adapted to the need of scientific research.。Motivation Measures in the research team building：First is the building of motivating environments.；Second is the material motivation.；Third is the non-material motivation.
Part three：Application of career interests theory and motivation theory by human resource managers. It is quite necessary to conduct career interests tests for people when they are choosing their careers. It can help people determine his or her subjective inclination so that the most suitable environment is likely to be offered and the individual could be likely to put all his or her energy into the new environment and job. Career interests are shown as peculiar personality inclination when people are exploring certain vocation or are engaged in certain career activities. Such interests render people give priority to certain jobs when in search of jobs and make people yearn for that vocation. According to the objective need of the producing process of research, traditional organization methods should be adjusted to change the formation process of the plan.
Part four：Conclusions。 As researcher on human resource management, pure understanding of Holland's career interests theory is far from enough. What is important is how to apply the theory into actual work practice. In particular, for people how to cultivate individual's interests by right of interest theory or to bring into full play individual's ability still needs further research.。The writer believes that in general the final objective of the team consciousness or motivation mechanism is the formation of team cultures.

Module Title: Management theory & practice

ASSESSMENT

Critically examine the extent to which the study of management and organisation theory and ideas of management gurus have any practical relevance or benefits for practising managers.

ASSESSMENT CRITERIA

Demonstrate a clear understanding of a range of models/theories/concepts relating to the practise of management at operational and strategic levels.
Critically analyse and evaluate chosen models and theories.
Apply organisational/management theory to relevant organisation/company experience
Present discussion and analysis is an appropriate critical essay format
Accurate use of the Harvard referencing system.

BIBLIOGRAPHY AND LEARNING SUPPORT MATERIALS

Core texts

Rollinson D., Broadfield A., Edwards D J. (1998) Organisational Behaviour and Analysis. Addison Wesley.

Buchanan D. & Huczynski A. (2001) Organisational Behaviour. Prentice Hall. 4th Edition