2 lack of sound advice the line official get used to

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2. Lack of sound advice The line official get used to the expertise advice of the staff. At times the staff specialist also provides wrong decisions which the line executives have to consider. This can affect the efficient running of the enterprise. 3. Line and staff conflicts Line and staff are two authorities which are flowing at the same time. The factors of designations, status influence sentiments which are related to their relation, can pose a distress on the minds of the employees. This leads to minimizing of co ordination which hampers a concern’s working. 4. Costly In line and staff concern, the concerns have to maintain the high remuneration of staff specialist. This proves to be costly for a concern with limited finance. 5. Assumption of authority The power of concern is with the line official but the staff dislikes it as they are the one more in mental work.
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23 6. Staff steals the show In a line and staff concern, the higher returns are considered to be a product of staff advice and counseling. The line officials feel dissatisfied and a feeling of distress enters a concern. The satisfaction of line officials is very important for effective results. 3.3.2 Qualities of HR Managers The qualities which will be applicable in general can be summarized as follows. (i) Personal Attributes The HR manager, as in case of any other manager, must have initiative resourcefulness, depth of perception, maturity in judgment, and analytical ability. Freedom from bias would enable the HR manager to take an objective view of both of management and workers. He must thus have intellectual integrity. HR manger should be thorough with labour laws. The HR manager must be familiar with human needs, wants, hopes an desires, values, aspirations, etc., without which adequate motivation is impossible. The HR manager should also possess other personal attributes like: (a) Intelligence: This includes skills to communicate, articulate, moderate, understand, etc., command over language, mental ability and tact in dealing with people intelligently, ability to draft agreements, policies etc. (b) Educational skills: HR manager should possess learning and teaching skills as he has to learn and teach employees about organizational growth, need for and mode of development of individuals. (c) Discriminating skills: HR manager should have the ability to discriminate between right and wrong, between the just and unjust, merit and demerit. (d) Executing skills: HR manager should execute HR issues with speed, objectivity and accuracy. He should also be able to streamline the office, set standards Coordinate and control, etc. of performance Coordinate and control, etc. He should also have leadership qualities, deep faith in human values, empathy with human problems, foreseeing future needs of employees, organization, government, trade unions, society, etc.
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