Essay On Organisational Behaviour And HRM In Globacom Nigeria Limited.

The global business environment has become intensely competitive and challenging for contemporary business entities. Several driving forces such as the advent of technology, globalisation, changes in organisational structure, rapid industrialisation, and changes in the macro-environment play a pivotal role in transforming the global marketplace. Contemporary business entities utilise effective strategies to exploit every key resource and generate maximum value from the key resources. Organisational behaviour is helpful to assume the organisational life and understand the nature of the workforce with the organisation. Human resource management is helpful for a business entity to utilise the workforce strategically to accomplish the organisational objectives from time to time by developing a positive attitude among employees. This paper will analyse aspects of organisational behaviour and HRM within Globacom Nigeria Limited.

A Nigerian telecommunication firm named Globacom Nigeria Limited, founded by Mike Adenuga in 2003, operates in different countries of West Africa, such as Ghana, Nigeria, the UK, Republic of Benin, and Côte d'Ivoire (Gloworld.com 2022). Mike Adenuga, the founder and CEO of this Nigerian telecommunication firm, operates the business operation of this firm with the assistance of 3500 highly trained and efficient employees (Gloworld.com 2022). The headquarters of this company is located in Lagos, Lagos State, Nigeria. The service line of Globacom Nigeria Limited consists of international and voice calling, fixed landline services, high-speed internet, messages, ADSL for homes, telecom solutions for its millions of subscribers (Gloworld.com 2022). The mission statement of this company is to become the best and largest telecommunication service provider. Stakeholders of this organisation are driven by its corporate values, which are creativity and commitment (Gloworld.com 2022).

In his "A focussed literature review of power and influence leadership theories", Richard Olley analysed the scholarly articles related to authentic and ethical leadership theory. Richard contextualises leadership with power and influences in a grouping framework in this article. The author analysed the nexus between ethical and authentic leadership theories (Olley 2021). At the same time, the authors of this article analysed the transactional and transformational leadership theories. In this article, the author used a grouping framework to assess various leadership theories such as trait theory, behavioural theory, contingency theory, power and influence theory.

Brad Winn and Karen Joy Turley discussed the role of women in leadership and stewardship of power in leadership (Winn and Turley 2020). The authors of this paper tried to find the answer to two questions, which are the following.

• The main blockades and challenges for women in leadership.
• The way executives can use their stewardship of power to develop an inclusive culture and assist the women in leadership (Winn and Turley 2020).

Literature Review

The authors of this paper have highlighted the barrier of bias, the gender barrier for female leaders at every position in the organisation. Organisation intends to safeguard women to confront critical challenges, which restricts the women to explore their actual capabilities. Women face challenges in maintaining the balance between work and family (Winn and Turley 2020). Despite technological advancement, biased AI and cultural challenges are women's main obstacles to becoming efficient leaders. In order to define the stewardship of power, it can be said that there are several biasness that create a deep impact (Winn and Turley 2020). The executive needs to assign challenging assignments to women so that they can explore their capabilities and handle the situation. The management needs to sideline the gender biasness and publicly recognise women leaders, and provide honest feedback to improve their skills. The executives need to optimise the culture, prioritise work-life balance, empower leaders, and recruit qualified women for specific positions (Winn and Turley 2020).

Mike Adenuga, the founder and CEO of this Nigerian telecommunication firm, operates the business operation of this firm with the assistance of 3500 highly trained and efficient employees (Gloworld.com 2022). So, it can be said that the CEO of this organisation uses power to carry out his role. Not only that, the board members and executives of this organisation are responsible for leading the workforce and guiding the organisation towards success. Organisational actors utilise their power to control and define the future of the business entity. In the case of Globacom Nigeria Limited, it can be said that Mike Adenuga, along with board members and the executive team, use their power and influence. According to John French and Bertram Raven, there are five bases of power, which are legitimate, reward, expert, referent, and coercive. By using coercive power, the CEO of GLO can force an employee to do a specific task against their will (Kovach 2021). In order to take action against the employee for non-compliance, this power might be effective. However, excessive use of this power might create resentment and lead the employee to leave the organisation. The CEO of GLO can use the reward power and provide additional benefits to the employees for doing some excellent work. This reward is the opposite of coercion (Kovach 2020). Mike Adenuga can use legitimate power. CEO of this company is in a hierarchy and owns legitimate power. This power comes from the position. In order to lead the organisation, the CEO of Glo needs to utilise his expertise (Dirik 2021). He needs to utilise his skill, experience, expertise, and competence to lead the organisation. Mike Adenuga needs to use his personality trait to influence the workforce. By using expert power, the CEO of this organisation can guide the employees. The referent power of Mike Adenuga comes from individuals' perceived value. However, it can be said that referent power is not that effective in the workplace (Parmer and Dillard Jr 2018).

The Extent to which the Leaders use Power to Carry out their Role

Globacom Nigeria Limited operates in an already saturated marketplace. Thus, the leader of this organisation needs to utilise his power to influence the workforce and motivate them in such a way that they will deliver their best effort and performance to accomplish individual and shared objectives. In order to accomplish organisational objectives, the leader of Globacom Nigeria Limited needs to maintain a strict balance between power and influence. The leader of this organisation needs to utilise its power in such a way that will motivate the workforce to deliver their best performance. The leader needs to influence the employees in a positive way. The CEO of this organisation should not create excessive pressure on the employees. The leader needs to empower the workforce so that they can utilise their unique ideas and problem-solving skills to manage any challenges in the workplace.

In this intensely competitive macro-environment, every business entity needs to utilise its workforce strategically. The leader plays a pivotal role in managing the workforce. Excellent leader utilises his expertise and skill to combine excellent strategic substance and interpersonal procedure to develop HRM strategy and implement strategies, which will allow the firm to gain competitive advantages. The leader needs to utilise an effective HRM strategy to transform the employees into an engaged, willing, and winning team, which will have an appropriate synergy to work collectively to accomplish organisational objectives (Okolie, Omole and Yakubu 2021). The contemporary dynamics of the business environment require leadership orientation. It will be useful for the leader to understand the emotional dividends of the employees and satisfy them. A satisfied workforce will provide extra effort to deliver excellent performance and accomplish the mission and vision of the business entity. In the case of Globacom Nigeria Limited, it can be said that the CEO of this organisation needs to work with the HR manager and identify the emotional dividends of the workforce (Chang, Son and Pak 2020). Mike Adenuga needs to manage the workforce strategically. It can be said that, in the day-to-day dynamics of Globacom Nigeria Limited, a leadership approach followed by the CEO is crucial to managing the workforce. Mike Adenuga utilises transactional leadership to manage the workforce. This leadership approach emphasises supervision, organisation, and employee performance. In this leadership approach, the relationship between the leader and fellow employees is important (Khan et al. 2018). The mutual benefit that the leader and employees can receive through the contract. The way CEO of this organisation delivers rewards and recognition in return for excellent performance, loyalty, and commitment of the employees. The supportive role of the CEO towards an effective HRM is beneficial for this organisation to generate maximum value from its workforce. It allows this organisation to transform its workforce into a key asset.

The Role of the Leader in Effective HRM

Organisational behaviour defines the way employees behave and perform in the workplace. It will allow the leader to understand the aspects that can influence and motivate the employees. Having a clear understanding will allow the CEO of Globacom Nigeria Limited to focus on the key aspects of organisational behaviour to develop a trusting relationship with the workforce and motivate the employees to improve their performance. Key aspects of organisational behaviour are people, structure, technology, and the external environment (Gagné 2018). Without the existence of people, a business entity can not survive. In the case of Glo, it can be said that the employees and other stakeholders of this company play a pivotal role to accomplish organisational objectives. People in this Nigerian firm interact with others and influence each other. Organisational structure influences the organisational culture. It defines the roles and responsibilities of the people. Organisational structure plays a pivotal role in managing the employees in a coordinated manner. The organisational structure defines the authority responsibility relationships. Technology is another aspect of organisational behaviour. Globacom Nigeria Limited cannot enhance operational excellence without using advanced technology and making people's jobs easy. In order to reduce the operation cost, minimise production cost, and enhance operational excellence, the CEO of this company needs to focus on this aspect of organisational behaviour. The external environment, which includes political, technical, economic, socio-cultural, legal, and geographical factors, can influence people's attitudes, behaviour, working conditions, and motives (Nwali 2018).

Mike Adenuga needs to assess organisational behaviour. By analysing the key aspects of organisational behaviour, the leader needs to identify areas that need further improvisation. However, the leader of this company should have a clear understanding of the benefits and challenges of organisational behaviour. From the leader's perspective, the benefits and challenges of organisational behaviour will be analysed in this part.

For the benefits of organisational behaviour, it can be said that the leader needs to improvise the organisational behaviour so that employees of this organisation become motivated to deliver excellent service. It will allow the leader to manage the employees in a coordinated manner. It can enhance employee engagement. If the organisational culture is motivating and supportive, then the employees can share their innovative ideas, which can boost the creativity and innovation of Globacom Nigeria Limited (Taylor 2018). It will allow the CEO of this organisation to encourage the employees and managers to adopt ethical behaviour. Thus, it can be said that by focusing on organisational behaviour and managing the workforce strategically, Mike Adenuga can develop an upbeat atmosphere in the workplace.

From the leader's perspective, the challenges of organisational behaviour will be analysed in this part. In this intensely challenging macro-environment, Glo must maintain a diverse workforce full of people from different cultural and societal backgrounds. The leader of this organisation might face challenges in managing the diverse team. Globacom Nigeria Limited operates in various countries. Changing the demographics of employees might create challenges for the leader of this Nigerian firm (Griffin et al. 2020). The CEO of this organisation might face challenges while managing workplace issues such as employee privacy, unionism, changes in employee expectations. The leader of this organisation might face challenges in improving quality and productivity, managing the technology and innovations, and managing the temporariness.

Conclusion:

Thus, this report concludes that the CEO of Globacom Nigeria Limited needs to use his power to influence the workforce. In order to accomplish organisational objectives, the leader of Globacom Nigeria Limited needs to maintain a strict balance between power and influence. By using transactional leadership, the leader of this organisation needs to manage the workforce. The supportive role of the CEO towards an effective HRM is beneficial for this organisation to generate maximum value from its workforce. Mike Adenuga needs to assess the key aspects of organisational behaviour and improvise the organisational strategy.

References:

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Dirik, D., 2021. Leader power bases and perceived leader effectiveness: conservation of gender stereotypes. Current Psychology, 40(12), pp.6175-6186.

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<https://www.gloworld.com/ng/about-us> [Accessed 27 March 2022].

Griffin, R.W., Phillips, J.M., Gully, S.M., Creed, A., Gribble, L. and Watson, M., 2020. Organisational behaviour: Engaging people and organisations. Cengage AU.

Khan, S.N., Busari, A.H., Abdullah, S.M. and Mughal, Y.H., 2018. Followership moderation between the relationship of transactional leadership style and employees reactions towards organisational change. Polish Journal of Management Studies, 17.

Kovach, M., 2020. Leader Influence: A Research Review of French & Raven's (1959) Power Dynamics. The Journal of Values-Based Leadership, 13(2), p.15.

Kovach, M., 2021. Cinclusion: Female Leaders Using Coercive Power Motivate Subordinates. The Journal of Values-Based Leadership, 14(2), pp.17-44.

Nwali, A.C., 2018. Influence of organisational behaviour variables on the management of employees in commercial banks. Journal of Education and Entrepreneurship, 5(2), pp.47-68.

Okolie, U., Omole, O. and Yakubu, A., 2021. Leadership and Effective Human Resource Management in Organization. RUDN Journal of Public Administration, 8(3), pp.277-296.

Olley, R., 2021. A focussed literature review of power and influence leadership theories. Asia Pacific Journal of Health Management, 16(2), pp.7-17.

Parmer, L.L. and Dillard Jr, J.E., 2018. The way employees are treated predict power feelings. Leadership & Organization Development Journal.

Taylor, S.P., 2018. Organisational behaviour, leadership and change. International Journal of Housing and Human Settlement Planning, 4(1), pp.21-36.

Winn, B. and Turley, K., 2020. Linking Theory + Practice. [online] SHRM. Available at:

<https://www.shrm.org/executive/resources/people-strategy-journal/winter2020/Pages/linking-theory.aspx> [Accessed 22 March 2022].