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The Vision and Organizational Structure of Inpex

Question:

Discuss about the Human Resource Development and Deployment.

The business has to face numerous challenges to maintain the sustainability of the business by competing with others companies. The essay is about the Inpex and Cross Cultural Management and the organizational structure of Inpex will be represented to make the better understanding about the organization. The business of Inpex can be influenced by internal and external forces and these forces will be described in the context of Inpex Company. Inpex Australia is active in the Timor Sea and the Carnarvon. The portfolio on Inpex Australia includes flagship Ichthys LNG Project. It is ranked in the top 100 global energy companies. Cross cultural management is the contextual factor that refers managing work teams in different ways that evaluates the kinds in cultures, preferences and practices of customers in an international business context (Thomas & Peterson, 2017). The business practice decision will be defined in order to increase the performance of the organization. The most vital functions within the business organization will be described that will help it to attain its strategy.

The vision of Inpex is to become a high level of international Oil and Gas Exploration Company by sustainable growth in the business of oil and gas development. It has been found that approximately 30,000 employees are working on one project of Ichthys LNG Project worldwide and 2000 employees in Australia. The organizational structure of Inpex is well structured where general meeting of shareholders are head of the company and for managing the work in effective manner, the department are distinguished appropriately. Each department has different capabilities to handle the each project in which the task is delegated as per the performance and skills of the employee. There are many projects such as Van Gogh, Coniston, Prelude, Kitan, Coniston, Ravensworth and Ichthys LNG Project which is huge project and numbers of employees are working on them.

External and internal forces can impact the entire activities of the organization. Internal forces are considered human resource, physical resource, corporation management and financial resources. Inpex provide facilities of training program to its employee to amplify the overall skills levels of employees so that they can contribute in the growth of the business. The human resource play an integral role in providing the training session to new employees and make them aware about the values of Inpex Australia which is safety, integrity, diversity, ingenuity and collaboration (Drucker, 2012). The internal environment of Inpex is full of diverse people where employees come from different cultures. Inpex hires employee without discriminating on the basis of color, race, gender and sex. It has been evaluated that in January 2015, Inpex instituted the Global Human Resource/ Diversity & Inclusion group for the purpose of promote diversity from a global perspective (Inpex Corporation, 2015).  Inpex give preference to the work life balance where it conducts a campaign to motivate individual employees to handle their work so that they can understand the way of managing the work and leave the office at right time at least four days every month.

Understanding the Impact of Internal and External Forces

External forces are political, technological, social and environmental which may influence the entire organization and its efficiency. Low trade restrictions are major cause of political term that has influenced Inpex. The government provided huge support to Inpex which is the positive aspect of political term for Inpex. The income level of the employee at organization is increased as per the performance of the employee annually. Various programs are being introduced to promote the cultural diversity within the organization which increases the workforce from different cultures. The social structure of this organization is stable as it makes as per the project of the company which run for a long time.  In the context of social force, Inpex has appointed employee from all over the world that create the cultural diversity at workplace. Technology has huge impact on the business and Inpex has adopted latest technology to accomplish the projects such as Air products wins technology is being used by Inpex in Ichthys LNG Project in Australia (Air Products, 2012). There are various engineers are appointed by company to resolve the issues regarding technology which assist to reduce the adverse impact on company due to technical problem. Air products are the major leader which provides liquefied natural gas (LNG) technology to the world which has increased its presence in Australia’s increasingly developing LNG production.

The major risk that currently confronts the business organization is rapidly and drastically fluctuations the prices in oil and gas. The rate of oil and gas is different in every country due to currency changes of different country. Global warming issues are the biggest risk for the business as it has been found that in the recent development in the policies of international towards a low carbon society has transferred into upper gear. These kinds of situations are encouraged of movements to improve the efficiency of energy (Inpex, 2009).    

The improvement in the organizational performance is vital for the company to enhance the productivity of the employees. It has been found that INPEX developed the cross-cultural awareness program which aim is on creating personalized and practical cultural competency across the business. There are number of individual initiatives that provide explicit support to INPEX personnel for managing the array of complex cultural situations (Ahri, 2016). On the other hand many individual initiatives focus on developing the intercultural relationship skills and reducing the gap in the cross cultural communication within the organization (Turban, Sharda & Delen, 2011). The effective business practice decisions are being taken by Inpex which develop the integrity in among employees. It has been analyzed that noteworthy improvements to cultural understandings in the business, involving team safety and ownership of personal by employee has been attained (Lau & Tsui, 2009). Their personnel have become effective and appreciate the advantages of cross cultural collaboration. Inpex uses course assessment, peer-review discussions and surveys to measure the impact of cross cultural program.

Inpex and Cross Cultural Management

Along with that it is vital for the organization to keep focus on the high performance work practice because it can increase the productivity of the employee and make them ensure that they are the valuable assets of the company that will be facilitated them to connect with employee engagement. The employee engagement is essential component to get success as it assist employee to know each other and about organization which increase the productivity of the employee. It is comprised major three aspects in it such as behavioural, cognitive and emotional aspects. The cognitive aspects define the belief of the employee on the company. The attitude of the employee towards the company keeps the huge importance and it covers under emotional aspect. The value added part for the company is behavioural aspect as it defines the behaviour of the employee with other employees and towards organization.

There are various functions of management that assist to attain the target of the company within time frame. These functions are Human resource, marketing, finance and operation that aids in the growth of the company. Inpex Australia should focus on the operation department to enhance the productivity of the employees in accomplishing the project. As it has been discussed, Inpex has huge project of oil and gas which requires huge investment to invest. The role of finance function in such projects plays a major role because it ensures the company that invested amount is utilized for the benefits of the company (Cummings, 2009). There are various segments in this company that is why it is required for it to provide latest technology to the employees of financial department. The human resource department of this company is more active as it provides the training to the new employees for making them understand about the rules and policy of the organization. Inpex is endeavoured to make an employee evaluation system that evaluates the performance of the employee and reward them fairly. These functions are keeping huge importance in the organization and help to attain the target. Inpex aids to maintain the work life balance that is why it conducts the campaigns in which individual employee get better understanding about how to manage the work in working hours so that they can leave the organization on time and can give time to their family. It helps to reduce the employee attrition and increase the employee’s faith towards the organization (Wooldridge, Schmid & Floyd, 2008).

Conclusion

In the limelight of above discussion, it has been concluded that the role of management in every organization is huge as it assist to increase the productivity of the employees. The organizational structure of Inpex Company has been described which shows that it runs its business in effective manner and allocates the responsibility as per the project of the company. The discussion has been made on internal and external forces of Inpex. Inpex has initiated to develop the cross-cultural awareness program which aim is on creating personalized and practical cultural competency across the business.

References

Ahri. (2016). Fons Trompenaars Award For Cross Cultural Management. Retrieved from: https://www.ahri.com.au/awards/ahri-awards/hall-of-fame/2016-winners/2016-organisational-winners/fons-trompenaars-award-for-cross-cultural-management.

Air Products. (2012). Air Products Wins Technology Selection for Ichthys LNG Project in Australia. Retrieved from: https://www.airproducts.com/Company/news-center/2012/04/0423-air-products-wins-technology-selection-for-ichthys-lng-project-in-australia.aspx.

Cummings, T. (2009). Organization development and change(pp. 25-42). John Wiley & Sons Ltd.

Drucker, P. (2012). Managing for results. Routledge.

Inpex Corporation. (2015). Human Resource Development and Deployment. Retrieved from: https://www.inpex.co.jp/english/csr/pdf/sustainability2015-e14.pdf.

Inpex Corporation. (2018). Organizational Chart. Retrieved from: https://www.inpex.co.jp/english/company/organization.html.

Inpex. (2009). Mid-to-Long Term Business Challenges. Retrieved from: https://www.inpex.co.jp/english/ir/library/pdf/presentation/e-Presentation20090703-b.pdf.

Lau, A., & Tsui, E. (2009). Knowledge management perspective on e-learning effectiveness. Knowledge-Based Systems, 22(4), 324-325.

Thomas, D. C., & Peterson, M. F. (2017). Cross-cultural management: Essential concepts. Sage Publications.

Turban, E., Sharda, R., & Delen, D. (2011). Decision support and business intelligence systems. Pearson Education India.

Wooldridge, B., Schmid, T., & Floyd, S. W. (2008). The middle management perspective on strategy process: Contributions, synthesis, and future research. Journal of management, 34(6), 1190-1221.

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