Managing People In Organizations: An Analysis Of A Video Essay For A Banking Institution In Ecuador.

You will be required to review the Part A video presentation of another student.Your facilitator will pair you with another student and you will be provided with a link to view the relevant presentation. You are not required to meet, hold discussions with or provide any feedback to the other student. Your review is submitted to the facilitator only.
This review will be a written response of no more than 1250 words and whilst you will have limited information and understanding of the other student’s context and challenges, you are to provide feedback in the following:

Consideration of relevant theory and concepts and their application to the issues raised.
Integration of concepts and appreciation of their implications
Communication style and effectiveness
Strengths of the presentation
Areas for development or further consideration

Overview of the Banking Institution

The roles and responsibilities of individual members of an organisation form the collective responsibility and working culture of the industry. Any industry is formed of individuals that demand the high level of management to address the different thoughts and perspectives and move towards a common goal. This peer-reviewed paper is going to analyse a video representation on some issues with organisational understanding for a banking organisation situated in Ecuador.

As per the information gathered from the video, the bank or the financial institution is part of Spanish investment group and learner has worked there for five years. It is considered to be important amongst international banks, whose headquarters are situated at the US and Latin America and is a well-established financial institute consisting near to 1000 employees.

Review of the presentation:

Managing people is considered to be an essential function of organisational performance where different facts practices regarding Human Resource Management and strategies have to be formed enough to enhance the full efficiency of the team. A proper approach to handling the employees and practices can bring out excellent results and innovation in gaining the competitive advantage of constructing an efficient organisational framework. Strategic thinking is an important factor that helps to keep track of day to day alterations and changes that an organisation face.

Consideration of relevant theory and concepts and their application to the issues raised:

Ethical problem with the managers regarding decision making are prevailing in the company, and that is harming the overall values and strategic practices of the organisation.

In order to understand the personal ethics and help in making decisions regarding ethical issues, different types of approaches have been identified by Cui, Jo &Velasquez et al. (2015) and that includes:

The utilitarian approach: This approach answers the dilemmatic situation of choosing amongst the options that will produce great benefits with less harm.

The rights approach: Rights approach focuses on the moral rights that are to be affected by the parties and the course representing best of the rights believe that an individual has the capability in making their decisions with complete freedom and if and act do not represent this moral right, the act is wrong.

The fairness or justice: Fairness of justice approach focuses on the action of treatment made on individuals that can either be morally justified or have some traces of favouritism or discrimination that provides an individual with the opportunity in reflecting actions for the good of the people.

Review of the Presentation

The common good approach: Common good approach focuses on the Wellness of the common good that drives our choices in making decisions regarding any action taken by the community or by ourselves. It is considered to be an open door for different questions relating to the perspective of the society that we try to achieve and the process through which we achieve that.

The virtue approach: Virtue approach focuses on the moral virtues and development of eternal values that have to be maintained and hold onto for every individual aspect that questions the efficiency and character of different members.

For example, the most serious problem prevailing in the organisation is the gap of salaries between executives and entry-level employees, and the rate of difference is 200 which is quite high. Therefore, according to Cutcher & Loibl (2015), it is important to create a ladder for entry-level employees not only in terms of money but in developing their skills to enhance their career in the organisation and expects a better future in the company. This can be achieved through fairness and rights approach.

Integration of concepts and appreciation of their implications:

Ethics should be part of work culture and should work on the organisational values. According to Kshetri (2016), it is important to link all the strategic planning, goal, mission and vision to get the culture that the company is striving to work on and enhance their ethics to have new values that they want to develop. The basic developmental skills demanded the employees in the work culture are loyalty, smartness, reliability and very analytical. 

Diversity is an important aspect. The Ecuador bank industry has 58% of women employees, and therefore, the organisation is going to develop a career program for women, to increase their number in managerial positions. According to McCarthy & Allen (2017), this will help us to increase competitiveness, reach new clients and to build new capabilities.

Communication style and effectiveness:

According to Pomering (2017), the communication style and effectiveness of the approaches are important to consider that will show the significant growth and perspective of the company as well as their approaches to consider a fruitful framework for learning. Focusing on the communication styles, four types are to be considered:

Passive: the managers with passive style act indifferently and fail to express their needs. They often show a lack of eye contact, improper body postures and incapable of saying "no". 

Consideration of Relevant Theory and Concepts and Their Application to the Issues Raised

Aggressive: These managers are often radical and aggressive mannered individuals. They throw commands, questions rudely and do not listen to their subordinates.

Passive-aggressive: These people act passive on the surface but within are powerless and feel stuck to lead a proper way. They are, however, aware of their needs but struggle to voice them. 

Assertive: This is considered to be the most effective form of communication that assures an open style link of communicating where the communicators are well aware of their needs and can express their ideas and feelings. Taking ownership, maintaining eye contact, learning to say no and voicing the needs are the positive traits of an assertive communicator. 

Strengths of the presentation:

Innovation is important to work on that will bring in new thinking capability amongst the employees and will put forward the significance of different products offered by the organisation.

Technological innovation is the issue that the banking industry is facing currently and therefore, to overcome them, a specific statute is to follow for developing the following three different types of innovation (Bullet al. 2016):

• Innovation in products
• Innovation in processes
• Innovation in the business model

The organisation needs to work on all the three types.

Areas for development or further consideration:

Organizational structure should be linked to day to day strategic plans made. Presently, the company is having the centralised model and reaching the clients it is important to set a functional model to assign different managers in different regions. The variation of products offered should be wide that can offer better options to the clients and therefore create a sense of innovation in handling different people at a different level and branches.

Building a performing culture in the organisation is required the most for developing a proper knowledge of employees can be done by checking employee lifecycle from recruitment to giving them farewell. It is a significant need to develop a good recruitment program that is currently missing in the industry, and it is also considered to be one amongst the weaknesses.

There is a lack of proper training facilities for the employees that need to be developed. According to Al Jerjawi (2015), a proper training and development program that will build the capabilities and knowledge, interpersonal skills and conceptual skills are of the utmost requirement. According to Schermerhorn (2008), three basic managerial skills need to be developed for every future manager:

Technical: the expertise required to perform a task

Human / Interpersonal skills: the ability to work with and cooperate with others

Conceptual skills: analytical thinking and problem-solving abilities

The company is looking forward for a university to work together in developing a leadership program for all the managers.

Conclusion:

The motive of this paper was to focus on the different approaches of managing people in a team and therefore, considering a review on video representation; the information talks about a financial institution and its relevant culture and loopholes to be developed. The discussion on the presentation focuses on the different ethical approaches, evolving values and Diversity through ethics and enhancing workplace culture through different programs and innovation. Communication style and effectiveness of representation and its strengths have also been elaborated to make a vivid and constructive area of developing the further consideration for the organisational structure.

Reference list:

Al Jerjawi, K. (2015). The role of human resource executives in mergers: a comparative case study of two bank mergers, the merger of Westpac Corporation and St. George Bank (Australia) and the merger of Emirates Bank International and the National Bank of Dubai (UAE).

Bull, J. W., Jobstvogt, N., Böhnke-Henrichs, A., Mascarenhas, A., Sitas, N., Baulcomb, C., ... & Carter-Silk, E. (2016). Strengths, Weaknesses, Opportunities and Threats: A SWOT analysis of the ecosystem services framework. Ecosystem Services, 17, 99-111.

Cui, J., Jo, H., Na, H., & Velasquez, M. G. (2015). Workforce diversity and religiosity. Journal of Business Ethics, 128(4), 743-767.

Cutcher, L., & Loibl, J. (2015). 'Which bank?'Competition and community service obligations in the retail banking sector. Sydney University Press.

Kshetri, N. (2016). Big data’s role in expanding access to financial services in China. International journal of information management, 36(3), 297-308.

Pomering, A. (2017). Communicating CSR Through Corporate Image Advertising. In Handbook of Integrated CSR Communication (pp. 171-190). Springer, Cham.