Organizational Success: Challenges And Factors

1. a) Critically assess the key principles and theories underlying strategic people management and explain how their application enhances organisational and individual performance.
2. b) Critically evaluate the effectiveness of different approaches and the relationships between effective people management and organisational performance.

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

Your response should take into consideration the key principles discussed in relation to communication and performance management.

Review of Aaron Doull

According to Alvesson & Sveningsson (2015), the success of any organization depends on various fundamental factors which are: the mission and vision of the organization, the organizational culture, the organizational structure, the nature of the workforce, the leadership style in the organization, etc. An organization that aims to achieve its set goals and objectives should appreciate diversity (Bolman & Deal, 2017). It should recruit employees of various age groups, races, religious backgrounds and even nations. This is because diversity enables the organization to acquire a wide range of skills hence timely achievement of set objectives facilitating organizational growth and development. The mission outlines the purpose of the organization which acts as a blueprint for the employees as they toil towards the realization of the mission. The vision stipulates where the organization desire to be in the future hence the workforce shall be synergized by the management towards the understanding of the concept. The organization culture refers to the core beliefs, values and various forms of interaction that lead to a specific method or norm of operations within the organization.

There are various challenges that organizations do face in the struggle towards the achievement of the set goals and objectives. Some of the obstacles are resistance to change by employees even if the desired change might result in organizational growth. Lack of proper channels of communication, poor leadership style, the high turnover rate among the employees due to lack of job satisfaction, lack of distinct organizational culture and core values, etc. Strategic management of employees in an efficient way is the primary factor that results in organizational success due to good employees' performance in the organization.

Review of Aaron Doull

 Aaron has worked as a mechanical engineer in the power industry for the last nine years, and in his video, he has shared the challenges he faced in his five-year experience in a conservative Turkish company with solid cultural roots. He has discussed the challenges he faced in various critical organizational aspects such as the corporate culture, employment and talent management and strategic thinking.

There was a strong culture of age seniority in the organization. The older the people were, the more senior they have viewed regardless the skills. Many people occupied senior positions due to their long service at the company. The long-serving employees were regarded to be the highest and were the one who was promoted to higher ranks in the company leaving the most recent knowledgeable and skilled employees stagnated in their regular roles in the company. The non-Japanese no matter how experienced they were, were not promoted and as a result, they never understood the right business culture which is usually crucial for the daily operations of any organization.

Challenges for Organizational Success

According to Crowley?Henry, Benson & Al Ariss, (2018), the company employed new graduates for various positions focusing on those who had good university marks and focusing less on their skills since most of the graduates usually have more theoretical knowledge as compared to the practical aspect for the job.

Lack of strategic thinking

According to Adler & Midson (2018), the company did not incorporate significant analyses such as SWOT analysis and five forces analysis when starting or bidding on a project. The approach was always ‘this is how we had always done it before' due to many of the older employees who were reaching time at age around 60 when they were growing up in the company preferred of the bubble era when they built upon a strong dependence on the economy. They had an intense pride in creating a healthy economy, and many of them still believe that they should continue with the old working style and not adopt the new ideas which were a bright display of how resistance to change was rampant in the company.

He suggests that:

The company should focus on the individuals' skills regardless of their duration of service within the organization during promotions through various ranks in the organization.

People should be promoted based on their performance and achievements rather than just age and loyalty.

The company should benchmark with other successful Japanese companies especially in matters to do with technology and manufacturing

The company should also know that things need to change if organizational growth and development have to be realized.

The management should focus on the visions which will make the company grow

The company should focus on other young companies which might have views that when focused on may cause the company to increase

The young people in the workforce should also not be ignored because they might have ideas which contribute to general company growth.

He concluded that, before making decisions about a project which was based on what you always do, carry out some simple analysis techniques and also heed to the voices and opinion of other experienced people to avoid been trapped in a closed mind while thinking.

Critics

Based on the video presentation I am going to criticize the following since according to me the company was right.

Promotion Criteria

The company was right when it promoted individuals based on their length of service in the organization. This is because there is no way a person has served the organization for ten years as an assistant human resource manager then you promote a graduate who has just joined the company because he or she obtained first-class honors and after a few months is made a human resource manager in the company. This shall result in demotivation of the long-serving employee(Prasetyo & Amboningtyas,2018). The motivation theory suggests that employees should be reinforced for better task performance and job satisfaction which in return reduces the turnover rate in the company.

Factors for Organizational Success

According to Suharto & Nusantoro (2018), good university marks indicate that they have all the relevant knowledge and skills that are required for the task. This is because the students are usually tested both practically through industrial internships where they gain the practical experience that pertains to the job. This is according to the reciprocated theory which states that something is expected in return when something is given hence the graduates which good university marks are expected to give their best in the company due to the good marks awarded to the.

The older employees cannot quick their standard ways of operations if the proper change management process is not followed. Mento, Jones & Dirndorfer (2002) state that to reduce resistance to change among the older people the following steps should be followed:

Develop a sense of urgency on the need for change in the organization

Forming a powerful coalition through obtaining the top management support which shall convince the people about the necessity for change in the organization.

Create a clear vision to guide the people on the reason why things are to be done the new way

Communicating the vision through memos, meetings, and circulars rotating within the organization.

Removing the obstacles by using the ringleaders of the group he tends to resist change to convince the people to accept the desired change.

Creation of short-term wins to motivate the people to continue working towards the implementation of the desired change.

Building on the change through analysis of successful projects and determination of strengths and weaknesses

Anchoring the transition into the organizational culture where all the plans and bids will have to undergo SWOT and Five forces analyses before commencement.

Communication Style And Effectiveness

The following forms of communication should be applicable

• Seminars And Workshops

Employees can know the importance of change in the organization hence minimal resistance. This is effective because employees can be clarified on complex issues.

 Suggestion Boxes

Employees can give their views on various aspects that may lead to organizational success such as good strategic thinking proposals on multiple elements, corporate areas that need improvement. Oetzel (2017) states that this is effective because employees will be able to give their views without fear.

 Areas For Development Or Further Consideration.

According to Kopnina (2017), the organization should concentrate on the following key aspects to succeed:

Matching of employees jobs with skills relevant to the posts for the efficient performance of tasks

Conducting a performance appraisal frequently to access the employees' performance.

The following were the key factors as per Aaron’s view which has a key role in organizational success:

• Employees should embrace change
• Employees should be given equal opportunities regardless of their age in the organization
• Recruitment should be skill based
• Clear strategies should be put in place for achievement of objectives.

Conclusion

Strategic people management requires the management to enhance a good relationship with employees through ensuring transparency and equality in all the aspects to enhanced job satisfaction hence good performance

References

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Adler, J., & Midson, D. (2018). Developing Strategic Thinking Ability: A Study of the Masters in Management and a Metacognition Course.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Crowley?Henry, M., Benson, E. T., & Al Ariss, A. (2018). Linking Talent Management to Traditional and Boundaryless Career Orientations: Research Propositions and Future Directions. European Management Review.

Kopnina, H. (2017). Sustainability: new strategic thinking for business. Environment, Development, and Sustainability, 19(1), 27-43.

Prasetyo, P., & Amboningtyas, D. (2018). THE EFFECT OF MOTIVATION OF WORK, LEADERSHIP STYLE, AND ORGANIZATIONAL CULTURE TO PERFORMANCE OF EMPLOYEE PRODUCTION FURNITURE STUDIES IN PT SCANCOM INDONESIA. Journal of Management, 4(4).

Suharto, S., & Nusantoro, J. (2018). THE RELATIONSHIP AMONG MANAGERIAL CAPABILITY, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND EMPLOYEE PERFORMANCE: MEDIATION EFFECTS OF ORGANIZATIONAL CULTURE. Journal of Community Research and Service, 2(1), 168-175.

Turner, P. (2018). The Role of the Board, the Executive Team, Line Managers and HR Professionals in Talent Management. In Talent Management in Healthcare (pp. 315-338). Palgrave Macmillan, Cham.

Mento, A., Jones, R., & Dirndorfer, W. (2002). A change management process: Grounded in both theory and practice. Journal of Change Management, 3(1), 45-59.

Oetzel, J. G. (2017). Useful intercultural workgroup communication theory. The International Encyclopedia of Intercultural Communication, 1-5.