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MANAGE PEOPLE EFFECTIVELY ASSIGNMENT HELP ANSWER

MANAGE PEOPLE EFFECTIVELY

STUDENT NAME:

STUDENT ID:

Table of Contents

Answer to Q2. 3

Answer to Q3. 4

Answer to Q4. 4

Answer to Q5. 5

Answer to Q6. 6

Task 1. 7

Task 3. 7

Task 4: 12

Task 5. 15

Task 6. 16

Task 7. 17

Task 8: 18

Reference list: 20

Answer to Q2

A. The ways in which the workplace diversity of our organisation is different to the diversity of the local community involves:

●    The Company is headquartered in Sydney, Australia and it is a known fact the problem of aborigines is the greatest issue in the nation. The company in comparison to the local community provides respect and work opportunity to the aborigines.

●    The Company is providing equal pay scale and work to the employees based on their eligibility and not restricting the aborigines to take part in the engagement at workplace.

●    Just like the local community do not allow the aborigines to stay and enjoy the equal rights and benefits of the society the organisation is also doing the opposite (Barak, 2016, p.85).

The workplace diversity specifically when it comes in terms of gender it is very much under represented (Boulouta, 2013, p.11). This is mainly due to the old traditional belief that the females are a subject to household work and does not need to go to office. The male members of the household are represented as the earning member of the family. The use of gender diversity policy will enhance the work engagement.

More preference needs to be given to female workers in place of male workers in order to balance the workplace engagement. The organisation should focus on the implication of diversity in the industry or location. This is because being in an insurance company the organisation will require to sell its services to people of different origins. In a business race and culture does not matter much. What matters in a business is profit margin by the increase in sale of products and services and equal availability of the service to all. In order to do so the organisation employs aborigines that can make them understand the benefits of the service in an effective manner.

B. The benefits of diverse workforce are ample like:

It increases productivity

It increases creativity

It enhances language skills

It helps the organisation to build good reputation (Chapple and Humphrey, 2014, p.709).

C. As a people and cultural manager, I usually create a supportive and consultative workplace by adapting to the strategies that attract and retain women as the independent directors as well as the members of the senior management team (Cumming et al. 2015, p.1572).  The organisation is applying the strategy of advertising and short listing for the effective recruitment.

Answer to Q3

A. The organisation manages internal and external communication by the use of the internal and external communication strategies like the involving of daily report of work progress, emails, board meeting and telephonic conversations in internal environment. However, the organisation uses the email, telephonic conversation and video conferences for the external communication.

B. The organization makes the use of emails, intranets, poster and banners, newsletters and magazines either in printed form or in electronic form, network message (computer pop up message), events, galas and town halls, team meetings, corporate games, social media and videos as a form of internal communication for communicating with the employees and the managers of the organisation.

For the external communication purpose, the organisation makes the use of telephone, telex or fax, postal and telegraphic service, local messenger, face-to-face communication, mass communication, internet and others. The company also uses satellite communication and courier service in order to reach out to the clients.

C. My organisation measures the effectiveness of the internal and external communication process by measuring and analysing the performance of the company. The internal effective communication process measurement involves the identification of the performance level of the employees and the organisation by the use of Brand guidelines, document verification process Stationary templates and Business writing courses due to which the organisation has been able to make its goals and objective clear to the employees. The external communication is measured by the increasing reliability of the client, increase in profit and productivity of the company.

Answer to Q4

A. The source information was obtained for the organisation in an effective manner. For the collection of external information, the company has IT department, which provides it with the information of the market and the competitors. For the gathering of relevant information in relation to the internal environment, the company has departmental report section, which provides information relevant to the internal environment.

B. The information regarding my workplace is written in a suitable manner for different sections of people.

For Audience analysis the products and service provided by the organisation as well as the success story and practise is written.

For interpretation the data or the important information related to the finance, investment, revenue and profit margin are written.

For the dissemination the benefits associated with the availing of goods and services, the comparison of the company’s offering and workplace diversity with other organisation are written.

C. The ethical consideration involves:

The preservation of the data of the employees [u12] is in the organisation.

Using the data gathered only for the survey purpose and not passing it to the other organisation.

The company also considers the social media policy and the privacy policy which prevents the disclosing of data or information of individuals that may hamper his reputation or cause monetary loss.

Answer to Q5

A. The emotional intelligence deals with the capability of the individual to recognize the people as well as own emotions (Harvey and Allard, 2015, p.110). Each of the genos can be applied in workplace by following the six main components: self awareness, awareness of others, authenticity, emotional reasoning, self management, positive influence.

B. The process of self-evaluation develops emotional intelligence. A self‐evaluation is a great opportunity for employees to honestly and objectively consider and document their performance. The self-evaluation process needs the employees to be realistic, to be specific, to be honest, to be clear and to be constructive.

C. The benefit involves the easy identification of the issues within the organisation. The other benefits are greater productivity, greater sales, and stability of staff, work satisfaction, improved risk management, amazing customer service and better organisational communication.

D. the emotional intelligence affects the workplace environment by providing workplace and the employees with sense of insecurity and jealousy.

Answer to Q6

  1. Thebenefits associated with the consulting of issues and the decisions at workplace with team members involve – Easy solution to the issues and availability of new ideas is included.

Thechallengesassociated with the consulting of issues and the decisions at workplace with team members involves – the ideas and measures suggested may not be successful

B. The common causes of conflicts are poor leadership, poor communication, clash of values with the employees and competition this can be resolved by bringing diversity at workplace.

C. I can promote gender as well as other forms of diversity practices in organisation. For building trust, I would bring transparency in the organisation. For the promotion of collaborative working, I will provide proper training and counselling session. For the improvement of engagement, I will provide equal work to each member.

Task 1

B. In order to deal with the emotions, the following techniques can be used:

For irritation or frustration, the technique involves the process of stopping and evaluating whether the actions taken are correct in sync with the situation, to find something positive about the situation as this may help in reducing the pressure on mind. The other technique involves remembering the last time frustration occurred and how much impact it had in finding the solution to the problem. In situation of nervousness worry and anxiety needs to be avoided, deep breath should be taken and thought should improvised over the finding of ways in which the situation can be improved. In order to deal with situation of dislike we need to be respectful and assertive. Disappointment can be dealt by adjust the goals and changing the mindset. Smiling is considered as the best remedy to deal with these kinds of emotions.

Task 3

A.

I. The work related issue that I witnessed in my organisation while working as people and work culture manager was that the performance of the employees was degrading day after day, as the employees lacked motivation. The potential solution of the issue is provide equal importance to the employees and involve them in the decision-making process of the organisation. This process will make the employees feel as a part of the organisation.

II. The issue mainly developed due to the lack of transparency within the organisation, as the employees are unaware of the business proceedings of the organisation. The issue was identified by decrease in the level of performance by the employees, which resulted in drop of productivity and growth of the country.

III. The key factors that need to be considered in order to maximise the understanding of the employee or the audience involves:

●   The maintenance of transparency within the organisation

●   Effective solving of the conflicts between the employees

●   Providing performance report to the employees and informing them how their contribution has led to the success of the organisation

●   Motivating the employees by giving them perks or benefits that enhances the emotional bonding of the employees and the organisation

b.

Individuals Skills and attributes Communication technique Goal for presentation Questions Objections  faced Challenges faced in communication
CEO To keep track over the entire business activity of the organisation Arranging  meeting at board room, email, face to face, communication over telephone The goal for the presentation deals with informing the CEO about the rising issue related to employee emotions in organisation a) What impact are the emotional issues having on the organisation? b) what are the root cause of emotional issue to occur within the organisation? c) what effect the issue is having on the growth and productivity of the company? d) what measures can be taken to solve the emotional issues? e) recommendations for the future prevention of occurrence of such kind of issue. The objections faced in the strategy proposed by me involves 1)the provision of equal importance to the employees and 2) maintaining transparency at all levels The challenges faced in the communication involves 1) all the important persons were not available at the same time for meeting. 2) the CEO was busy with other important matters related to business
Production Manager Analysing the production of goods and service of the organisation , proper utilisation of  the resource, maximising profit by using sustainable resource Arranging meeting with the production manager, using e-mail and writing letters To ask the production manager to understand and evaluate the ways in which the production of the company be increased by managing the emotions at workplace
Operation Manager To keep in check the proper functioning of the business Arranging meeting with the operation manager, using e-mail and writing letters To analyse and find ways in which the effect of emotion over the business operation of the company can be nullified
Human Resource Manager To recruit talented individuals Arranging meeting with the human resource manager, using e-mail and writing letters To identify the reasons leading to the generation of emotional issues in the organisation and finding ways to solve them
Client relationship Manager  To handle client grievances Arranging meeting with the client relationship manager, using e-mail and writing letters To ensure that the emotional issue does not affect the relationship of the organisation with the client

C.

I. The documents used for the research over proposed strategy include the utilisation of feedback forms, and agendas. The agenda was used in order to specify the issues and the proposed strategy for the issue respectively.

II.

Factor Success Level  
  1 2 3 4 5
Professionalism of the overall presentation       Y  
Aids used (e.g. Visual)       Y  
Relative positions on the ‘idea’ were argued     Y    
Conversations about other ideas were conducted       Y  
A critical analysis of the ‘idea’ was established       Y  
Different concepts and approaches to the ‘idea’ were established     Y    
A critical analysis of other ideas was established       Y  
Questions from the group were responded to confidently and with relevant information       Y  

Key: 1 Very unsuccessful, 2 Unsuccessful, 3 Unsure, 4 Successful, 5 Very Successful

Task 4:

A:

Dimension of Communication Level Direction Participants Context  
Corporate Communication Strategic Management/ Senior Management Predominantly one-way Board Strategic leaders All employees Organisational/corporate issues, e.g. organisational performance, strategic and business plans, goals, objectives, policy directives, new developments, ‘state of the industry’.
Management Communication Executives Mangers         One-way Human resource managers, production manager, operation manager, client relationship manager, Organisational/corporate issues, e.g. organisational performance, strategic and business plans, goals, objectives, policy directives, new developments, ‘state of the industry          
Team Communication         Work groups, employees working as team, HR team Management  Two way  Human resource team, client relationship development team, customer service team  The work or project related issues, conflicts between employees in  team, performance of employees working as a team, efficiency of a team.
Peer Communication Strategic management, executive management and workforce  One  way  CRM managers Making building relationship a priority, giving worthy information at  right time, aim towards encouragement, promotion of honesty and straightforwardness        
Other (please specify)              


B. Internal communication is highly effective for every business organization including Clear-View. Internal communication is required to plan rewarding working procedures for the achievement and improvement of the business segments. In this respect, it must be specified that this organization is also helped by this internal communication system as the employees are able to connect with their employer of managers. I am also playing a crucial role in this respect of helping the employees. Working as a people and culture manager, I always need to keep contact with my colleagues and employees in order to help them regarding their working profile and concept. Not only this much, I never keep my phone switched off to avoid the employees and their required help for the business.

Employees also need to keep in contact with their colleagues, as in a team, there are a number of employees. For a particular project, if they do not have a discussion or planning, they cannot be able to get achieve for that project work as well. In this respect, it must be highlighted that team members need to be connected with each other. However, this is not be possible without internal communication at the same time. I play a major role as a people and culture manager regarding this internal communication among the teammates. I, sometimes, arrange meetings with them in order to discuss about particular project works and also to resolve their issues as well. This is because; issues and problems may drive them to ultimate failure in business. This will hamper the business perspectives. As a result, our organization, Clear-View cannot be able to improve in near future.

Task 5

a.

The diversity policy used in my organisation focuses on the gender diversity.

I. The diversity policy based on gender was designed to develop a framework of diversity and the documents required for the development of objectives that are measureable (Liao et al. 2015, p.409). The diversity policy in my organisation works by complying with the recommendations given by the ASX Corporate Governance Council and under the Corporate Governance Principles

II. The strength of the diversity in my organisation deals with the provision of equal employment opportunity to all people including women. The policy enables the managers to handle diversity by providing them with proper training (Rao and Tilt, 2016, p.327). As a People and Culture Manager I have also gained knowledge for the management of diversity by the training provided. The policy helps in developing and implementing mentoring programmes for women.

III. The diversity policy of the organisation can be further improved by the adoption of the strategies in recruitment process like the process of advertising and shortlisting, selection training and awareness.

Task 6

a.

I. I, as a people and culture manager, have the responsibility of developing a team that needs to manage the working procedures of the company and culture of business. I usually include a team of four members with two female members and two male members. However, the male members were reluctant to work with the female members as they felt jealous of equal importance being given to female members. I warned them of strict action if they do not cooperate and work together.

II. I told them that if they do not want to work with the female colleagues  and give equal importance to all,  they are in wrong place and they should step down.

III. I did it because in order to bring diversity in workplace strict actions are needed to reduce the obstacles.

IV. The action worked well, they recognized their mistake and understood the importance of gender diversity.

V. The higher authorities were informed of the incident and they decided to make the colleagues aware of the benefits of workplace gender diversity by providing them effective training and making them to work with female colleagues for a week.

VI. The conflicts were handled effectively by giving proper training and making colleagues aware of the social responsibilities.

b.

The two barriers are:

1.  Objection from male employees at workplace

2.  The lack of confidence in female due to their suppressive nature

The strategies identified for overcoming the barriers are:

1.  Making the employees aware of the benefits of diversity

2.  Ensuring them that their importance will not be compromised

3.  Encouraging the females to come up by offering them attractive packages and facilities like transport

Task 7

A. Sometimes conflicts are not bad as they help in bringing positive changes in the workplace. A case of conflict that I witnessed which brought positive changes in the organisation is discussed. Susan and Louise are two employees of the company working on payroll. Susan belongs to Christian community and gives vote to the republicans. She also has a religious figurine placed in her crucible. Whereas, Louise is a person, who is pure atheist as well as liberal and has a belief that people, who are extremely religious are less intelligent in comparison to the people who are atheist. Both the female member refuses to discuss over the topics of politics or religion but they can easily understand the intention of others towards the creation of a tension situation.  One day Susan came to work by wearing a T-Shirt that shows her support to Republican.  Louise feels that she had tolerated enough since these kind of action is alienating and more hostile. She has threatened to sue the company for permitting hostile work environment.

B. On the analysis of the situation, it was found that the women were not following the rules of the company and were at fault. Both of them were asked to report their problem and give a valid reason for them to face the problem. Both the members were asked to keep the personal belief to themselves so that it does not affect the sentiment of the other members. The outcomes were fruitful as no such further cases were witnessed since then..

C. The negotiation strategy for the resolving of the conflict involved the use of the strategy that asks the people to avoid being getting provoked (Hoogendoorn et al. 2013, p. 1515). This strategy was useful because Louise was provoked to react by the action of Susan. So suggesting Louise to avoid reacting to such situations was beneficial in maintaining peace at work environment.

Task 8:

 A.

Activities Processes of encouragement Possible conflicts Progress monitoring Feedback   Reference
More recruitment of female Attractive salary  and transport facility The conflict by male person for transport facility not provided to them Daily report to the officials High From the existing processes in organisation
Proving equal amount of work and importance Proper allocation of work and position in organisation Fear of losing their position to female by male colleagues Supervision Medium NA
Giving proper training to the female employees to get them equally involved in work Paid training for female workers Same facility being not provided to the male workers Daily test based on training provided High NA

B.  

The was a situation where a member of my team experienced difficulty in the working with the female colleagues as he was the lone male member in the group and was feeling humiliated or embarrassed to work with them as they would mock him for being slow and of retarded nature. The person brought the issue to me; I assured him that strict actions will be taken against such interdisciplinary acts. The accused employees were called and asked to apologise to the person and they were also suspended from work for a week.

Reference list:

Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Boulouta, I., 2013. Hidden connections: The link between board gender diversity and corporate social performance. Journal of business ethics, pp.1-13.

Chapple, L. and Humphrey, J.E., 2014. Does board gender diversity have a financial impact? Evidence using stock portfolio performance. Journal of business ethics122(4), p.709.

Cumming, D., Leung, T.Y. and Rui, O., 2015. Gender diversity and securities fraud. Academy of management Journal58(5), pp.1572-1593.

Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and exercises. Pearson.

Hoogendoorn, S., Oosterbeek, H. and Van Praag, M., 2013. The impact of gender diversity on the performance of business teams: Evidence from a field experiment. Management Science59(7), pp.1514-1528.

Joecks, J., Pull, K. and Vetter, K., 2013. Gender diversity in the boardroom and firm performance: What exactly constitutes a “critical mass?”. Journal of business ethics, pp.1-12.

Liao, L., Luo, L. and Tang, Q., 2015. Gender diversity, board independence, environmental committee and greenhouse gas disclosure. The British Accounting Review47(4), pp.409-424.

Rao, K. and Tilt, C., 2016. Board composition and corporate social responsibility: The role of diversity, gender, strategy and decision making. Journal of Business Ethics138(2), p.327.

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Strategies to decrease risk Assignment Help- Answer

Strategies to decrease risk

According to Burke, Clarke & Cooper (2011), both the World Health Organization (WHO) and the International Labor Organization (ILO) have agreed on the principles and definition of occupational health since 1950. The definition of occupational health was adopted by a joint committee of WHO and ILO in 1950 during its first session and later revised during its 12th session in 1995. The committee defined the goal of occupational health as the focus to promote and maintain a high degree of physical as well as the well-being of workers. The principles also stipulated that workers should be protected from quitting work due to factors associated to health or the working conditions. Also, employees have protection from risks that arise due to poor health. The principles also stipulated that workers have the right to be positioned in areas that match their physiological and psychological abilities (Occupational Safety and Health (OSH) Act, 1970). Finally, the committee emphasized on the importance of adaptation of work to man and the adaptation of a worker to his job. The standard is based on a technique referred to as Plan-Do-Check-Act (PDCA).

To ensure an organization runs smoothly, the employer must uphold the safety and security of his workers as safety and health constitute an integral part of the work environment. As noted by Alli (2008), the work environment enhances the welfare of the employees and thus the need to ensure the environment is accident-free. Having a closer look at the topic, it is evident that, safety, health, and security are related to each other. MFL Occupational Health Centre (1989) defines health as the physical, mental, and emotional well-being of the employee. On the other hand, safety refers to the action of protecting the mental and physical well-being of an employee. It entails mitigating the risks of accidents due to machinery, diseases, or fire. Security involves the protection of facilities, the work tools, and the employees during work.

Reporting

Gatchel & Schultz (2012 argues that reporting in an organization is a legal necessity. The report presented notifies the relevant authorities such as the local authorities about the deaths, occupational diseases, injuries, and adverse occurrences. The information enables the authorities to identify how the risks arise, and the urgency of investigation as well as mitigation. In addition, it enables the authorities to focus their energies on providing assistance on how to prevent deaths related to work, injuries, and diseases (Occupational Safety and Health (OSH) Act, 1970).

According to Alli (2008), both the self-employed and the employers should report any likely occupational disease. In this perspective, occupational disease refers to the diseases that are likely to occur as a result of work environment. Upon reporting to the medical practitioner, the health officer reports in writing explaining the problem affecting the employee and whether it is related to the work environment. Diseases such as severe pains in the forearm, occupational dermatitis, occupational asthma, and occupational cancer should be reported as soon as possible. In addition, the employer should keep a well-updated record of any reported injury or disease in the last three years.

Strategies to decrease risk

VOS Construction and Joinery Pty Ltd responsibility is promoting health and safety of employees in the United States through setting standards and enforcing them as well as continually encouraging workplace health and safety improvement through various programs. Such programs may incorporate training, outreach and education and establishing partnerships (Occupational Safety and Health (OSH) Act, 1970).

In this case, if a VOS Construction and Joinery Pty Ltd inspector finds any violations, he will issue the employer with a citation and a notification of penalty. The citation briefly describes the violation, a timeline for which the employer should correct the hazard and the penalty. VOS Construction and Joinery Pty Ltd classifies violations as; ‘serious,’ ‘willful’ ‘other than serious’ or ‘repeated.’  If the violation has the capacity to cause serious harm or death, it is classified as a serious. Penalties in this case range from $1,500 to $7,000. However the area director may review the fines downward based on the employer’s efforts, record of violations, and nature and of business (smaller businesses can get large reductions).   If the employer is aware of the hazards and knows that it violates VOS Construction and Joinery Pty Ltd standards but makes no reasonable attempt to eliminate the hazard commits a willful violation. In this case the fine ranges between $5,000 and $70,000 for such violation. If a willful violation leads to death of an employee the employer is subjected to criminal prosecution and may face imprisonment of up to six months and a fine of $250,000 (Occupational Safety and Health (OSH) Act, 1970).

A safety hazard that is unlikely to result in serious harm or death is classified to as ‘other than serious’ violation. Penalties in this category of violations attract fines of up to $7,000. Finally, a ‘repeated‘ violation is the one resembling a previous violation that an employer has been cited for in the previous three years whether it was at a different facility. Such violations attract fines that may add up to $70,000 for each violation.

Health care cost and quality in VOS Construction and Joinery Pty Ltd:

            There is an inconsistency in the collaboration between the healthcare cost and the quality of health services providers by various employers. Intensive research analysis reveals that the association between cost and quality is minimal to control regardless of the positivity or negativity of the direction. The concentrations should be enhanced by the evaluation of the factors that can improve the healthcare services at very affordable rates in the society to improve public health.

            Private and healthcare delivery in low and middle- income nations is sometimes suggested to be quite more efficient, accountable, and sustainable than the public sector. It has been proven that the performance of private and public health sector differs variedly. Further investigations reveal that Meta analyzes, reviews and case-control analyzes including the reports by non-governmental organizations and international agencies show that. The chronological gatherings through extensive database search filtered through methodological inclusion criteria organized into six World Health Organization health system themes. The issues include responsiveness, accountability, and accessibility, transparency, fairness, quality, equity and efficiency (Catherine et al, 2014).

             In the comparisons of the gathered data from various articles about the studies performed in low- and middle-income nations. The comparative and the cross-sectional studies revealed that service providers in the private sector frequently violated medical standards of practice and had poorer patient’s outcomes. On the other hand, the medical standards had much-reported timeliness and hospitality to patients. Reported efficiency tended to be reduced in the private sector than public leading to perverse incentives for unnecessary testing and treatment. The public sector services experienced more limited availability of medications, equipment and professional healthcare workers. The systematic review does not support the claim that the private sector is regularly more efficient, accountable or more medically effective than the public sector but frequently appears to lack timeless and hospitality towards patients.

 Analysis and projection of initiatives to improve quality while simultaneously controlling cost and describing the unintended consequences in VOS Construction and Joinery Pty Ltd:

            It is ethical to improve the healthcare standards to suit the critical health conditions of individuals within the society while reducing the related costs. The reduction of cost would encourage the frequency of patients to the hospital to receive the perfect healthcare services at the affordable rates. In the typical health insurance markets, diverse selection occurs when unhealthy people are most common than healthy people to buy health insurance coverage at a particular price. Affordable Healthcare Act encourages broad enrollment through the diverse accessibility of health insurance exchanges.

             The reduced cost and affordable healthcare Act raises consumer awareness and foster consumer choices through information campaigns. Various medical initiatives are improving the medical standards of the healthcare at affordable rates. Employers engage in the variety of innovative approaches to improving the health care quality and controlling costs tackling some of the existing problems healthcare systems. The medical flaws include the failure to engage patients in their care, barriers to access patients care, lack of coordination among the providers and counterproductive benefits structure.

Patients-centered Medical home

            The delivery model system designed to improve coordination by ensuring that each patient is taken care of by a single provider. Its implementation advocates hope to focus on the prevention or delay the commencement of costly acute chronic conditions.

Workplace clinics

            Another improvement in the healthcare quality common among many employers is to bring healthcare closer to the patients by offering employees access to the workplace clinic. The most common obstacle of the workplace clinics is the lack of successful workplace clinic.

Consumer-directed health plans

            The health insurance with the perfect deductible rates combined with a health saving accounts including the decision support tools as a means of controlling healthcare cost. With the increasing deductibles the employees make various moderate choices about what kind of care they need.

Promoting patient engagement

            Another great initiative in the improvement of VOS Construction and Joinery Pty Ltd while reducing the cost is the encouragement of people to engage in their healthcare activities. The patients who are passively or nominally involved in their care undermine the treatments in many ways. The initiatives may improve and expand the healthcare standards.

There is a diverse implication in the improvement of the healthcare practices while reducing the medical cost. The professional nursing staff and the advanced medical practices enhance healthcare services within the medical centers such as the hospitals. The existence of expert nurses would increase the patient’s safety analysis depending on the data analysis to identify the patient’s safety issues. The demonstration of the new skills leads to improved quality and patient safety (L Machado et al, 2014).

References

Alli, B. O. (2008). Fundamental principles of occupational health and safety. Geneva: International Labor Office.

Burke, R. J., Clarke, S., & Cooper, C. L. (2011). Occupational health and safety. Farnham, England: Gower

L Machado. (2014). Handbook of occupational health and wellness. New York: Springer Science

MFL Occupational Health Centre. (2014). Focus on occupational health and safety. Winnipeg: MFL Occupational Health Centre.

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The Business Rationale for Diversity Management Assignment Answer

The Business Rationale for

Diversity Management

Executive Summary:

This report is designed based on the knowledge about CERA. The report is to assess the options for the performance measurement. The report is assessed by following the option 3 of the given options. At first the arguments to Mark French are assessed based on the focus of the diversity management of CERA. Then the limitations regarding the individual performance measurement of CERA is stated. After that the rationale requirements are fulfilled. In the rationale, the human resource management is assessed based on the recent literature, in charging of workplace environment how the human resource initiatives are involved with stakeholders and the relationship between the strategies of human resources and the organization are analyzed clearly.

Contents

Introduction: 3

Argument to Mark French regarding the business case for focusing on diversity management in CERA: 3

Limitations that are evident in CERA`s individual performance measurement, taking into account its organizational strategy and recent developments in the HRM practice: 5

Critical analysis and assessment on recent literature on human resource management: 6

Explanation on how human resource management initiatives assist stakeholders within organizations to respond to charging workplace environments: 7

Discussion, explanation and analysis of the relationship between organizational strategy and human resource strategies: 8

Conclusion: 9

References: 9

Introduction:

Human is the most efficient and essential element in any organization. This is not possible to do any single task without the involvement of human. The efficiency of human can ensure the best outcomes for any organization. That’s why any business organization has to be careful to assure the best possible concentration to the human resources. But this element has the most seen diversity in the workplace. Every employee has individual behavior, choice, need and activities those create the diversity in the workplace. So, this is necessary to arrange the most effective management of diversity in the workplace. Here in this assessment the option 3 is targeted to accomplish the relevant answers of the questions.

Argument to Mark French regarding the business case for focusing on diversity management in CERA:

Diversity management is a sensitive issue to be articulate with best possible cares (Cavusgil, 2015). The more the human resources can be operated easily without any diversification, the more the business organization will get perfections. This is not only a complex assignment to make the solution to control the diversity in the workplace but also create the non-viable movement among the human resources (Faulkner, 2012).

In CERA, the performances for focusing on diversity management are not organized effectively yet (Faulkner, 2012). But this is so much urgent for them to arrange the best supports for the positive arrangement of diversity management. Diversity management can create the best possible outcomes for CERA. The argument to Mark French regarding the business case is that the arrangement for diversity management should be organized, managed, controlled and monitored for the betterment of CERA (Cavusgil, 2015).

The argument is targeted according to the business growth, environment and performances of the related people for the organization (Cavusgil, 2015). There is no change to avoid the relevant functions that are closely involved with diversity management. Maintenance to accomplish the temporary and fixed functions can follow the primary objectives of the organization (Faulkner, 2012).

In CERA, the diversity management is now operating through an unorganized formation (Faulkner, 2012). But this is possible to accomplish the necessary elements for attributing the assistance of the formalities and activities to arrange the diversity management. Managing diversity management effectively is not getting the higher thoughts. Moreover the present performances of the hu8man resource management are not performing according to the modern technologies because of the diverse situation created by the human factors (Cavusgil, 2015).

That’s why CERA should be concern to assist the diversity management factors to accomplish the operational, functional, managerial and fundamental actions of business activities (Cavusgil, 2015). Moreover this argument can create the awareness for Mark French to be concern with necessary steps to arrange diversity management (Faulkner, 2012).

Limitations that are evident in CERA`s individual performance measurement, taking into account its organizational strategy and recent developments in the HRM practice:

Performance measurement is one of the most efficient tasks of diversity management (Rond, 2015). Managing the human resources can get influences to be operated can be assured by measuring the performances of the related employees. The activities that are required for implementing the practices of human resource management, performance measurement are the best (Li, 2012). Moreover the functions of human resource management can be targeted towards the activities to identify the individual performances in CERA.

In CERA, the performance measurement processes are not enough because of some limitations (Li, 2012). The individual`s performances are not be assessed because of those limitations. That’s why this is necessary to accomplish the assurances of having the most efficient formation to assess the performance measurement (Rond, 2015).

The main limitation is the unavailability of other resources (Rond, 2015). Due to the scarcity of the helping resources that are required for performance measurement, this function is not getting legal implementation towards the usability. This is must to associate the necessary aspects those are required to operate the whole process of performance measurement (Li, 2012).

Another limitation is the diversity among the employees (Li, 2012). This is proved that the human resources have the most criticality and the diverse implementation. Moreover this is not possible to manage that diversity easily. That’s why the performance measurement may be hampered and not be operated according to the assessor`s need. Therefore the measurement can get specialty by assessing with the monitoring activities (Rond, 2015).

In CERA, recently they are making concentration to develop the process of performance measurement (Rond, 2015). The human resource management strategies are associated with the organizational strategies also. That’s why the formation of performance measurement is getting easier to be developed. Therefore the related assurances to overcome the factors related with the closely related activities should be emerged according to the basic operations of CERA. Thus the limitations can be accounted to be removed (Li, 2012).

Critical analysis and assessment on recent literature on human resource management:

Human resource management, the most well-known and function oriented division in any type of organization (Peterson, 2008). In recent decades, human resource department as well as division of an organization is getting importance gradually because of its diverse functions. The formation of human resource division is targeted to accomplish the required fundamentals of staffing and the remunerations of those staffs in any organization (Pride, 2017).

Recruitment, selection and confirming the job of the employees are the main functions of human resource division (Pride, 2017). But this division is doing the activities to make compensations and benefits to the recruited personnel in recent times. Formulation of every task related with human resource can be maintained, organized and controlled by the adoption of the best cares for the related parties (Peterson, 2008).

This is so much important to make the separate division to manage the human (Peterson, 2008). The management of human resources cannot be attributed easily without implementing the aspects of human resource management. There are so many literatures that are describing the best possible improvements of human resource management (Pride, 2017).

Ignorance of the complex management of any organization can be formed when the division of human resource management can be formed separately (Pride, 2017). Moreover the functions of human resource management can be targeted according to the usable formation of total actions of that organization. Sometimes the strategies of the organization are targeted according to the mainframe of the formed strategies of human resource management division of an organization (Peterson, 2008).

Critical approaches and assessment of an organization also can get easier formation to be enforced with due cares by the association of the regular implementation (Peterson, 2008). That’s why; this is must to assess the published literatures regarding the human resource division and its actions. Moreover the literatures can establish the most efficient usability of human resource department according to the organizational values and structures (Pride, 2017).

Explanation on how human resource management initiatives assist stakeholders within organizations to respond to charging workplace environments:

Stakeholders are the parties to whom any organization is responsible to make presentation (Cools, 2012). The position of the organization should be proved for the stakeholders. Only stakeholders can make the positive assistance with the organizational functions. Stakeholders can be influenced by arranging the management of the organization efficiently (Rayner, 2011).

Activities of human resource management are targeted for the initiatives of this division. The initiative can be directive measurement formula for the organization (Rayner, 2011). The financial arrangement, the leadership performance and the required resources can be the basic initiatives for an organization that are dependent on the stakeholders to be collected (Cools, 2012).

Financial arrangement is the fuel power of any organization. For human resource management department, this importance has some extra reasons (Cools, 2012). This is not possible to accomplish the functions of human resource division without arranging the regular financial requirements. The organization should make the targets according to the organization`s available financial resources. Financial arrangement has the most influential assistance with stakeholders (Rayner, 2011).

The leadership performance of the divisional head also can be an important initiative for attributing the human resource management activities (Rayner, 2011). Without maintaining the whole process by a strong leader, the other initiative can be disbursed to be active with regular performances. That’s why the stakeholders are related with this initiative (Cools, 2012).

The other required resources also should be arranged according to the availability and the necessity (Cools, 2012). To make possible helping functions for financial and leadership performance the other initiatives can be the technological, ethical, organizational activities. This is not possible to accomplish the financial and leadership performance without taking the helps from other initiatives (Rayner, 2011).

Thus the initiatives of human resource management are directly assisted with the stakeholders of an organization and these are responding and using positively with the improvement of the environment of the workplace (Cools, 2012).

Discussion, explanation and analysis of the relationship between organizational strategy and human resource strategies:

Organizational strategies are the basic targets to operate the organization with efficient ways. It is the macro thoughts for an organization regarding its strategies (Thomas, 2015). But human resource strategies are the strategies that are targeted only for operating the functions of human resource management division of an organization. This is a micro thought of strategies or an organization (Søndergaard, 2015).

The relationship between the strategies of an organization and the human resource management are vice versa (Thomas, 2015). The strategies of human resource division are designed and assisted with the formal attribution of the strategies of an organization. Sometimes the strategies of human resource division are designed according to the basic framework of the strategies of that organization (Søndergaard, 2015).

The functions of the designed strategies are derived from the general assistance of the organization and the human resource division (Thomas, 2015). The objectives of human resource strategies cannot avoid the basic objectives of an organization. Moreover the implementation of those strategies from both organization and the human resource division can be framed with the basement of the organizational structure (Thomas, 2015).

The startup to ends up process of the designed strategies of the organization is followed by the strategies of human resource department also (Thomas, 2015). This is not being possible to think the strategies of human resource division after avoiding the basic strategies of an organization. The formation of the strategies of human resource can be divisional arrangement. But the arrangement as well as the formation of organizational strategies is the global implementation for that organization. Thus both of these strategies of organization and the human resource are interconnected closely to be functioned efficiently (Søndergaard, 2015).

Conclusion:

In conclusion, it can be said that there is no alternative to avoid the generalization of the diversity management, performance measurement and the human resource management. Every aspect has separate importance to any organization. The formation of that management can be established according to the general rules and functions as well as the objectives of that organization. Moreover this is must to accomplish the use of the said departments along with the management functions.

References:

Cavusgil, S., Knight, G., Riesenberger, J., Rammal, H. and Rose, E. (2015). International business. 1st ed.

Faulkner, D. and Rond, M. (2012). Cooperative Strategy. 1st ed. New York: Oxford University Press, Incorporated.

Learning by linking. (2015). 1st ed.

Li, M. (2012). Ever say DIE. 1st ed. St. Albans, Hertz: Ecademy Press.

Peterson, M. and Søndergaard, M. (2008). Foundations of cross cultural management. 1st ed. Thousand Oaks, CA: Sage Publications.

Pride, W. (2017). Foundations of business. 1st ed. New york: Cengage learning.

Rayner, S. and Cools, E. (2011). Style Differences in Cognition, Learning, and Management. 1st ed. New York: Routledge.

Rayner, S. and Cools, E. (2012). Style Differences in Cognition, Learning, and Management. 1st ed. Hoboken: Taylor and Francis.

Thomas, K. (2015). Diversity ideologies in organizations. 1st ed.

Women, government and policy making in oecd countries fostering diversity for inclusive growth. (2015). 1st ed. [Place of publication not identified]: Organization For Economic.

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Talent management and employee engagement-Answer

 

Talent management and employee engagement

INTRODUCTION:

The transformation of talent management happened across the world in the late 20th century (Leena, 2012). The importance of defining, planning, and managing talent and performance was apparent during the transformation period (Pareek & Rao, 2006 as cited by Leena, 2012). Talent management is a traditional approach assessing the employee’s performance. Though many interchangeably used the term performance appraisal and talent management, however talent management is clearly more than a new name for performance appraisal (Edmonstone, 1996 as cited by Leena, 2012). Talent management is more proactive in comparison to performance appraisal is more of reactive. Performance appraisal more focused on measuring the degree of accomplishment of an individual by evaluating the past work history of the employee whereas talent management focused on the front end planning by considering the current active involvement of employee (Leena, 2012). The welcome change of last fifteen years gradually overtook the performance appraisal when organization prefer to use the term talent management (Pareek & Rao, 2006 as cited by Leena, 2012).Employee engagement is a connection between an organization and its workers. An “engaged worker” is described as a person who is completely engaged by and keen about their work and consequently takes helpful action to promote the organization’s standing and welfares.

 

Procedure of Talent management:

According to Dessler (2013), talent management is a continuous procedure of classifying, determining, and increasing the performance of the individual and teams and supporting their performance with the organization’s objective. In other words it can be said as an exceptionally goal oriented and constant approach to assess and to cope employee’s performance. Therefore, managing employee’s performance can increase organization’s competitiveness and productivity and thus increase the overall efficiency and effectiveness of the organization. In addition, it also increases employee’s morale and further motivates them to perform at greater heights. Hence why, it is essential for an organization to implement a proper and strategic performance management system. Otherwise, it could lead to detrimental effects which may affect the richness of the organization.

Factors of employee engagement:

Employee motivation and performance are predetermined factors that drive and boost the productivity of the employee (Anthony, 2012). When an individual is highly motivated, his or her performance would also be high. In other words we can also say that performance is positively related to motivation, however in reality performance. Therefore it is important to understand the link between motivation and performances and what elements that motivates the employee whereas Maimona, (2011) reveals that Managers have to be familiar with the features that produce motivation with the purpose to be capable to encourage employees to work harder, quicker, more competently and with more interest. They need to provide constant feedback on their performance and also provide solutions such as training and development for the knowledge or skill enhancement of the employee.  This will create a sense of belonging for the employee and will take the extra mile to put their best effort in works. As mentioned earlier, motivation is important in an organization as it leads to achievement of the organizational goals. Strategic goal of an organization can be achieved if corporation and coordination takes place simultaneously which can effectively done through motivation (Maimona, 2011). Consequently, this will increase the performance level of the employee, increasing productivity, and reducing cost of operations. Therefore, when the performance level of an employee increases, the organization will also need to recognize the contribution of the employee by providing monetary or non-monetary incentives or even promotion opportunities.

Therefore, it can be summed up that being very important and predetermined factors, employee motivation and performance drive and boost productivity of the employees. It is examined that if employees are highly motivated, they are able to provide good performance for the company based on high productivity level.

Progression planning and Training and Development:

Another importance of talent management is progression planning. It is a constant procedure of thoroughly classifying, evaluating and increasing organizational leadership to improve performance (Shamaila, 2012). To sustain the growing capability within the team, succession planning is in important tool in ensuring the efficiency of an organization. Moreover, it can be helpful in determining skilled and potential employee to grow within the company. According to Ali (2012), succession planning helps to facilitate the retention of talent skill pool. With a proper talent management tool, managers would be able to identify area of development of an employee and thus help to move up in an organization or to other challenging roles.

On the other hand, non-monetary factor such as training and development also plays an important role in talent management. If employees are provided with adequate training and development programs, they are observed to increase the efficiency of the organization based of growth of high skills and abilities. As talent management is regarded as a continual procedure of increasing the performance levels of individuals and teams, therefore, training and development programs helps and support those individuals in enhancing their performance levels with the organization’s objectives.

Therefore talent management system would be able to evaluate the employee’s knowledge, skill, abilities and other required characteristics for a particular job (Ali, 2012). Succession planning involves in identifying the current key needs which comprises the company’s strategic and business plans and also the future key position’s requirements. After identifying the future key position, then the management identify candidates who have developmental potential. Employers develop high potential employees through internal training, job rotation or any regional projects. This is where performance management plays a critical role whereby employers would be able to identify the right person by reviewing the performance level of employee occasionally.

Talentmanagement enhances employee engagement within the organization. It has been seen that the influence of employee engagement has increasing while becoming the key determinants for the performance of an organization (Macey, Schneider, Barbara & Young, 2009 as cited by Jamie & Alan, 2011). Apart from succession planning and talent management, employee engagement also increases the retention rate of the organization. In line with that talentmanagement acts as an important contribution of good performance management system. During performance appraisal, managers will discuss professional growth, career direction, acknowledge achievements, re-examining ownership of goals, targets, meaningful work and providing effective feedback. For instances, career planning or programmes can provide a strong incentive for employee to stay with the company. In addition, receiving consistent feedback from managers promotes self-esteem within the employee. Employee feels that they are being more valued and recognized and thus expressing passionate, empowerment and involvement, exhibiting positive attitude and support to the organization. This consequently helps to increase the efficiency and productivity of organization.  Moreover, this also promotes healthy culture and work life balance among the employees. Therefore implementing a strategic performance management system will foster employee engagement resulting in satisfaction of employee and thus support recruitment and retention efforts (Jamie & Alan, 2011).

Talent management system:

On the flip side, if talentmanagement system is not properly implemented then organization may need to face some challenges as well. According to Dejoux and Thévenet, (2011),one of the challenges is job dissatisfaction. Poor implementation of talentsystem will cause the assessing instrument not to be seen valid and fair. As a result, employees will tend to express dissatisfaction towards their job. Past research has proven that an employee who enjoys his or her work will have a high job satisfaction level. A well job fulfillment level in worker would accordingly bring about many helpful effects for both employees and their organization. Between the effects are produces well working culture whereby employees think intentionally towards the organization benefits, develops learning organization that or promotes knowledge management and sharing among employees and also promotes good health as employee have less stress(Dejoux and Thévenet, 2011). Therefore, when a healthy and competitive environment exists, the performance level of the employee increases. According to McShane (2013), this will help to boost the overall effectiveness of the organization as well. In addition some experts believe that there is moderately positive relationship between job satisfaction and performance (McShane, 2013). However, when the employee is dissatisfied with the job then this will be reflected in the behavior. The employee will voice out their unhappiness and will be criticizing the management in unproductive manner. More suspicious grows on the credibility of the management. In addition, dissatisfied employee would start searching for alternatives and would leave the organization as well. This relatively increase turnover as the employee perceives the process or the management of the organization is not fair or maybe biasness occurs within the organization whereas Elegbe(2010) described that talent management system is costly and time consuming as well. It also requires a lot of administrative work. When it is not properly implemented or well-maintained then it will only lead to wastage of resources, time and money. It affects the financial of the organization as more money is flowing out of the company. As talentmanagement is used to evaluate and improvise employee’s performance and when the system is not well maintained, then managers will not be able to identify the potential of the employees whom can help to boost the revenue of the company. Therefore, an organization should have trained mangers who are familiarize with the talentmanagement system tool so that they would be able to use it in an effective manner and help to increase the performance of the organization. Likewise, when talent management system is poorly implemented, the managers are unable to use the tool efficiently and this will lead to unclear rating system whereby the generated data from the system will be poorly interpreted. Due to deficiency in the system, there will be communication breakdown as clear understanding on the process of talentmanagement system was not communicated to the employee (Elegbe, 2010). Therefore, insufficient information would only hinder an individual in completing a job or task. Moreover, it may also cause conflict and misunderstanding which would affect the communication among all the organization members.

          

Effects of Talent management on employee’s performance:

According to Bridger (2014), Talent management system needs to possess some ideal characteristics to be an effective, fair and meaningful one.  A talentmanagement system needs to achieve standardization in the process. The evaluation criteria and methods need to be standard. Otherwise the tool is not applicable to use to assess employee against a standard variables. (Bridger, 2014) Furthermore, it should be evaluated in a consistent manner across people and time. The aspects of the talentmanagement system should be uniform and sustain a level of strictness as it creates reliability towards the tool. Whereas Cervai, Kekäle and Claxton(2014) revealed that a good talentmanagement system should be error free to ensure no biasness in the system. Moreover, it also should provide a clear rating system so that standardization is not replaced with the personal values. It has to be practical as well in the terms of availability, user friendly and also acceptable to decision makers. On top of that, a good talentmanagement system will be valid and consciences. In line with this, it should only measure valid facets which are relevant to the performance and eliminate irrelevant aspects. It should only measure as per the relevancy of the job function of an individual. In other words, it should be specific whereby a clear and detailed guideline is provided to the employee. This guideline will provide an understanding of what is expected from the employee on how the expectation can be met.

One of the crucial characteristic of an ideal talentmanagement system is strategic congruency. The system needs to be consistent with organization strategy and goal. Also, it should be aligned with the unit and organizational mission and vision(Cervai, Kekäle and Claxton, 2014). In addition, the talentmanagement system should possess thoroughness as it will be used to evaluate all employees and all major responsibilities that the job role hold. According to Cheese, Thomas and Craig(2008),the evaluation also should cover performance for entire review period. Feedback should be given on both positive and negative or rather area of developments. Another important criteria is that, it should be meaningful as well as the standards that are set needs to be relevant. The system must be able to measure what employee can control and evaluation should occur regularly at appropriate time. In addition, the result should have valid consequences that can be used for administrative decision purposes. Talent management system should be acceptable and fair whereby the perception of distributive justice and perception of procedural justice should be aligned with the standardization measures. In the event differences perceived in between work performed and evaluation, and between evaluation received and rewards, then the system is likely to be unfair, fairness in procedures is used to determine ratings and link rating to rewards accordingly. In order to improve all the justice fairness, a clear rule has to be set and applied consistently by all managers(Cheese, Thomas and Craig, 2008).

Davis(2007) reveals that an ideal talent management system should be able to identify and distinguish between effective and ineffective performance in terms of behaviors and result thus providing the ability to identify employee with various level of performance. Talent management system should also provide inclusiveness where the process represents concerns of all involved. When the system is created, employees should help in deciding what and how the evaluation should be measured. In addition, it has to be a two way communication during the appraisal meeting where a clear standard and ongoing communication occur. Hence, talent management system must an open system as well. The most vital characteristic of an ideal talent management system is ethical. Mangers should curb self-interest and only proceed to rate his or her subordinates where sufficient information about the performance dimension is obtained (Davis, 2007).

Conclusion:

Talent management enhances employee engagement within the organization. It has been seen that employee engagement has increasing become the key determinants for the performance of an organization (Macey, Schneider, Barbara & Young, 2009 as cited by Jamie & Alan, 2011). Apart from succession planning and talent management, employee engagement also increases the retention rate of the organization. In line with that talent management acts as an important contribution of good performance management system

 

References:

  1. Bridger, E. (2014). Employee engagement. London: Kogan Page.
  2. Cervai, S., Kekäle, T. and Claxton, J. (2014). Employee Engagement. Bradford: Emerald Group Publishing Limited.
  3. Cheese, P., Thomas, R. and Craig, E. (2008). The talent powered organization. London: Kogan Page.
  4. Davis, T. (2007). Talent assessment. Aldershot, England: Gower.
  5. Dejoux, C. and Thévenet, M. (2011). Talent management. Paris: Dunod.
  6. Elegbe, J. (2010). Talent management in the developing world. Farnham, Surrey, UK: Gower.
  7. Garber, P. (2011). Coaching employee engagement training. Alexandria, Va.: ASTD Press.
  8. Garber, P. (n.d.). The manager’s employee engagement toolbox.
  9. Hatum, A. (2010). Next generation talent management. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.
  10. Nafei, W. (2015). Talent management. Saarbrucken: OmniScriptum.
  11. Page, K. (2008). The Essential Guide to Employee Engagement. London: Kogan Page.
  12. Pollitt, D. (2010). Talent Management. Bradford: Emerald Group Pub.
  13. Scullion, H. and Collings, D. (2011). Global talent management. New York: Routledge.
  14. Taylor, M. and Lee, E. (n.d.). Talent management.
  15. Truss, C., Delbridge, R., Alfes, K., Shantz, A. and Soane, E. (n.d.). Employee engagement in theory and practice.
  16. Tyson, S. and Smith, P. (2006). Talent management. London: Hodder Arnold.

 

 

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Strategic management- Answer

Strategic management

Contents

  1. Executive Summary. 1
  2. Company background information. 1
  3. Identify and evaluate a strategy chosen by the Jurlique. 2

SWOT Analysis of Jurlique: 2

Sustainability strategies of Jurlique: 4

Justification of strategy by using risk analysis: 5

  1. Evaluate strategic implementation issues. 6

Hubbard’s Strategy Implementation model: 6

  1. Key issues based on strategy choice & implementation analysis and give your recommendations 7

Recommendations: 8

Action Plan for Jurlique: 9

  1. Conclusion. 10
  2. References. 10

1.  Executive Summary

Jurlique is an Australian company engaged in the personal care industry. Their main products include hair care, skin care, nutraceutical, and pharmaceutical products. From humble beginnings, the company has emerged into one of Australian top personal care companies. The company has also considered international opportunities in order to expand its horizon to foreign markets. In late 2005, the founder and CEO of Jurlique considered two major expansion opportunities. The first opportunity is to export their skin care and hair care products to potential markets in Australia and intensify its current distribution activities. The second prospect is to launch their new line of nutraceutical or natural health products in the markets of North America and Europe.

Demand for Jurlique’s skin care and hair care outside the Australia emerged with the legions of overseas Australian workers. OFWs who are loyal to Jurlique’s products have brought the products with them when they go abroad (Borrie, 2009). They spoke highly of Jurlique’s products to foreigners. From this, there was a growth in the overseas demand for Jurlique’s products. The company embraced this demand and considered opening its doors to foreign markets.

 

2.  Company background information

Jurlique is an Australian cosmetic manufacturers company established in 1985. The founder of Jurlique was Dr. Jurgen Klein. From the beginning of Jurlique, the company is progressing rapidly and achieved so many milestones in last thirty years. The management of Jurlique saw potential markets in Asia for their products. Countries like China, India, and Japan were the ones they saw as their potential market for distribution. Consumer preference and perception are similar with these countries when compared with the Australia. Among the three, China was the most attractive. Because of this, they started distributing Jurlique’s products in China through local third parties, and eventually established P.T. Jurlique China, a subsidiary in a joint venture with a local company, in year 2000. Although the business in China is not yet profitable, they are still planning to launch new products soon to solidify their market position. The management’s approach in China focused on advertising and promotional spending to generate brand awareness. But sometimes advertising outpaced their distribution capability (Dias, and Markesinis, 2010). Despite this, the management of Jurlique is positive but still admits that it is risky. They believe that expenses and damages were essential in the early phase to attain delivery handling and consumer acknowledgement, and finally get success. Competitors exist in China, including multinational corporations in the country, which challenged Jurlique Corporation. Moreover, the management of Jurlique believed the market for Jurlique’s skin care and hair care products would be limited to Australia and the Middle East because of consumer preferences. Among other Asian countries, India and Japan were two highly potential markets for their products. Both countries revealed positive indicators for demand. Other countries like Thailand and Malaysia, revealed little or no indicators of demand. The management of Jurlique is considering India and Japan in its expansion plan.

The other opportunity that Jurlique is considering was the launch of natural and nutraceutical products in North America and Europe. The management and their research staff discovered a large and growing demand for nutraceuticals worldwide, especially in the western countries. Despite this consumer demand, nutraceuticals are unnoticed by major manufacturers. Not all consumers are persuaded by the benefits of these products because of lack of scientific development and the absence of major producers. Jurlique then decided to act. They established Jurlique Pharmaceuticals that unveiled its first nutraceutical products in August 2005, including those under TheraHerb brand. TheraHerb brand is composed of various products. The major products were derived from virgin coconut oil. It was considered as a “cure-all” natural product for maintaining health and prolonging life. Also, coconut is plentiful in the Australia.

The management believed that VCO products would open its door to the lucrative North American and European markets. The research team had discovered strong trends toward health and wellness in those markets. Jurlique would initially offer VCO products in the United States, Canada, and the United Kingdom. But then, the market opportunities in those markets are difficult to quantify. But still they believed that these are the most attractive markets for their products. They thought Asian development would be a tough however natural development, and supposed western development would be considerably tougher.

 

 

3.  Identify and evaluate a strategy chosen by the Jurlique

SWOT Analysis of Jurlique:

StrengthsWeaknesses
– emphasis on advertising and promotional spending

– focused and deliberate campaigns and product offerings

– well-established in the domestic market

– product differentiation

– hired experienced professionals

– lack of brand recognition and credibility in foreign markets

– lack of production facilities and resources in other countries

– lack of local offices in foreign markets

– limited experience in foreign markets

– limited financial  resources

OpportunitiesThreats
– large and growing demand of nutraceutical products (North America and Europe)

– attractive markets in other Asian countries

– offering stocks in an Initial Public Offering

– multinational competitors

– product substitutes of competitors

– different consumer perceptions

– demand spillover

– “folkloric” nutraceutical products

 

 

The strategies chosen by Jurlique are as follows along with their pros and cons:

  • Branding as a Market Penetration

Advantages:

  • It promotes recognition.
  • It helps the company apart from the competition
  • Tells people about business DNA
  • Provides motivation and direction for the staff
  • Generates referrals
  • Represents the company and its promise to the customers
  • Helps the company to connect with their customers emotionally
  • Provides business value
  • Creating a premium
  • Establish connections among distributors
  • Develop brand loyalty

 

Disadvantages:

  • Expenditures for pursuing this action is costly
  • Branding can be complicated due to having numerous products

 

  • Pricing Adjustment

Advantages:

  • Attracts prospective customers
  • Build customer loyalty
  • Customers will recognize and patronize the products
  • Creates higher demand

 

Disadvantages:

  • The customers might view the product as a cheap stuff
  • Creates losses
  • Shortage of supply due to possible high demand
  • lowering cost of producing the product might affect the quality of the product

 

  • Improve and create distribution channels by finding potential locations where Jurlique’s products are not yet available in countries where distributors already exist.

Advantages:

  • Easily distribute products to consumers
  • Efficiently manage and transport products from production to consumers
  • The products would be in time for the demand of consumers
  • Creates higher demand for products
  • Spread information about the products offered by Jurlique that certain consumers seeks

 

Disadvantages:

  • Additional costs will be incurred while having uncertainties of possible outcome
  • Regulatory environment might limit the products that would enter a certain location.

Sustainability strategies of Jurlique:

Jurlique’s most important supply chain strategies can be compelling its dealers to sustainability reporting. Jurlique can enlarge its plan together with the Gantsch program of International Reporting Initiative’s that permits contractors to report their environmental and social initiatives. Jurlique can make its contract with its most important dealers in Asia necessitating them to deliver their sustainability reports. Moreover, the management of Jurlique can work to make sure that there is clearness in all its activities accompanied by proper working and social settings in its supply chain management. It accomplishes this by taking a counselling part to the factory administration about the faint points of their processes. The management considers that this allows the dealer factories to make self-determining developments.

As main component of their competitive advantage strategy, Jurlique can subcontract all its production processes to dealer organizations that are self-determining. The corporation can emphasis to put in this step at a point to make sure it endured economically. But, the administration still have a feeling that they have a part to take in guaranteeing that the products are made in good working environments. The environmental and social affairs manager of Jurlique clarified in an interview that Jurlique has a dealer agreement. He also clarified that in the past, the corporation has done over three thousand examinations to make sure that dealers meet with the social and environmental standards set by the Company.

In the supply chain of Jurlique, the starter of sustainability reporting can make a logical development of the supply chain plans that already occurred. This sustainability idea in Jurlique’s supply chain management plays three most important function. Initially, it works to make sure that all dealers of the corporation embrace the idea and even familiarizes other plans in their processes. Secondly, it make sure that dealers can provide a same auditing method to that of Jurlique with the simple purpose of enabling them to improve their concepts. Finally, the sustainability idea offers the public and other involved shareholders with consistent information about the environmental and social situations in the supply chain of Jurlique.

 

 

Strategy rationalization by using risk analysis:  

The risk evaluation reflected on strategic, financial, and operational risks, containing:

 

  1. Asset Management – harm, impairment, annihilation, loss of use of own or other party’s structures, plant, tools, stock, and intellectual property.
  2. General Management – Issues of incompetent corporate governance and/ or common management functions.
  3. Environment – Environmental damage as well as Environmental management actions.
  4. Business Model/ Change Management – Impact on the business of inefficiently accomplished strategic, development and change procedures.
  5. Financial – Decreased income and/or enlarged flow of expenses. Financial management practices.
  6. Products/Services – Responsibility rising from product or service, eminence or provision.
  7. Information Technology – Impacts regarding the management and technology failure.

 

4.  Evaluate strategic implementation issues

Hubbard’s Strategy Implementation model:

  • Systems

Jurlique’s brand needed acknowledgement and integrity in overseas markets. Even in European countries, their products still lack recognition compared to the mass recognition in the Australia. Their team lacks experience in the foreign markets, so they have to gain a deep understanding of the markets where they want to enter. The management of Jurlique still believed that they should bring their corporate mission in expanding. Jurlique’s financial resources are still limited as of the moment. They are planning to offer some of the company’s stocks in an Initial Public Offering in 2015. The management would allocate 70% of the new capital to their international expansion plans, and 30% would be reserved for new products. Since new capital could not be raised until 2015, the management knew they had to choose one of the chances as his precedence for the intervening year.

  • Structure

Demand spillover –the company is spending for advertising and campaigns before production. Now, if demand will grow because of these campaigns, yet, low production, customers may be disappointed because of possibility of shortage of supply

  • Leadership

The leadership approach in China focused on publicity and promotional expenditure to produce brand awareness. But sometimes advertising outpaced their distribution capability. Despite this, the management of Jurlique is positive but still admits that it is risky. They believe that expenses and damages were essential in the early phase to attain delivery handling and consumer acknowledgement, and finally get success.

  • Culture:

Multinational competitors – Jurlique Corporation is not the only one operating in Asia for some of Jurlique products. There are also some multinational corporations that are trying to venture in. Now, the implication is that Jurlique must take actions now before these other multinational corps could eventually capture the majority of the market here in Asia

Product substitutes of competitors – Some of Jurlique’s competitors also produce the same products which threaten the company, or the competitors also produce substitutes for Jurlique’s products that customers may avail. These substitute products may affect the sales of Jurlique Corporation and in turn affects profitability.

  • People:

Different consumer preferences- different consumer preferences might affect the demand of Jurlique’s product. Some products may not be what consumers prefer. Different countries have different preferences and perceptions, so products might not suit their needs.

 

5.  Main problems based on strategy selection & execution analysis and provide your recommendations:

Jurlique is Emphasizing on Advertising and Promotional Spending in Asia that could be a very good start for Jurlique if they would fully operate in Asia since they had already started introducing some of their products. This means that it’s not that hard anymore introducing what these Jurlique products all about. Dedicated and Considered Movements as well as Product Offerings ensure Jurlique is distinguished in the point of view of value, efficacy and service. This is one way to have an edge against competitors especially when similar products are being offered. Jurlique is well-established in the domestic market – The entity’s quality and low prices of products make it known domestically (Goode, 2004). That even foreigners are being lured to avail of the products. Moreover, its products, particularly skincare and hair care products are in line with Australian’s needs and wants. Product Differentiation makes the company more competitive. This provides them the edge among multinational companies because their products are unique. Experienced Professionals is an advantage because the entity does not have to incur additional costs for training because they are already experienced and at the same time the likelihood of making bad decisions is minimized.

Jurlique lacks Brand Recognition and Credibility in Foreign Markets. This may also pose a problem since it has not established yet its identity in the foreign markets. So this could entail that their products may not be feasible due to this matter. Lack of production facilities and resources in other countries means hassle and additional costs are incurred by the company because of the availability of products in foreign countries. Lack of local offices in foreign markets particularly US, Canada and UK. This can be a problem since they still have to incur costs with regard to their offices in these areas. Limited experience in foreign markets. Since the company mostly distributes products through third parties, it does not know foreign markets’ preferences.  Moreover, Jurlique have limited financial resources and with the expansion plans on hand, it cannot be done without enough resources especially financially. The company must address this issue if it wants to realize the planned expansions.

There is a growing demand of nutraceutical products in North America and Europe- products of this kind has high demand in these parts of the world since people here are more conscious of their health. Moreover, businesses have not noticed this demand, so if the company intends to be the first, then it can be an edge. There are some attractive markets in other Asian countries also which have this kind of economic environment, Jurlique may pursue with its expansion plans in these markets since it can give them good chance of thriving. By offering stocks in an Initial Public Offering Jurlique can address the shortage of financial resources of the company as of the moment. Although this is not a full assurance that they will generate enough cash to finance the planned expansion, this could be a great help already since the company is really having difficulties in meeting enough resources to be used in the expansion. Folkloric nutraceutical products can be a threat to the feasibility of nutraceutical products in Europe since people here generally do not trust something that does not really have scientific basis of shall we say folkloric.

Recommendations:

Among the preferred strategies of Jurlique, the first strategy is the best solution that could address the need of the company to establish itself in a position that could recognize Jurlique Corporation not only in the domestic market but also in the international market. It is suggested that the company should first establish a strong brand in order to develop in the customer’s mind of both domestic and international market the credibility and reliability of the product. Identification of the appropriate target market per country is a vital step to be able to properly implement this course of action. Through learning from its past experiences of advertising and promoting certain products per location Jurlique can use this knowledge to identify what fits a certain target market or consumers (Lowe, 2012).  Jurlique can also venture into sponsoring different activities in different locations to make their brand visible in the international scene. Focusing the purpose of the product on what relates to every consumer wherever they are can boost the common perspective and will eventually make them aware that Jurlique Corporation is on their side.

Action Plan for Jurlique:

      ACTIVITYBUDGETPERSON-IN-CHARGETIME
Meeting with the management and board of directors$300

 

 

Board of directors

Head of marketing and research department

Head of advertising

Management

2-3 hours
Meeting for the final decision to approve or disapprove the recommendation$200Board of directors

Head of marketing and research department

Head of advertising

Management

2-3 hours
Start conducting research and marketing strategies$500Marketing department

Research department

2-4 weeks
Meeting of the advertising and communications department$250Communications department

Management

Marketing and Advertising head Research head

2-3 hours
Conducting field works with the marketing department$300Marketing department2-3 weeks
Plan for the advertising and marketing strategies$300Advertising &

Marketing Department

Management

2-3 weeks
Finalizing strategies for branding$200Advertising &

Marketing Department

Management

1-2 hours
Implementing strategiesDepending on proposed budgetAdvertising &

Marketing Department

Management

According to plan
Monitor the result and status of the company in the market$500Advertising &

Marketing Department

 

Within 3 months after the implementation of the strategies

And as often as needed

 

6.  Conclusion

Jurlique is progressing rapidly in gaining access to the international markets in Asia and Europe as well as maintaining the sustainability standards all over the world. As far as the strategy implementation of Jurlique is concerned, the Company is facing some issues which are expected to resolve in the near future. The strengths of Jurlique enables it to get all the available opportunities in the world. As the demand for personal and skin care is growing day by day, it provides a great opportunity for Jurlique to show its presence all over the world. The leadership of Jurlique should emphasize on the current issues of Jurlique whether it is strategy implementation issues or financial issues, they have to work harder in order to remain successful cosmetic manufacturer in the domestic market as well as international market.

 

 

 

7.  References

  • Borrie, G. (2009). Strategic management. London: Butterworth.
  • Bradgate, R. and Savage, N. (2004). Essentials of strategic management. London: Butterworths.
  • Dias, R. and Markesinis, B. (2010). Strategic management. A business approach. Oxford [Oxfordshire]: Clarendon Press.
  • Elliott, C. and Quinn, F. (2001). Basic guide to strategic management. Harlow: Longman.
  • Goode, R. (2004). Strategic management. Harmondsworth, Middlesex, England: Penguin Books.
  • Horsey, K. and Rackley, E. (2011). International business strategy. New York: Oxford University Press, USA.
  • Jordan, R. and Warren, W. (2007). International exposure for multinational firms. Westbury, N.Y.: Foundation Press.
  • Lowe, R. (2012). SWOT Analysis for marketing. London: Sweet and Maxwell.
  • McBride, N. and Bagshaw, R. (2005). Strategic implementation. Harlow, England: Pearson/Longman.
  • Weinrib, E. (2006). Fundamentals of strategic management. New York, NY: New York University Press.

 

 

 

 

 

 

 

 

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Project management-Answer

Project management

 

REQUIREMENT:

1250 (+/- 10%) NOT INCLUDE WORDS ON THE TABLE.

EXPLANATION EACH POINT.

EVERYTHING THAT WRITTEN IN RED NEED TO FIX

INTRODUCTION ROJECT PLAN DEVELOPMENT

 

The project plan which I choose is to launch a new home-based cakes business. The product will be sold through website and also available in some cafés.

In order to achieve a project success, it start from understand who stakeholders are, good communication plan and also SMART objective

The following steps to develop a success project.

 

1.      STAKEHOLDER ANALYSIS

 

Before analyze stakeholder, it is important to know what is stakeholder, stakeholder analysis and its purpose. Stakeholder is an individual or group of people that affect or affected by a given project. (Project Management, Docs n.d.) In every company or organization there will be key stakeholders. Key stakeholders are essentially any and everyone who would be affected by any decisions, actions taken, as well as objectives or policy changes being made. These are the individuals who will be directly affected by any changes the business or organization is seeking to make.

 

Based on the table below, there are lists of name and position of individual or group of people who are performing the project (internal or external) and type of people who affected by the process and result of a project.

External Interfaces

Due to the small and efficient design of the development team, external interfaces other than directly to the customer are not applicable (N/A).

Internal Structure

The development team structure shall consist of Owner, Website designer, Chef/ baker and employees (sales & Marketing). This team composition will create a structure allowing for direct development of the software requirements, design and modification of the user interface elements as agreed upon between the specialist and the customer, and requirement and process management between the team and customer base via the program manager and customer outreach liaison.

 

 

Table 1.1 Project Stakeholders

 

NamePosition Internal ExternalAffected by project process or project result
MartinOwner

Project Manager

üProject process

Project result

MarilynShareholder

Website designer

üProject process

Project result

ClaireShareholder

Chef/ baker

ü
SarahEmployees (sales & Marketing)üProject process
JeniferEmployeesüProject process
ElijahEmployeesüProject process
TomCooperator/ Delivery companyüProject process
FrankSupplierüProject process
KellySupplierüProject process
CompetitorsüProject process

Project result

CustomersüProject result

 

Table 1.2 –Prioritize Stakeholder

            EXPLANATION – WHAT IS PRIORITIZE STAKEHOLDER? WHAT IS POWER? INTEREST? INFLUENCE? IMPACT? URGENCY? LEGITIMACY

Stakeholder Martin

(owner & Project Manager

Marilyn

(Shareholder & Website designer)

Claire

(Shareholder &Chef/ Baker)

Sarah, Jenifer, Elijah
(Employees)
Tom

(Cooperator/ Delivery company)

Frank, Kelly

(Suppliers)

Customers
What is important to this stake-holder?       
Power        
Interest        
Influence        
Impact        
Urgency        
Legitimacy        
Total

 

       
Priority (Key or Other)        
Stakeholder Stakeholderstakeholder
What is important to this stake-holder?
Power Project manager
Interest Web designer
Influence Customer
Impact Owner
Urgency Supplier
Legitimacy Customer

 

 

Table 1.3 – Stakeholder Matrix

EXPLAIN MORE ABOUT WHAT IS STAKEHOLDER MATRIX?

Alternative breaks project stakeholder matrix
StakeholderInterest in projectPrioritySupport strategies
Ownerinvest to make moneyKeyshare strategies
Project Managersupervise the projectKeyconstant communication
ShareholderMonetary supportKeyconstant improvement
Website designerinterface for the customersKeysupport and guide through process
Suppliersupport regarding productsotherconstant improvement
Customersnew products and servicesKeylong-term relationship

 

 

2.    BUILD RELATIONSHIP WITHIN CORE TEAM AND OTHER STAKEHOLDER

EXPLAIN WHAT IS BUILD RELATIONSHIP WITHIN CORE TEAM AND OTHER STAKEHOLDER? PURPOSE?

 

Table 2.1 – Project Decision Making

WHAT IS PROJECT DECISION MAKING? LIST SPECIFIC EXAMPLES OF DECISIONS TO THE EXTENT YOU CAN

Project decision-making guide
Person/methodWhen
Project ManagerWhat activities are
under stress and need
follow-up support from
PM Team or Architect
Architect risk managerAgree on mitigation
plans for negative EV
trends, issues raised
from Status, Issues,
Risks and Performance
Metrics. Decide on CR
priorities and document
recommendation for
Change Board.
Approve Issues mitigation plans
Steering committeeApprove CR’s create issues for steering committee action items
Steering committeeApprove Risk Mitigation Plans

 

Table 2.2

 

RoleActivities
Customer Project•Primary interface between Systems and customer.
Manager•Address and resolve project issues as appropriate.
Systems Project•Manage the Viking project statement of work, including budget,
ManagerSchedule, and quality of the product.
•  ManageSystemsprojectpersonnelandmonitor
Assignments.
• Manage the project risks.
•  Provide status to Customer Project Manager and Systems
Executives on a bi-weekly basis.
•Consolidate  lessons  learned  from  all  project  participants  and
provide constructive feedback to Systems for use by future
Projects.
•  Manage   the   configurationof   theSystemsproject
deliverables,   including   the   project   documentation   and
Architecture/design documentation.
Software Architecture•Develop and document the design.
Team•Provide architecture and design information and expertise to the
development team
•  Develop the Acceptance Test Plan, which includes the integration
Of all the modules.
Development Team•Develop Viking to technical and business specifications.
•  Develop Unit Test Plan for each module of the product and the
Integrated Test Plan for the modules.
•  Manage the software configuration through the development and
Testing phases.
Quality Assurance•Ensure that the Systems processes for architecture design.
ManagerDesign are executed appropriately to enforce quality standards.
•Ensure  that  Systems  testing  processes  are  executed
Appropriately to ensure quality of the test results.

 

 

3.    STAKEHOLDER ENGAGEMENT ASSSESSMENT MATRIX

There are many techniques that could be utilize to gather all necessary information for analysis. While some of these techniques are more up to date than others all are an important part of this information gathering phase. The first steps would be to meet with key personnel like the companies employees, all members of management, IT staff etc. This type of information gathering would be in a group setting and would be centered on more of a question and answer type session.  This is done in this manner to illicit ideas, questions, and concerns centered on the project. This will be done throughout the project to ensure inclusiveness and to ensure that all requirements are being met. This method is considered the Joint Application Development Method. This method is a process used by many companies and organizations to meet a company’s business requirements when in the process of developing new systems or policies.

Another information gathering technique to be used is one on one interviews (Edward, 2013). This is done to gain insight from these key individuals on what they view is currently working for the organization and what needs to be updated or changed. Both methods would be collected and use for analysis for the betterment of the project and to reach all necessary requirements.

 

Table 3.1 stakeholder engagement assessment matrix

Stakeholders engagement assessment matrix
Stakeholders Unaware Resistant Neutral Supportive Leading
OwnerA
Project ManagerB
ShareholderB
Website designerC
ShareholderC
Chef/ bakerC
Employees (sales & Marketing)D
EmployeesD
EmployeesD
Cooperator/ Delivery companyB
SupplierA
SupplierA
CompetitorsC
CustomersC

 

 

 

 

4.    COMMUNICATION MANAGEMENT

Communication is one of the most important aspects of the Project management plan. Keeping the stakeholders and team members up to date on the changing aspects of the project is imperative to maintain a sense of control and ownership. The Project management initiation meetings will introduce the team members to the Project management and allow them to ask questions (Hopes, 2012). The Project management will be presented by the Project Manager and supported by an Architect.

Table 4.1 WHERE IS TABLE LIKE IN EXHIBIT 5.11 AND EXHIBIT 5.10??

FromToWhat gets communicated
All InternalWeekly Project Status
ProjectProjectMeeting
Team MembersManager•Individual status on
•deliverables
Status of Issues
•Earned Value
•Risks and Impacts
ProjectArchitect,Project Performance
ManagerRisk•Bull’s Eye Chart
Manager•Earned value
•  Status on current tasks
•Status on issues
•Perceivable Risks
•  Change Requests if any
•Performance Metrics
ProjectSteeringSteering Committee Bi-
ManagerCommitteeWeekly Report:
•Earned Value
•Project metrics
•Change Request Status
•Issue log
•PM status, Risks
Risk ManagerSteeringBi-Weekly Risks Report
Committee,•Top 10 Risks
Viking•Complete Risk Report
Project•upon request
ManagerRisk Analysis
•Risk Mitigation Plan
•Steering committee
direction

 

5.    PROJECT MEETING AGENDA

WHAT IS PROJECT MEETING AGENDA? PURPOSE?

Table 1.7- Project meeting agenda

Project meeting agenda
Project team 25th November 201610:00amProject site
The purpose is to discuss the project plan with all the stakeholders
Topic:PersonTime
Review AgendaCEO3 min
SummaryProject manager5 min
Meeting evaluationArchitecture10 min

 Table 1.8- Project meeting minutes

WHAT IS PROJECT MEETING MINUTES?

Project meeting minutes
Project team 25th November 201610:00amProject site
Members present:All the members of the project were present
Decision made:What activities are under stress and need follow-up support from PM Team or Architect
Issues logUnderstanding, Agreement, and Support for the schedule, effort, allocations, and assignments

 

WHERE IS PROJECT MEETING PLUS-DELTA EVALUATION LIKE IN EXHIBIT 5.16??

REFERENCE:

CIO. (2015). How to define the scope of a project. Retrieved from http://www.cio.com.au/article/401353/how_define_scope_project/

Software Development Life Cycle (SDLC) Phases. (2014). Retrieved from http://www.sdlc.ws/software-development-life-cycle-sdlc-phases/Project Management Docs, n.d., What is a Stakeholder? How to Identify, Analyze and Manage Project Stakeholders, Available: http://www.projectmanagementdocs.com/blog/what-is-a-stakeholder.html#axzz4P7KLxELe (Accessed 2 November 2016)

 

Kloppenborg, T.J., 2014, Contemporary Project Management: Organize, Plan, Perform, 3rd ed, South-Western Cengage Learning, Mason, Ohio Available: http://reader.eblib.com.ezproxy.laureate.net.au/(S(3yrzz5u0jj4hrugr2jhq2lm5))/Reader.aspx?p=4458813&o=3445&u=nh5WRdvEdCrSOSPH4YJZXQ%3d%3d&t=1478255550&h=511AEDCD0649A36E19A404BF51C8C19DE110F046&s=49619757&ut=11261&pg=1&r=img&c=-1&pat=n&cms=-1&sd=2# (Accessed 2 November 2016)

 

 

 

 

 

 

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Assignment on Stress Management- Answer

Assignment on

Stress Management

 Contents

  1. Introduction. 3
  2. Important Soft Skills. 3

2.1.       Communication Skills: 4

2.2.       Team Building: 4

2.3.       Motivation: 5

2.4.       Active Listening: 5

2.5.       Leadership/People Management: 6

2.6.       Self-Awareness. 7

2.7.       Ethics: 8

  1. Practice and training. 9
  2. Conclusion. 9
  3. References. 10

1.     Introduction

Project management is not just the name of making the strategy of the plan as there are several other aspects of the project management which should be considered. The project management includes the performance of the employee and the HR department through different performance measurement tools.

In order to execute the project, the project manage should have some specific features as this report discuss some of the core features that project manager should possess. As these features play a vital role in the success of the project. The project manager soft skills which are included in this report are the communication skills, Ethics and integrity and Team management.

Whereas there are several other skills which are discussed further in the report. But unfortunately in the organization the soft skills are ignored due to the lack of awareness and relationship among the employees and the managers., If the relationship among the employees and the manager are not good then it decreases the productivity of the organization.

That’s why in order to make the project good and effective the project manager should know how to tackle the challenges during the execution of project planning and also how to use the soft skills with the employees and the top management of the organization.

2.     Important Soft Skills

There are several important soft skills that every project manager should possess but some of the most important are discussed below:

2.1.Communication Skills:

This is the core skills for any kind of manager as either it’s the HR manager or the Project manager everyone should have strong grip over this skill. Reason behind this is that dealing with other is the most important thing in the industry. (Robert, 2016)

Project manager should possess amazing communication skills because during the project he or she has to interact with different kind of people that have diverse nature of background. As working in such diverse nature of environment the project manager should keep the relations smooth with the employees and the top management.

As a project manager the person has to bear lot of pressure from the top management because he or she has to meet the deadline of the project in case the reject does not completed in the specific time then all the burden and complaints go against the project manager. That’s why a project manager must know how to interact with the employees so he or she can get the maximum output from them in the minimum time. (Managers, 2016)

Reason why this communication skill is so important for the project manager is that a project manager have to convey the message to the local labor. Now labor mostly working at the project are layman which means they can’t understand the engineering language so it’s the responsibility of the project manager to make them understand about the project and various aspects in their language here where the communication skills of the project manager can be checked. (Maren, 2016)

2.2.Team Building:

This is second most important soft skill of the project manager. As the team who contribute most always win the contest just like that project manager should build the perfect team for his or her project as before starting the project he or she should know which employee is best for which work. Because making the team of best people can give the exceptional results otherwise the deadlines of the projects can be meet. (Robert, 2016)

In the team building process the project manager should have keen on each and every employee working under his or her department. The team can work together to speed up the project work and they can help the person to meet the requirements. In order to make the perfect team the project manager can recruits new employees and choose the best one from them. As we know that if the team works with full dedication then almost every project can be completed before the deadlines.

2.3.Motivation:

Motivation is what keeps the employee on their toes and keep them moving but if the manager is not motivated than the employee will also not work with full dedication. In order to complete the project on time the project manager should have the motivational skills as he or she should know the tricks in order to keep the employee motivated for long term project.

In order to do they can introduce some reward system and scheme can create the environment of competition among the employees and create the healthy activities for the employees so that their focus should not deviate from their goals. In order to motivate the employees a project manager can start each day of the project with the small but motivational speech as this have the great positive impact on the productivity of the employees. (Managers, 2016)

2.4.Active Listening:

One of the core soft skills that the project manager should have is the active listener. As a good listener is always better than the speaker because if the manager has the ability to listen to his or her employees only then he or she can understand the situation of the work. Usually during project many employees face difficulties like sometimes they are not motivated as they are working thousands of miles away from their home at some site. Some employee has their personal problems from the family thus everyone has its own story which ultimately effect the performance of the employee. (John, 2016)

A project manager should listen to the employee and understand his or her behavior. After the listening he or she should paraphrase the words of employee in the mind so that he or she can understand what is the situation of the employee. After going through this phase then project manager should use the various tools in order to tackle the situation. (Maren, 2016)

2.5.Leadership/People Management:

In order to meet the deadlines which can become sometimes very difficult because of the inner relation between project tam members. As mostly the teams work perfectly but in some situations when there is a class between the members of the team the project is effected so the project manager should know how to decrease the clash among the employees and how to resolve the critical situation in order to save the project. Situations like that check the soft skill known as the leadership of the project manager as how well the project manager handle his or her employee. Because taking work from the employee is another trick as employee usually don’t work too much unless they are motivated or there is some constant force looking at them. So project manager should keep the keen eye in the relationship among the employees because if the relationship among different workers are not going good they can make the union and hence the project will be effected so the project manager should lead them in the right direction and make sure that every employee is satisfied with the work environment. (Rachel, 2016)

This soft skill is not just limited to the employees as a leader and to handle the different people a project manager must know how to deal with the external customers which are the top management, customer and the stakeholders. These three are the major sections a project manager have to face throughout the project. So if her or she knows how to handle each one of them only then the project can run smoothly. As the top management demands work progress every now and then so project manager should know how to satisfy their questions regarding the project working and progress. Here are some of the tips discussed below which every project manager should use while handling the inner and outer relations regarding the project. (Piques, 2016)

  • Work hard for your own team
  • Clearly state the vision to each stakeholder of the project
  • Keep the employee focus on the goal of the project
  • Create the best work environment
  • Allow employees to give suggestion and ideas regarding the project
  • Give monthly progress report to the top management in order to keep them satisfied
  • Customer satisfaction rate should be maintained throughout the project
  • Remove the barriers among the employees and allow them to engage with each other in order to work on the same project. (Maren, 2016)

2.6.Self-Awareness

Self-Awareness is the important soft skills as during the project the situation comes in the way when the project manager has to predict the future and see how the things will go because if the project manager is not self-aware then he or she can’t face the challenges. Self-Awareness always helps the project managers in the certain situations when the managers have to face sudden hurdles usually these are natural hurdles like the weather conditions at the site and sometime the hurdles are within the project team. A wise and expert project manager can sense the danger or the hurdle and according to the situation he or she can make the strategy to deal with it. This can save the project from any big loss and also save the time. (Rose, 2016)

There are other meanings of the self-awareness which means the project manager can judge or sense their own emotions about the project and work. It should be in the must have list of the soft skills for every project manager because only the perfect project manager can develop this skill. One this more self-awareness never comes by reading the theories this skill is developed over the time period through experience and facing the sudden challenges. In order to have this skill there are some things a project manager should do. (Rachel, 2016)

  • Build trust among the employees and the top management
  • Read the emotions of the team manager and use them at right time
  • Evaluate team dynamically in order to understand the percentage of interaction among the team.
  • Be open to external and internal changes which are suggested by the employees or the stake holders.

2.7.Ethics:

Business ethics plays an important role in the project management but when it comes to the project manager there is a slight different between the ethics of the project manager and the business ethics. Reason behind this is that in the business ethics the overall goal is to make profit without damaging any other person. While in the project management the ethics mainly involves the relationship among the management and the employee. The project team ethics. As the first rule of the project management ethics is punctuality as the rejects are very time sensitive so if the person is not punctual then he or she can’t complete the project on time. While the other aspects of this ethic includes the honesty, trust worthy and loyalty. (Managers, 2016)

3.     Practice and training

In order to develop these soft skills as a project manager then the person must go through the proper training. Usually these skills build over the time but some basic skills like ethics and communication can be built through practice. A project manager should make these skills the part of their life and practice it in their daily life also only then they can master all the soft skills. While the projects which are usually the time sensitive can be handle with care if the project manager have training and command over the soft skills. (Rachel, 2016)

4.     Conclusion

The project management is the fundamental department in the company as every organization have the project managers. Now it’s the responsibility of the project managers to develop the soft and hard skills. Although the hard skills are very important but we can’t ignore the soft skills because due to the soft skills the clients and the stakeholders are satisfied as they can’t see the hard skills of the project manager. As they only see the dealing of the project manager with them. That’s why the above mentioned skills are the most important skills for the project manager and in order to develop these skills a project manager has to work for years because this is not the short term process to develop these skills. The more projects a project manager do and involve with diverse nature of people more he or she can have command on the soft skills.

References

  1. Jamie, 2016. [Trực tuyến]
    Available at: https://www.thebalance.com/soft-skills-for-managers-2275889
    [Đã truy cập 4 November 2016].
  2. John, 2016. [Trực tuyến]
    Available at: http://blogs.wsj.com/cio/tag/project-management/
  3. Managers, 2016. [Trực tuyến]
    Available at: http://www.forbes.com/pictures/efld45fmfk/project-manager/#12e933743d82
  4. Maren, 2016. [Trực tuyến]
    Available at: http://www.forbes.com/sites/theyec/2016/06/28/how-to-fix-three-of-the-biggest-project-management-problems-your-business-faces/#4b0931d826f4
  5. Piques, 2016. Mind-Tools. [Trực tuyến]
    Available at: https://www.mindtools.com/pages/article/newCDV_34.htm
    [Đã truy cập 4 November 2016].
  6. Rachel, 2016. [Trực tuyến]
    Available at: http://www.wsj.com/articles/the-office-walk-and-talk-really-works-1473694571
  7. Robert, 2016. [Trực tuyến]
    Available at: http://www.wsj.com/articles/SB898122743694696000
  8. Rose, 2016. Daily-Life. [Trực tuyến]
    Available at: http://oureverydaylife.com/top-10-soft-skills-managers-15114.html
    [Đã truy cập 4 November 2016].

 

 

 

 

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Management Perspectives-Answer

 

Management Perspectives

Introduction:

A management has to be useful through practice that reserves certain features and actions.  A description on successful management, consequently, is a mixture of five practices, features, and actions of operative management that are explained as leadership, teamwork, decision-making, time management, and communication.

Leadership

In order to become a successful manager, a manager have to make a start which is required and important for the success of the company.  The management’s role is defined as a regulatory vehicle of power.  Consequently, leader is the manager of the entire company.  Leader has the duty of setting objectives, achieving objectives set, authorize, control, govern etc.

 

Teamwork

Team orientation is a conceptualized variable of management.  This is where managers consider their employees team building skills and expound on the need for improvement.  Herein, teamwork becomes and important practice that is “essential for effective and efficient management”.

The skills set of teamwork are strategies that help employees handle the “demands, diversity, and myriad of tasks in the workplace”.  Managers fostering a teamwork environment is of viable importance because it creates a work culture of valued collaboration.  Here, teamwork environments mingles understanding and belief in thinking, planning, and decision-making that actions are more thorough when governed via cooperation.

Decision-making

Effective decision-making is a characteristic of management that is practiced through the following four tenets:

  • “The construct of effective management decision-making is an integrated viewpoint or rational normative. Its argument is that an operative decision is palpable through completing successfully each step in the overall process”.
  • “To understand as well as explain decision-making is to develop and implement an interdisciplinary perspective via both behavioral and quantitative discipline”.
  • “Useful management decision-making is connecting viewpoint in that recognition is the engagement of one perspective view of decision-making may limit the use of other perspectives for example quantitative techniques”.
  • “Integrated across organizational events, in pursuit of an organizational goal is where decisions take on an interrelation perspective”.

Insofar as decision-making is effective via an individualized scope that forms through groups and/or teams, “the availability of solutions… reveals the vagaries of the obtainability of assets and their examination”.

Time Management

A characteristic of effective management is time management.  Consequently, time management is an exceedingly valuable resource of effective management because it is “the most precious resource available” in that without it “nothing else can be”.

The practice of effective time management include the following:

  • “Goal setting;
  • Preparation;
  • Selecting;
  • Decision-making;
  • Assigning; and
  • Planning

Once these skills are perfected, a manager will see efficacy that is a substantial significance in the company overall productivity and the way people are relating to the business.

Communication

Practicing effective management takes communication that fosters an understanding of emotions to build team relationships that are open ended to trust and honesty.  To do this, an effective manager would implement “the time and space for individuals to talk and to ask questions”.  Effective management must provide effective communication, insofar as communicating goals and expectations.  This delineates individual’s functions and duty in his work.

 

 

Self SWOT:

Leadership is a task which requires a variety of qualities since it’s a position given by the people who have trust in leadership that bring changes to those that are lead .In modern society many people expect a leader to be perfect in all field forgetting that for effective leadership there is need for the participation and involvement of everybody involved in any undertaking for effective service delivery by a leader. According to SWOT analysis a leader   possess   some   of strength, opportunities, weakness and threat toward the delivery of his or her duty. SWOT Analysis is a useful technique for understanding your Strengths, weaknesses and identification of both the Opportunities open to you and the Threats you face as a leader in this context.

PERSONAL STRENGTH ANALYSIS

Personal strength is the features that are regarded as being beneficial or a source of power. Such features motivates me to undertake the various leadership position that I encounter on in achieving my lifetime objectives as a leader and in delivering my day to day activities:

I believe in planning on how to meet my set objectives so as to experience the maximum output. Monitoring my work to determine   whether I am doing my work as per the plan is mandatory y. Through good plans I have the ability to ensure that the resources needed in delivery of services in terms of the skilled manpower are available and each person is given the task that he can deliver to his or her maximum to achieve the goal and objectives of the organization in efficient and effective way.

 

I am always determined  to  ensure maximum delivery  to any task however significant it may be to achieve my set goals .In every project  that is initiated by various stakeholders I am able to follow the project closely and ensure that delivery follows the required standards to achieve the objective

Am always ready to work with others and listening from others in the activities that we are undertaking towards achieving a specific outcome. Giving  my best without discrimination is my main principle also I am ready to delegate some duties to ensure that the activities meet the required deadlines as per the reporting schedule also am ready to motivate the teamwork as a whole and narrow down at the individual level to encourage more participation in the activities being undertaken.

 

When it comes to the delivery of duties I am determined to complete the task on the required time  and also I am very passionate when we are being introduced to a new idea that will help the organization in improving its performance and be able to achieve its set  target that are laid down

Optimism

This is the act of being positive minded regardless of the current discouraging circumstance  I am calm and patience where I make analysis of the problem and come up with the solutions to tackle the problem I also follow my slogan of “hope is the last thing to loose.

PERSONAL WEAKNESSES ANALYSIS:

Personal weakness entails those attributes that hinder you from achieving your dreams at personal level:

Assertiveness

I am always self-assured and overconfident and very focused into an activity forgetting to look some of the problem in a three dimension. This sometimes discourages one because the emerging issue was not in plan and some of my team leaders who are against my policies get a chance to criticize my leadership style, which can hinder the process of the service deliver in time required.

Nervousness

I tend to become so emotional in some instances, which brings confusion. During the time I am delivering the duties which makes me forget what I had to communicate to my team but  I am  trying to always stay calm and carry a note book that will act as my reference most of the time.

Impatient

I tend to prefer short-term benefits that might be   short -lived   rather than long term benefits that might have a sustainable benefit. This has greatly cost   my dreams.

 

OPPORTUNITIES

This is an  ​occasion or ​situation that makes it ​possible for me to do something that I ​want to do or have to do so as to be who I want to be: it’s also the benefits that I attain in leadership and the chances that I get that helps to improve me at personal and organization level

Education and training

This has impacted into me knowledge   that I use to avoid my weaknesses and threats so as to build my strengths to achieve my dreams. Also from various refresher courses that I undertake and training helps to improve my leadership skills and be able deliver maximum to   the people that I lead.

 Leadership roles

Organizations and associations that offer opportunities to exercise my leadership skills. Being given a role to lead the body so as to achieve its main objective am also given many responsibilities to lead the various committees that are formed to look into problems that arises for example on causes of the poor quality in the production process..

Information exchange

This .has created an opportunity to interact with other leaders from different forums where one get updated on current emerging issues from different field example the technological changes. This enhances the ability to lead and manage the need to complete the task quickly and in the right way

Role models

These individuals admire to be like me and in this case inspire me to achieve my dreams.  As leader I always get request from many people who want them to act as their referees in the education and also I give many lecturers that helps to change altitude and impact positively on life of other people.

THREATS

These include the factors that act as ‘walls’ towards achieving your dreams

Limited time

Time is one of the force that hinders me to achieve my set goals since I have many activities and tasks that I undertake also the emergence of the issues that are not planned. In our activities and in the budget and this diverts our attention in achieving our goals.

Corruption and political influence 

Due to increased incidences such as tribalism, nepotism the drive towards achieving my goals because some of my team member have fear to address the problem and also political leaders  disrupts most of the projects because they have perceived benefits that they are targeting to achieve.

Unrealistic demands

Most people have the unrealistic dreams of what they want to be achieved within a limited time frame and the resources that are currently available and budgeted for in a given period of time. This erodes the concentration of a leader from the main project that is focused on.

Being a leader is a task that requires one to be equipped with many skills and have a great convincing power so as to communicate the organization goals effectively to those that are assisting him or her .As a leader one should maximize on the strength and minimize the weakness and threats that are in existence or that arise on the process of the service delivery.

Strengths I should consider to enhance my ability to pursue life goals:

I would strengthen “Constant willingness to learn new things.”  The reason I chose this strength to improve, is the fact that there is always something new to learn in the technology field, or life in general.  The technical field is constantly changing.  It is evident, especially in smart phones.  There is a new phone out with Samsung or Apple almost every year.  There are new computing devices and operating systems that hit the market every day.  In order to stay up on these new and upcoming events, you have to read about them.  By reading, you potentially learn how this new thing works and how to fix or troubleshoot if need be.

Weaknesses I need to improve on:

The number one weakness I should continuously improve on is my attitude toward others.  During my first year at a charter school is NSW, I had the toughest time keeping my attitude in check.  Before my transfer, I was accustomed to working alone and holding an administrator role in my building.  I had an issue adapting to the new setting and following under someone else’s control or lead.  However, with the help of lots of caring people in the NSW charter school, I was able to gradually work to fix my attitude and obtain the corporate level position I worked extremely hard to obtain.  These individuals believed that I could improve and gave me chance after chance to realize it for myself.

In my current position, there is a lot that can upset me, however, the individuals I have dealings with will never be able to recognize it.  I am truly grateful to the women at the school who have supported me on my journey to be a better person.  When I feel like I am about to have an attitude moment, I recall the past events and how I handled them.  By doing that, I am able to choose the best method to get through the day.

 

 

References:

Megan. (2009). Cultural Differences: Retrieved from

http://bucknellorgtheory09.wordpress.com/2009/05/07/cultural-differences- in-Aus/

Tootoonchi, A., Hagen, A., and Monahan, M. (2005). Future leaders: Are they team-oriented? Retrieved from .

Wilson, A. (2008). Going Global. Retrieved from http://goliath.ecnext.com/coms2/gi_0199-          7056/Going-global-Ford-borrows-platforms.html

 

 

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An analysis of contemporary resources- Answer

An analysis of contemporary resources

Introduction: 

The hospitality industry is one of the fastest developing in the present business environment. It thus, indicates that hotels have to be advanced and well-organized to make sure that they keep their significance in the hospitality industry. One more characteristic that describes this industry is the growth in variety between its target customers, personnel and moreover the services presented. There is a vast scope of Australian hospitality industry, and it is defined by the various businesses that composite the industry. The industry scale can be assessed by consulting different points. Multiplicity of the industry differs from the products and services delivered by various businesses in the hospitality industry, the target customers as well as services provided such as, hotels provide lodging and food services to customers. On the other hand, hotels of different rating 1 to 5-star, target customers of different spending abilities. There is also variety in products or services provided.

Advantage of current trends in Fixtures, Furniture & Equipment (FF&E) in the Hotel industry:

There are 4 contemporary theories.  The first one is sociotechnical system theory and this one is different from the other contemporary approaches because it deals with the interpersonal relations.  It promotes team work and also promotes the use of some autonomous work groups as part of an important factor to create a very good production system.  Then we have Quantitative Management that is different from the others because in this approach managers use math to help them make a decision to solve problems. It uses statistical decision theory, linear programing, breakeven analysis, etc.   Not everyone had adopted it because not every problem can be solved with math.  The next contemporary theory is Organizational Behavior and it studies and identifies how employees act under their managers. This approach believes that employees would act accordingly as to how they are treated by their managers.  If treated as a lazy person then they would act lazy.  The last contemporary theory is the System Theory and it is different because depends on the inputs from the outside world.  A system is part of a group of subsystems which all work together to achieve a goal or objective.  The organization is a closed system rather than an open system.

Open System is a structure that regularly exchanges reaction with its external environment like raw materials, human resources and capital and they transform these inputs into outputs.  Internal Environment refers to anything inside a firm’s boundaries like employees, managers, resources and organization culture.  Competitive Environment is the rivalry between existing competitors and the threat of new competitors, also the threat of complementary and substitute products and the fight for power between suppliers and buyers.  Macro-Environment is the most important external and intense features that effect the decision making of an organization and influence on the way the organization performs and its strategies this factors include economic factors, demographic, government and social conditions.

 

CONTEMPORARY THEORYOPEN SYSTEMRELEVANT OR NOT
Sociotechnical Systems TheoryInternal EnvironmentRelevant
Quantitative ManagementCompetitive EnvironmentRelevant
Organizational BehaviorInternal EnvironmentRelevant
System TheoryMacro-EnvironmentRelevant

 

The hospitality industry of Australia refer to the broader sector of service industries that deals with lodging, restaurants, event planning, transportation, cruise line, and attraction of tourists in a country’s spectacular sites. The hospitality and tourism industries are a billion dollar industry that depends on the availability of leisure time and people’s disposable income. As a result, the hospitality and tourism industries depend on the increased income to people and the availability of enough time to enjoy the money in the industries. Specifically, the hospitality industry refers to the units of restaurants, hotel or parks that consist of essential services such as facility maintenance, management, and human resources (Nickson, 2012, p.24). The hospitality industries are a full employed sector that consist all components of a business unit. In addition, the tourism industry refers to the travel agents, tour operators, government tourism commission, hotel chain and tourist attraction that guides the tourists in their tourist activities. In addition, the physical environment and the hospitality and tourism industries are inseparable in the choice of destination by the visitors as they are the natural attractions. Thus, the management of environments and natural attraction should allow the hospitality and tourism to manage the resource in order to allow for adequate natural attraction that attracts visitors. Therefore, the well-managed destinations environment has the best destination advertisers.

With the advancement in the hospitality industry, many new trends has been developed in Fixtures, Furniture & Equipment (FF&E). The main advantage of current trends in FF&E is that customers attracts towards the hotels.

The hospitality industry have influence over the choice of destination by the visitors in the different countries. A destination may be a country or region within a country. The industries are behind the influence of choice of destinations by the visitors. According to a survey collected in 2011, it revealed the hospitality through the factor that influence the choice of destination include the social, economic, and geographical factors to attract the tourist activities their destinations. Their choice may be regarding information  obtained from the media on some aspects of the country, recommendation by travel agencies, or world renown destinations that have good economic growth. Therefore, the activities to certain destination reflect the feeling and opinions by it is about the destination’s perceived ability to satisfy its needs through the appropriate and relevant hospitality and tourism industries. Thus, the appropriate and relevant the industries are attractive, the more visitors will come to the destination due to the perceived ability of destinations to satisfy the needs of the visitors.

Tourist destinations are attractive in the sense that their hospitality industry are relevant and thus, it leads to more tourists in the destinations. The presence of proper social structures in the destinations from the hospitality industry helps to attract the choice for the destinations. The social factor that influences the choice of destination includes the cultural, recreation, and entertainment activities in the destinations. The mix of the activities that attract the visitors also includes the support activities in the destination. The support facilities have a lot effect on the presence of good accommodation services and facilities that attract the ability of industries to attract more visitors. The aspects of consumer behavior in the hospitality and tourism suggest that the environment, physical and socials factors influence the choice of a destination. The aspect plays a role in the attractiveness and satisfaction of the visitors over a given destination.

The environmental factor that shapes the choice of a certain destination includes crowding, safety and security, human resources development, competition, and cooperation. Crowding is an environmental concern that has effects on the human behavior and social interaction. It minimizes the freedom of movement and goal achievement of the visitors. Thus, it affects both the physiological and psychological ways of consumer behaviors. Therefore, the hospitality industry should ensure that their physical and social environment is favorable for the choice of destinations by the visitors. Since, the visitors are concerned about the attractive and competitiveness of the destinations hospitality industry for customer satisfaction. Furthermore, it calls for availability of trained staffs in the destinations that will improve the quality of service for efficient customer’s experience. The quality of the services offered impacts on the choice of destinations. Thus, the ability of the hospitality and tourism industries to develop sufficient human resources is crucial in the ability of the destination to satisfy the needs of the customers.

Impact of Hotel design on overall wellbeing and satisfaction of customers:

Kolter (2002) insists that the hospitality and tourism industries mainly deal with the creation of attractive environments through design and other support operations that focus on providing favorable climate for the visitors. The industries may also use functional or aesthetic objects such as architects building designs and layouts. As well as the relevant interiors designs to the hotels and restaurants that serve as a communication on the purposes of the businesses. Ransley and Ingram (2001, p.79) emphasize on the need for proper design since they promote the hospitality and tourism operations in the locations. Furthermore, it is critical to note that the hospitality and tourism are based on proper design and an overall ambient environment that allows visitors to relax and rest accordingly. Thus, the industries should have a tangible attitude towards the customers who are visitors and uphold quality at all times. The scholars offer a good definition into the subject of hospitality and tourism industries (Howie, 2003, p.76). It should focus on the ultimate attraction of the customers need and quality under the ambient conditions in the reservations and lodges.

Recent studies, describes the hospitality industry as a sector that  has the necessary skills and abilities such as automated ticketing and reservations, customer service, adequate information, administration, and strategic planning to offer the relevant services  in relations to the industries. The industries are advised to involve the media in offering information on the quality and availability of reservations in the hospitality and tourism industries. The media may include local and national newspapers, trade magazines, food and travel programs on television and radio. However, the information should vividly reveal the spectacular attraction sites and good hotels and reservations in the different countries. Therefore, the hospitality and tourism industries seek to explain the different services of hotels and tourist sites that are present in the respective countries (Kozak and Baloglu, 2010, p.210). Current studies emphasize on the need for hospitality and tourism industries to employ technology and innovation to expand in order to expand its customers in the sector. The studies are relevant in their descriptions because the hospitality and tourism industry is growing. Thus, it is competitive and it calls for the relevant technology and innovation to be put in practice in the industries.

In addition, the people who travel to overseas holiday will need accommodation to stay as they relax ahead of their tourist activities. Therefore, the hospitality industries are closer to the tourism at times referred to be one industry. Since, whether your travel overseas or within you own country, your tour must be linked to the hospitality industry. In most cases, the hospitality should provide foods and drinks during the journey of a travel experience. Thus, during flight travel in other countries, the customers expect the in-flight meal to be of quality for their good experience in the journey (Mc Cabe, 2012, p.90). Likewise, in rail services, and cruise liners, the passengers need to have provision of quality drinks and foods as an essential component of their travels. As a result, this renders the hospitality and tourism inseparable since the customers uses the both industries to satisfy his or her needs.

 

Conclusion:

To conclude, the concept of hospitality and tourism industries explained various scholar and studies describes the services industry that deal with the lodges, restaurant, events planning, and tourist experience through tours in spectacular sites. Thus, the hospitality and tourism industries highly depend on the availability of disposable income and leisure among the individuals who want to travel in different locations. The hospitality and tourism industries emerge as one of the billion-dollar company that rapidly growing. According to other scholars, the industries seek to improve the quality of life in the rural are with natural attractions by establishing hospitality services in the areas. In addition, has led to improved environmental conservation by the positive attitude by the community. Recent studies indicate that the hospitality and tourism focus on the ability to offer the necessary skills and abilities such as automated ticketing and reservation and destination. The tourism industries focus on different types of business with a range of products and services. The hospitality and tourism industries have an impact on the choice of destination by the tourists. The destination choice depends on the attractiveness and competitiveness of the industries. The aspects lie in the social, economic and geographical factors. The social factors comprise the ability of industries to maintain safety and security in the destinations and thus, this allows visitors to come in the safe destinations. Environmental factors include crowding, human resource, competition, cooperation, safety, and security. These aspects should be well managed by the hospitality and tourism industries for effective and efficient choice of destinations by the customers.

References:

Becerra, M., Santaló, J. & Silva, R., 2013. Being better vs. being different: Differentiation, competition, and pricing strategies in the Spanish hotel industry. Tourism Management, 34, pp.71-79.

BHA, 2015. About British Hospitality Association. [Online] Available at: http://www.bha.org.uk/about/ [Accessed 8 February 2015].

Boella, M. & Goss-Turner, S., 2013. Human Resource Management in the Hospitality Industry: A Guide to Best Practice. Hoboken, NJ: Routledge.

Kolter. B, & Buttle, F., 2002. Hospitality marketing. London: Taylor & Francis.

Bratton, J. & Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave.

Brotherton, B., 2012. International Hospitality Industry. Burlington: Routledge.

Choi, S., Cheong, K.K. & Feinberg, R.A., 2012. Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), pp.492-516.

Daily Mail, 2013. Hell’s Kitchen winner Ja’Nel Witt loses Las Vegas head chef job after ‘failing drug test’ (but keeps $250k salary). Daily Mail, 24 August.

Epstein, C. F., Seron, C., Oglensky, B., & Saute, R. (2014). The part-time paradox: Time norms, professional life, family and gender. Routledge.

Ghose, A., Ipeirotis, P.G. & Li, B., 2012. Designing ranking systems for hotels on travel search engines by mining user-generated and crowdsourced content. Marketing Science, 31(3), pp.493-520.

 

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Situation Leadership Used in Target Australia-Answer

Contents Overview of the Company. 1 Introduction. 1 The Leader 2 Leadership theories. 2 Great man theories. 3 Trait theories. 3 Behavioral theories. 3 Situational theories. 3 Participative theories. 3 Situation Leadership Used in Target Australia. 3 Leadership in Legal Process. 4 Target Australia Pty Ltd Business strategies. 5 Leadership Strategies. 6
  1. Create the Culture of the organization a main concern. 6
  2. Distribute a positive vision. 6
  3. Be a adviser 7
  4. Be sensible. 7
  5. Convert the negatives into positives. 7
Core elements of well-developed leadership strategy. 7 Findings & Analysis. 7 Conclusion. 9 References. 9

Overview of the Company

Target Australia Pty Ltd is the retail industry and one of the biggest chains of departmental stores regarding the number of their stores in Australia. Target Australia is a Company which manufactures and imports the products then delivered it to their customers. The Company was founded in the year 1926 and their headquarters are in Melbourne, VICTORIA. The Target Australia Pty Ltd has a total 308 stores in and across Australia through which around 180 of their stores are in Australia and the other stores are operating in other countries. They are a recognized famous retailer and their products are clothes, cosmetics, household goods, toys and many other appliances. The leadership of the Target Australia is much more focused towards the success of their business. David Jones and Target Australia work in the departmental store industry in Australia’s administration area. While David Jones is an open organization recorded in the share trading system, Target Australia is a backup of Wesfarmers Corporation. The two organizations recoded diminished incomes and gainfulness for the 2010/2011 money related year as did the whole business. The lull in industry incomes took after the falling apart purchaser notions recorded around the nation for the period under survey. By 2009, log jam in national economies is showed through a lull popular over the retail division as buyers get to be wary of spending. The accompanying is a relative examination of the two organizations’ focused techniques. (Duff 2007)

Introduction

Target Australia is claimed and worked by Wesfarmers. With a joined store number of 300 stores, Target is headquartered in North Geelong, Victoria. The organization offers beauty care products, garments, toys, electrical gear and shopper hardware and in addition general buyer stock. The privilege to utilize the Target logo was given by the Dayton Hudson Inc (now called Target Corporation) working in the United States. Aside from the utilization of Target Logo, the two organizations have no other affiliation. Target was established in 1926 by Alex McKenzie and George Lindsay when they opened a drapery under an association plan. The organization serves the midmarket with specific accentuation on quality and worth. In 1968 the business had developed to 14 stores and Myer Emporium Ltd gained it and renamed it Lindsay’s Target Pty Ltd. Later in 1973, the organization was renamed Target Australia pty. Myer Emporium converged with GJ Coles and Coy Ltd to end up Coles Myer Ltd. Coles Myer Ltd converged with Fosseys Stores and got to be Target Country giving the business a rustic edge. In the year 2007, November 2007, Wesfarmers gained Target as a feature of their procurement of more extensive Coles Group. Target’s working income for the monetary year finished 2011 remained at $3.8 billion. This was a decrease of 1.2% from the earlier year. The income before hobby and assessment remained at $280 million for the same period. This spoke to a 36% lessening from the earlier year. The outcomes point to the weakening buyer notion over the period and the reinforcing nearby money that as pointed before, filled collapse and flight of customer to less expensive outside shopping destinations. (Burke 2007)

The Leader

The better leader acquires things exceptionally professionally. Nowadays there is a lot of competitiveenvironment;that a lot of organizations required those managers who are totally attentive of managing various problems which are associated to the leadership and management. The leadership and motivation plays asignificantfunction in achieving the ambitions of a company. The most importantreason of the report is to decisivelyassess the leadership strategies of the Target Australia Pty Ltd. (Wilson 2011)

Leadership theories

Leadership is a process in which leader presents the statement to his devotees and request them obtain accomplishments beside him.

Great man theories

The great man leadership theory imagine that the leadership ability is natural and it is already in the blood of people, these great leaders are born they are not made by someone they have natural abilities of leadership.

Trait theories

The trait theory of leadership recognizes the particular character or some kind of behavioral distinctiveness which are shared by the leaders.

Behavioral theories

The behavioral theory of leadership is based on the concept or principle that the great leaders are not born, they don’t have natural abilities but they are made in them to become a leader.

Situational theories

The situational or contingency theories of leadership focus on the particular variables that are dependent on the environment which may decide which style on the leadership suits them according to the situation of the environment. (Shah 2008)

Participative theories

The participative theory of leadership proposes that the perfect approach of leadership is one which catches the participation of others in his leadership. This theory of leadership helps the managers more than any leadership theory.

Situation Leadership Used in Target Australia

In the aggressive business sector of building devices, popularity based style of authority just all alone was not adequate and as I had different obligations like guiding the customers with a higher position and power situational initiative was likewise connected. Bernard (1926) articulation that pioneers are conceived have been censured by different specialists as they specify that while getting to the characteristics ecological and situational variables were overlooked which can be connected by a pioneer. The qualities of initiative are not conceived with the pioneer but rather are ingrained later when the pioneer works in uncommon circumstances which are demonstrated by sorting different styles in correlation with development. It is a cycle of a consistent procedure with various stages such as development, difference, joining, and blend. This cycle is clarified by taking note of that when new pioneers go to an association they apply their own methodology which turns into an innovation bringing about the development of uniqueness by the representatives and afterward diverse methodology is taken after which brings union of another thought which prompts improvement in future(Mackenzie, Barnes, 2007). Great pioneers are the individuals who don’t take after a solitary administration style for the duration of their life yet practice distinctive style with various individuals or a same authority style at various events recognized as situational initiative where there is an incredible harmony between the general population and the assignment, the sort of administration which happen out of a circumstance (Kelley, 2002). The hypothesis of situational administration is ageless as it locations both the changing intricacy of errands and the changing capacities of the devotees moving together towards the fulfillment of a typical objective (Costanzo, 2005). The act of Situational Leadership permits the director or pioneer to receive the most suitable authority style by breaking down the need of that specific circumstance (California State University, 2006). The premise of Situational Leadership is on exchange among the measure of course given by pioneer i.e. undertaking conduct, financial backing gave by the pioneer i.e. relationship conduct and the availability level showed by the devotees on a particular undertaking, reason, or target that a pioneer is attempting to accomplish (Schermerhorn, nd). Adjustment of their own initiative style to address the workers’ issues for various assignments giving them bearing and support taking into account their ability to finish the errand is the essential concern and obligation of a situational pioneer (Costanzo, 2005).

Leadership in Legal Process

The lawful procedure industry in India is developing at a decent pace in light of accessibility of human asset that knows about law and they are well more terrible with the innovation, cost effectiveness and round the clock operations. These are Manpower serious capacities like legitimate translation, archive adjustment, lawful coding and audit of reports and so on (legallyours, 2009). I was driving a group of 9 administrators as an undertaking supervisor; I needed to keep the track of most recent changes, redesigns and the execution of my colleagues. If there should arise an occurrence of dissensions I needed to recognize the reason for the issues and afterward convey it to the senior lawful chief. The occupation was dreary and not care for what I took care of in my past association so constant inspiration to colleagues was required to meet the due dates of profitability and also quality. The venture chief has an obligation to accomplish targets of an undertaking with the restrictions of the task and is responsible for the achievement or disappointment of the venture (Babou, 2008) “The undertaking to be effective depends an incredible arrangement on the systemic combination and booking of multifunctional inputs into a solitary purpose of obligation, power and initiative” (Cleland, 1990:1 – 18; Mantel, Meredith, Shafer and Sutton: 2001, 38 – 52) (Brown, 2008). By circumstance common in the organization I practiced Transactional authority as it was suitable to meet the necessities of an association where the earth is moderately steady with some negligible changes. Value-based administration has an unmistakable desire, objective, and way as far as execution that will make a connection in the middle of objectives and prizes (smith, 2004). Value-based administration can think fundamentally which can be demonstrated by their capacity to build practical hierarchical (Smith II, 2004). In Transactional administration there is clarity of the necessities and desires from the subordinates. It likewise specifies that on the off chance that they finish their assignments inside of the stipulated time they will be compensated for their exertion and same was the position in this association (kirnik, nd) The agreement with the workers with settled pay, advantages and remunerates as indicated by the execution was altered. In Transactional administration a pioneer have a comprehension of how the association is functioning and there is probably on how the workers are persuaded and what are their obligations and rights (Transactional authority part III, 2008). Only the strategy of critical thinking was not powerful here the prerequisite was to enable the representatives to work as indicated by the set down techniques and being inventive in the meantime to go to the due dates. It was imperative for the pioneer to comprehend what will spur the workers and to ensure that compensate framework is adjusted in like manner. (Hitt 2006)

Target Australia Pty Ltd Business strategies

The two main approaches of strategies are deliberate strategy and emergent strategy:

·         Deliberate Strategy

·         Emergent Strategy

·         Planned Strategies

·         Entrepreneurial Strategies

·         Ideological Strategies

·         Umbrella Strategies

·         Process Strategies

·         Consensus and Imposed Strategies

Leadership Strategies

The leadership strategy is a procedure of using well measuredapproaches to correspondvisualization for an organization. The aim of the Leadership strategies is to help the companies to strengthen, team building and strategic planning moreover it helps the companies to achieve their objectives. Similarly the Target Australia Pty Ltd has a number of leadership strategies which makes them a lot successful in obtaining their objective. These leadership strategies are as follows:

1.   Create the Culture of the organization a main concern

In this leadership strategy of Target Australia Pty Ltd they concern on their culture of the organization and much more focused towards the efficient team building and working environment.

2.   Distribute a positive vision

The vision of the Company needs to be clear so that every person of the organization can understand it and can easily work on it.

3.   Be a adviser

The leadership of the Company is also the core advisor of their employees in case of the difficulty and concern.The employees of the Target Australia Pty Ltd can also be converted into leader by developing their skills

4.   Be sensible

Aggressive deadlines and goals may motivate some of the team members but for other it can be harm. So the leadership of the Target Australia is calm and very sensible in managing their employees. (Shafaf 2008)

5.   Convert the negatives into positives

This is most important leadership strategy of the Target Australia Pty Ltd in which they convert their every negative thing into positive ones.

Core elements of well-developed leadership strategy

There are few important elements which are very necessary for the well developed leadership strategy
  1. decisiveindication
  2. the Power of a simple message
  3. long-winded thinking
  4. Sense of Reality
  5. fewer is more
  6. Balanced investor listening
  7. Actionable substance
  8. vigorousoperation

Findings & Analysis

David Jones serves the top of the line market rather than the mid-market portion served by Target. DJ is a standout amongst the most conspicuous brands in the nation on account of its solid situating went for engraving its picture onto the brains of the client. Subsequently, DJs can offer its items at a higher cost than its partners in industry. It has intensely put resources into client administration to draw in and hold clients that manage it even in times of falling interest. Moreover, the organization has an intricate brand extend that is one of the biggest in the business meat to offer its clients assortment in a helpful one stop shop. Its tremendous vicinity in up-business sector areas focuses to its longing for the top end market. One vital decision that DJs made in its 2003 key audit involved the downsizing of its online store. This was a disappointment of administration foreknowledge as after 10 years, organizations with an online dissemination outlet keep on getting a charge out of unbeatable advantages. Among these advantages incorporate straightforward entry to huge client pools, lower stock levels as items are loaded just on interest, an augmented territorial scope and higher edges on deals because of lower operational expenses. Target works at the center level business sector position. It has a few stores in the farmland indicating its hankering for the medium to low pay fragment market. Utilizing an ease model, the store goes for passing the advantages to the clients in type of low costs. By offering new items to the business sector alongside a refined presentation positions in the business sector. Accentuation is on rate of conveyance to guarantee just crisp items achieve the clients. The organization’s online store emerges as the most inventive and effective method for conveying worth to clients because of its simplicity of handling and speed of dispatch. It likewise has an involved item after deal administration criteria making it one of the best in the business. The organization additionally takes a key audit of its operations and additionally a quality chain examination to discover the areas that linger behind the worth conveyance chain. (Lockwood 2008) A standout amongst the most key moves that Target has made as an aftereffect of its vital surveys in the late times is the uplifted utilization of the new media in looking out to its client s. specifically, the organization utilizes its online store to achieve the business sectors past locales where the organization has a physical vicinity. The organization can pass the minimal effort advantage to its clients because of its ease online presentation. Also, the organization can pass messages about new items to its clients sufficiently quick before the vast majority of its rival. On the drawback, Target has a high cost structure. Therefore, it has a high level of working influence.

Conclusion

The greatness in the leadership is not determine by in what way the Company administer their personnel although is vastlyappreciated by in what way the workers of the Company progress as a part of organization.

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