Strategic Human Resource Management Subsidiary in Australia - Free Sa

Question: Describe about the Strategic Human Resource Management for Subsidiary in Australia. Answer: Introduction The case study is related to the problems faced by Chumhum at their subsidiary in Australia. The organizational culture of the company is very updated. It contains excellent innovative features that will help the employees of the company motivated. However, the people in Australia are not finding any interest in the organizational culture followed in the company. There are problems faced by the company in terms of employee retention and benefits. The analysis of the case study describes about different sets of problems faced by the company in its Australian operations. Recommendations are also provided to the company in terms of retention of employees. 1. Chumhum is a company that is expanding its branches through many countries of the world. However, in its Australian subsidiary, the problem of organizational culture mainly prevalent in office. The company is focusing on implementation of different innovative features of organizational culture. The problems that are faced by companies are categorized into different sectors such as training, staffing and recruitment, organizational culture, retention, employee benefits, etc. the corporate culture of Chumhum is very enthusiastic to keep employees of their Australian branch motivated. However, the initiatives taken by the company becomes futile (Malik Naeem 2013). The company has taken the initiative in the application of innovative features such as gym, free lunch, organic breakfasts, nap pods, swimming pool, etc. Apart from this, the company has also started its own social networking site to increase communication among the employees of the corporate people. Australian employees d o not accept the analytical activities that are initiated by the company. They feel frustrated about the different features of employee management. For instance, Yammer is a social new social networking site that is developed by the company for engagement of employees not only in Australia but also in other branches present in other countries of the world. The management of the company has faced that the employees are not taking any initiative to use the new social media application. It occurs to the changed mindset of Australian employees. The culture and the initiatives that are proven to provide best motivational factors for employees are not fruitful in the country (Gimenez-Espin et al. 2013). The analytical activities are not encouraging the employees to perform better in the organization. Behavioral scientists are appointed by Chumhum to determine the behavioral attributes of the Australian employees in the branch. The analytical team is also not able to cooperate with the Aus tralian employees for the increase in the productivity. They received complaints and formal emails and letters regarding the negative impacts of the team. The theories of organizational culture, training and development, change management, motivation, etc. are related to the problems faced by Chumhum in Australia. Denison, Chatman, OReilly and Cadwell have developed a model of organizational culture. It is known as organizational culture profile (OCP). It is a self-reporting tool that helps in making distinction through its eight categories such as team orientation, outcome orientation, supportiveness, innovation, attention to detail, aggressiveness, stability and respect for people. The OCP model is used in measuring the effect of organizational culture on organizational performance (OReilly et al. 2014). It also measures the popular and most efficient people who are responsible for most of the productivity of the company. Using this model of organizational culture, Chumhum will be able to suit the culture of the organization according t o the nature of the employees. However, in many cases, the values of the employees are calculated against the values organization in order to predict the turnover and the staying intention. An instrument is used for doing this measurement which is similar to the tool of OCP (Shields et al. 2015). The theory of training and development is required in this perspective because the employees are not used to the organizational culture of the company. There are many processes of providing training and development. Learning is a part of providing training to employees. Prior to providing training, employees should be allowed to learn new things and useful information about the organizational culture, ethics, rules, regulations, etc. One of the theories of training is cognitive learning (Alvesson 2012). Cognitive learning process includes individuals to learn and gather information by internalizing the facts and knowledge regarding the topic. The term cognition is related to internal attributes of a person such as mental abstractions. In this way, the learners will be able to utilize their internal capabilities in their field of work. Apart from these theories, Hertzbergs two-factor theory of motivation is related to the problems faced by Chumhum in their business operations in Australian branch. Frederick Herzberg in his theory has emphasized on the satisfaction of the employees of an enterprise. The two factors describe the causes of satisfaction and dissatisfaction of the workers in the corporation. The theory of Herzberg labelled the factors that are associated with the causes of job dissatisfaction of the employees. The hygiene factors determine the factors of indicating the analogy of preventive maintenance (Herzberg 2013). The factor that determines the job satisfaction of the employees of Chumhum in the Australian subsidiary is motivation. It will suggest the effectiveness of the workers in portraying the behavior of individuals in the workplace. The theory of Hertzberg is related to the theory of Maslows theory of motivation. The above theories of human resource management explain about the problems faced by the company. Motivation is a part of employee development. However, the Australian employees somehow do not match with the culture followed by Chumhum. It is found that the employees remains frustrated and are not focused on the work. The systems, policies of the workplace do not match the expectation level of the workers (Ahammad et al. 2016). It is assumed that the employees may want something different that is not emphasized by the strategic management department of the company. The implication of the theory in the organizational level will help the company to detect the core problems in terms of employee relations and formulate policies according to them. Chumhum after implication of the theoretical frameworks may have better-working environment for the Australian employees (Bode et al. 2015). 2. It is seen that the Australian employees are not satisfied with the initiatives taken by the company on behalf of the employees. Despite having an innovative culture in Chumhum Australian subsidiary, the company is witnessing many issues of human resource development. The issues are related to employee retention, employee relations, policies, organizational culture, etc. The most vital aspect of the company is that employees are resigning at a first pace. Somehow the employees are dissatisfied with the organizational culture. To solve these issues, the company has to follow some steps that are described below (Dau-Schmidt et al. 2016). The first and foremost thing that the senior management and the human resource department have to do is maintaining a clear and precise communication between the employees. It is the responsibility of the company to formulate policies on behalf of the employees. For doing this, the consent of the workers is very necessary. The team leaders of variou s departments have to communicate with their team members regarding their consent regarding various aspects of company policies and initiatives (Tangthong et al. 2014). On doing this, the senior managers along with the human resource managers will be able to deal with the problems faced by the workers. Apart from that, the policies and the innovative initiatives will also be changed as per the nature and preferences of the employees. There are many other responsibilities of human resource department of Chumhum have to perform to keep the employees retained within the company. In the Australian subsidiary, the employees are not satisfied with the HR policies of the company. The plans of employee benefits and employee relations are not encouraging the employees to work in the company. The training modules are also not helping the employees in encouraging motivation among themselves. The training modules should be formulated according to the feedback provided by the employees (Choo 2013). Apart from that, the HR managers must focus on the employee retention plans to attract the employees for staying back in the company. They have to change their employee benefits to keep them motivated in their work field. Both non-monetary and monetary benefits and motivational approaches are introduced in the respective departments of the company (Shields et al. 2015). The team leaders have to understand the mindset of its members and delegate the tasks accordingly. Employee recognition and internal awards are to be introduced for keeping the employees motivated in their field of work. The HR managers have to perform many psychometric tests for the employees to know about the behavior and nature of the workers (Ko Hur 2014). Conclusion The study contains the case study analysis of the Chumhum Australia. The company is facing serious issues in terms of employee retention and employee benefits, and other policies of human resource department. The problems are discussed in a detailed manner in the study. Apart from that, theoretical models of various aspects of human resources are explained with respect to the problems faced by Chumhum in the Australian subsidiary. The employees are irritated with all the initiatives of Chumhum for employee motivation. Solutions or recommendations are also provided to the human resource department and strategic management department to solve the major issues of employee retention. References Ahammad, M.F., Tarba, S.Y., Liu, Y. Glaister, K.W., 2016. Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention.International Business Review,25(1), pp.66-75. Alvesson, M., 2012.Understanding organizational culture. Sage. Bode, C., Singh, J. Rogan, M., 2015. Corporate social initiatives and employee retention.Organization Science,26(6), pp.1702-1720. Choo, C.W., 2013. Information culture and organizational effectiveness.International Journal of Information Management,33(5), pp.775-779. Dau-Schmidt, K.G., Finkin, M. Covington, R., 2016.Legal protection for the individual employee. West Academic. Gimenez-Espin, J.A., Jimnez-Jimnez, D. Martnez-Costa, M., 2013. Organizational culture for total quality management.Total Quality Management Business Excellence,24(5-6), pp.678-692. Herzberg, F.S., 2013. Universal algebra for general aggregation theory: Many-valued propositional-attitude aggregators as MV-homomorphisms.Journal of Logic and Computation, p.9. Ko, J. Hur, S., 2014. The impacts of employee benefits, procedural justice, and managerial trustworthiness on work attitudes: Integrated understanding based on social exchange theory.Public Administration Review,74(2), pp.176-187. Malik, M.E. Naeem, B., 2013. Towards understanding controversy on Herzberg theory of motivation.World Applied Sciences Journal,24(8), pp.1031-1036. OReilly, C.A., Caldwell, D.F., Chatman, J.A. Doerr, B., 2014. The Promise and Problems of Organizational Culture CEO Personality, Culture, and Firm Performance.Group Organization Management,39(6), pp.595-625. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Tangthong, S., Trimetsoontorn, J. Rojniruntikul, N., 2014. HRM Practices and Employee Retention in Thailand--A Literature Review.International Journal of Trade, Economics and Finance,5(2), p.162.

Ethical Decision Leadership

Question: What do you feel are the strengths and weaknesses of each managers approach to management? How will you tailor your approach to each manager based on your knowledge of each of them? What do you feel will be the challenges faced by each manager in formulating and implementing a policy within a relatively short time line? How do you need to advise each manager to ensure that they formulate and implement the policy? Answer: The objective of the assignment is to discuss and explain various concepts of leadership and managerial roles, responsibilities, and accountabilities and the impact to the organization. The assignment is all about the leadership and ethical decision making. Leadership: Leadership is a motivation process of the members of a group. A group is made by different members. Among the members of the group, of a person motivates the members and organizes the activities in the group, then it is known as leadership and the person is known as leader. The rest of the members follow the instructions given by the leader. The work of leader is to lead the members of the team. If a team is working on a particular project, then it is the responsibility of the leader to collect all the data and information regarding the project and to arrange all the activities of the project. Management: The work of manager is to manage all the team members. All the team members work under the manager. The responsibility of the manager is handle all the team members and to make plans for the better outcomes of the project. The work of the manager is to arrange all the required things for the team members. A manager decides task for the every member of the team. The strategy for the project is made only by manager. Manager collects all the data required for the project and delivers the tasks to each and every member of the team. It is his responsibility to study the project before starting the work on it. Manager manages the accountability of the project. Manager is the only responsible person for the accountability of the project. Approaches to be applied in leadership and management: There are two types of thinking Proactive and Reactive. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. A reactive leader is focused on the problems done by him and to sort out the problems. Reactive leader doesnt think about the better outcomes of the project. He just focuses about the previous problems and the solutions of the project. A manager should have proactive thinking. He should be focused on the better outcomes of the business. He should be a quick problem solver. He should be critical problem solver, innovative and creative. At the time of crisis, he should solve all the critical problems of the project. Various questions with their answers are given below: What do you feel are the strengths and weaknesses of each managers approach to management? The strength of the manager is proactive thinking. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. Sharon has been working as HR manager for 17 years with UWEAR. As per the discussion with Sharon, plan should be made quickly. To get real feel for people and situations, there should be an intuitive management style. To complete the work with better outcomes, there should be a proper plan for the project. Huge project plans should not be prepared, because long implementation timelines are made for that. Short term planning should be done for the current project. Long term planning leads to delay in the accomplishment of the project. It leads to wasting of time and losing of momentum. These are some weaknesses of the managers approach to management. How will you tailor your approach to each manager based on your knowledge of each of them? My approach will be of proactive thinker. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. There should be long term planning because it takes time for implementation and time is wasted by it. Short term planning should be done for the current project. Short term planning would be very effective and efficient and it will lead to better outcomes for the project. What do you feel will be the challenges faced by each manager in formulating and implementing a policy within a relatively short time line? In a short time line, it is difficult for a manager to formulate and implement a policy. There will be planning problem for the manager because time line is short. If a strategy has been prepared by the manager, then there will be problems in the implementation. The strategy should be able to understand easily. The theoretical study of the project is easy but when it is implemented, then it leads to major difficulties. Marcia has been working as HR manager at PALEDENIM for 3 years. According to Marcia, sometimes it is necessary to request additional resources to meet time lines if plans dont go off as scheduled. The problems occur in additional resources. The goal of Marcia is to bring projects in on time and at or below budget. Due to short time line, it is very difficult to bring projects in on time. It is very difficult to bring projects at below budget in short time line. How do you need to advise each manager to ensure that they formulate and implement the policy? To ensure the formulation and implementation of the policy, various tasks should be done before. A meeting should be conducted with the leadership and human resource teams. Important roles will be played by them in merging. The changes will be driven by the leadership team. Some significant change issues occur in it. These issues should be addressed. As per the requirements, two companies are to be merged. There are 100 employees in UWEAR and PALEDENIM is private company. It has only 15 employees. Same type of service is provided by them. In the terns of business, they are completely different. The philosophies and expectations are totally different for each employee of the organization. So, for the merging, proper synchronization is needed between two companies. When these problems will be sorted out, then manager can be advised for the formulation and implementation of the policies. References: Carlyle Thomas(1841).On Heroes, Hero-Worship, and the Heroic History. Boston : Houghton Mifflin. Fiedler Fred E.(1967).A theory of leadership effectiveness. McGraw-Hill: Harper and Row Publishers Inc. Heifetz Ronald(1994).Leadership without Easy Answers. Cambridge : Harvard University Press. Tittemore James A. (2003).Leadership at all Levels. Canada: Boskwa Publishing. Vroom, Victor, H. Jago, Arthur, G. (1988).The New Leadership: Managing Participation in Organizations. Kleiman, Lawrence S. (2010).Management and Executive Development. Kotter, John P. Dan S. Cohen. (2002).The Heart of Change. Boston: Harvard Business School Publishing. Arvey, R. D.; Rotundo, M.; Johnson, W.; Zhang, Z.; McGue, M. (2006). The determinants of leadership role occupancy: Genetic and personality factors. Howell, Jon P. (2012).Snapshots of Great Leadership. London, GBR: Taylor and Francis. Bono, J. E.; Ilies, R. (2006). Charisma, positive emotions and mood contagion.

Child and youth care counselor

Marketing Essays - Marketing, Business, Free Essays, Term Papers

Marketing Essays - Marketing, Business, Free Essays, Term Papers Marketing * Evaluate her strategy planning for her new business. >From her love to stay in Petosky; she started the carpet cleaning service by her saving money, and based on her experience when she worked part-time for Joel Bullard. Mr. Bullard has a very successful business at this small town, dominates this carpet cleaning service, and so far no one able to compete to him in quality, strong relationship with many loyalty clients. Jane Galloway try so hard in advertising, taking care of her customer?s work but she still unable to reach her goal, $60,000/year. * Why was not she able to reach her goal of $60,000/year? The most important problem of Jane is she did not do any marketing research in potential need of customers, she tries to sell the service she has rather the customer need. First, she should do marketing to know this business saturated at this town or not?. It seems to me that this small town just needs some extra works in the peak seasons as summers and winters. Second, she should study to know her competitions and what she should do to compete with them in quality, prices, customer?s relationship?. Third, from lack of marketing the potential need of customer; she set her goal is too high and spends too much energy to reach her target. * What should she do now? Explain. I think she can have two choices: - First, if she wants to stay in Petosky; she should set her goal more reasonable. She can maintain her good work as quality and advertising; but she should have a more competing price with Mr. Bullard, builds up a strong relationship with customers. She will have a larger share with Mr. Bullard, and able to compete with him in the future. - Second, she should do marketing study at another town for these matters: Potential need of customer, price, service and quality of current competitions. She will carefully check her ability to compete with them; then based on those conclusions, she will choose a right place to move her business, and have a successful business.

LAW OF BANKING AND FINANCIAL INSTITUTIONS BENCHMARK ASSIGNMENT #4

LAW OF BANKING AND FINANCIAL INSTITUTIONS BENCHMARK #4 - Assignment Example As such, the nature of their duties requires that they possess certain characteristics or attributes. Largely, the agents are required to portray attributes of independence, persuasion, problem-solving skills, and interpersonal skills. With regard to independence attribute, the real estate agents are expected to engage and manage their own schedules and times in ensuring that they hustle to get word out on the specific properties that they are promoting, as well as ensuring that they find the exact information that is required by their clients. By being persuasive, the agents, based on their skills should be able to convince clients to either buy or sell properties through them at the appropriate prices, so as to gain profit out of the dealings. Subsequently, they are expected to use persuasion to get the bets deals and to successfully close the deals. By possessing interpersonal skills, the real estate agents are anticipated to labor with their clients and customers on a face-to-face basis and at all times, they are required to portray proper manners and the level of handling of clients should be highly rated. This skill also goes hand in hand with the listening skills in which the agents are to apply towards the attainment of effective communication with the clients pleasantly and effectively. The problem-solving skills are meant to enable the agents to quickly and promptly find solutions to matters that might arise in their dealings with the clients at various times and levels. This skill also enables the real estate agent to act as a moderator and mediator between the buyers and sellers of the various real estate properties that are sanctioned under their guidance. In other contexts, real estate agents are required to possess attributes such as honesty and integrity, being self-motivated and having a desire to

How much has US succeeded in building democracy in the world since Term Paper

How much has US succeeded in building democracy in the world since world war 2 - Term Paper Example The Cold War, with its potential threat of nuclear conflict, was a very big threat to democracy in the world, and the United States, in the presidency of John F. Kennedy kept the world from a third major war. In this period, America played the role of peacemaker, and counter-balance to Soviet power. The difference between Communism and Capitalism expressed itself both economically and politically, and it took many years for Communism to fall, and the forces of democratic capitalism to take over. In this phase, too, America promoted democracy and proved in the end to be successful. Although America failed to establish military dominance in the Cold War, during this time from the 1950s to the 1980s America supported the creation of world agencies like NATO, the United Nations (UN), the World Trade Organization, the World Bank and the International Monetary fund (IMF). These non-state entities represent crucial attempts to spread a Western style democracy across the world. In her article about global democracy, A.M. Slaughter notes that â€Å"Power is certainly military. It is certainly economic.† (Slaughter, 2000, p. 225) and makes the point that it is in America’s own interest to promote systems and organizations which operate along American style lines. Through these agencies the United States promoted democracy and pursued its own interests at the same time. This joint objective is in fact the reason why the United States has in the end only partially been successful in building democracy across the world. Some of the military interventions that have happened seem to focus more on the United States’ desire to advance its own agenda, such as resisting communism in Korea, or fighting Islamic terrorists in Afghanistan. The line between stopping human rights atrocities, as in Kosovo, and implementing regime change as in Iraq

Lap report Lab Example | Topics and Well Written Essays - 2500 words

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