Ethics or Diversity Case Study
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Added on 2020-12-10
Ethics or Diversity Case Study
Added on 2020-12-10
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Our names are xxx, xxxx, xxxx and xxxxand together we will identify and analyse two majorproblems that Hydro Generation is experiencing for their dam project in Uganda. One of the critical issues that James Green, the vice president of HG, is facing relates torecruitment problems. He is unsure whether to appoint Charles Martin for the final stage ofthe project or to look for someone else to finish the work in Uganda. Based on Cameron andQuinn’s Competing Values Framework (2011), Hydro Generation’s organisational culture isdefined by Hierarchy structure, while Uganda is distinguished by the Clan structure.Therefore, to replace Martin, Green needs to find someone familiar with Uganda’s and HG’sorganisational culture as well as professional training, this representing a task not easy toexecute in limited time. Organisational Structure reflects the hierarchical relationship within an organisation. Hicksonand Pugh (1995) study uncovered that as organisations grow in size there is considerablepressure for them to become more bureaucratic. From the Organisational Structure view,Hydro Generation’s recruitment issues are impacted by the high level of knowledge of thesubject necessary as well as Martin’s desire to accommodate the Ugandan structure.Although, the initial project was set up with a flat structure, local employees had pointed outthat it seemed no one was in charge. As a result, the turnover rate of local employees wasrising, and Hydro Generation struggled to deal with the locals. Although, Green has beenrestricted to follow the hierarchical structure, Martin realized the recruitment implicationsand focused more on integrating the locals in the process to avoid slowing the project.-------------HELGA------- Regarding recruitment problem: Motivation and HRM-----------DACIANA----- Regarding recruitment problem: Ethics or DiversityHydro generation is facing one of the major problem in creation of their dam which isrelated to recruitment. The case study presents that firm is having an unorganisedorganisation structure. Major reason behind this can be related to recruitment. Industry isfacing keen problem related to hiring of employees which is becuase of ethics and diversity.Diversity in culture has given rise to ethical issues that has reduced the effeciency ofemployees. Recruiting workers of diversed culture has laid an impact on the operationalworking of Hydro generation. They are unable to understand the values, beliefs and thoughts
followed by different workers. This is one of the major reason behind making an organisationstructure ineffective and unorganised. Hydro generation was unable to take care of the needs and demands of local people.The employee turnover of local was quiet. It was because no one was in the charge of lookingbehind the aspects related to their wants. Company was failing in recognizing the ethics andculture followed by local people (Johnson & Cullen (2017). To make their project related todam successful, firm must engaged in cutting out the religious gap. They must address theissues faced by local workers in their organisation. It can help them in retaining effecientemployees and will also create loyalty toward the industry. Hydro generation process ofrecruitment was unsuccessful as recruiters does not know how to deal woth cultural issuesfaced by local people. They lack knowledge and understanding related to ethics and diversity.In order to retain local employees Hydro generation must be engaged in doing keenanalysis at the time of recruitment. This process fails because of the employer unable tounderstand the diverse cultural aspects of local people. Fir example there can occur timewhen workers cultural belief clash with the company diverse policies (Mullins, (2013). IfHydro generation wants to have a diverse workforce that is cultural in nature than they mustbe involved in recruiting a diverse pool of candiate. Industry is following an organisationstructure that is hieracrchial nature. While, Ugand follows clan of culture. It can be one of themajor reason behind organisation structure becoming ineffective or unorganised. Hydro generation to retain local employees and reduce the attrition rate needs to havea proper understanding of the culture and ethics followed by workers living in Uganda. Also,they need to implement Ugandan structure in their organisation. Firm should have aresponsibility that their should be someone who has the charge related to performance oflocal workers. This can help them in retaining and acquiring local employees. Also, it willassist Hydro generation in completion of their dam project. In order to create employeeloyalty company must be engaged in making appropriate hiring decisions. The recruitmentjudgements that are following diversity way can create issues in an organisation. Hydro generation needs to make a change in their business practices. They mustengaged in having proper understanding and knowledge about the cultural, values and beliefsfollowed by local people of Uganda. This can increase the employee retention rate in firm.Also, it can assist them in making the organisation structure effective and responsibility willbe created in the mind of employer. In order to retain local workers firm needs to make sure
that they are not engaged in harming the sentiments of employees. This can create chaos inworking environment of industry. Also, it can lead to reduce in workers efficiency.Productivity can be decreased because of them. Hiring manager of hydro generation shouldbe engaged in recruiting employee that is correct for the specific job. They must hire rightperson to right job. Recruitment problem can occur in every organisation. To resolve issues related toethics and diversity during the process of hiring, Hydro generation should be engaged in havekeen analysis and evaluation of cultural aspects of local workers of Uganda. Martin canengaged in effective communication with these people and ask them about what is botheringthem (Karin Andreassi et.al. (2014). Firm needs to analyse the spiritual and cultural needs ofworkers during the time of recruitment. This can also enhance the process of recruitment.Hydro generation with effective interaction may build a relationship with local employeesthat can allow them to be in firm. It can increase the operational efficiency of organisation.By following cultural practices and ethical beliefs, industry should also be engaged in solvingand not creating discrimination on basis of gender. All women and men working in Hydrogeneration must be given equal rights and opportunities. Company should tend to encouragethe culture of each employees working with them. Nepotism being perceived as the norm for Uganda, represents another problem that HydroGeneration has been confronted with. Nepotism is defined as favor granted to relatives in various fields. Since its declaration ofindependence in 1962, Uganda as a country has become subject to nepotism. FromHofstede’s National Culture point of view The Power Distance Index measures the degree towhich society points out the hierarchy and is perhaps the most crucial one for Ugandans.Regardless of colonialism or circumstances, Ugandans have strong faith in the hierarchy andpolitical leaders are perceived as the definitive power. As a result, people are turning to thePresident unreservedly, uncovering that E.T. Hall’s low territoriality dimension is spreadacross its national culture. On the other hand, Trompenaars cultural dimension, Individualismmeasures the way in which one defines himself against collectivism. Based on this, theindividualism scale between United States and Uganda is separated by a considerabledifference. From cultural roots, the Ugandans are perceived as collective people, and this initself is good, however, there is a loss of value in individualism.
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