HRM in a Global Economy

Running head: HRM IN A GLOBAL ECONOMY
HRM IN A GLOBAL ECONOMY
Name of the Student
Name of the Organization
Author Note

1HRM IN GLOBAL ECONOMY
Introduction
The study is based upon the case study of ‘No name’ aircraft. Based on this case study, it
has been observed that CEP Adam O’Meara is very much concerned regarding the profits of the
organization. He is very much worried about the fact that the takeover of a company is imminent.
There is a need for increasing the return of the shareholders on the investment as well as getting
a share price which is high, or such an international company may be at high risk. The ‘No
Name’ aircraft has been operating out of the country Australia and comprises of other three
countries as well. Other three countries are China, Vietnam and Singapore. ‘No Name’ is
responsible for building as well as selling aircraft to over fifty countries throughout the world. It
has been noticed that a number of parts of the aircraft are being developed as well as produced in
Vietnam as well as China. Most of the design engineers are seen to have been operating out of
the country Singapore. The report is an individual assessment about the development of the
understanding of all the critical theories as well as the HRM concepts and four key areas. These
four key areas being culture, diversity management, international management of performance
and training as and development are analysed properly and the literature is evaluated critically.
Diversity Management and Culture
If a basic definition is considered, a team culture is mainly made up of values, behaviours
and attitudes which are shared by a particular team (Hamilton 2018). It actually describes how
people work together having a common goal and also shows how they are treating each other
(Welford 2016). These attributes may be both positive as well as negative. In context of this
particular study, it has been noticed that the ‘No Name’ teams of the home country are not
working properly at all and there is a huge breakdown in communication in between the teams

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which are integrated and also across the management and the teams. The culture at ‘No Name’
has been developed into single or one thought which is very negative. The workers have started
adopting a mantra which says that near enough can be considered as good enough. All the staffs
have given such an expression that they can be able to resist any kinds of attempt for making any
change. Such a culture is responsible for extending communications between the subsidiaries as
well as the headquarters (Ponnuswamy and Manohar 2016).
One of the management teams belonging to the home country has been able to identify
one of the big problems at ‘No Name’. The problem is nothing but the quality and this is related
directly to the parts from Vietnam and China. There is a requirement for the aircraft to make
modifications whether it is small or large, even after they are already delivered to all the
customers. Both government as well as the non-government customers have been complaining a
lot regarding the lack of the quality, which was very important for ‘No Name’ once a upon a
time. Even some stakeholders have already sent warning letters to O’Meara. The warning says
that if the quality has not been improved within a period of six months then they will definitely
withhold all the payments which have been made partially and few are even quoting their
percentages. Some of the customers are saying that they will withhold full 100% and other are
till now quoting 50%. One of the supervisors at ‘No Name’ sub designs a team comprising of
nine people and the other sub designs a team comprising of eleven people. This team which
consists of eleven people, form a team of wire harness assembly. There is even another team
including six people who are responsible for setting the harnesses in proper place in the aircraft.
These are basically three teams over a total number of fifty which are altogether capable
of making up the aircraft’s assembly. It has also been noticed that there is no presence of
integration across these teams. A member belonging to the team of wire harness assembly

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always has excuses that other teams are making it difficult for them in completing their
respective job. There is the presence of a lot of resentment (Lacatus 2013). It clearly shows that
there is a missing communication between them which is needed to be improved and they must
try to give their best in their part of job, rather than giving a large number of excuses for their
delay. The relationship of working both within and across the teams as well as the members of
team are suffering to a great extent. Both lateral and horizontal communications are being
compromised and all the staff members keep on complaining about receiving inadequate
instructions. O’Meara is a seen to be worried a lot and therefore he has been bound to call an
executive internal group for giving advices to him. The managers of line in Australia help
promoting communications in between the headquarters and the subsidiaries. Therefore, it is
seen that both quality management as well as maintenance of culture is very much important
(Christensen et al. 2014). Quality management can be done by overseeing several tasks as well
as services of the organization and culture is to be maintained by proper interaction among the
members of ‘No Name’.
As per the diversity management is concerned, for any organization which is looking for
cultivating a more diverse as well as an inclusive place for working, it is essential for
understanding what actually constitutes diversity in workplace (Noe et al. 2017). Diversity in
workplace mainly refers to all the several differences between a number of individuals within an
organization (Klarsfeld et al. 2014). Diversity does not include only the way any individual
identify themselves but also how they are perceiving them as well. Diversity in any workplace
mostly involves race, gender, religion, status of citizenship and mental as well as physical
conditions (Niederle, Segal and Vesterlund 2013). It also involves all differences between people
which are distinct. There are a number of benefits of possessing a workplace which is diverse.