Cultural Intelligence in Negotiation & Conflict

This assignment focuses on the crucial role of cultural intelligence (CQ) in successful negotiation and conflict resolution. It requires students to develop a conceptual model that illustrates how CQ influences these processes. The model should be supported by relevant academic literature, including the provided sources which delve into topics like labor relations, HRM strategies, ideological perspectives in HR, employee well-being, conflict detection, and globalizing HR practices.

Running Head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management

Human Resource Management 2
Executive Summary
The present report discusses the human resource issues in MiningCo, a business organization
dealing with the mining operations. It is dealing with performance issues and the employment
shortage. In the report, it is proposed that the organization should link the performance
management initiatives with the incentives. It will boost the performance of the employees.
Moreover, the organization should focus on the recruiting the local candidates so that they stay
for a longer duration within the organization.

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Introduction
In the mining industry, there is a constant issue regarding the skilled workforce due to the
challenging work conditions. Mining Co is a leading business organization which comprises of
different number of coal mines which are located at different places all over the globe. The
workers of the company are fly-in and fly-out in a bi-weekly basis. They are provided roaster
and they have to attend work by living in the mines at a rotational basis. The company has made
several employment laws and regulations so that the employees at the work can work efficiently
within the workplace (Alfes, Shantz, Truss, & Soane, 2013). The organization has also
implemented policies so that the employees can achieve work-life balance and remain satisfied
with their work. The company realizes that the human resources are the supreme resources of the
organization and it needs to effectively manage its human resources to foster the growth of the
organization. As a result, the company has made several performance management initiatives
and employment policies so that the employees of the organization remain satisfied at the
workplace. The economic recession and downturn of the economy has also increased the demand
of the efficient workforce. There is huge demand for the efficient workforce and the employees
are quick to switch their company if they are not getting adequate facilities (Kaynak, Toklu, Elci
& Toklu, 2016). Therefore, in the current era, it is important for the companies to initiate such
strategies which can motivate and engage the staff members in the company. In this regard, the
present report will shed light on the performance management initiatives of the organization in
the motivation and engagement of the staff members.
The Role of Performance Management Initiatives in Employee Motivation

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The present is the era of the competition. All the business organizations in the same
industry thrive together to achieve the premier place in the marketplace. In a business
organizations, the employees compete among themselves to excel at their work performance.
The organizations can assist the employees to take the competition at a higher level and use it to
enhance their performance at the workplace. In this regard, a performance management system
will be beneficial for the organization to make the employees familiar with their performance
and assist them in improving it. The employee performance management is the technique to
examine and analyze the performance of the employees so that their overall performance can be
enhanced at the workplace (Kramar, 2014). Today, most of the business organizations ate
implementing performance management initiatives as it produces drastic effects for the business
organization and the management. It also assists the employees in improving their workplace
performance and enhancing it. The performance management schemes also assist the employees
in enhancing their performance as it directly links the remuneration of the employees with their
performance. A company can motivate their staff with different incentives; however, the
financial or the monetary incentives are considered as the most crucial incentives to motivate the
employees. In the mining industry, introduction of the financial incentives is significant and
critical as the workers struggle with harsh working conditions. As a result of these hazardous
conditions, the employees struggle with depressed and unmotivated state of mind. The
manpower is the most important state in the overall production of the company in the mining
industry (Long & Perumal, 2014). In the mining companies, the overall production is directly
related to the number and the efficiency of the workforce. Therefore, it is important that the
business organizations remains competitive ad try to implement strategies for the productivity of

Human Resource Management 5
the employees. The motivated employees work in a more efficient manner; therefore, it is
important that the business organization keeps its employees motivated. The business managers
can enhance the level of motivation of the employees in two manner, namely, intrinsic
motivation and extrinsic motivation. The intrinsic motivation refers to the motivation source in
which the motivation is derived from the work itself. The workers are motivated towards the
work and find pleasure or fulfillment in its accomplishment. There are only a few people who are
intrinsically motivated by the work. On the other hand, there is extrinsic motivation in which the
employee is motivated by the external factors. It includes factors such as monetary incentives,
bonus and rewards or recognition. At the lower level, the employees are motivated by the
monetary incentives (Purce, 2014). On the other hand, at the senior level the employees are
motivated by the recognition. The companies should consider these factors while designing the
motivational strategy in an organization. The performance management system should be
directly linked with the employee motivation. In the employee performance management, the
most significant aspect is the analysis of the performance. The senior managers or the direct
managers of the organization evaluate the performance of the junior employees and provide them
feedback to enhance their performance. It is important that the human resource managers provide
feedback in a positive manner so that the employees are motivated to work harder for their
performance. Several times, the employee do not take the feedback provided to them in a
positive manner and it impacts negatively on their performance (Sparrow, Brewster & Chung,
2016). Therefore, the manger must adapt their feedback according to the personality and the
vulnerability of the employees. It is also important that the manager provide an honest and clear
feedback so that the employees appreciate their strengths and can overcome their weakness. The

Human Resource Management 6
feedback provided must contain both positive and negative aspects for it to become an honest
feedback (Alsughayir, 2016).
At the lower level or for the frontline workers, the organization should focus on giving different
tangible rewards such as promotion, financial incentives and payment for promoting the person
in front of other people. The performance of the employees should be linked directly to these
monetary or non-monetary incentives so that they enjoy working at their performance. The
performance of the employees is a combination of the skills, competency and the behavior at the
workplace. The organization can take several initiatives regarding the structuring of the
organization. Scheduling the task ad the recruitment of the talented workforce so that maximum
output can be achieved within the organization (Babalola, Stouten, Euwema and Ovadje, 2016).
Solution to Address Hysteria Generated by the Human Resource Shortage Problem
MiningCo is a business enterprise in the mining industry and as a result of which
struggles with difficult employment conditions. The nature of the business is such that the
employees have to work hard in challenging and extreme conditions. As a result, the employee
turnover rate and early retirement conditions are common in the company. Other than that, the
recent economic crisis in Greece and other European countries has also encouraged the
employees to go back to their local nations. It has created a situation of human resource shortage
in the country. Under MiningCo, a few workers are working; however, there is little staff rotation
between them. In any case, in the current circumstances, the monetary issues in Greece and the
psychological oppression or ISIS emergence has increased the want of the foreign workers to
leave the organization. For this situation, it is essential to address the shortage of the HR by

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embracing novel recruitment techniques. The HR professionals ought to take endeavors to
control the work pressure emerging from the lack of workforce (Basterretxea and Storey, 2017).
Following strategies are can be used to curb the human resource shortage problem in the
company:
 At the point, when a lot of workforce leaves the association at a short notice, the rest of
the employees of the company will feel overburdened with the work. It will build the
disappointment of the workers with the work and the association with the company. In
this situation, it is vital that the company receives a viable way to deal with the remaining
employees. The representatives ought to be conveyed that in the present, because of the
lack of workforce, the amount of the work on an individual worker has expanded (Bonoli,
2017). However, it is not the permanent situation in the organization and the organization
will make substantial efforts to reduce the amount of work.
 It is important to communicate that the organization is conducting each and action to
satisfy the manpower requirements and adopt the facilities so that the employees can
work efficiently in the organization. As discussed above, the company should conduct
administrative work with the goal that the execution of work performance of each
employee can be improved. If the workers are themselves motivated to perform in a
superior way, the same number of the workers can execute large amount of work
(Brewster and Hegewisch, 2017). Therefore, worker’s motivation is important for better
performance of the employees. It is critical that the company should execute such
procedures to improve the execution of the representatives.

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 The communication design of the association ought to be designed in a specific manner
so organization can communicate with all the workers at a single time. It guarantees that
no negative rumor is spread among the employees. In large business organizations,
communication is conducted in a hierarchal level which reduces the authenticity of the
message. It is imperative that no negative gossip is spread against the association. Such
bits of gossip decrease the morale and the performance of the representatives (Caputo and
Ayoko, 2016). It additionally effect on the worker’s performance and engagement within
the organization. The disappointed and the displeased workers leave the organization and
move to different organizations.
 The communication system must have the capacity to communicate with every single
individual working in the organization. The representatives at the lower level of the
organization faces the extreme effect of the hierarchical communication system as they
are at the lowest level of the gossip mill and receives an extremely disrupted information.
These individuals cannot differentiate between correct and incorrect information and they
get extremely demotivated with wrong information. These representatives feel uncertain
for their occupations and change their employment to different organizations (Casey,
2016). The immediate manager of the workers ought to be offered duty to continually
speak with them so they can be engaged with the organization. The communication
system of the organization should have following components:
 The organization should clearly and honestly communicate the message.

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 The message transmitted through the correspondence ought to have the
capacity to give all the required or essential information without giving the
unnecessary details
 The message ought to increase the motivation level of the workers.
 The senior officials of the organization who are wishing to move to their local countries
ought to be placed inside the association. The HR managers and executives ought to
counsel with them and provide the sufficient measures which will be taken to guarantee
the wellbeing of the representatives inside the mining locations and additionally in the
working environment. The compensation of the representatives ought to likewise make
alluring so more workers can be engaged in the organization. In addition, the
organization will likewise comply with the employment laws and procedures so the
organization climate introduced to the employees is secure and positive. If the working
environment condition is secure and positive, the representatives of the association will
be happier with the work (Devenyi, 2016). The organization must investigate the present
employment laws and the laws associated with the safety and security of the employees.
The organization should develop the employment policies so that it has the capacity to
keep up positive picture and genial relations between the employer and the employees.
 Another vital procedure in the present situation is using diverse recruitment systems. The
use of different recruitment channels will assist the organization to a large pool of talent.
The organization should concentrate on selecting or recruitment the local candidates as
they tend to stay for longer duration with the organization (Edwards, 2017).

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 Other than that, the organization ought to likewise concentrate on the selecting the
employees who can remain for long duration inside the association. The organization
should choose the experts who are true about their past experience. The experienced
candidates are professional and can work with the organization for longer duration. They
are also professional and can work in a dedicated manner. The HR administrator can
choose these sort of representatives by taking a look at their past work and assessing their
behavior during the selection procedure. The employees must be enthusiastic and inspired
about their professional life and towards the organization (Greenwood and Van Buren,
2017). Following components ought to be considered in the enrollment of the workers at
various hierarchical level inside the association:
 MiningCo ought to set up an enrollment technique by observing the competitors in the
enlistment procedure. The organization ought to select the local employees as they tend
to work longer for the association. The organization should also design the remuneration
in an attractive manner so that the candidates are inclined towards the organization rather
than other competitors.
It is critical to enlist the employees who remain for longer length inside the association as the
training and the development cost to the organization turns out to be high with a high turnover
rate. The organization needs to fundamentally contribute to prepare new representatives. Along
these lines, it is imperative to enroll the representatives who can take a number of responsibilities
in their defined roles (Guest, 2017). The organization ought to likewise set up recruitment in
such manner. It is essential to offer adaptable and positive workplace to the representatives so
they can work proficiently and at the end of the day remains satisfied with their work. Offering

Human Resource Management 11
adaptable and agreeable environment can build the loyalty of the employees inside the
association.
The business organization should concentrate on creating worker supportive environment so the
representatives work inside the association for a longer duration. The HR division of the
organization should concentrate on creating strategies so the representatives can work without
much of a stretch offer their second thoughts and issues with the administration. The HR division
should concentrate on quickly settling the issues of the representatives so their level of
fulfillment with the work stays high (Hasani and Nouri, 2017).
While enlisting the applicants in the organization, the business organization ought to guarantee
that the workers are held for the maximum duration. The organization ought to likewise present a
provision in the business contract which guarantees that the representatives will work for the
association for a most extreme timeframe. The business association should impart to the workers
that it is putting critical budgetary resources in the enlistment of the representatives inside the
association. Hence, it is critical the representatives will work in the association for the highest
duration (Horn, 2017).
The business organization ought to likewise permit worker transfer between different roles. The
organization function as a combination of different factors. Every one of the factors of the
organization should work in the development of an autonomous workforce. A few times, there is
workforce emergency. A provision can be made so that the workers can be transferred between
different entities. Along these lines, MinesCo can address the circumstance by permitting worker
exchange between different entities. The subsidiaries with surplus amount of workforce can send

Human Resource Management 12
the workers to the companies with worker deficiency. It will expand the productivity and the
advancement of the HR.
Crisis Management to Address the Talent Gap
Every organizations in the mining business experience the ill effects due to the lack of
workforce. It is essential for the organization build up an emergency group which can help settle
the hazardous circumstances. The emergency results due to hazardous circumstances in which
some outside occurrence prompts real aggravations at the working environment (Howard,
Turban and Hurley, 2016). The work environment emergency happen at short notification and
make confusion inside the organization. It additionally prompts the vulnerability among the
workers.
 It is additionally imperative that the administration distinguishes the early indications of
emergency and take cautions and aware the workers for it. Once the organization has
distinguished emergency in it, the workers must take quick actions to determine the
circumstances.
 The emergency task force should address the emergency circumstance in a business
organization. Its essential point to protect the organization against unfriendly impacts of
emergency which are set up by the dangers from the outer conditions.
 The business organization frame emergency group to decide the future plan in a hostile
circumstance. It readies the association to address the unavoidable risk. These groups
endeavor to draw out the association from troublesome circumstances at the earliest
opportunity. They are devoted to the administration of the emergency and causes the

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organization to leave troublesome circumstances at the earliest opportunity (Jackson,
Leopold, Tuck and Shams, 2016).
There are critical parts of the emergency administration group, for example, it helps the
association in distinguishing the early indications of disasters and recognize the issue areas in the
company. It additionally contribute the organization to talk about with the representatives the
circumstance of emergency administration and examine the circumstance the range of concern. It
ought to likewise urge the representatives to confront diverse circumstances with assurance and
fearlessness. The organization is additionally helped to be prepared for the emergency. For the
most part, the emergency administration group of an association incudes head of divisions, CEO
and departmental emergency, top managerial staff and HR delegates. The emergency
administration of MiningCo will likewise involves different experts.
The emergency administration group of the organization ought to likewise break down the
circumstance and frame an emergency administration which can create funds to deal with the
emergency. The business organization ought to likewise characterize the capacity of the
emergency task force in the organization (Jennings, McCarthy and Undy, 2017). A group leader
ought to be named who can handle responsibility of the circumstance and urge the
representatives to address the situation. The emergency task force should deal with various issues
and inadequacies which has brought about the emergency at the work environment.
The employees ought to distinguish how the present procedures can be enhanced and
smoothened for better working of the association. It is essential to create substitute designs and
systems for the association. The group ought to likewise attempt endeavors to accomplish precise

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data from the organization. The designs must be executed for better outcomes and legitimate
criticism ought to be offered time to time for the better productivity of the organization (Jiang,
Hu, Liu and Lepak, 2017).
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