Analysis of Cross Cultural and Diversity Issues in No Name Aircraft
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This report analyzes the cross cultural and diversity issues faced by No Name Aircraft and provides strategies to address them. Findings include communication breakdown, lack of diversity, and performance management issues.
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Running head: MANAGEMENT Management Name of the Student Name of the University Author note
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1MANAGEMENT Executive Summary The report has helped in the analysis of the different kinds of issues which have been faced by expatriate employees in the organization No Name Aircraft. From the analysis of the case study, there are different kinds of cross cultural issues which have been faced by the different employees in the subsidiaries of the company present in Vietnam, China and Singapore. Moreover, there are diversity related issues that is affecting the growth of the company negatively. However, with the introduction of the different cultural diversity aspects and improving the communication, there can be introduction of proper and effective workplace and it will increase productivity of the company.
2MANAGEMENT Table of Contents Introduction................................................................................................................................3 Answer to Question 1.................................................................................................................3 Analysis of Issues Explained in the Case Study....................................................................3 Answer to Question 2.................................................................................................................6 Analysis of Strategies to Deal with Issues.............................................................................6 Answer to Question 3.................................................................................................................9 Analysis of Recommended Strategies to Improve the Issues................................................9 Conclusion..................................................................................................................................9 References................................................................................................................................11
3MANAGEMENT Introduction Human Resource Management plays a vital role in the global economy which helps in identifying as well as anticipating the future needs that will be helpful for managing the different challenges in an accurate manner. In the present scenario, more companies are shifting their focus on opening the different branches in different parts of the world and proper and strategic utilization of the resources is essential which will be appropriate for managing the different activities in a positive manner. The employees are the most valuable assets of the organization and they should be encouragedinordertoachievethedifferentgoalsandobjectives.Bybecomingthe international human resource management consultant, the different kinds of issues are required to be analyzed as it is very much essential in nature to provide the expatriate staffs with proper training and development to provide scope to work in the different cross-cultural country subsidiaries of the company which are located in China, Vietnam and Singapore. Answer to Question 1 Analysis of Issues Explained in the Case Study After the appropriate analysis of the case study of No Name Aircraft, it can be identified that there are different kinds of issues which are being faced by the company in a negative manner and it is affecting the overall productivity of the company negatively. If the issues are not addressed in an immediate manner, there can be different negative effects on organizational productivity (Matzler et al., 2016). The prime and most crucial issues which are faced by No Name Aircraft included human resource management related practices that lingered in corporate as well as workplace culture along with diversity in the workplace. In addition, there are different kinds of issues such as no proper performance management along
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4MANAGEMENT with training and development of the expatriate employees present in the subsidiaries of the company No Name Aircraft. Fromthecasestudyanalysis,ithasbeenfoundthattherehasbeenhuge communication gap between the employees and the employers working in the company and it affectedtheentirecultureof thecompany negatively.Due to thebreakdown of the communicationbetweentheemployeesworkinginthecompany,itcreatednegative environment in workplace and in the subsidiaries as well. In addition, the different employees working in No Name Aircraft tried to inculcate the basic objective that achievement of some level of efficiency in the organization is equal to overall effectiveness of the company and the employees in No Name Aircraft are more committed towards direction which resisted change. Moreover, the different employees did not have the capability to adopt to the new technological and innovative approaches both for job along with workplace (Wilton, 2016). The bridge in the communication in the entire aircraft company including the subsidiaries, it can be identified that the productivity has been affected to a great extent which affected the morale of employees in performing. Previously, the company was known for the best quality products of aircraft, however presently, the quality of the aircraft products has been reduced to a great extent which is affecting the overall production of the company negatively. Due to the implications of communication in the company, there has been huge decline in the product quality which affected productivity of company. The bad quality products are generally being found in the different subsidiaries of the company which included China as well as Vietnam (Vom Brocke, Petry & Gonser, 2016). However, the different spare parts of the aircraft were manufactured in China along with Vietnam were fine, however it required post delivery modifications from the clients.
5MANAGEMENT From the case study, it has been clear that in the last six months, there has been huge deterioration in the quality of the products which are sold by them and the company has been facing major warning from the different clients. Moreover, there are different kinds of warnings faced by company of not receiving partial payments along with quotation which is required for the payback in percentages by the different clients and it is becoming the liability for the company as well. As commented byTheriou, Tasoulis and Keisidou (2016), the barrier related to communication has been spreading at a large pace in different teams and it led to lack of coordination between the different team members and it led to the inappropriate performance of the company and teams as well. As discussed in the case study, it can be identified that no teams were being able to coordinate work with the different subsequent teams due to huge bias among individuals and due to the same, there has been involvement of negative feelings among one another and due to the same, it restricted the production of the different parts of the aircraft and it led to various complaints from the different individuals and similar issues have been faced by China, Singapore and Vietnam as well (Renz, 2016). There was no inclusion of diversity among the different individuals working in the organization that led to the issues related to cultural diversity and it affected the morale of the employees negatively as well. As perPacilly et al. (2019), the overall workforce was found to be intolerant against one another and it led to biasness as well as differentiation among the different individuals on basis of the generation gap and it led to resentment of the employees. The different senior level employees were not being able to match their expectations with the junior level employees as they had the huge misconception that if the junior employees know and gain more knowledge than the senior level employees, it will be restricting their promotion and the subordinates were strained to a great extent as well. Lastly, it was being observed that there was lack of proper skills related to recruitment of the eligible individuals who have the disabilities. However, the knowledge does not matter
6MANAGEMENT inNoNameAircraftandduetosuchkindofdiscrimination,itaffectstheoverall effectiveness of the company in comparison to the other competitors present in the market. As commented byMosca, Puches and Buzza (2015), the human resource managers of the company No Name Aircraft did not create any proper measures and the higher authorities did notshowanykindofconcernfortheassociationoftheemployeespresentinthe organization. In addition, the diversity was not at all realized in the company and due to which there was huge discrimination among employees and it created lack of coordination among the employees which affected the overall growth of the company. In terms of international performance management, it can be identified that there were different issues related to appraisal of the employees. In case of subsidiaries, it was being noticed that the performance reviews were lacking and the different expatriate employees who were relocated in different subsidiaries of No Name Aircraft, there were lack of formal appraisalthataffectedtheirmotivationandduetothesame,itaffectedtheoverall performance of the company negatively as well (Mazanec et al., 2015). Moreover, there were no such specific policies which were framed to determine the different kinds of performance management at No Name Aircraft. In case of training and development, the adequate training was not provided to expatriates and the different HR managers were not concerned relating to provision of specific training that was required to be provided to expatriates as to adopt to the different ways of adopting to the business environment in which the work is required to be commenced (Lussier and Hendon, 2017). Answer to Question 2 Analysis of Strategies to Deal with Issues The overall management of No Name Aircraft requires to analyse and identify the different kinds of significance along with merits of creating a diversified workplace. As
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7MANAGEMENT commented byLi and Armstrong (2015), the management of the different subsidiaries requires to understand the importance of diversified workforce in the company. As per the Hofstede’s Cultural Model, the different countries have various cultural aspects which should be managed by the company to improve the cultural differences. The respective management of the subsidiaries requires to make proper efforts in inculcating age in workforce wherein employees needs to appreciate, respect along with accept one another which will be reducing the discrimination. There can be inclusion of regular meetings wherein the different issues as well as concerns faced by employees are facing are required to be addressed and the employees can be provided with the right to share their ideas directly to management of the company. In addition, there can be inclusion of different meetings as well as consultancy related sessions which can be incorporated by the company as it will be enhancing the need for better cooperation which will be positively affecting the overall performance of the company. The different employees should be provided with sessions wherein the management can enhance the overall effectiveness along with productivity of the company (Laitinen & Suvas, 2016). Through the respective sessions, the management of the company can help in encouraging the different employees in communicating in a better manner and it will be helpful in overcoming the misconceptions relating to the cultural bias in relation to the work performed by them. Through introduction of the different recreational as well as leisure related activities, there can be good scope of bonding with one another and it will be beneficial for the overall success of the company positively (Khlif, 2016). There can be inclusion of global performance management related practices which will be related to meeting as well as fulfilling the regulatory standards of various countries in which the organization is operating and their business will be becoming successful as well. The overall management of the subsidiaries of the company is required to properly design
8MANAGEMENT international performance appraisal system which is based on cultural parameters of the entire international environment. The appraisal system along with benchmarks should be unbiased in nature and the different management of various subsidiaries need to make proper efforts in fulfilling the gap between generations of the different employees through creation of proper framework that will not require organizational hierarchy (Harmon, 2019). Lastly, there can be inclusion of the proper reward system which will be considered both for group and individually as it will be creating healthy competition among the employees working in the organization. There should be acceptance of different cultures while framing as well as adapting the structures through inclusion of various development programs as it will be enhancing the overall effectiveness of the company in a positive manner (Gendron, Kouremenou & Rusu, 2016). The different parameters related to culture can be adopted by the company as it will be helpful in incorporating the different strategies appropriately which will be appropriate for expatriates. Moreover, there can be inclusion of the experiential training methods for the companies for the expatriates which will be inclusive of the workshops, seminars along with various practical experiences of the various countries as it will be enhancing the overall effectiveness of the company and gain competitiveness in the market. The respective training will be included before the induction program of the company for the different expatriates as it will be able to enhance the different kinds of strategies which will be able to reduce the different kinds of issues in an effective manner and it will be helpful in improving the scenario effectively (Bakir et al., 2015). The different development programs will be effective in improving the scenario and gain competitive advantage in the market. The cultural diversity is the main aspect that should be incorporated by the company in the organization which will be enhancing the growth of the company and it will be
9MANAGEMENT increasing morale of employees to perform effectively and they will be giving their best in achieving the goals and improve the business scenario (Gatewood, Feild & Barrick, 2015). Answer to Question 3 Analysis of Recommended Strategies to Improve the Issues There are different kinds of recommendations which can be provided to the No Name Aircraft which will be helpful for the success of the company in a positive manner. Firstly, No Name Aircraft requires to design performance appraisal system which is based on scores onthedifferentdimensionsofcultureasperHofstede’sculturaldimensionmodel (Beugelsdijk & Welzel, 2018). There can be inclusion of various training programs which will be designed by No Name Aircraft such as didactic along with interactive training that will be appropriate for expanding the objectives as well as vision of the company positively (Favaretto et al., 2016). Moreover, there can be inclusion of the adequate training that can be incorporated by the company for the expatriate staffs regarding the various cultures of the subsidiaries and the headquarter of the company. The programs related to the performance appraisal are required tobe incorporatedbythecompanyinthesubsidiarieswhichwillbeevaluatingthe performance on the regular basis as it will help the company in including the different cultures and it will be enhancing the overall culture of the company positively (De Janasz & Crossman,2018). There can be generation of the effective and efficient feedback system which can be incorporated by No Name Aircraft as it will be helpful for creating effective interaction between the different employers and employees present in the organization as it will be including the efficient kind of flow of information in the company and the employees will be effective in performing the operations in a successful manner as well (Beugelsdijk, Kostova & Roth, 2017).
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10MANAGEMENT Conclusion From the analysis of the entire case study, it can be inferred that there are different kinds of issues faced by the company No Name Aircraft in a negative manner. The analysis of the issues as the international human resource management consultant assisted in the overallknowledgerelatingtothedifferentviewpointsaswellasperceptionsofthe employees in the various kinds of subsidiaries. From the overall management of the company, it can be identified that there are different kinds of issues in the company, therefore No Name Aircraft needs to formulate the efficient as well as better strategies for the overall mitigation of the different difficulties which are faced by No Name Aircraft and solve them appropriately. Proper and efficient kind of communication is the first and foremost aspect which should be followed by the company as it will be enhancing the morale of the employees and therefore they will be able to work in a positive manner and gain competitive advantage in the market as well. Moreover, from the analysis of the issues, there can be introduction of the different kinds of performance appraisal approach and cultural diversity inclusion as it will be enhancing the overall effectiveness of the company and it will be beneficial for sustaining the competitive advantage for the company in a positive manner. Lastly, the cultural diversity is the approach which should be incorporated by the company as it will be enhancing the growth of the company and it will not let the company to suffer from such issues again in the future as well.
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13MANAGEMENT Pacilly, F. C., van Bueren, E. T. L., Groot, J. C., & Hofstede, G. J. (2019). Moving perceptionsonpotatolateblightcontrol:workshopswithmodel-based scenarios.Crop Protection,119, 76-87. Renz, D. O. (2016).The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons. Theriou, G., Tasoulis, K., & Keisidou, E. (2016). Experiential learning in leadership: A leadership development simulation exercise.International Leadership Journal,8(2), 104-129. Vom Brocke, J., Petry, M., & Gonser, T. (2016). Business process management. InA Handbook of Business Transformation Management Methodology(pp. 137-172). Routledge. Wilton, N. (2016).An introduction to human resource management. Sage.