This article discusses the analysis of Maori values practiced in New Zealand companies and the challenges faced by organizations based on these values.
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Running head: MAORI VALUES MAORI VALUES Name of the student: Name of the university: Author Note:
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1MAORI VALUES Part A Introduction: The group that has been developed in the for the purpose of conducting the analysis based on different cultures and negotiation skills consists of four members. The members in the group belong to different cultures.The backgrounds of four group members mainly include, A, b, c, d. Two members of the group are from Philippines and two members belong to India. The discussion that was made in the group was mainly based on a major goal that is related to the assignment that has been provided.The goal is based on the analysis of Maori value that are practised in New Zealand based companies. The challenges that are faced by the organizations based on these values are the major parts of the goals (Stewart, 2017). Interpersonal skills and communication According toEketone and Walker, (2016),interpersonal skills are considered to be highly important for the ways by which the required ideas can be effectively communicated to the members who are a part of the team. Verbal and non-verbal communication: The proper implementation of verbal as well as non-verbal skills are important for the development of proper communication between the members who belong to different types of cultures.The members of the group have aimed at communicating the thoughts and ideas related to Maori values that are used in the New Zealand based organizations.As discussed byLove, (2017),the differences that exist between the cultures in India and Philippines are important for the communication-based process.Despite the fact that there is a lingual issue among the team members but we used a common language that is English to cope up with the situation.
2MAORI VALUES Feedback: Effective feedback process approach will be yielding an efficient variety of options for the consideration.In our team, there some issues regarding feedback style of one particular member from India as he was quite cynic for everything. However, we convinced him to manage the situation.This process is effective for maintaining an internal communication process of the team members in one hand and develop the efficiency on the other (De Jong, Dirks & Gillespie, 2016). This will be made possible when the feedback process from the team members will start. Transparency of message: There are some principles like principles of agreement, transparent, integrated goals, alliance and best outcomes present in the team.The members belonging to both the countries have high regard for levels of hierarchy and distance that exists between the power levels. Hierarchy is considered to be a major factor related to respect that is provided in both the countries.The process of thoughts exchange that is followed by the members of both the countries is a major part of the communication that is developed in the group. Conflict resolution Collaboration: According toRuckstuhl et al. (2019),the levels of conflict that can arise between the members of the group who are a part of different backgrounds are quite high.The collaboration among the team members was considered to be a major issue that we faced in the group. As the understanding and working culture were different from India to Philippines .The process of collaboration is mainly based on the four major stages that can ultimately result in effective collaboration. First stage of collaboration is based on nurturing collaboration. This stage is
3MAORI VALUES mainly based on the ways by which the members of a group aim at developing the collaboration. Development of a proper communication system is considered to be the second stage in collaboration process. Third stage of the process is based on the ways by which a communication based system is able to work in an efficient manner with the help of group members (De Jong, Dirks & Gillespie, 2016). Compromise: Compromise among the team members is one of the most important aspects of teamwork. As opined byBoies, Fiset and Gill (2015),conflict resolution is the last stage of entire compromise process.The members of the group of four person from two different national culturehave agreed that extensive research is required in order to analyse the effects of Maori values on the New Zealand based organizations but consider others’ views similarly. The minor levels of conflicts that exist in the group can be further reduced with the help of proper discussion. The discussion in the group will be based on the corporate social responsibility based issues that have been faced by the organizations in New Zealand. The members of the group need to go through different stages related to conflict resolution through collaboration and comptonization in order to develop the ideas and manage the organizational processes as well (Jenkins & Yakovleva, 2006). Negotiation skills Active listening: As discussed byMeneghel, Salanova and Martínez (2016),the negotiation skills are able to play a major role in the ways by which the members of a group can research about the issues that have been provided. The listening based skills that have been developed by members of the group are important for the proper development of collaboration. The listening related skills of
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4MAORI VALUES group members belonging toIndia and Philippinesbackgrounds are quite differentfrom one another.The development of neutral communication is this case is based on the respect that is provided by the members to hierarchy. The members who are a part of the group belong to similar levels and needs to indulge in the listening so that they can understand the values, understandings, process of operations and other essentialities in working with this community. However, development of proper negotiation will be based on the ways by which the members of the group can provide their opinions and ideas. The differences that exist in the point of views are considered to be highly significant for the ideas that can be provided based on the goals of the assignment. Listening can also be considered to be a consent that is provided by on team member from Philippinesbackground of the group based on opinions that are provided by the others.The research that has been made by three members of group can be discussed by the remaining member.The analysis based on the Maori people will be made with respect to various information that are available in the articles (Reagans, Miron-Spektor & Argote, 2016). Problem solving: As both India and Philippines havedifferences in the values.Therefore, one team member from Philippines can have issues with working style or thought process of those of Indian culture. This may lead to have a conflictevery time but focussing on the project by following the collaborative nature, aimed to attain sustainability and over all growth of the individuals, the management can solve issues and bring them in supporting the objectives of the project. Conclusion According to me, the discussion that has been made among the members can further improve in order to develop an effective solution based on the issues. The ideas and suggestions
5MAORI VALUES that have been developed by the members of the group also need to be updated in nature. The suggestions need to be aligned with different objectives of the group and solutions based on the case study that can be provided. Part B Introduction: The aim of this part is to discuss the possibilities or opportunities that the company may find in operating the business of mining in the New Island area of New Zealand. It will mainly discuss the impact of corporate social responsibilities of the company which will basically focus on the development of the communities present in the place, working in the company as the employees and the people giving in the targeted place and associated with the national park. Like all the other companies, Koper Resource Company is also bound to serve its responsibilities to assist the growth for the Iwi people residing in the targeted land area for mining. There are different issues regarding the CSR policies in working in the targeted land area which need to overcome so that the company can explore opportunities in working in this particular place effectively (Reagans, Miron-Spektor & Argote, 2016). Exploration of opportunities: The CSR responsibilities of the corporation will be beneficial for both the company as well as the community residing in this place. Actually, the CSR activities only help the societies where the corporation is going to operate but, in this case, both sides will have ample advantages. The exploration of copper from the mines of this place will be used in the economic growth of the region in one hand and the organization will develop the capabilities to implement the Maori world view within a limited period of time. The corporation will help the communities
6MAORI VALUES to succeed, maintain cultural integrity and prosper both economically as well as socially. The communities will get the opportunity for gaining education, training for growing skills as well as employment in the company (Ismail, 2009). In addition to this, the land targeted for mining which is the reside of the Iwi community in one hand and a relevant part of the national park can be taken care of by the corporation. There is a huge opportunity that the corporation can get by developing some iwi-specific strategies and through CSR activities in every aspect which will include economic, social, environmental and cultural factors which will definitely accelerate the development of capability of the residents there (Jenkins & Yakovleva, 2006). Issues of CSR activities: According to the guidelines of the United Nations, the CSR activities leads to the triple bottom line which are protection of the environment, profits and fight for the social justice. In working with the Maori communities residing tin the New Island region, it is quite problematic to manage and implement CSR funds for the sustainable growth of the people of the Iwi tribe associated with this region. There are five main issues the company can facing while working in this region which include, skill gap due to lack of education, barriers of legislation, economic infidelity from the part of the agencies, credibility issues and lack of technological support (Meneghel, Salanova & Martínez, 2016). The first and foremost problem of the Maori community in the New Island’s Maori community is the lack of education and skills which can make them ready to be employed in the companies (Jones, Marshall & Mitchell, 2007). It is not the fact that there is a lack of interest among the local community to take part in the CSR programs but the aspiration level of the Iwi tribe people is quite high to acquire organizational skills. In this regard,high performance workplace systems in the workplaces can be applied. However, there is a lack of greater education
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7MAORI VALUES participation as well as performance. This includes the financial literacy and savings knowledge which is an important assort of skill development (Fontaine, 2013).However, there is a barrier of active discussion on the skill gaps due to educational issues. This have complicated the problem for achieving the balance among the commercial management skills as well as traditional leadership skills. Due to this reason, balancing the stakeholder involvement in the corporations’ decision-making process becomes problematic. The agencies that work for the growth of the Mori communities often create challenges for the companies among to enhance involvement. These agencies have a strong cultural and social bonding or relationship with the communities that can manipulate the Iwi tribes to understand the actual intention of the corporation (Reinhardt, Stavins & Vietor, 2008). The issues of economic infidelity or fund disappearance can discourage the local communities. moreover, these agencies often convey that no serious efforts can be made through CSR activities and instillation of confidence in these local communities about this initiative become hard to develop. Moreover, there are challenges regarding the factor of sustainability and extraction of the natural resources as the community worship nature (McWilliams & Siegel, 2001). Similarly, in some areas, there are non availability or the well organised nongovernmental organisation through which the company can reach the community and convince them to accept the CSR agreements. Finally, the absence of technological advancement in the area of New Island that cannot connect the Maori communities to get the opportunities to attract the attention of the global companies is also the challenge of implementing the CSR programs in this part of the world (Carroll & Shabana, 2019). Moreover, the technological advancement can grow the opportunities to engage more stakeholders within limited period of time.
8MAORI VALUES Recommendation: In order for overcoming the challenges of the CSR the company can take some necessary steps like finding the ways of creating awareness among the communities. This will enhance the media of that region which will bring effective changes in the approach as well as attitude of the peopleinthisplaceregardingtheCSRprograms.Secondly,thecompanycanwork collaboratively with some agencies working in this field and the state government so that the company get full support from the legislation focussing on the rights of the people of the community. They must actively consider combining their resources thus build synergies for implementing the best CSR practice for scaling up the projects as well as innovate methods to reach out more beneficiaries. Finally, the company needs to focus more on the training process to the communities of this place so that he skill gap can be bridged effective.
9MAORI VALUES Part C Introduction: The case of the exploring and extracting materials from the New Island area of New Zealand is critical as the company needs to deal with the tribal communities in this area. For opening and beginning this project of mining in this targeted large area, the local staffs are to be incorporated but theMaori valuesmay lead to conflicts among the employees who may not understandorvaluethisMaoriphilosophyandworkcollaboratively.Maoriculturehas developed the importance of collective contribution for the growth of the business as well as the communities (De Jong, Dirks & Gillespie, 2016). However, it is clear that he Maori communitive work for their tribe rather than for their individual therefore, beam building for this project ascribing with their philosophy will be beneficial for both the the company as well as the communities residing this area. This is the reason why the company can implement three approaches for managing departmental team performances (Fontaine, 2013). Team performance: In order to get the best outcome from the team building and process, the authority can follow three major approaches for enhancing team performance. These include the method of clarifying roles, developing creative responses through alternative framing and initiative to collaboration among the members. In case of Koper Resource company, theMaori valuesof sustainability and collectivism will help the company to develop effective teams which will be working for the welfare of the employees in one hand and bring profit for the company also on the other hand (Carroll & Shabana, 2019). For managing departmental team performance, the management of KRC can first clarify the roles of the team members. This is due to the fact that when the team will begin the mining
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10MAORI VALUES project, it will need the contribution from different members having different capabilities and skills (Meneghel, Salanova & Martínez, 2016). Some will be from the financial background, some will help the team through managing the designing and planning process. This is the reason why; the management needs to make them understand the roles of the members. This role clarification method will be helping the teams to know the responsibilities of each of the team members and therefore, any reasons of conflict will not rise to break the unity or integrity of the team members and the opportunities will be perfectly grabbed (Boies, Fiset & Gill, 2015). Secondly, the process of developing the creative responses though alternative framing. The team performance can be developed through developing perfect communication process. Where the team members can communicate with any other members and attain the needed knowledge to develop small frames or goals to decide how to act. In this process, the management will set small goals or frame issues in more than one distinct way. In this case of mining industry, the frame can be focussing on the moves of the competitors and this will be taken as a positive or negative impact on the teams. Based on this factor, the employees will be able to develop some possible solutions on this selected frame (Boies, Fiset & Gill, 2015). Thus, when one frame is set and used properly, the team will be picking another frame and develop another set of effective solutions or responses. This approach will be yielding an efficient variety ofoptionsfortheconsideration.Thisprocessiseffectiveformaintaininganinternal communication process of the team members in one hand and develop the efficiency on the other (De Jong, Dirks & Gillespie, 2016). This will be made possible when the feedback process from the employees will start. Effective managers use this particular measure of framing the gaols at both the teams as well as individual levels so that the members can develop the positive or negative approaches and attain them efficiently until there is no other approaches is available.
11MAORI VALUES Finally, initiative within the team is an important fact of team performance (Rego et al., 2017). In this aspect there can be effective collaboration among the team members which perfectly aligns with the culture of the Maoris likeWhanaungatanga and Kaitiakitanga and Manaakitanga communities. it is good to think that there is a balance among the knowledgeable employees with the less knowledgeable ones. Personal commitment, attitude and motivation of the learners especially the junior level employees in the teams, this process will be making it easy for employees to exchange knowledge informally, and offering them growth at the individual level as well as for the company (Salas et al., 2017). It is quite effective that the communication will be beyond the cultural differences of the team members and the resources will be shared to meet the team goals. Thus, the team satisfaction and engagement in the teams will be enhanced. This is effective method of enhancing the team performance as initiatives will accept the contribution of the people and make the teams perfectly aligned with the competitive business setting. This will promote the people too be proactive a well as adapt with the situation which is effective in increasing team bonding and quality of work (Eketone & Walker, 2016). Conclusion: Therefore, it can be concluded that the teams are needed for the completion of any type of projects whether temporarily as well as permanently. These teams need to work according to the values of the companies and try its level best for performing better as well as get full support from the Maori philosophy or values as it is working in the Maori Scenario and with these people. In this case of mining industry by the Koper Resource Company, the methods of taking initiatives, feedback process, communication and knows sharing with the team members can be focussing on the moves of the competitors and this will be taken as a positive or negative impact on the teams. As mentioned before,The Maori valuesfully regulate the concepts, priorities and
12MAORI VALUES values to the business structures and his particular understanding or values have special set of norms of the workplace interactions, ownership and strategies planning. The team performance will be aiming to achieve these effectively so that the team members can achieve their goals and help the company to pursue the opportunity for the grabbing of the targeted land portion for the mine.
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13MAORI VALUES References: Boies, K., Fiset, J., & Gill, H. (2015). Communication and trust are key: Unlocking the relationship between leadership and team performance and creativity.The Leadership Quarterly,26(6), 1080-1094. Carroll, A., & Shabana, K. (2019). The Business Case for Corporate Social Responsibility: A Review of Concepts, Research and Practice. De Jong, B. A., Dirks, K. T., & Gillespie, N. (2016). Trust and team performance: A meta- analysisofmaineffects,moderators,andcovariates.JournalofApplied Psychology,101(8), 1134. Eketone, A., & Walker, S. (2016). Kaupapa Māori Social Work Research.Decolonizing social work, 259. Fontaine,M.(2013).Corporatesocialresponsibilityandsustainability:thenewbottom line?.International Journal of Business and Social Science,4(4). Ismail, M. (2009). Corporate Social Responsibility and its role in community development: An international perspective.Journal of International Social Research,2(9). Jenkins, H., & Yakovleva, N. (2006). Corporate social responsibility in the mining industry: Exploringtrendsinsocialandenvironmentaldisclosure.Journalofcleaner production,14(3-4), 271-284. Jones,M.,Marshall,S.,&Mitchell,R.(2007).Corporatesocialresponsibilityandthe managementoflabourintwoAustralianminingindustrycompanies.Corporate governance: an international review,15(1), 57-67. Love, C. (2017). Family Group Conferencing Cultural Origins, Sharing, and Appropriation—A Maori Reflection. InFamily Group Conferencing(pp. 15-30). Routledge.
14MAORI VALUES McNeill, H. N. (2017). Māori and the natural environment from an occupational justice perspective.Journal of Occupational Science,24(1), 19-28. McWilliams, A., & Siegel, D. (2001). Corporate social responsibility: A theory of the firm perspective.Academy of management review,26(1), 117-127. Meneghel, I., Salanova, M., & Martínez, I. M. (2016). Feeling good makes us stronger: How team resilience mediates the effect of positive emotions on team performance.Journal of Happiness Studies,17(1), 239-255. Reagans, R., Miron-Spektor, E., & Argote, L. (2016). Knowledge utilization, coordination, and team performance.Organization Science,27(5), 1108-1124. Rego, A., Owens, B., Yam, K. C. S., Bluhm, D., Cunha, M. P., Silard, A., ... & Liu, W. (2017). Leader humility and team performance: Exploring the mechanisms of team psychological capital and task allocation effectiveness.Journal of Management. Reinhardt, F. L., Stavins, R. N., & Vietor, R. H. (2008). Corporate social responsibility through an economic lens. Ruckstuhl, K., Amoamo, M., Hart, N. H., Martin, W. J., Keegan, T. T., & Pollock, R. (2019). Research and development absorptive capacity: a Māori perspective.Kōtuitui: New Zealand Journal of Social Sciences Online, 1-21. Salas, E., Prince, C., Baker, D. P., & Shrestha, L. (2017). Situation awareness in team performance: Implications for measurement and training. InSituational Awareness(pp. 63-76). Routledge. Stewart, G. (2017). Kaupapa Māori theory as a philosophy for education.Critical Conversations in Kaupapa Maori, 112.