Organizational Management for Asia Pacific Manufacturing

The assignment discusses organizational management, specifically focusing on Asia Pacific Manufacturing's (APM) challenges in managing its operations. It includes a risk analysis and case study, highlighting the importance of cultural changes, employee motivation, and strategic planning to ensure effective management and growth. The summary also touches upon the need for flexible approaches, health and safety benefits, and specific HR strategies to retain employees and achieve business objectives.

ORGANIZATIONAL MANAGEMENT
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TABLE OF CONTENTS
Introduction......................................................................................................................................3
Part B Risk Analysis........................................................................................................................3
1...................................................................................................................................................3
2...................................................................................................................................................3
3...................................................................................................................................................3
Part C Case Study............................................................................................................................3
1...................................................................................................................................................3
2...................................................................................................................................................4
3...................................................................................................................................................4
4...................................................................................................................................................4
5...................................................................................................................................................4
Conclusion.......................................................................................................................................4
References........................................................................................................................................5
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INTRODUCTION
Organizational management is an important concept that helps the business entity to
administer all the dimensions in effective way so that the opportunities of growth and prosperity
can be enhanced. The present study has been made on Asia Pacific Manufacturing which is
currently experiencing varied problems in managing organizational operations.
PART B RISK ANALYSIS
1.
Introducing cultural change is a complicated procedure in which chief focus is required to
be given towards current organizational practices. Since the bank is looking towards expansion
in Asia; therefore chief consideration should be given to employee motivation and engagement
aspect (Leopold, Harris and Watson, 2005). Proper meeting with the team will be organized so as
to inform them about the cultural changes and as per the systematic plan, cultural alterations will
be implemented.
2.
Currently, the bank is following bureaucratic authoritarian culture in which all the
decisions are taken by the government entity; rather by the elective representative. Therefore,
bringing cultural changes in the bank could enhance the level of interference from the ruling
bodies and all the practices are required to be associated with legal policies and framework. For
instance- if it could impact the economic situations of the bank; then it might hamper the interest
of employees (Leban and Stone, 2007).
3.
(Kindly provide information about Session 4)
PART C CASE STUDY
1.
 Performance standards of employees needs to be improved and more flexible approaches
should be adopted.
 Focus is required to be given towards health and safety benefits for the employees so that
they could be retained in the organization for longer time span.
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 Chief consideration should be given towards formulation of specific HR strategies so that
aims of the business can be attained.
 Proper risk management strategies are required to be carried out for the purpose of
enhancing organizational environment.
2.
While recruiting and selecting people, it is vital for APM to look towards the
qualification of employees so that they can contribute in meeting organizational objectives. At
the time of imparting training to the employees, management of APM needs to ensure that proper
areas are being covered for meeting organizational objectives (Howlett, 2008). Proper pay and
benefits should be given to the employees.
3.
Stakeholders may not get agree with the new change strategy as that might include new
work processes which could enhance the efforts of employees. Thus, unavailability of support
from the owners and management staff could be the major issue. In order to deal with the
challenge, APM can have a discussion session with the organizational members.
4.
 At the initial stage, budget will be prepared for resource allocation procedure.
 Arrangement for resources is required to be considered.
 Proper methods for implementing the plan should be adopted (Hiatt and Creasey, 2003).
 Outcomes should be determined accordingly.
 As per the timetable, all the activities will be carried out.
5.
Direct meeting will be conducted so that researcher could communicate the benefits of
change management to the respective people. At the initial stage, employees will be encouraged
with motivational benefits to implement the plan for change management.
CONCLUSION
The implemented plan could assist both then organizations to carry out all their
operations in effective way. This is also essential in terms of retaining organizational
productivity.
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REFERENCES
Hiatt, J. and Creasey, J. T., 2003. Change Management: The People Side of Change. Prosci.
Howlett, M., 2008. Policy Subsystem Configurations and Policy Change: Operationalizing the
Postpositivist Analysis of the Politics of the Policy process. Public Studies Journal. 26(3).
pp. 466-481.
Leban, B. and Stone, R., 2007. Managing Organizational Change. 2nd ed. John Wiley & Sons.
Leopold, J., Harris, L. and Watson, T., 2005. The Strategic Managing of Human Resources.
Harlow: Prentice-Hall.
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