People and Organisation - Career Critique

This study evaluates the current management and people practices in AGC DESIGN Ltd. and proposes recommendations to improve the work environment and career prospects. The identified problems include power, motivation, teamwork, and culture. Suitable theories are used to analyze the problems and provide recommendations.

People and Organisation
- Career Critique

Contents
Contents...........................................................................................................................................2
CHAPTER ONE: INTRODUCTION..............................................................................................1
CHAPTER TWO: BACKGROUND INFORMATION OF THE ORGANISATION....................1
CHAPTER THREE: PROBLEM IDENTIFICATION WITH USE OF THEORIES.....................2
CHAPTER FOUR: RECOMMENDATIONS.................................................................................6
CHAPTER FIVE: CONCLUSION.................................................................................................8
REFERENCES................................................................................................................................9
APPENDIX....................................................................................................................................10
Weekly Journal..........................................................................................................................10

CHAPTER ONE: INTRODUCTION
The main purpose of this study is to present the current management and people practices in
my company and their norms. My evaluation of the company would reflect the differences
between my expectations and reality. In the aftermath of the evaluation, I will propose
improvements and determine my future career prospects at the company.
CHAPTER TWO: BACKGROUND INFORMATION OF THE
ORGANISATION
AGC DESIGN Ltd. (“AGC”) is a multi-award-winning interior design studio in Hong Kong.
AGC has gained its reputation in providing niche interior architectural and design consultancy
services, catering for the demands of booming property market in Hong Kong and Greater China
in the past decade. It has established a global portfolio, over the past 15 years, for luxury interior
design for commercial and residential properties (AGC DESIGN Ltd, 2021). It recruits a talented
interior design team of 30 staff with extensive experience and commitment to its design value on
delivering innovative design solutions. In the company, divisional structure is followed in which
all functions are grouped into division. Each division comprises all the essential resources along
with responsibilities for contribution in goal attainment. Key department in AGC includes
marketing & sales, human resource management, finance, designing, customer relationship and
many more.
We, AGC, started our business with the objective of offering qualities driven design
solutions in both high-end residential and commercial properties for private owners and
corporates, mostly in hospitality and retail market. We generate revenue over HK$100M on
annual basis. We approach every project with the imperative that the success of a project comes
from a thorough understanding of our client, their operations and the needs of their people and
their customers.
As a Design Director of the company, leading a design team of 20 designers to provide one-
stop services to our Clients. With myself being in the interior design industry for more than 20
years and recently been awarded as a Fellow Member (FPVC) by The Professional Validation
Council of Hong Kong Industries in 2020. My professionalism and contribution are well
recognised and appreciated by the clients and industry. Project Management is another
significant emphasis on mine, with understanding of Clients’ needs, the design solutions with
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quality are always recognised by our Clients and meet their expectation. My proactive approach
which establishes and enhances the firm’s long working relationship with our valuable Clients.
Despite AGC continues expanding its business providing interior design services to a wide
range of projects, the firm retained its non-bureaucratic style in organisational operations. Whilst
maintaining its market position, AGC has identified alarming shortcomings in the past
performance in its business.
CHAPTER THREE: PROBLEM IDENTIFICATION WITH USE OF
THEORIES
Problems are issues that an organisation faces while carrying out operations and attaining
desired objectives (Blackett, Evans and Piggott, 2021). AGC DESIGN Ltd being multi award
winning studio that caters demands of property market, it faces various issues at the time of
carrying out operations. Identification of problems that are faced by AGC DESIGN Ltd are as
follows:
Power
It is termed to potential of a person to influence behaviour of others to make them act as per
wishes (Murthi and Hammell, 2021). In a company, authoritative position holds powers by virtue
of their position. People in an entity have knowledge or expertise which others could value is
weird power. Moreover, individuals, groups or team perceived by others for influencing
practices of others is an issue that designing company faces. In context to AGC DESIGN Ltd,
power is a social construct because organisation with set power hierarchies is product of human
practice. In other words, it is constructed in process of social action. Power within AGC
DESIGN Ltd is evaluated through different sources of power that are stated in French and
Raven’s theory of power. The theory is propounded by social psychologists that are John R. P.
French as well as Bertram Raven in the year 1959. The identified bases of power are mentioned
in context to AGC DESIGN Ltd:
Coercive power: It is potential of a person to force an individual for following an order
through threatening people with punishment when not comply practices with order. It provides
managers with control over things happening at workplace and enforcing policies. When
managers have coercive power then they use punishment or threat of punishment to establish
incident free or successful company. For example, when department head of AGC DESIGN Ltd
works with coercive power, they put immense pressure on employees to work with order which
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reduces innovation, causes high employee turnover and lower personnel job satisfaction. When
threat is counterproductive, power of manager is undermined.
Legitimate power: A power that is derived from position or set of formal relationships is
termed to legitimate power (Zachariadis, Hileman and Scott, 2019). In the company,
subordinates comply as they have belief in legitimacy of power or position. For example, within
AGC DESIGN Ltd, when administrators work with legitimate power, they face issue of not
having skill to back up position which they find themselves in. It results in frustration and
dissatisfaction of power among the person.
Expert power: It is said to the perception which an individual possesses elevated level of
specific skill or knowledge which other people do not have. It causes more influence within
place of work of expert having power. In context to AGC DESIGN Ltd, expert power is used by
professionals as the person is only one who have professional or expertise in designing of
building projects. In the company, when expert shares their knowledge with others, power
probably diminish over time. At same time, when the expert does not share power, it makes the
business ineffective.
Reward power: It is power of a person to confer rewards for influencing behaviour or
acts (Ramanathan, Krishnan and Muraliraja, 2019). In AGC DESIGN Ltd, it is an issue with
manager using reward power that giving out similar rewards again and again causes certain
rewards to lose their power as well as makes workforce demotivating. Moreover, reward power
backfire along with have effect which is contradictory of what it is envisioned. There are
situations, when managers of AGC uses it improperly which inflate egos of manpower, breed
resentment addition to harm morale.
Referent power: It is known as potential of a superior to influence or stimulate
subordinate with the help of admiration, identification, respect and influence. In other words, it is
the power of a person over team, group or people as per high level of respect, admiration, etc for
power holder. It is perceived as a problem in AGC DESIGN Ltd in which people with power
override their power to get workings completed. It is complex for manager of the company who
uses referent power to reach bottom of company.
Motivation
In a company, motivational issues cause performance issues which costs an organisation
huge each year. Motivation is delineated to emotional, social together with cognitive force which
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activate individual behaviour (Ryan-Collins, Lloyd and Macfarlane, 2017). In aspect to AGC
DESIGN Ltd, lack of motivation is one of problem which results in delays in completion of work
of employees and chances of expensive mistakes. To analyse the issue, use of Hertzberg’s
motivation theory is effective. Hertzberg’s motivation theory is also named as Two Factor
Theory which causes issue of motivation at workplace. Discussion of factors causes problem of
motivation in AGC DESIGN Ltd are as follows:
Hygiene factors: Factors whose absence causes manpower to work less hard are hygiene
factors. These lack presences in actual occupation but surround nearby to it. Some hygiene
factors including relationship with co-workers, job security, supervision, compensation and
hence forth motivates a person at workplace. In AGC DESIGN Ltd, it is analysed that poor
management of hygiene factors causes problem of motivation at workplace. These factors do not
serve as source of motivation among employees. In contrary, they symbolised physiological
needs that people wanted along with expected to be meet.
Motivating factors: Factors whose presence causes people to work harder are motivating
factors (Dai, Yang and Wen, 2018). In a company, motivating factors are found in actual work
itself. Some types of motivating factors are achievement, growth, work itself, advancement and
so on. Within AGC DESIGN Ltd, it has been determined that ineffective motivating factor
causes de-motivation among employees. When employees are not motivated then it shows that
motivating factors are not up to scratch.
Team work:
In an organisation, teamwork makes the dream work, however, it is becoming a problem
in modern era. Within a workplace, trust is key building block of all relationship and is critical in
teams. In aspect to AGC DESIGN Ltd, lack of trust among people break down team as it
threatens productivity which creates toxic culture causing problem of poor teamwork. For
analysing the problem, Belbin team theory is used as it is another problem faced by the company.
Belbin team theory states that each member of team possesses specific pattern of behaviours
which features behaviour of an individual in relationship to another while facilitating team
progress. Some roles that are defined under the theory are implementer, resource investigator,
co-ordinator, monitor evaluator, shaper, complete finisher, plant, specialist and team worker.
Within AGC DESIGN Ltd, it is perceived that uncertainty of role causes the problem of team
work as there is huge difference in working as in individual members along with working as part
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of team. While working in team, employees of the company are required to trust each and take
fewer decisions (Gray and Purdy, 2018). However, team members are more likely to make
mistakes that makes it hard for other people to trust other’s decisions which results in conflict
situation and existence of team disputes. Moreover, Some employees of AGC DESIGN Ltd
make contribution more to a team that others. It is because they are responsible for team and
share of contribution rely on individual talent addition to efficiency. These talent differences in
the company result in disputes among team members causing the problem.
Culture:
It is another problem that is faced by the venture because of different way to life for
whole society. Culture comprises of rituals, beliefs and values of a population which are passed
from one generation to other generation (Buckley, Enderwick and Cross, 2018). In AGC
DESIGN Ltd, lack of cultural awareness is one of problem which is encountered in
organisational culture. The causes of cultural problem in the company are determined with use of
Hofstede’s cultural theory that includes follows elements:
Individualism versus collectivism: It is termed to the extent to which individual in a
company or society are integrated in groups. In AGC DESIGN Ltd, employees prefer more to
take care or work only for themselves that encounters problem of culture. They more focus on I
rather than we and only focuses to attain their individual goals.
Power distance: It is extent to which less powerful people of company accept and expect
that power is distributed in unequal manner (Menezes, Ruiz-Hernández and Chen, 2021). It
comprises beliefs about appropriate distribution of power within workplace. In aspect to AGC
DESIGN Ltd, lower power distance is adhered in which problem of culture arises as it is
correlated to lack of observance in differences of status as well as ranking. Employees of the
designing company are less likely to drastically change their way of working depending on status
of people that are addressing.
Masculinity versus femininity: It states role distributor among male addition to female
in company or any working institution. Masculinity refers to penchant for heroism, material
rewards, assertiveness and achievement in company. In contrary, femininity is penchant for
cooperation, caring for weak and modesty at workplace. In association to AGC DESIGN Ltd,
major focus is on masculinity that restrict career opportunities or diversity for women employees
that causes issue of culture.
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Uncertainty avoidance: It is degree of tolerance addition to uncomfortable with risk and
situational uncertainty. It defines how well staff of company are able to cope with anxiety. AGC
DESIGN Ltd has high uncertainty avoidance which causes cultural issue as people have low
tolerance for uncertain situation and risk taking. The company opts for stiff guidelines, codes of
behaviour along with laws that makes working unpredictable.
Orientation: It is connection of past with existing together with future challenges
(Hossain, Leminen and Westerlund, 2019). Within AGC DESIGN Ltd, it is determined that short
term orientation is more focused that causes cultural problem as it puts pressure on existing
rather than future. The company looks for fast and rapid outcomes that makes employees
unhappy with learning and palpability of conflicts or tension.
Indulgence versus restraint: It looks towards tendency of business for meet its desires.
Business such as AGC DESIGN Ltd have high restraint that is pessimistic, more controlled
together with rigid behaviour. It causes cultural issue as the company suppresses gratification of
requirements as well as regulate through means of strict norms (Manikandan, Adhikari and
Chen, 2018).
In AGC DESIGN Ltd, all the mentioned problems are encountered through use of
suitable theory. By looking at present situation of the company, it is analysed that career prospect
for Design Director are high as they have strong portfolio of work along with experience to
design different projects. In the company, Design Director are able to lead a team and manage
working.
CHAPTER FOUR: RECOMMENDATIONS
To deal with problems at workplace, it is essential for managers to devise and implement
strategies for achieving positive outcomes. In context to AGC DESIGN Ltd, some of
recommendations to top management for overcoming issues are as follows:
For managing motivation relation problem, top management of AGC DESIGN Ltd is
recommended to apply Theory X and Theory Y. With Theory X, managers tend to take
pessimistic view of employees and predict that they are required to me rewarded as well as
prompted for ensuring completion of tasks with huge motivation. In the company, managers can
use rewards together with punishments as source of motivation. With this, workforce of the
venture will operate more efficiently as all actions of employees would be traceable to individual
responsible. At same time, Theory Y states that staff members are internally influenced, carry
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out practices without direct reward in return as well as enjoy their job. By using Theory Y,
managers of AGC DESIGN Ltd could incorporate pseudo-democratic scenario to staff that will
allow people to design, construct as well as publish own designs promptly as per co-ordinance to
workload addition to projects.
To deal with problem of team work, departmental heads of AGC DESIGN Ltd are
suggested to adopt Tuckman theory. With the theory, managers will recognise the fact that team
do not initiate off fully formed as well as functioning. With application of the theory, teams will
grow through clearly stated phases, ranging from creation to cohesive, team emphasised team.
The theory will assist team members of the company to subdue team working barriers and
facilitate team formation along with development to perform collective tasks and minimising
tensions or pressure for attaining team goals. Moreover, application of the theory will show
managers of the enterprise perfect success to solve uncertainty challenges along with gaining
interdependent objectives.
To overcome problem of power at workplace, it is recommended to managers to AGC
DESIGN Ltd to apply Max Weber’s Theory of Power that defines power as competence that a
person will be able to realise own objectives against opposition from others they are in social
relationship. By applying the theory, managers could exemplify power through process of
control. By considering both status as well as class group membership as basis of power,
managers of the company will be able to secure directive control for the purpose of executing
certain definite policies. With this, all groups will be given some power to strive for goals in
planned manner
For the purpose of dealing with problem of culture, it is suggested to professionals of
AGC DESIGN Ltd to adopt Handy’s cultural model which links structure of company to
culture. By using task culture of the theory, it will become possible for the top management to
create a work culture that emphasis more on particular tasks along with projects. With this, right
people will be put together as well as given operations so to contribute in attaining objectives
collectively. It will offer chance to manpower for relating working and form bonds which will
make enjoyable workplace and functioning better. Moreover, it will also solve problems
collectively by fostering spirit of teamwork and achievements going recognised.
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CHAPTER FIVE: CONCLUSION
As per information presented in the report, it has been concluded that people makes
differences within each organisation as they are said to the way business transform physical
along with informational resources into commodities and services which are more valued by
customers. People in organisation have potential for generating ideas, making decisions, solving
problems as well as generating learning which improves wellbeing of the company. There are
various factors that contribute in success of company such as sound strategy, efficient processes,
marketable products or services and hence forth. There are ample number of social construct in
the venture that influences financial performances, collaborative work, commitment of
employees and image of enterprise. An organisation faces huge issues due to rapid changing era.
One of the social construct is motivation which adversely impacts of higher employee turnover,
diminished productivity, lower employee engagement level and poor communication making
environment more toxic. For dealing with the problem, application of Theory X and Theory Y is
recommended as Theory X elaborates significance of external rewards and heightened
supervision, while Theory Y defines motivating function of job satisfaction along with
encourages manpower to approach towards tasks productively. Another issue encountered is
culture which could be solved with recommendation of Handy’s cultural model as it links
structure of entity with business culture. Teamwork is also a problem faced by the enterprise in
present era that can be managed with recommended solution of Tuckman theory.
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REFERENCES
Books and Journals:
Blackett, A. D., Evans, A. B. and Piggott, D., 2021. Negotiating a coach identity: A theoretical
critique of elite athletes’ transitions into post-athletic high-performance coaching
roles. Sport, Education and Society. 26(6). pp.663-675.
Buckley, P. J., Enderwick, P. and Cross, A. R. eds., 2018. International business. Oxford
University Press.
Clift, B. C., da Silva Telles, M. S. and Silva, I., 2020. Working the hyphens of artist-academic-
stakeholder in Co-Creation: a hopeful rendering of a community organisation and an
organic intellectual. Co-Creation in Theory and Practice: Exploring Creativity in the
Global North and South. p.237.
Dai, J., Yang, X. and Wen, L., 2018. Development of wind power industry in China: A
comprehensive assessment. Renewable and Sustainable Energy Reviews. 97. pp.156-
164.
Gray, B. and Purdy, J., 2018. Collaborating for our future: Multistakeholder partnerships for
solving complex problems. Oxford University Press.
Hossain, M., Leminen, S. and Westerlund, M., 2019. A systematic review of living lab
literature. Journal of cleaner production. 213. pp.976-988.
Manikandan, V. S., Adhikari, B. and Chen, A., 2018. Nanomaterial based electrochemical
sensors for the safety and quality control of food and beverages. Analyst. 143(19).
pp.4537-4554.
Menezes, M. B., Ruiz-Hernández, D. and Chen, Y. T., 2021. On the validity and practical
relevance of a measure for structural complexity. International Journal of Production
Economics. 240. p.108243.
Murthi, K. and Hammell, K. W., 2021. ‘Choice’in occupational therapy theory: A critique from
the situation of patriarchy in India. Scandinavian Journal of Occupational
Therapy. 28(1). pp.1-12.
Ramanathan, A., Krishnan, P. K. and Muraliraja, R., 2019. A review on the production of metal
matrix composites through stir casting–Furnace design, properties, challenges, and
research opportunities. Journal of Manufacturing processes. 42. pp.213-245.
Ryan-Collins, J., Lloyd, T. and Macfarlane, L., 2017. Rethinking the economics of land and
housing. Zed Books Ltd..
Saran, A., White, H. and Kuper, H., 2020. Evidence and gap map of studies assessing the
effectiveness of interventions for people with disabilities in low‐and middle‐income
countries. Campbell Systematic Reviews. 16(1). p.e1070.
Schuengel, C. and et.al., 2020. Impact of the initial response to COVID‐19 on long‐term care for
people with intellectual disability: an interrupted time series analysis of incident reports.
Journal of Intellectual Disability Research. 64(11). pp.817-824.
Williams, S. N. and et.al., 2021. Public attitudes towards COVID‐19 contact tracing apps: A UK‐
based focus group study. Health Expectations. 24(2). pp.377-385.
Zachariadis, M., Hileman, G. and Scott, S. V., 2019. Governance and control in distributed
ledgers: Understanding the challenges facing blockchain technology in financial
services. Information and Organization. 29(2). pp.105-117.
Online:
AGC DESIGN Ltd. 2021. [Online]. Available through: < https://www.agcdesign.com.hk/en/>
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APPENDIX
Weekly Journal
Unit 2-
In the Unit 2, the focus has been made on Individual in Organization and Personality &
Value. Also the Discussion of the assignment has been covered in it. Therefore, it can be stated
that I have learned about the way in which the appropriate actions concerning Individuals are
required to be taken. Also, I have learnt about the way in which the project requirements are to
be understood and therefore the way in which the project is required to be approached quite
effectively and efficiently (Clift, da Silva Telles and Silva, 2020).
Unit 3-
In the Unit 3, the focus has been made on Groups & Team-Working. Thus, In this way it can
be stated that it is quite important that the appropriate actions can be taken so that the
improvement in efficiency and effectiveness can be done. I have learnt about the way in which
the Groups and Teams make a desired level of contribution to the organization (Saran, White and
Kuper, 2020).
Unit 4-
In the Unit 4, the focus can be made on Diversity in Workplace and Ethics and Corporate
Social Responsibility in Workplace. Therefore, in this way it can be stated that I have learnt
about the way in which they can be used in the Workplaces so that the desired improvements can
be made and thus the attainment of the goals and objectives in the future can be carried out.
Unit 5-
In the Unit 5, the focus has been made on Motivation at Work and Application of motivation
concepts. Thus, in this way it can be stated that I have learnt about the way in which the use of
Motivation can be made so that the attainment of the goals and objectives can be carried out in
quite a proper manner. I have thus learnt that it is important that the use of Motivation can be
made in such a way so that it creates an impact in the organizations.
Unit 6-
In the Unit 6, Organizational Culture and Discuss the weekly journal and assignment have
been covered. I have learnt the way in which the better Organizational Culture can be used to
bring improvements within the organization. Further, the Discussion related with weekly journal
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and assignment will be quite helpful to make sure that the right way of managing the studies can
be used in quite a proper and appropriate manner.
Unit 7-
In the Unit 7, the Organizational Design and Structures and Discussion of structure of the
assignment have been covered in detail. Thus, I have learnt about them and this has helped in
developing my understanding in quite a proper and appropriate manner. I will be able to enhance
my skills and competencies in a right way in this manner (Schuengel and et.al., 2020).
Unit 8-
The Unit 8 covers Leadership and decision making and Discussion of the assignment.
Therefore, I can state that it is quite necessary and important that I am able to focus on them so
that I am able to take decisions in the different types of situations and circumstances in the future
in quite an appropriate manner. This will be quite useful for the particular purpose of attainment
of goals and objectives.
Unit 9-
The Unit 9 focuses on Organizational change and Stress Management. I have to ensure that I
put my focus on them because this will be quite helpful in ensuring that the right use of the
different types of skills can be made by me for the particular purpose of attainment of the goals
and objectives. Therefore, in this way I can make sure that I am able to bring the right and
appropriate improvement in myself for the particular purpose of attainment of my future goals
and objectives.
Unit 10-
The Unit 10 focuses on Power, Politics and Conflict. I need to put my focus on them so that
I am able to learn about the way in which they all create an impact in the organization. Thus, In
this way it can be stated that I will be able to make sure that by thoroughly assessing them I can
bring the desired level of improvements quite effectively and efficiently.
Unit 11-
In Unit 11 the focus has been made on Human Resource Management. It is a very important and
crucial concept on which the focus has to be made. Therefore, in this way it can be stated that I
will be able to make sure that I understand the practical application of HRM in quite a proper
manner. This will help me a lot in taking the right decisions (Williams and et.al., 2021).
Unit 12-
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In Unit 12 the focus has been made on the overall requirements of the project. It was helpful
for me in developing a thorough understanding about the project in quite a proper and
appropriate manner.
There is a difference between the concepts and theories of the module. Due to this particular
reason, the overall assessment of the right directions to be taken can be carried out which will
help in attaining the goals and objectives in quite a right way. I have understood that sorting out
this difference is quite important and therefore in this way the enhancement in the efficiency and
effectiveness can be improved.
Further, there is a need of using unbiased ways through which the improvement in practices
of the organization can be done. I think that through making the use of these ways the overall
working pattern of the organizations can be improved which will therefore be quite useful and
helpful.
Also, I feel that I have some individual differences which on which I need to work on so that
I am able to make sure that I can take the right actions quite effectively and efficiently in a
proper manner. In this way, I will be able to make sure that I can bring out improvements in
myself which are important for the attainment of sustainable level of success in the future. I think
that I have better career prospects in my company because by bringing out the necessary
improvements I will be able to manage out my different types of needs and requirements and will
be able to progress in my career.
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