IBU5HRM International Human Resource Management
Added on 2020-05-11
11 Pages3477 Words66 Views
Leadership ManagementLanguages and Culture
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International Human resource management1
Table of contentIntroduction................................................................................................................................3Issues at ‘No Name’ Aircraft.....................................................................................................3Recommendation........................................................................................................................4Action plan.................................................................................................................................7Conclusion..................................................................................................................................9References................................................................................................................................102
IntroductionIn the current case study, ‘No Name’ Aircraft operating out of Australia and operationacross Singapore, Vietnam and China is dealing with overwhelming issues that could lead toits acquisition. The CEO Adam O’Meara concerns are high for the organization profit, whichcould result in its takeover. Also, the shareholder's trust seems to be wavering and thecompany is likely to lose its existence without their support. To upkeep the stance the reportis been set up stating the key issues and as International Human Resource Managementconsultant recommendations are sought. The report makes a detailed study on recommendingpossible solutions and an action plan to resort in the case to overcome the specified issues. Issues at ‘No Name’ Aircraft There are multiple issues in ‘No Name’ Aircraft that have to lead to an increasingconcern for the CEO Adam O’Meara. The company is in a perplexed state and recognizes itsmajor deficiencies that have affected the reputation, profits and smooth operations of thebusiness. Having its business operations diversified across three countries i.e. China,Singapore and Vietnam, it has resulted in poor management and affected its efficiencies. Theshareholders of the company are apprehensive towards the company’s existence, which hasresulted in O’Meara suspicions onto company takeover imminence. There are mainly threeissues that haunt the company’s persistence:Cultural issues: Australia is the home country of No Name herein the team are not workingwell enough as they are facing communication breakdown between the integrated teams andacross team and management. The culture at ‘No Name’ has turned into a nasty and negativeone as the workers are thereof adopting the mantra of near enough is good enough. The staffsat ‘No Name’ also gives an impression that they are resistant to any sort of change whichmakes it even more complicated to sought the issue. Such a cultural issues extend tocommunication hindrances between its headquarter as well as subsidiaries. The lateral, aswell as horizontal communication, also suffers which leads to resentment from staff aboutinadequate instructions. Diversity issues: the diversity management at No Name is limited to only a simple notionthat proclaims that everyone in an organization is required to respect each others race-ethnicity, age, sexual preference, gender, religious preference, physical abilities anotherphilosophy. The next issue that has been predominantly highlighted in No Name is associated3
with embracing the rich value of working with diverse people. At first, it has been noticedthat at headquarters there is intolerance noticed upon working with employees from adifferent generation. The senior staffs resist working with apprentices and thus the healthyworking relationship is strained. Furthermore, in China, there is a lack of effectiverecruitment of people who possess disabilities. Managers at this place actively ignore the jobapplication of people possessing any disabilities even if the skills held by them are above orbeyond other applicants. This form of wholeheartedly non-acceptance to the diversity of oneanother has created a situation of worry for O’Meara to resort to ASAP. Product Quality issues: Also, one of the management teams has been recognizing thequality flaws as the prime cause of all such problems at ‘No Name’ and indeed this is totallyassociated with the parts gathered from Vietnam and China. An aircraft seeks for both smallto large modification even after its delivery made to the final customers. ‘No Name’customers comprising of both government, as well as non-government, are complainingregarding the lacking of quality, which was one of the core objective of the company once.Not just the customers but also a lot of stakeholders of ‘No Name’ have sent warning lettersto O’Meara to make substantial quality improvements within six months. There are in total50 teams that make up to the overall assembling of an aircraft. The major flaw noticed insuch teamwork is that they are a focus upon their own specification area only. As such theworking relationship within as well as across the team is extremely suffering. RecommendationAlmost uniquely its is believed that to improve and enhance the conditions steps arerequired to be taken to bring in the much-needed difference. As an international HRconsultant, it is important to actively involve in enhancement work and bring the change inbehaviour and practices to improve the quality (Prajogo and McDermott, 2011). Despite theapproach to success, the teams are frequently encountering obstacles in terms of cultural,diversity and product quality issues that obstruct it in achieving their original goals. Therecommendations put forth are important contribution to make improvement in quality andvalue of ‘No Name’ aircraft. According to Fullan (2014), Culture is shared values, beliefs and practices of peopleworking in an organization. Culture endures on a deeper context and is embedded on thebasis of people’s actions, what it expects of each other and how it makes sense to each other’sactions. Facilitating, an organizational culture is one of the most challenging tasks for a4
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