MBA401 People, Culture and Leadership: AGL Energy Individual Report

This report examines the human resource practices of AGL Energy Limited, focusing on performance-related, culture-related, and engagement-related initiatives. The analysis includes an evaluation of employee rewards and recognition programs, such as share reward plans and incentive schemes, and their impact on employee motivation and organizational performance. The report also explores AGL's culture-related initiatives, including formal and informal learning and development programs aimed at fostering a knowledge-sharing culture and improving employee skills. Furthermore, it investigates engagement-related initiatives like the Employee Assistance Program (EAP), highlighting their role in supporting employees and strengthening the relationship between the organization and its workforce. The report concludes by emphasizing the importance of these initiatives in aligning with AGL's long-term goals and fostering a strong people-centric approach to leadership.

Running head: PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Name of the Student
Name of the University
Author Note

1PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Table of Contents
Introduction......................................................................................................................................2
Performance Related Initiatives.......................................................................................................2
Culture Related Initiatives...............................................................................................................3
Engagement Related Initiatives.......................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

2PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Introduction
The study is focused towards the analysis of the various initiatives that are implemented
across various organizations to improve the Human Resources practice. The study focuses on
how effective organizational management aligned with the HR functions of various
organizations can improve their organizational performances. The organization selected for the
study is AGL Energy Limited. The company is one of the largest energy utility organization in
the county. Three specific areas of initiatives are considered in the context of the given
organization. They are performance related initiatives, culture related initiatives and employment
based initiatives. The various initiatives of the organizations and their roles towards determining
organizational productivity is evaluated through the work. This report would be greatly
beneficial for the better understanding of the people, culture and management oriented
frameworks that are utilized across the corporate organizations. Subsequently, the likelihood of
success for each of the considered initiatives are measured to understand their effectiveness
towards the organization.
Performance Related Initiatives
AGL energy is on one of the premier energy companies of Australia. It has very effective
performance related initiatives to motivate employees. Although these might not be very
different from similar performance initiatives in the corporate industry, there are significant
factors that are specifically prevalent in the organization (www.agl.com 2019). These factors are
focused towards improving the performances of the employees while keeping in line with the
motivational needs of the employees. Employee rewards and recognition are one of the most

3PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
important performance based initiatives that are taken by the AGL energy company. Within this
employee rewards scheme there is the particular benefit of share reward plan. This is quite
specific as a performance related initiative in the AGL energy organization. A higher performing
employee can get rewarded through the AGL incentive reward plan. Employees that provide
better performances can avail the better incentives. The best thing about the incentive reward
plans are that they can be both short term and long term in value. The incentive schemes can
hence be planned by the employees beforehand. Thus, employees can choose whether to focus
more on the performance initiatives in the short run or the performance benefits of the long run
(Noe et al. 2017). These initiatives are also linked with the organizational performance. Hence,
better performance by AGL can ensure that the employees get rewarded more. This system is
managed through an effective framework. This framework is based on essential communication
between the employees and the management.
This kind of incentive plan can be greatly successful for AGL as an organization. This is
because incentives are one if the most important ways to improve employee motivation in the
organization. More important is the fact that the incentives are both short run and long run. The
employees can plan their performances in view of the same. The employees can align the long
term incentive goals with their long term growth plans in the organization. In this was AGL is
actually able to implement long term value through their incentive schemes that are provided. It
is also important to understand that the incentive scheme helps to improve the employee
performances in the organization (Atmojo 2015). The performance oriented initiatives are
important in helping the organization grow and develop into a strong and effective enterprise in
regards to its relationships with the employee. The initiatives that are incorporated in the
incentive processes are also aligned with the organizational development goals and objectives.

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Culture Related Initiatives
One of the important cultural initiative of the company is the formal and informal
learning and development of the employees. This is a scheme that focuses on developing the
employees both during their jobs and through formal training. The formal training includes
technical, role specific and programs for leadership development. It is important to note that
through the program the development of an important work culture is focused. Hence, the idea is
to create a culture of knowledge gathering and sharing within the organization. The organization
culture depends on improving the performances of the employees and aligning them with the
development that take place in the market conditions significantly. The culture that AGL wishes
to create is strong coordination between the subordinates and the management. This is important
in the context of the development of better relationships. The organization is focused towards
improving their culture by removing the barriers that can be created between the employees and
the management. In this the organization is strongly poised to create a work environment that is
beneficial for the employees to learn and grow effectively. The employee development program
also improves the learning and development values for the employees. The managers are
encouraged to actively participate in the employee development process (Suifan 2015).
With regards to the development of organizational culture the success factors are very
good. Through the formal and informal learning and development of the employees the company
creates an environment of essential development standards within the organization. The
employee development program can create better more effective learning environment in the
organization. The development of this culture helps to create a strong knowledge focused
culture. This can also improve the workplace diversity. The training and on job learning
improves the functional abilities of the people within the groups. The company is focused

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towards the essential development of the employees and creation of a workplace where
knowledge and employee development is valued highly. This creates a platform for the holistic
development of organizational culture. In essence this is much necessary for creating a
workspace that values the developmental needs for all the employees (Sagwa, K’Obonyo and
Martin 2015). The employees become highly valued for the work that they do. The careers of the
employees are also improved through this way. The AGL values employees and focuses on
creation of a culture of inclusive development in the organization. This contributes further
towards the development of a culturally effective workplace.
Engagement Related Initiatives
One of the most important employee based initiatives that are taken by the organization is
the employee assistance program. The program is focused towards assistance being provided to
the employees for either their personal or work related issues. Employee Assistance Program,
also known as the EAP is an important service that is provided by the organization to develop the
relationship between the organization and the employees. The EAP provides essential
counselling to both the employees and their family members (www.agl.com 2019). It is an
important platform for employee engagement as it can develop the relationship between the
employee and the organization. In the AGL energy company this program adds a unique value
towards employee engagement. An important employee based initiative, the EAP focuses on
knowing the issues that the employees and their families might be facing. The counselling
provided thus helps to bridge the gap between AGL as an organization and the employee issues
that are faced by its workforce. The advice that are provided is confidential. Hence, it leads to the
growth of personalized communication between the organization and the employee.

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The success rate of this initiative is great as it can help to improve the employee
engagement functions of the organization. Hence, it is clear that the company is focused toward
improving the platforms through which they can effectively interact with their employee bases.
The organization is always striving towards the improvement of its employee potential. The fact
that the EAP brings into context even the families of the employees helps to bring the employees
closer to the organization. The employees can be more motivated towards performing for the
organization. The EAP has a high success potential as it can help the employees to develop
personal connections towards the organization. It is important to understand that it can help
organizations to grow relationships that matter with the employees (Baker, Grinstein and
Harmancioglu 2016). It is a personalized care provided to employees.
Conclusion
The implications of the performance based, culture based and the employee interaction
based initiatives of the organization point towards the importance the organization assigns with
its people. The AGL Company has been a strongly performing force in the Australian market.
This brings forward the necessity to improve the functional effectiveness of the organization.
Through these initiatives, the AGL Company can promote the values that can help to establish
their long term goals. It can be seen that the people, culture and leadership values are very
essentially considered by the AGL organization. The company through the various initiatives it
has taken has focused on the achievement of goals and objectives that matter towards reaching a
strong relationship values.

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References
Atmojo, M., 2015. The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance. International research journal of
business studies, 5(2).
Baker, W.E., Grinstein, A. and Harmancioglu, N., 2016. Whose innovation performance benefits
more from external networks: entrepreneurial or conservative firms?. Journal of Product
Innovation Management, 33(1), pp.104-120.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Sagwa, E.V., K’Obonyo, P. and Martin, O., 2015. Joint and Individual Effects of Human
Resource Management Practices, Organizational Learning, Employee Outcomes and
Competitive Strategy on Performance of Firms Listed on the Nairobi Securities Exchange.
Suifan, T.S., 2015. The effect of human resources practices on organizational commitment: A
Jordanian study. Journal of Management Research, 7(4), pp.222-232.
www.agl.com, (2019). [online] Available at: https://www.agl.com.au/about-agl/careers/agl-
career-benefits [Accessed 8 Aug. 2019].