Management Report: Strategies to Improve No Name Aircraft Performance

This report provides an in-depth analysis of the management challenges faced by No Name Aircraft, focusing on issues within its subsidiaries in China, Vietnam, and Singapore. The report identifies key problems, including communication breakdowns, lack of diversity, and inadequate performance management, which negatively impact productivity and product quality. It explores the impact of these issues on expatriate employees and overall company performance. The report then proposes various strategies to address these challenges, such as promoting cultural diversity, improving communication, implementing effective performance management systems, and providing adequate training and development. The recommendations emphasize the importance of adapting to cultural differences, fostering a more inclusive workplace, and creating a supportive environment for employees to enhance overall organizational effectiveness and improve the company's performance in the global market.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

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Executive Summary
The report has helped in the analysis of the different kinds of issues which have been faced
by expatriate employees in the organization No Name Aircraft. From the analysis of the case
study, there are different kinds of cross cultural issues which have been faced by the different
employees in the subsidiaries of the company present in Vietnam, China and Singapore.
Moreover, there are diversity related issues that is affecting the growth of the company
negatively. However, with the introduction of the different cultural diversity aspects and
improving the communication, there can be introduction of proper and effective workplace
and it will increase productivity of the company.

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Table of Contents
Introduction................................................................................................................................3
Answer to Question 1.................................................................................................................3
Analysis of Issues Explained in the Case Study....................................................................3
Answer to Question 2.................................................................................................................6
Analysis of Strategies to Deal with Issues.............................................................................6
Answer to Question 3.................................................................................................................9
Analysis of Recommended Strategies to Improve the Issues................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................11

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Introduction
Human Resource Management plays a vital role in the global economy which helps in
identifying as well as anticipating the future needs that will be helpful for managing the
different challenges in an accurate manner. In the present scenario, more companies are
shifting their focus on opening the different branches in different parts of the world and
proper and strategic utilization of the resources is essential which will be appropriate for
managing the different activities in a positive manner.
The employees are the most valuable assets of the organization and they should be
encouraged in order to achieve the different goals and objectives. By becoming the
international human resource management consultant, the different kinds of issues are
required to be analyzed as it is very much essential in nature to provide the expatriate staffs
with proper training and development to provide scope to work in the different cross-cultural
country subsidiaries of the company which are located in China, Vietnam and Singapore.
Answer to Question 1
Analysis of Issues Explained in the Case Study
After the appropriate analysis of the case study of No Name Aircraft, it can be
identified that there are different kinds of issues which are being faced by the company in a
negative manner and it is affecting the overall productivity of the company negatively. If the
issues are not addressed in an immediate manner, there can be different negative effects on
organizational productivity (Matzler et al., 2016). The prime and most crucial issues which
are faced by No Name Aircraft included human resource management related practices that
lingered in corporate as well as workplace culture along with diversity in the workplace. In
addition, there are different kinds of issues such as no proper performance management along

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with training and development of the expatriate employees present in the subsidiaries of the
company No Name Aircraft.
From the case study analysis, it has been found that there has been huge
communication gap between the employees and the employers working in the company and it
affected the entire culture of the company negatively. Due to the breakdown of the
communication between the employees working in the company, it created negative
environment in workplace and in the subsidiaries as well. In addition, the different employees
working in No Name Aircraft tried to inculcate the basic objective that achievement of some
level of efficiency in the organization is equal to overall effectiveness of the company and the
employees in No Name Aircraft are more committed towards direction which resisted
change. Moreover, the different employees did not have the capability to adopt to the new
technological and innovative approaches both for job along with workplace (Wilton, 2016).
The bridge in the communication in the entire aircraft company including the
subsidiaries, it can be identified that the productivity has been affected to a great extent which
affected the morale of employees in performing. Previously, the company was known for the
best quality products of aircraft, however presently, the quality of the aircraft products has
been reduced to a great extent which is affecting the overall production of the company
negatively. Due to the implications of communication in the company, there has been huge
decline in the product quality which affected productivity of company. The bad quality
products are generally being found in the different subsidiaries of the company which
included China as well as Vietnam (Vom Brocke, Petry & Gonser, 2016). However, the
different spare parts of the aircraft were manufactured in China along with Vietnam were
fine, however it required post delivery modifications from the clients.

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From the case study, it has been clear that in the last six months, there has been huge
deterioration in the quality of the products which are sold by them and the company has been
facing major warning from the different clients. Moreover, there are different kinds of
warnings faced by company of not receiving partial payments along with quotation which is
required for the payback in percentages by the different clients and it is becoming the liability
for the company as well. As commented by Theriou, Tasoulis and Keisidou (2016), the
barrier related to communication has been spreading at a large pace in different teams and it
led to lack of coordination between the different team members and it led to the inappropriate
performance of the company and teams as well. As discussed in the case study, it can be
identified that no teams were being able to coordinate work with the different subsequent
teams due to huge bias among individuals and due to the same, there has been involvement of
negative feelings among one another and due to the same, it restricted the production of the
different parts of the aircraft and it led to various complaints from the different individuals
and similar issues have been faced by China, Singapore and Vietnam as well (Renz, 2016).
There was no inclusion of diversity among the different individuals working in the
organization that led to the issues related to cultural diversity and it affected the morale of the
employees negatively as well. As per Pacilly et al. (2019), the overall workforce was found to
be intolerant against one another and it led to biasness as well as differentiation among the
different individuals on basis of the generation gap and it led to resentment of the employees.
The different senior level employees were not being able to match their expectations with the
junior level employees as they had the huge misconception that if the junior employees know
and gain more knowledge than the senior level employees, it will be restricting their
promotion and the subordinates were strained to a great extent as well.
Lastly, it was being observed that there was lack of proper skills related to recruitment
of the eligible individuals who have the disabilities. However, the knowledge does not matter

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in No Name Aircraft and due to such kind of discrimination, it affects the overall
effectiveness of the company in comparison to the other competitors present in the market.
As commented by Mosca, Puches and Buzza (2015), the human resource managers of the
company No Name Aircraft did not create any proper measures and the higher authorities did
not show any kind of concern for the association of the employees present in the
organization. In addition, the diversity was not at all realized in the company and due to
which there was huge discrimination among employees and it created lack of coordination
among the employees which affected the overall growth of the company.
In terms of international performance management, it can be identified that there were
different issues related to appraisal of the employees. In case of subsidiaries, it was being
noticed that the performance reviews were lacking and the different expatriate employees
who were relocated in different subsidiaries of No Name Aircraft, there were lack of formal
appraisal that affected their motivation and due to the same, it affected the overall
performance of the company negatively as well (Mazanec et al., 2015). Moreover, there were
no such specific policies which were framed to determine the different kinds of performance
management at No Name Aircraft. In case of training and development, the adequate training
was not provided to expatriates and the different HR managers were not concerned relating to
provision of specific training that was required to be provided to expatriates as to adopt to the
different ways of adopting to the business environment in which the work is required to be
commenced (Lussier and Hendon, 2017).
Answer to Question 2
Analysis of Strategies to Deal with Issues
The overall management of No Name Aircraft requires to analyse and identify the
different kinds of significance along with merits of creating a diversified workplace. As

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commented by Li and Armstrong (2015), the management of the different subsidiaries
requires to understand the importance of diversified workforce in the company. As per the
Hofstede’s Cultural Model, the different countries have various cultural aspects which should
be managed by the company to improve the cultural differences. The respective management
of the subsidiaries requires to make proper efforts in inculcating age in workforce wherein
employees needs to appreciate, respect along with accept one another which will be reducing
the discrimination. There can be inclusion of regular meetings wherein the different issues as
well as concerns faced by employees are facing are required to be addressed and the
employees can be provided with the right to share their ideas directly to management of the
company.
In addition, there can be inclusion of different meetings as well as consultancy related
sessions which can be incorporated by the company as it will be enhancing the need for better
cooperation which will be positively affecting the overall performance of the company. The
different employees should be provided with sessions wherein the management can enhance
the overall effectiveness along with productivity of the company (Laitinen & Suvas, 2016).
Through the respective sessions, the management of the company can help in encouraging the
different employees in communicating in a better manner and it will be helpful in overcoming
the misconceptions relating to the cultural bias in relation to the work performed by them.
Through introduction of the different recreational as well as leisure related activities, there
can be good scope of bonding with one another and it will be beneficial for the overall
success of the company positively (Khlif, 2016).
There can be inclusion of global performance management related practices which
will be related to meeting as well as fulfilling the regulatory standards of various countries in
which the organization is operating and their business will be becoming successful as well.
The overall management of the subsidiaries of the company is required to properly design

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international performance appraisal system which is based on cultural parameters of the
entire international environment. The appraisal system along with benchmarks should be
unbiased in nature and the different management of various subsidiaries need to make proper
efforts in fulfilling the gap between generations of the different employees through creation
of proper framework that will not require organizational hierarchy (Harmon, 2019). Lastly,
there can be inclusion of the proper reward system which will be considered both for group
and individually as it will be creating healthy competition among the employees working in
the organization.
There should be acceptance of different cultures while framing as well as adapting the
structures through inclusion of various development programs as it will be enhancing the
overall effectiveness of the company in a positive manner (Gendron, Kouremenou & Rusu,
2016). The different parameters related to culture can be adopted by the company as it will be
helpful in incorporating the different strategies appropriately which will be appropriate for
expatriates. Moreover, there can be inclusion of the experiential training methods for the
companies for the expatriates which will be inclusive of the workshops, seminars along with
various practical experiences of the various countries as it will be enhancing the overall
effectiveness of the company and gain competitiveness in the market.
The respective training will be included before the induction program of the company
for the different expatriates as it will be able to enhance the different kinds of strategies
which will be able to reduce the different kinds of issues in an effective manner and it will be
helpful in improving the scenario effectively (Bakir et al., 2015). The different development
programs will be effective in improving the scenario and gain competitive advantage in the
market. The cultural diversity is the main aspect that should be incorporated by the company
in the organization which will be enhancing the growth of the company and it will be

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increasing morale of employees to perform effectively and they will be giving their best in
achieving the goals and improve the business scenario (Gatewood, Feild & Barrick, 2015).
Answer to Question 3
Analysis of Recommended Strategies to Improve the Issues
There are different kinds of recommendations which can be provided to the No Name
Aircraft which will be helpful for the success of the company in a positive manner. Firstly,
No Name Aircraft requires to design performance appraisal system which is based on scores
on the different dimensions of culture as per Hofstede’s cultural dimension model
(Beugelsdijk & Welzel, 2018). There can be inclusion of various training programs which
will be designed by No Name Aircraft such as didactic along with interactive training that
will be appropriate for expanding the objectives as well as vision of the company positively
(Favaretto et al., 2016).
Moreover, there can be inclusion of the adequate training that can be incorporated by
the company for the expatriate staffs regarding the various cultures of the subsidiaries and the
headquarter of the company. The programs related to the performance appraisal are required
to be incorporated by the company in the subsidiaries which will be evaluating the
performance on the regular basis as it will help the company in including the different
cultures and it will be enhancing the overall culture of the company positively (De Janasz &
Crossman, 2018). There can be generation of the effective and efficient feedback system
which can be incorporated by No Name Aircraft as it will be helpful for creating effective
interaction between the different employers and employees present in the organization as it
will be including the efficient kind of flow of information in the company and the employees
will be effective in performing the operations in a successful manner as well (Beugelsdijk,
Kostova & Roth, 2017).

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Conclusion
From the analysis of the entire case study, it can be inferred that there are different
kinds of issues faced by the company No Name Aircraft in a negative manner. The analysis
of the issues as the international human resource management consultant assisted in the
overall knowledge relating to the different viewpoints as well as perceptions of the
employees in the various kinds of subsidiaries. From the overall management of the
company, it can be identified that there are different kinds of issues in the company, therefore
No Name Aircraft needs to formulate the efficient as well as better strategies for the overall
mitigation of the different difficulties which are faced by No Name Aircraft and solve them
appropriately.
Proper and efficient kind of communication is the first and foremost aspect which
should be followed by the company as it will be enhancing the morale of the employees and
therefore they will be able to work in a positive manner and gain competitive advantage in
the market as well. Moreover, from the analysis of the issues, there can be introduction of the
different kinds of performance appraisal approach and cultural diversity inclusion as it will be
enhancing the overall effectiveness of the company and it will be beneficial for sustaining the
competitive advantage for the company in a positive manner. Lastly, the cultural diversity is
the approach which should be incorporated by the company as it will be enhancing the
growth of the company and it will not let the company to suffer from such issues again in the
future as well.

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References
Bakir, A., Blodgett, J. G., Vitell, S. J., & Rose, G. M. (2015). A preliminary investigation of
the reliability and validity of Hofstede’s cross cultural dimensions. In Proceedings of
the 2000 Academy of Marketing Science (AMS) Annual Conference (pp. 226-232).
Springer, Cham.
Beugelsdijk, S., & Welzel, C. (2018). Dimensions and dynamics of national culture:
Synthesizing Hofstede with Inglehart. Journal of Cross-Cultural Psychology, 49(10),
1469-1505.
Beugelsdijk, S., Kostova, T., & Roth, K. (2017). An overview of Hofstede-inspired country-
level culture research in international business since 2006. Journal of International
Business Studies, 48(1), 30-47.
De Janasz, S. C., & Crossman, J. (Eds.). (2018). Teaching Human Resource Management: An
Experiential Approach. Edward Elgar Publishing.
Favaretto, R. M., Dihl, L., Barreto, R., & Musse, S. R. (2016, September). Using group
behaviors to detect hofstede cultural dimensions. In 2016 IEEE International
Conference on Image Processing (ICIP) (pp. 2936-2940). IEEE.
Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson
Education.
Gendron, B., Kouremenou, E. S., & Rusu, C. (2016). Emotional Capital Development,
Positive Psychology and Mindful Teaching: Which Links?. International Journal of
emotional education, 8(1), 63-74.