Managing People and Organizational Behavior Report: Auckland Airport

This report provides an in-depth analysis of Auckland International Airport's management practices, organizational behavior, and strategic planning. It begins with an executive summary and introduction, outlining the airport's history, vision, and mission. The report then explores the interrelationship between human resource planning and strategic organizational planning, detailing alignment strategies and potential challenges. Key aspects of strategic planning are examined, including achieving the mission and vision, SWOT analysis, organizational structure, and recruitment. The human capital concept is explored in relation to motivation and organizational effectiveness, including motivation theory and performance appraisal. Finally, the report reflects on leadership and organizational culture, offering insights and concluding with a comprehensive overview of the airport's practices.

Running Head: Management
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Auckland Airport
Managing People and Organizational Behavior
2/16/2020

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Executive summary
Auckland International Airport is the best way to San Francisco Bay which serves the bay areas
from the locations Auckland, California. Auckland International Airport is the public airport
company that provides services in the Bay area. The construction of the airport in the country
Auckland has started in 1925 in the city of Auckland. Charles Lindbergh on September
17dedicated the airport and includes many flights in that. The main purpose of the report is to
evaluate the organizational behavior of the company and how to manage the people and the
employees of the company. With the help of the secondary data collection method, the company
has obtained the information of the Auckland airport and unanalyzed the annual report and the
website of the company to evaluate their performance in the market. From analyzing it was
founded that Auckland Airport maintains its strategic planning and makes the planning strong for
the better growth of the organization and it helps in the company in achieving its mission of
cover the cheapest way. The company has used the Maslow motivating theory which has stated
in this report to motivate the employees of the company. The motivation and performance
appraisal practices are too important and connected with each other so in this report, their
importance in the company has also stated. The transformational theory of leadership and
organizational culture theory has also explained which helps the company is doing its process in
a more effective way.

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Contents
Introduction......................................................................................................................................3
LO1 Inter-relationship between human resource planning and strategic organizational planning. 3
Alignment of Strategic Organizational Planning.........................................................................3
Potential challenges in alignment of strategic organizational planning and human resource
planning........................................................................................................................................6
LO2 human capital concept in a people centered workplace in relation to motivation and
organizational effectiveness.............................................................................................................7
Motivation and job design............................................................................................................7
Motivation and performance appraisal practices.........................................................................9
LO3 Leadership and Organizational Culture.................................................................................10
Reflection on Leadership...........................................................................................................10
Reflection on Organizational Culture........................................................................................11
Conclusion.....................................................................................................................................13

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Introduction
Auckland International Airport is the public airport company that provides services in Auckland
which is the busiest and the largest airport in New Zealand. The airport is located near the
Mangere and has over 21 million passengers.
History: The airport was used as the Auckland Aero Club and it leased some land to
accommodate the services from the dairy farmer. The president of the club noticed that there are
several advantages of this place for the training ground and for the aerodrome. Later on, the
building was known as the Mangere Aerodrome and in 1960 it has transformed into the main
airport site of Auckland.
Vision and Mission of the company: The vision of the company was to accommodate many
flights so that people could travel easily. Their vision is to achieve the highest growth and be a
thriving hub. The mission of the Auckland International Airport is to quickest way with the
cheapest way so that mile distance can be covered up with the shortage period of time.
Structure and services: The organizational structure of the company consists of a large space
with a large area so that the runway of the plan can be taken off. The company provides several
services to its customers like electric vehicle charging, the nonstop flight services, Sundance air
services, aerial advertising services, FBO services.
LO1 Inter-relationship between human resource planning and strategic organizational
planning
Alignment of Strategic Organizational Planning
The purpose of strategic planning is important in every business and Auckland airport also works
in maintaining strategic planning in a proper way. The main purpose of strategic planning is to
figure out what the company wants to do and why it is in business. The strategic planning is
essential for the organization as it helps to develop new products for existing customers (Noe, et
al., 2015). The vision and mission of the company are including in strategic planning. Auckland
Airport maintains its strategic planning and makes the planning strong for the better growth of
the organization. Auckland's strategic plan is strong as it helps the company in achieving the

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vision and mission of the company and the company achieves all its goals in less time (Bagheri,
2016). For looking at the five years ahead, the business used to implement proper strategic
planning which helps the business organization in the process of decision-making.
Human resource planning is also included in the part of the strategic planning as human
resources are also one of the important parts of the business organization. Auckland airport
maintains the human resources to attain the proper motivation of the employees and to increase
the interest of the employees towards achieving the business objectives. The main objective of
human resource planning is to decide what skills and competencies required by the business and
to meet all the strategic goals (Sosiawani, et al., 2015). There is a symbolic relationship between
strategic planning and human resource planning. Each function of strategic planning depends on
the other planning. The relationship between these two planning aspects affects the assessments
and helps in executing the plan in a successful manner.
Key aspects of strategic planning
Strategic planning has several key aspects that include in the strategic plan. These key aspects
provide several benefits and tend the business towards attaining the goals of the business. The
Auckland airport includes the proper strategic plan that helps the company in achieving the
objectives of the business. The main key aspects of strategic planning are discussed below-
Key Aspect 1
To achieve mission, vision, and aspirants
The mission is the main statement of the business as it is one of the important strategic tasks of
the organization. This includes the description that why the company exists and what it hopes to
be. The strategic plan needs the proper mission of the company and the developing strategies of
the company (Arasa, 2015). The vision is the process of the business which it wants to look like
in the next five years. These components of the strategic plan take time to analyze but these are
important parts of the plan. The mission of Auckland airport is to be the best place to work, trade
and partner with and the vision of the company is to provide better services with higher values to
the customers. Auckland airport uses this theory to motivate the employees in the business and to
get better results in the business.

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For Example: By using this key aspect, XYZ organization achieves better growth in the market
that shows that the company needs to use the aspect of mission and vision as an important
strategy. This strategy provides several benefits.
Key Aspect 2
To analyses strengths, weakness, opportunities and threats
This is also one of the important key aspects includes in the strategic planning as the strategic
plan needs strengths, weaknesses, opportunities, and threats of the company. These aspects
provide several benefits to the company as the company previously well-know about the various
strengths and weaknesses of the business then the company able to recover the weakness of the
business (Cascio, 2015). These four perspectives define the current situation of the company.
Auckland airport mention this aspect n it's the strategic plan so the plan becomes strong.
For example: In ABC organization, the use of SWOT analysis improves the attraction of
customers and increases profitability. This analysis provides overall information.
Key aspect 3
Maintenance of Organization Structure
The concept of HR planning is based on the proper management of the organizational structure.
HR planning includes the process of maintaining the structure of the business so that employees
feel comfortable in the overall environment. At the initial level of the planning, the needs of the
workforce have been identified. The needs and requirements f the employees are also
implemented in this aspect. Auckland airport includes the workforce suggestions to improve the
human resource strategies in the business. HR managers set benchmarks for adding positions in
the future.
For Example, The structure of the XYZ organization follows the proper approach of HR
planning so that the employees get motivated and increases the business stability in the market.
Key aspect 4
Managing recruitment and selection

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The other important key aspect of HR planning is to manage the recruitment and selection of the
employees (Nyagah, 2015). This is the major key aspect that manages all the processes of hiring
the workforce. The employees are an essential part of the business. Auckland airport maintains
the HR planning in a proper way as this improves the overall productivity of the organization and
attracts the consumers towards the services. That’s why the HR planning of Auckland airport is
different from other airport services as it improves the managing aspects of the business. The
hiring becomes proper in Auckland by using this aspect of HR planning.
For Example The recruitment and selection managed by the HR process and in ABC
organization, the recruitment and selection become proper by the use of HR planning.
Potential challenges in the alignment of strategic organizational planning and human
resource planning
The alignment of strategic planning and human resource planning is important in the
organization. As these two planning affects the overall organization and its functions in a large
manner. But the proper alignment of these planning creates several challenges in the business
organization. The challenges faced by the employees of the organization and as well as the
effectiveness of the business also gets impacted. The main challenges in the alignment of
strategic planning and human resource planning are discussed as below-
To avoid concentration on the day to day problems
The day to day problems gets affected due to the alignment of strategic planning and human
resource planning (Zhou, et al., 2015). Due to the alignment, several problems can be ignored by
the organization. This process is also implemented in the Auckland Airport as the day to day
problems affect the business of the airport and it is occurred due to the combination of strategic
planning and human resource planning.
Compliance with laws and regulations
The compliance is occurring in the laws and regulations of the company as this compliance
created due to the alignment created in strategic planning and human resource planning. As the
company included several laws and regulations related to these planning aspects. Auckland

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airport affected by the conflicts occurred in the laws and regulations and this increases the
problems of the business.
The innovative ideas get affected
By the alignment of HR and strategic planning, the innovation gets decreases as the whole focus
depends on the relation among the strategic planning and HR planning. Due to this alignment,
the innovative ideas used in the business gets affected (Taylor, et al., 2015). These ideas included
in managing the functions of the business. Auckland airport affects its business due to the
decreasing use of innovative ideas.
Create complexity in the overall process
The alignment of strategic planning and HR planning creates several complexities in the business
environment. Due to this relation, the whole process gets impacted because this makes the
process complex in nature. The employees get confused in both the planning and cannot
implement the planning aspects in the business properly. The complexity is the major reason to
decrease the profits of the company (Daley, 2012). Auckland airport faces several problems in
the relation of strategic planning and human resource planning. The workforce of the company
gets confused regarding the alignment of the overall process.
LO2 human capital concept in a people-centered workplace in relation to motivation and
organizational effectiveness
Motivation and job design
Motivation Theory
The motivation theory is useful for the organization process as it is used for motivating the
employees that are a big factor in the better growth of the organization. The motivation theory
uses by the manager of Auckland so that they can work towards achieving all the objectives of
the business. Auckland airport also needs to implement the motivation theory to motivate the
workforce and get better results. From all of the motivation theories, Maslow’s hierarchy of
needs is one of the best motivation theories used by the organization (Alniacik, et al., 2012).

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Maslow proposed that motivation is the result of attempting five basic needs that are
physiological, safety, social, esteem and self-actualization.
Auckland airport uses this theory to motivate the employees in the business and to get better
results in the business. It is important for employees to fulfill the hierarchy of needs. The
description of needs is described below-
Physiological needs: These needs are important for the employees as the several biological
requirements of the human being involved in these needs like air, food, shelter, clothing and
sleep. It is essential for the business to fulfill these requirements as these are the basic needs that
need to be met.
Safety Needs: The safety needs are also important for the overall process as the safety of the
employees is also essential. The safety needs include protection from elements, security, law,
stability, freedom from fear (Sommestad, et al., 2015).
Social needs: The social needs are important as physiological needs and safety needs to be
fulfilled. The social needs are included as the third level of needs. These needs are involved in
the belongingness. The interpersonal needs are more important as compared to other needs.
Esteem Needs: This need includes respect and reputation which maintains the self-esteem and
dignity of the employees.
Self-Actualization needs: This need includes personal potential, personal growth and self-
fulfillment. This need is all related to self-actualizing among employees.
Job Design
There are various job designs included in the business. One of the main job designs is job
rotation. This gives the answer to the problem of boredom. This signifies the shifting of the
employee from one job to another. The same nature jobs are included in this process. The
employee changes the job but another job is also the same. In the Auckland airport, many
employees follow job rotation (Harrigan and Commons, 2015).
Key aspects of motivation theory

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Key aspect 1
Activation: This process includes the decision to initiate a behavior that includes the psychology
class. The activation process improves the motivation theory and it increases employee
motivation at its level. The activation is all about employee motivation and it increases the better
growth of the business. The motivation theory follows these key aspects for achieving better
results in the business.
For example, the XYZ organization uses the activation process so that they achieve the
employee's focus towards the work.
Key aspect 2
Persistence: This helps to provide a continual effort to achieve the goal. The proper investment
of time, energy and resources are included. The achievement of the goal is essential for the
overall process as it is an important part of the organization. For achieving the goal, the time,
resources and energy are used as the objectives increases the betterment of the functions in the
organization.
For example, The ABC organization increases its growth by using the persistence key aspect as
it includes all the resources in achieving the desired goal of the organization.
Key aspects of job design
The two main key aspects of job design are:
Key aspect 3
Variety: The greater variety in a job design improves the interest, challenge and commitment of
the role holder to the task (Locke and Latham, 2015). The job designs include various varieties
that also reduce conflicts and dissatisfaction. The proper level of variety makes the proper
difference among person to person.
For Example, The XYZ organization uses the key aspect of variety in improving the job design
and this aspect increase several varieties of job designs.

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Key aspect 4
Responsibility: The job designs also include the responsibilities of the individuals. The
individuals are personally responsible for the outcomes that include success and failures. By the
responsibilities, the understanding of employees gets improved. The responsibility is one of the
important parts of the organization and it improves the job design of Auckland.
For example, ABC organization uses the responsibility aspect in its jo design and achieves
better results in the business.
Motivation and performance appraisal practices
The motivation and performance appraisal practices are too important and connected with each
other. An employee performance appraisal also acts as motivation that improves his
productivity. When the goals are clearly defined then the employee faces challenges in managing
their performance (Landers, et al., 2017). The performance appraisals are included in employee
motivation.
The motivation theory related to performance appraisals is included as below-
Edwin Locke’s Goal Setting theory
The employees get proper coaching by setting a particular goal for them. By the goal-setting
theory, employees get motivated to work for the business organization. Auckland airport uses
this theory to improve the performance of the employees. These goals need to achieve for the
organization (Frez, 2015). The achievement of goals improves overall performance. There is a
relationship between performance and motivation in the organization. The overall mission and
vision of the organization get achieved.
Key aspects of the goal-setting theory are discussed below-
Key aspect 1
The goal must be time-sensitive
One of the main key aspects of goal setting theory is the goal must be time-sensitive that the
goals need to be completed in a proper time. The limit of goals helps the employees in achieving

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it. The time-sensitive in goal increases the possibility of achieving the desired objective. The
organization achieves by making the goal tie sensitive.
For example, The ABC organization sets its goal as time-sensitive and it has been analyzed that
they achieve their goal within the time.
Key aspect 2
The goal must be specific and measurable
The goals set by the employees needs to be specific and measurable so they can analyze after
they get achieved. The specific goals are easy to achieve. The specific goal is also important in
the better advantages of the organization and the goals also need to be measurable so the
performance can be measured easily.
For example, the XYZ organization uses the goals that are specific and measurable so that they
achieve their results in a better way.
Key aspect 3
The goal must be achievable
The goals of the employees are real and achievable so that they can achieve in an easy manner.
The achievable goals are proper and provide several benefits to the employees. It is clearly
defining that the goals need to make achievable so the fewer efforts are applied for achieving the
goals of the business.
For Example, The XYZ organization uses the goals that are achievable so they attain all the
goals of the business and increases its growth in the market.
Key aspect 4
The goal must be relevant
The goals set by the employees also need to be relevant so that the relevant objectives can be
attained (Lathan and Arshoff, 2015). All the goals are set by the employees must be related to the
better growth of the organization. The goal is relevant so that related objectives need to be
achieved. The relevancy in goals affects the position of the company in the market.

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For example, ABC organization use relevant goals and then the organization increases its
profitability as well as productivity in the market.
LO3 Leadership and Organizational Culture
Reflection on Leadership
To influence the employees I think a manager can apply the transformational leadership style so
that they can interact with the team in a proper manner and identify the several changes needed
by the employees. Through this process, the proper vision creates as per the inspiration of
employees (Wang, et al., 2014). I described my participative leadership style by taken major
participation in the employee’s decisions and take several views from the employees which make
the process better. I have also implemented the transformational leadership in myself by
involving the employees in the major decisions of the company so that the employee motivation
can be improved. The transformational leadership style helps me to interact with the employees
and analyze their working process so that the Auckland International Airport achieves better
objectives.
The four key aspects of transformational leadership are:
Key aspect 1: Motivational
In the company Auckland airport, the transformational leadership style should be followed by the
manager as it helps them in influencing the employees through inspiration and motivation. I
think by applying this transformational leadership the company can be more effective if any
changes implemented by the manager will easily be followed by the employees (Wambugu,
2014).
Key aspect 2: Consideration
The consideration has to be taken by the individual of the employees which helps in providing
the support of the employees. I analyze that consideration has to be taken so that trust can be
attained while making any decision by the leader.
Key aspect 3: Idealized influence

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I think if the manager of the Auckland airport will take the decision by considering the
employee’s opinion to it becomes easy to influence them. The manager of the company should
also take the follow up of the ethical conduct in the company so to influence the employees on
the right things become easy.
Key aspect 4: Intellectual stimulation
Challenges are the part of the leader so I think Auckland airport should take a risk and
collaborate with the employees. I think that leaders should take the debates and meetings more
often so that the facts and results can be evaluated.
I have also analyzed that Māori values can also be implemented by the manager to influence the
employees. There are some beliefs and values which are universal so they should be cherished,
respected and sustained (Kleijnen, et al., 2014). There are some key values of leadership in this
concept such as whakaiti which means humility which indicates that great leaders are the ones
who work behind the scenes. The concept of the Whanaungatanga has applied which means
family and depth relationship so by this aspect the manager can influence the employees by
showing the collectivism. I have gone through with this leadership concept and it is effectual in
achieving the collective aspirations and influences the employees.
Example: In the airport, several services are offered by the company so to manage the
employees, as well as customers, become quite difficult for the manager of the company. So after
applying the theory of transformational leadership, the company can improve the overall process
of the business. I have analyzed that effective leadership also impacts the overall marketing
process of the business and also manages the behavior of consumers towards the particular
process of the company.
Reflection on Organizational Culture
After doing the research I have evaluated that organizational culture theory is needed in the
company Auckland airport so that the needs of the organization can be met. This theory majorly
focuses on the attitudes, values, and beliefs of the employees which help the company in
managing the people (Pinho, et al., 2014). By evaluating the employee’s perception, culture,
their behavior it becomes quite easy to deal with the employees. Things to know in the
workplace organizational culture theory is will be adopted by the manager as I have done

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research on that and it is the best for the company as it set the values in the group of the people
who have common goals. I have seen many issues which the company faced in the structure of
the working place as it is not properly stabled.
There are four key aspects which were needed by the manager of the Auckland airport to
meet the needs of the employees are:
Key aspect 1: Stability
The stability of the structure is required by the employees whom I have analyzed as they do not
want any changes and resistance. The company has enough cash so its stability in the market is
good and has enough employees to operate the functions.
Key aspect 2: Behavioral norms
The organizational culture should be based on the behavioral norms in which values have to be
given to the mission and vision. I have analyzed that on the company Auckland airport there is
the issue of behavioral norms as employees are not treated the same and there is discrimination
so values and rules should be exposed by the manager (Iyamu and Mphahlele, 2014).
Key aspect 3: Positive environment
I have also done the research and from that, it is evaluated that the workplace of the
organizational structure should be positive as it gives the positive vibes and helps the employees
in staying motivated towards their work.
Key aspect 4: Motivation
Motivation is the key aspect that I have found in the organizational culture as it helps the
employees in influencing the change and their perception towards adopting the change for the
good in the company.
I have also studied the Maori values of the organizational culture and thorough that research I
have evaluated that the company is set for the core values and not just for earning the profits.
The Maori values have to balance the social and cultural aspiration with the financial things so
that economic indicators can be measured against the commercial trade (McCleskey, 2014). The

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major resource for any company is its employees as per my research of Maori values so the
manager of the Auckland airport should create an effective working environment to satisfy their
employees. The structure of the organization should be legal as per my opinion then only it
intends a good purpose. As per the Maori values, there should be a diversity of the people in the
organizations which have a sense of belonging and have responsibilities and accountabilities to
run the business in an effective way.
For example: In the company Auckland airport there is a diversity of the employees at the
organizational structure of the company but what lacks is the sense of belonging. The employees
do not have trust due to difference in their culture (Breevaart, et al., 2014). By adopting this
theory of organizational culture the company can set cross-cultural alignment which helps in
aspiring all the dimensions. The manager of the company by adopting this theory not only
focuses on profitability but give importance to the core values of cultural and social aspirations.
Conclusion
From the above report, it is concluded that to manage the employees in the company Auckland
airport us quite difficult when the organizational structure of the company is not properly
stabled. In this report, the research has been done and it has been analyzed that strategic
organizational planning is required to make the organization more effective. The motivation and
performance appraisal practices are too important and connected with each other. An employee
performance appraisal also acts as motivation that improves the productivity of the company
which has enhanced in this report. The main purpose of strategic planning is to figure out what
the company wants to do and why it is in business. The strategic planning is essential for the
organization as it helps to develop new products for existing customers which has clearly stated
in this report.
It is recommended by the companies to use the theory of transformational leadership and theory
of organizational culture so that effective working in the company can be done. It also
recommended that the company should use the Maori values as it mainly focuses on the core
aspects of the social and cultural values with the profitability of the company.

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