BHP's Organizational Leadership: Skills Development and Team Support

This report provides a detailed discussion plan focusing on organizational leadership within BHP, an Anglo-Australian multinational mining company. It examines BHP's vision, mission, and values, emphasizing integrity and shareholder value. The report explores communication strategies with stakeholders, highlighting the use of visual aids and regular meetings to foster positive working relationships. It delves into methods of influencing groups and individuals, such as employee participation in decision-making and prioritizing employee welfare. Furthermore, the report emphasizes the importance of support systems, transformational leadership, and the development of leadership skills among staff, including providing growth opportunities and acting as role models. The discussion also covers conflict resolution, interpersonal skills, and addressing future challenges, including technological advancements and innovation in the workplace. The report concludes that effective leadership, particularly transformational leadership, is crucial for BHP's success in a competitive business environment.

Running head: ORGANIZATIONAL LEADERSHIP DISCUSSION PLAN
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Organizational leadership discussion plan
Name
Institution

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Business overview
Broken Hill Property (BHP) is an Anglo-Australian multinational petroleum, metals, and
mining dual listed public company (BHP, 2018). The company was founded in 1885 in Broken
Hill. Currently, the company has its headquarters in Melbourne, Victoria, Australia. BHP
currently ranks fourth best performing company in Australia (Pash, 2018). The company is listed
in London Stock Exchange, New York Securities Exchange, Johannesburg Securities Exchange,
and Australian Securities Exchange. Moreover, BHP is one of the largest companies in Australia
by market capitalization. It has undergone through mergers, BHP Billiton Plc and BHP Billiton
Limited to form BHP. By the end of the trading period in 2017, BHP realized a revenue of
$39,164,000,000, signifying a 23 percent increase (Pash, 2018).
Vision, Mission, and Values of BHP
The vision of BHP is to become a global leading resource company. Moreover, the
mission of the company is to "create long-term shareholder value through discovery, acquisition,
development, and marketing of natural resources." Additionally, the company endeavors to work
with integrity in any part of the world (BHP, 2018). Doing what is right as well as what the
company promises to do. Upholding integrity has seen the organization grow over time to
become one of the leading global mining company.
Communication with stakeholders
Communication is a tool for managers and management in any organization (Uka, 2014).
Growth in any organization relies majorly on the approach to communication since it influences
successful implementation strategies, which leads to high efficiency (Melewar et al, 2017).

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Ideally, stakeholders include workers, managers, investors, customers, government agencies,
financial institutions, and suppliers. As such, communicating with every stakeholder influences
the sustainability and efficiency in performance of BHP Company. This depends on the manner,
they receive instruction or updates. To deliver effective information to stakeholders, Marcus
(2014) recommends the following strategies;
Passing information using visual aids
When the management at BHP incorporates videos and images to pass information, then,
the likelihood of retaining the message is quite high to the target audience. For example,
explaining how certain mining equipment works through video demonstration helps employees
understand the concept better. Therefore, BHP management should utilize Microsoft Office
PowerPoint to communicate to stakeholders effectively.
Organizing a regular meeting with employees
Regular meetings between employees and management help foster a positive working
relationship (McDade, 2013). For example, having morning briefings before embarking on duties
can help BHP to identify weak areas and correct them appropriately. Besides, such briefings can
help the company evaluate daily activities to identify where adjustments are needed. Again,
when employees share their challenges, they tend to encourage one another which enhances
teamwork among themselves for better service delivery.
Moreover, at BHP, the company organizes an annual general meeting to review
company's performance, approve budgets, changes in structure and leadership. Ideally, great
leaders use such platform to marshal support for developing strategies for the befit of all
stakeholders. To achieve this goal, BHP management can take this opportunity to pass a simple

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message that everyone understands. Ideally, simple messages are easier to understand and
comprehend. As such, the stakeholders will not engage in arguments that often paralyzes good
courses of action.
After passing such development information, or changes in organizational structure, BHP leaders
should give room for discussion. Asking questions and replying them appropriately. This
strategy create openness that boosts the confidence of all stakeholders in the company.
Lastly, BHP leadership should take feedback, analyze, and make a final decision based
on the input from the engagement. Incorporating investors' input in decision making help
minimize friction between management and investors for the benefit of the organization.
Influencing groups and individuals in the organization
Teamwork is the driving force for any organization to realize better results. Leaders in
every organization have the mandate to influence employees to works towards achieving
organizational goals (McEwan et al., 2017; Tohidi, 2011). Organizations working as a team
achieve better results than individual oriented companies do. He further asserts that information
technology, motivation, size, wage, goals, training, leadership, and rewards enhance team
productivity and effectiveness. As such, BHP usually empower supervisors to work closely with
other employees to help realize broader organizational goals. Parameters of realizing this
encompass decision making, efficient communication, sharing working experiences, and
evaluating one's weaknesses and strengths. Accordingly, BHP can influence groups and
individuals in the organization by;
Giving employees opportunity of participating in decision making

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When employees engage in decision making, they get motivated towards working to
achieve company. This is because they feel valued and feel as part of the family. Again, allowing
employees to own part of the company through buying shares enable them to focus and help the
company grow. In essence, leadership should empower people to change their status to be better.
Furthermore, training employees on basic skills help the bond with the company since they
acquire skills that improve their working conditions.
Employee welfare
Observing employee welfare is a sure way of Influencing groups and individuals in the
organization. Such include; better working conditions paid overtime, paid leaves, vacation,
insurance, and organizing bonding sessions. When employees get together off working
environment, they express inner feelings, relieve themselves, and refreshes to deliver optimally
when they embark on their duties. Another way of achieving group and individual influence is by
engaging employees in programs that inspire individual personally. For instance, having a gym
for yoga lessons or gym after work helps individuals to relieve boredom and have an
environment for expressing their worries and consequently finding solutions to problems that
may distract them from work.
On this note, BHP embraces openness and trust, values relationships that are beneficial,
and respects the environment and communities. Essentially, embracing openness helps get rid of
underground deals that may affect employee relationship with the management. Additionally,
BHP values employees and encourage talent development by offering graduate programs. The
leadership at BHP often strive to build a purposeful endeavor and achievement among all people
in the activities carried out. This helps create a good working relationship with various teams and
encourage the focus on achieving goals.

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Support team in the organization
When support systems such as availability of the right equipment, good working
conditions, management's motivation, and fair organizational policies, then employees are
encouraged to work and focus on service delivery (Teti & Andriotto, 2013). Reasoned policies
that take care of workers' welfare motivate workers to concentrate on improving performance.
For instance, involving employees in drafting disciplinary measures or the guiding policies
enable them to feel part of the company and thus will always strive to meet set targets. Notably,
BHP leadership offers moral support to employees. They usually feel that the company values
them and thus inspire them to work harder. For instance, when working late in the night, the
presence of managers encourages workers that they are together in that assignment to deliver
results. In addition, departmental leaders can provide support systems through the following
ways;
Embracing transformational leadership
Leadership plays a critical role in implementing management reforms. In particular,
transformational leadership influences performance reforms (Moynihan, Pandey, & Wright,
2011; Chou et al., 2013). Transformational leadership is a style of leading where leaders work
with subordinates to identify needed change, then create a vision to guide the process of
achieving such change through executing the change and inspiration in line with committed
members of the team. In essence, such style of leadership at BHP cultivate moral and material
support to carry out processes that inspire performance. The support from management shows
the organization's commitment to achieving the desired results that consequently encourage
employees to perform and deliver optimally.

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Availing the right tools to carry out tasks
Using the right equipment to carry out duties minimizes accidents and litigation
possibilities in a working environment. BHP, being a mining comply, availing the appropriate
tools enable employees to work optimally without having divided attention about their safety. In
this regard, they feel safe to undertake any responsibility that helps the company grow.
Furthermore, a safe working environment free of risks and hazardous materials motivates
employees to work hard to achieve respective goals.
Demonstration of personal and professional competence
Personal and professional competence are critical in service delivery in any organization.
Organizational leaders must have behave in a way that encourages other staffs to work hard to
reach their ranks. Moreover, such leaders should manage conflicts smoothly as well as project
personal skills worth emulating.
Conflict resolution
Strong leaders have the ability of managing conflicts among employees, managers,
between the company and other external bodies (Saeed et al., 2014). For example, addressing
environmental issues that BHP can face as they engage in mining and petroleum exploration
activities. Solving such conflicts amicably shows the high level of personal growth from a
leader's perspective. The process should follow a defined process which will ensure that final
decisions are mutually agreeable. Intrinsically, a leader should identify the source of conflict,
looking beyond the incident, request solutions, identify a mutual solution to both parties, and
finally settle on an agreement with a goal of maintaining good working relationships (Alok,
Raveendran, & Shaheen, 2014).

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Interpersonal skills
Interpersonal skills influence the way a leader relates to subordinates. Such relationships
should not undermine other workers, whether at the same level or not. Since BHP is an
international mining company, their leaders usually cultivate listening and accommodating
behaviors for the benefit of the company. As a transformational leader, interpersonal skills help
managers bring change not only to the company but also to the community in which they
operate.
Addressing key issues of the future
A transformational leader has a vision and a plan for the future. This involves putting
appropriate strategies for the future. For example, future employees’ welfare, growth and
expansion of the company, and revenue among others. Having said that, organizational leaders
can always arouse optimism among workers of good tiding ahead, create awareness of what is
expected of them in 2-3 years, and plan the status of the company together with employees.
Doing this will solidify the trust of employees in the company since they will be part of key
decisions to improve performance and revenue. For BHP, the company can focus on exploring
other oil fields, explore other minerals not currently undertaking, and even offer studies leave to
employees when the company realizes set revenue goals.
Workplace in 2020 and beyond plan
Moreover, BHP workplace in 2020 and beyond plan can incorporate technological
advancement and innovation. Since mining and petroleum exploration is expensive and involves
heavy machinery, using current technologies will enhance efficiency that means faster delivery

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of orders and reducing work burden on workers. As such, the company is bound to grow and
does not fall victim to fierce competition on the global scene.
Developing leadership skills among staffs
Transformational leaders are not self-centered but always endeavor to transform the
surrounding. The surrounding here encompasses other workers and the community. As such,
they emphasize strategies that can help others grow to become better change agents (Well, 2011).
Developing skills of other employees may involve;
Providing growth opportunities (Gritzo, Fusfeld & Carpenter, 2017). This can entail
giving every employee opportunity to lead other in carrying out a task. Such responsibility
nurtures their ability to work as a team as well as horning management abilities.
Another way to nurture growth is by acting as role models to whatever a leader does.
Through this, staffs can relate and copy what the leader does to change their perspective on any
opportunity or task.
Conclusion
Leadership is key to organizational success. Because of the current competition in
business, organizational leaders should strive to be transformational, nurture talents, and engage
in activities that motivate employees to work and produce better results. Most importantly, BHP
management undertook good leadership that has seen the company grow and become
competitive globally.

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