MGT600 - Management, People and Teams: Telstra Presentation Analysis

This presentation focuses on the challenges managers face in relation to cultural diversity, competitive advantage, and innovation within organizations. The selected organization for analysis is Telstra. The presentation explores the importance of cultural diversity, the challenges faced by Telstra in managing a diverse workforce, and strategic approaches to address these issues. It identifies key strategies such as identifying and defining issues, providing training, and fostering innovation through diversity and inclusion policies. The presentation highlights the need for measurable objectives and monitoring procedures to ensure effective implementation of these strategies. The content is structured to reflect on the roles and functions of managers in the context of the challenges and risks they have to address in the changing environment, and develops a model of management cognisant of the organizational minutiae to guide future practice.

MANAGEMENT PEOPLE AND
TEAMS
Name of the Student
Name of the University
Author Note

INTRODUCTION
 This presentation will focus on cultural diversity, competitive advantage and
innovation
 Challenges faced by the management along with maintaining the vision or
strategic objective will be discussed in this presentation
 Approach of the management along with core management skills will be
identified and discussed to manage the required strategies and actions
 Selected organization is Telstra
 This will be an integral part of discussion in this presentation

ABOUT THE ORGANIZATION
 Telstra Corporation Limited is a
telecommunications organization from Australia
 It was founded in the year 1975
 It builds and operates mobile, pay television,
access to the internet and several other services
and products
 Strategic objective is to develop a future that is
connected to help everybody to lead a sustainable
life
 They serve in more than 20 nations

CULTURAL DIVERSITY
 Most of the organizations in Australia are failing to
follow diversity in their respective workplaces
 Cultural diversity is having lots of people from
different cultures and backgrounds
 It plays an integral party in most of the
organizations, mainly the multinational companies
 It consists of people from different races, cultures
and ethnic groups
 Cultural diversity is the quality of diverse or
different cultures

IMPORTANCE
 A variety of perspectives can be gained by the business
entities
 Increase in creativity among the employees or groups
 Help to increase the productivity of that particular
company
 Improvement in the overall performance of the business
house
 Boosting the reputation of the brand of product or service\
 Possess a positive impact across the world

CHALLENGES
 Management of Telstra faced to manage their employees
who come from different backgrounds and cultures
 Some employees were treated through their background
and races rather than by their performances
 Morale of the employees were hampered, and so is the
productivity of those employees and the organisation as
a whole
 It also increased the employee turnover rate
 Competitive advantage was also lost against the rival
business institutions of Telstra

STRATEGIC PEOPLE MANAGMENT
 Identification and defining the issues
 Providing proper training to the affected employees
 Developing those employees
 Providing proper communication training and methods
 Adhering to the existing policies of the organization
 Offering training on employee diversity that relates to
certain identified problems
 Making people responsible for their deeds and actions

FOSTERING INNOVATION
 Diversity and Inclusion is a business necessity that needs to be followed by all the
employees of Telstra
 Designing policies to influence Diversity and exercise Inclusion will help in the
contribution of attaining their strategic aims and objectives
 Policy will be relied on the strong business profits that accumulate from effective
management of diversity
 Diversity and Inclusion strategy will be adjusted to their strategic preferences and
Telstra Values
 Implementation of measurable objectives and monitoring and reporting the procedure
after implementation of the above mentioned factors

REFERENCES
 Face the facts: Cultural Diversity | Australian Human Rights Commission.
Humanrights.gov.au. (2020). Retrieved 16 April 2020, from
https://www.humanrights.gov.au/our-work/education/face-facts-cultural-diversity.
 Gregory, M. (2018). Australian wholesale telecommunications reforms. Australian
Journal of Telecommunications and the Digital Economy, 6(2).
 Kee, L. H., Martin, J., & Ow, R. (2014). Cross-cultural social work: local and
global. South Yarra, VIC: MacMillan Education Australia.
 Klein, M. (2016). Managing diversity: is Australia bucking the postmulticulturalist
trend or on its way to embrace interculturalism?. Australian & New Zealand
Journal of European Studies, 8(2).
 Most Australian workplaces are failing to achieve diversity: study. SBS News.
(2020). Retrieved 16 April 2020, from
https://www.sbs.com.au/news/most-australian-workplaces-are-failing-to-achieve-
diversity-study
.
 Telstra - Mobile Phones, E. (2020). Telstra - Mobile Phones, Home Phones, NBN,
Entertainment & More. Telstra.com. Retrieved 16 April 2020, from
https://www.telstra.com.au/.
 Xin, W. Telstra Financial Analysis Report Fy2009–Fy2013.

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