Case Study: Leadership and Management Challenges at No Name Company

This case study analyzes the challenges faced by No Name Company, an aircraft manufacturer operating internationally. The company struggles with issues such as poor product quality, customer dissatisfaction, and declining shareholder returns. Internal problems include inadequate communication, discrimination, lack of diversity management, and ineffective performance appraisal processes. The study examines the issues in human resource management, performance management, training and development, and communication. It proposes solutions like improving communication processes, promoting diversity and equality, implementing effective performance reviews, and adopting comprehensive training programs. The conclusion emphasizes the need for situation analysis, clear performance expectations, and ongoing employee development to improve organizational performance and address the identified challenges. The case study suggests strategies to improve performance management and prevent future issues.

Case study

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES..............................................................................................................................10

INTRODUCTION
No Name is company which sells build and sell aircraft to fifty countries of the world and
it operates out of Australia and has three subsidiaries in there countries such as Singapore, China
and Vietnam where aircraft are produced. No Name has been facing various issues in the
company which has lead to the dissatisfaction of their customers which are both government and
nongovernment. Also, company is failing to maximise the shareholders' return of investment and
the major issue which a company is facing is that there is lack of quality in the products to which
its customers have being complaining of. Stakeholders of the company has sent letter to No
Name for increasing the quality within 6 months and stakeholders have decided to hold 50 to
100% of their payments.
This issue has arisen due various other issues which is faced by the company, like there is
lack of proper communication process within the workplace. As the staff members of the
company have been complaining about that are not receiving adequate instructions from top
management to which Adam O'Meara is worried about. Also, there is no proper communication
Headquarters and subsidiaries and Adam has been receiving clarifications on various points for
subsidiaries. Another issue prevailing in the company is discrimination and No Name have
rejected all the candidates with disabilities. Also, HR department are not clear with set of
practices in order to help the employees to develop understanding among them there is a clear
issue of lack of management of diversity and equality in the company. Also, HR have not
considered the importance of diversity and equality in an organisation. Company is also facing
an issue in its performance appraisal process as no performance review has been conducted at
any of subsidiaries which have resulted in poor performance and lack of quality. Also, company
have not taken economic factors into consideration which has impacted the business targets and
also there is no systematic workforce planning as well as management development programs.
Another major issue faced by the company is recruitment is done internally for identifying the
potential managers and their knowledge and skills are being developed through career
development plans.
MAIN BODY
Question 1: Issues in the organization
Human Resource Management forms an important party of the organisation it is a
strategic approach which can be used by No Name company for effective management of the

people within the organisation. Also, proper management of human resource can help the
company to improve the performance of the employees and it subsidiaries performance. As, No
Name is facing many issues related to performance management as well as training and
development (Ardjouman & Asma, (2015)). By addressing these issues company can improve its
performance and prevents these issues from rising again in the future. As company is supplying
its products to 50 countries it is really important for the company to mitigate these issue in order
to perform well and maximise its shareholders return on investment.
No Name can deal with issue of performance management that a company is facing by
effective planning which can help the company to improve the performance. In order to satisfy
its customers company should try to improve the quality of its products which are sold to
customers and this is the major issue a company is facing at an international level. First it is vital
for the organisation to improve its level com (Brandi & Iannone, (2017))unication which can be
done by developing a two-way process of communication with employees and the top
management. By developing a two-way process of communication and provided a verbal and
documented guidelines to employees will surely improve the performance of the employees in an
organisation. Also, a No Name should set an effective communication with its subsidiaries and
should clear all of their clarification which is been received by O'Meara. Also, company can set
guidelines for its subsidiaries for improving the quality of products manufactured by them by a
properly communicating with and settling issues of quality. For this Line Managers of the
company should set face to face meeting with subsidiaries and set guidelines in such a way the it
should not be repeated in the future.
Question 2: Resolution to the issues
In order to deal with the issue of performance management No Name should try to deal
with its diversity and equality issue. There should be a proper management of diverse culture in
an organisation and if company is selling its products at an international level it is vital to HR to
settle this issue (Campbell, Reyes-Picknell and Kim, 2015). There should not be any sort of
inequality within in the organisation and management should understand the importance of
diversity within the organisation. Also, No Name should try to use the diversity of the company
as a strength for improving the performance. Also, management should try in minimise the
negative perception of the employee which they hold for each other and also should promote

unity and equality within the company which is really important for an organisation operating in
an international market.
In order to improve the performance of the company, No Name should set a proper
performance review standards for its subsidiaries and for its employees, This ensures them that
what are the standards and on what standards an employee has to perform and while setting the
targets for the company management should take into consideration various economic factors of
the company. Economic factors can be both internal and external, internal factor includes the
financial position of the company and its shareholders' and thin the external economic factor
company should take in consideration the political stability of different countries that No Name
is supping its product (Ardjouman and Asma, 2015). It may also include tax rates, exchange
rates, etc. Also, company should adopt proper recruitment strategies and should not only focus
on internal recruitment strategy like succession planning. By recruiting employees from the
external sources can help provide a company an opportunity to select effective and suitable
candidates for the organisation which can prove beneficial for organisational performance. So,
these strategies can be implement by the management which can prevent these issue to take place
in the company.
In order to deal with the issue faced by the company, No Name can adopt effective
training and development programs on various issues faced by the company (Fonseca and Lima,
2015). This is the best way a company can mitigate these issues and can prevent these issues to
place in the company. By setting a proper training and development programs can help in
improving the performance of the employees in an organisation. HR department can provide
training to employees on communication process (both verbal and written communication) like
how they can communicate with each other and the management in an effectively (Brewster and
et.al., 2016). This will help in addressing the issue of inadequate guidelines which has been
provided to employees. Training and development programs on communication which improve
the communication process of the company which will have a positive impact on the
performance of employees. It will help in proper assignment and distribution of task, will
develop understanding among the employees and with subsidiaries. Through training and
development, company can solve its issue of inequality and lack of diverse culture in a
workplace. When employees are provided training on diversity and equality and make them
realise the importance of it, and they can learn and develop from each other (Budhwar, 2016).

Also, through and development company can help the employees to change the negative
perception which can help in developing a proper understanding. This can also result in
satisfaction of employees and also there will share of views and ideas among the employees
which can improve the performance of the employees. If this training session is successful it will
sure prevent this thing to happen in the future.
Before developing a proper training and development strategies, No Name should
properly analyse the situation of the company is in. HR department of the company should
understand its responsibility and develop the strategies on how to train and develop their
employees in an organisation (Kirchner and Akdere, 2017). Also, it is vital for the HR
department to prioritise the tasks and initiatives which are to be taken in the immediate future
and strategies adopted should be such that it these should not arise in the future. HR department
of the company should take necessary points into consideration before framing a strategy and
should always have backup plan if something goes wrong and if any other issue arises in the
future related to performance of organisation at international level. Also, company should
develop a training and development plan where all the issues are to be addressed and should be
planned in such a manner that company should face these issues in the future. So, this is how No
Name can improve the performance of the organisation and deal with the issue of performance
management and training and development issue and can prevent these issue to rise in the future.
This can be done proper training and development planning and effective performance
management strategies to be well-placed in an organisation.
CONCLUSION
Present concludes that No Name company is facing numerous issues within the
organisation which have resulted in problems faced by the company in maximising the
profitability of its shareholder. These is also a dissatisfaction of the customers due to poor quality
of products manufactured by the subsidiaries. These issues have raised in the company due to
many other issue like lack of proper communication, lack of equality and poor management of
diverse culture in an organisation and inadequate training and development programs within the
workplace which has resulted in poor performance management. It is vital for the organisation to
develop an adequate strategy or a plan which can help the company to overcome the issue of
performance management and training and development.

In order to overcome the issues it is recommended to make proper situation analysis of
the company related the issues faced by the company what are the issues and how these issues
can be mitigated. Also, company should make proper analysis of the issues like what are the
causes and consequences of the issues faced by the company. In order to improve the
performance management system of the company it is recommended to clearly define as well
communicate performance expectation to employees and its subsidiaries. Having a clear and well
defined as well realistic performance expectations from the top management can ensure in
pulling the employees towards the same direction. Like in this case is increasing the quality of
products and employee performance. But for this it is also recommended that employee should
have greater inputs from the company which can guide them towards completing the task with a
given level of expectation. Also, in order to improve the performance management system of the
organisation, No Name should measure the performance of the employees in the organisation, by
reviewing the performance of the employees. Company can choose a performance evaluation
method which is based on the size and type of business, whatever the method is chosen but it
should be made sure that this issue should not arise in the future (Brandi and Iannone, 2017).
Company should review the employees based on their jobs and different requirements. Also, it
will make performance review easy and specific form various job categories. Based on the
performance reviews company should provide valid feedback which can help in improving the
performance of the employees in an organisation. Also, No Name should try to keep feedback as
recent as possible. Also, feedback should be provided promptly to employees like when someone
does something good them know which will motivate the employees to improve their
performance constantly. Company should provide ample opportunities to employees for learning
and development for employees in an organisation. As career growth is vital for employee
performance management process, so in order to create a capable workforce for which can
deliver the positive outcome for the company. This can enhance the skills and knowledge of
employees in organisation and can prevent these issue to take place in an company (Jeske,
Stamov Roβnagel and Strack, 2017).. No Name should develop a proper training and
development programs for the company which can improve the performance of the company.
But before developing any strategies within the workplace to minimise the issues it is also
recommended developing an effective system in an company, with proper communication,

company won't able to communicate and achieve its objectives of maximising the shareholders'
value, performance and product quality.
Question3: Recommendations to issues
To,
The Manager,
No Name Company.
Subject: Implementation Plan.
Sir,
As No Name company is facing series of issues within the workplace and it is important
for the organisation to minimise these issues of performance management and training and
development. Company is facing issues which has decreased the performance of the company
like lack of communication system, lack of performance review and appraisal system, lack of
diverse culture and lack of equality. It is vital for the company to minimise these in order
sustain in an international level.
In order to make the communication system effective, company can adopt two-way
communication process between the employees and for its subsidiaries. This will allow the
company to address the issue in an well effective manner. Two-way communication will help
employees to get linked with top management which can provide adequate guidelines and in
return employees can get support when they face any issue during various tasks. In order to
improve performance review system company can use Bamboo HR software in order to review
the performance of the employees in a workplace. This software can help to HR to make their
process quick and easy and can also prove an effective for the organisation. Also, company in
order to promote diversity and equality within the organisation and change the perception of
employees management should take various initiatives like by creating diversity friendly
polices by reviewing the existing policies of the workplace. Also, company should build a
diverse teams which will help in sharing of ideas and views among the employees. This will
surely will improve the performance of the employees in an organisation as they will learn from
each other. This will also help in developing a friendly environment within the organisation.
Also, company can provide training on diversity and equality and make them realise the
importance of diversity in a workplace.
To improve the training and development programs in a company, it need to identify the

skills gap, by identifying the skills gap HR department can provide training over it, as it will
help in identifying the skills which are lacked by the employee. Also, company need to select
best training methods which is the best way for improving the performance of employees at an
international level. Once a training and development programs are over it is important to
measure the performance of employees in order to assess the progress made and based on the
results company can develop a action plan for future improvement.

REFERENCES
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