MGT501: Analysis of Planning, Values, and Culture in Organizations

This document presents a student's discussion board posts for MGT501, covering topics such as the importance of planning in modern management, the role of innovation and customer expectations, and case study analyses related to conflicting values and organizational culture. The discussions address questions related to strategic human resource management, the Harvard framework, and management competencies in a VUCA (volatile, uncertain, complex, ambiguous) world, with specific examples from case studies involving Typware AG and Parivar. The student advocates for incorporating planning processes, resolving value conflicts through strategic HR, and fostering a 'love culture' within organizations to improve employee motivation and achieve organizational goals.

MGT501
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Part A
Elevator Pitches
Elevator pitch for topic 6
Question: is planning dead?
My response Posted on (date): 11 May 2018
According to me all the concept of the management is clear due to the planning. Planning is
the management tool that helps in accomplishing the organizational goals. Planning
contribute to providing directions to the employees and stakeholders. It bridges the gap
between where is the country is and where it wants to go. Due to increase in technology and
competition the organization need to make planning before implementing any strategies. Not
it works only developing planning but also needs to develop assumptions so that the company
can deal with the situation and can gain the advantage of the competition. Planning is a time-
consuming process but it provides great benefit for longer period of time. A well- planning
can make rate of change in the business environment. I am totally in favour of developing the
planning process while implementing any business strategies.
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Elevator pitch for topic 7
Question: Walking both sides of the street
My response Posted on (date): 11 May 2018
Planning is the core stage of every ladder. As I am working in the electronics and appliances
retailer shop personally, I am in favour of conducting planning process in the organization.
As there is several technological breakout which is common in every industry the customer's
expectations also increases that provide several choices to the customers. In order to deal
with the customers, we need to adopt innovation with delivering the product in an effective
way that will help in attracting the customers. Customers will go to appreciate the efforts of
the company when the company deliver the product effectively and efficiently. As we are on
leading stage we need to move towards the modern approaches through maintaining the
quantitative segmenting that can be created through various sources such as the behaviour of
customers, psychographic data gathered online and offline, tracking machines and so on.
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Part B
Case discussions activities
Case discussion activity for topic 9
Case name: In a world of pay
My response to question Posted on (date): 24 May 2018
What are conflicting values evident in this case?
The case study is based on Typware AG in which human resources focuses on recruiting and
managing the people at the workplace. But recruiting the best candidate is considered as the
greatest dilemma that is discussed in this task. The Typware AG is a German-based software
company that spends a lot to recruit the best candidate from their competitor. They want to
hire the person who can deal with the competitor's strategy and help in gaining the
competitor's advantage. The company is facing the issue of recruiting as it wants to recruit
the women for operating the organizational operations (Kramar, et. al., 2014).
What advice would you give Renate Schmidt about a way forward that resolves the
values conflict?
Renate Schmidt is advised to adopt the Strategic human resource management framework
that helps in accomplishing the desirable targets. This will also work on resolving the values
of conflicts. It may include strategic management, managing the legal and ethical issues,
focus on the occupational health and safety, industrial relations, job analysis and design,
planning of human resources and so on. The strategic human resources management can be
understood as the approach which is used for managing the human resources that support in
accomplishing the business goal and the desirable outcome of developing the strategic
framework (McGregor & Doshi, 2015).
Further on the Renate Schmidt also advised adopting Harvard framework that focuses on the
interest of stakeholder, situational factors, human resources policy choices, human resources
outcomes and long-term consequences. The Harvard analytical framework will help in
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understanding the difference between the men and women in terms of participation in
accomplishing the organizational goals and objectives. The Typware AG can adopt the
Harvard analytical framework and recruit the best candidate for their organization
What management competencies do you believe this case highlights that are important
for the 21st-century leader-manager in VUCA world?
In the case study, the role of the manger in working with people is explained. In VUCA
world it is important to develop the capability. Managing the talent is considered as one of
the most challenging parts that is faced by the manager's job in the organization. In VUCA
environment the organization is facing the issue of human capital management. Australian
HR institute has been analysed that organization is facing the challenges of the new and
increase in the competition in the business market due to offering the product at the low cost,
using of new emerging technology models such as the internet (Renz & Herman, 2016). It
commoditising the products and services which it making the imperative for the companies to
adopt the faster and trim down the cost to become listed on the competitive list. In order to
remain in competition list, the manager needs to adopt the Harvard analytical framework
which is considered as an important framework in this competitive world. This will help in
understanding the appropriate responses of the people in an appropriate situation. The
manager needs to make choices with people which can be developed through the outcomes.
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Case discussion activity for topic 8
Case name: Can a strong culture be too strong?
My response to question Posted on (date): 23 May 2018
1. What are conflicting values evident in this case?
Parivar is a Chennai based IT Service Company that is facing several issues and revolve
around the management dilemma. The case focuses on the dilemma that includes the choice
between the so-called love and money. Other than that another issue that is addressed in the
case study is that it is hard to create the family-like culture. This kind of culture may lose the
momentum but love culture; warm and open is considered more the important than the
money. The case highlights the two concepts that are organizational culture and on a design
that helps in focusing on the risks. The case addresses the open and agile culture that
embraces the innovation. The type of culture helps in shaping the culture of the organization.
But in reality, there are various cultures addressed in a single organization that may lead to
creating issues in the organization. It is necessary to stereotype and generalize the culture
(Stokes, et. al., 2016).
2. What advice would you give Indira Pandit and Sudhir Gupta about a way forward
that resolves the values conflict?
Indira Pandit and Sudhir Gupta is the part of the Parivar that are advised to develop various
strategies to resolve the conflict of the values. They are advised to develop the environment
of the love culture. The culture behavioral style in the organization is created by the managers
and the employees through sharing certain common norms that help in guiding the rule
governing rewards and punishments. The strong and love organizational culture in Parivar
help in assessing the creation of the stable organization and discipline in the sequences that
will help in accomplishing the organizational goals and the objectives. Love culture can be
constructed through the deeply help values and the assumption that is the part of the
organization and the relationship of the external parties that may include suppliers, customers
and the government agencies (Helmreich & Merritt, 2017). If the Parivar wants to deal with
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the consequences the company needs to adopt the love culture instead of developing the
environment of money.
3. What management competencies do you believe this case highlights that are
important for the 21st-century leader-manager in VUCA world?
The Parivar is needed to adopt various management competencies which play a very critical
role in 21st-century leader manager of VUCA world. The company needs to adopt the
effective culture in which there should be having homogenous things. Culture is considered
as the part of the function which is related to the environment of the internal organization and
external environment (Weng & Chang, 2017). The external environment needed a high
emphasis which is based on the innovation and customers services that are supported by the
culture of the organization. It is addressed that culture is considered as the key barriers to
develop and implement the strategies particular in the dynamic environment. In VUCA
environment it is important to understand the importance of the external environment that
connects with the desirable cultural characteristics.
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References
 Helmreich, R.L., and Merritt, A.C. (2017). A culture at work in aviation and
medicine: National, organizational and professional influences. Routledge.
 Kramar, Bartram, DeCieri, Noe, Hollenbeck, Gerhart, Wright (2014). Human
resource management in Australia - Strategy, people, performance. North Ryde,
NSW: McGraw-Hill, pp. 6-12.
 McGregor, L., & Doshi, N. (2015). How company culture affects employee
motivation. Harvard Business Review Digital Articles, 2-9.
 Renz, D.O. and Herman, R.D. eds., (2016). The Jossey-Bass handbook of nonprofit
leadership and management. John Wiley & Sons.
 Stokes, P., Baker, C. and Lichy, J. (2016). The role of embedded individual values,
belief and attitudes and spiritual capital in shaping everyday post-secular
organizational culture. European Management Review, 13(1), pp.37-51.
 Weng, H.C.J. and Chang, W.W.V. (2017). Shaping Organizational Culture by Using
Work Songs as a Ritual: A Case Study of the Zonson Sports Corporation in China.
International Journal of Information and Management Sciences, 28(4), pp.367-387.
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