Managing People in Organizations

This report analyzes the management of people within organizations, specifically focusing on Qatar Airways. It discusses the importance of training and development, motivation strategies, and the overall impact on organizational performance. The report highlights various methods employed by Qatar Airways to enhance employee engagement and effectiveness, including on-the-job and off-the-job training, as well as monetary and non-monetary motivation techniques. The conclusion emphasizes the necessity of strategic management practices in achieving better results in human resource management.

MANAGING PEOPLE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Analysis of the organisation........................................................................................................3
Critical analysing of training and development in context of managing people ........................4
Critical analysis of motivation in context of managing people...................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The process of managing the people and their overall functioning is highly vital for the
company and their management in attaining better results from the business operations. It is
necessary that they should be effective in maintaining their functions and operations by
encouraging their individual to perform the assigned set of duties. For this, they need to adopt
some strategical approaches and methods that are to be systematically implemented in the
organisation so that best form of results could be addressed by them (Bloom and Van Reenen,
2010). In addition to this, the report is also specifying about the helpful information regarding
the activities of managing the human resources in context of Qatar Airways. The cited
organisation has effectively maintained their position in the market for a long period.
Analysis of the organisation
Qatar Airways is one among the topmost preferred airline company which provides a
range of attractive packages, tours and flights to their business and economic class passengers.
They have highly known for providing high quality services and facilities to their customers.
Moreover, they have maintained their commitment and have effectively valued their customers'
money. This improves their abilities in gaining more opportunities and satisfying the clients
which helps them in maintaining their relations for longer time (Farndale and Murrer, 2015). The
reason for accomplishing such target or accomplishment is to follow some specific purposes and
structure of evaluating the business operational and functional duties. It is essential that an
organisation should values their customers' money and spending in order to gain high level of
attention and overall market attraction. The cited firm has hold up their level of providing high
quality services and facilities to their customers which enables them to direct a strong
connectivity.
Along with this, they have controlled the prices of their flights and freight charges, which
has benefited them in improving their competency level and overall attractiveness in the market.
However, they face a great competition from Emirates and other airline companies which are
offering similar packages and have same targeted groups. Thus, it is vital for them to attract more
customers and maintain that for a long time bound in order to conduct better operations and
achieve greater outcomes (Conway and et.al., 2015). It is ascertained that the Qatar Airways has
focused their aim on rendering better approaches of working and executing the project in a

professional manner. Along with this, their techniques of supplying and catering high quality
services and facilities to their customers assist them to address more profits and acquire the
larger part of market.
Qatar brand image is very strong and has kept up the brand loyalty also, due to which
they were able to mark competitive picture in the concerned market. Furthermore, their ability of
gaining intense revenue has helped their shareholders and investors to hold up their level of
receiving more profits. However, the management team of the cited organisation has
implemented strategical and innovative techniques in their structure which has assisted them in
accomplishing better aims and purposes (Shermon, 2014). They include effective set of training
and development, methods of motivating the employees, improving the performance, managing
their Human Resource (HR) practices by adopting advance system, etc.
Critical analysing of training and development in context of managing people
As stated by in the study of Roberts, Alpert and Roberts (2015), the process of
encouraging an individual of an organisation to improve their present level of working and
acquire the required form of performing is termed as training and development. It is highly
beneficial for the company and their related aspects to attain better form of organisational as well
as their personal objectives. As it defines a proper structure and action plan which is required to
be followed by them while executing the business operations. As per the perspective of Sirmon
and et.al., (2011) It is crucial that the management team of organisation should analyse their
current situation of business and individual in order to specify the existing level of performing
the task. Further, the team should assess the best kind of method which is appropriate and
suitable in improving the present ability and efficiency of the individuals.
Moreover, the stated was contradicted by Garg and Kapellusch, (2011) which addressed
that training and development is a kind of procedure which is increases the level of investments
for the organisation. They further added that training and development needs should be properly
assessed so that the areas which are required to be promoted could be identified. This would help
the team in directing their efforts only on the identified parts and thus desired results can be
achieved. Moreover, the explanation of Ellis, Fritz and Demsky (2015) contributed that training
and development theories and approaches are time consuming as it needs more resources and
efforts which are to be effectively directed on the organisational aspects. The activities of

allocating the best form of experts which is capable of rising the performance level of the
individuals working in the organisation.
According to the perspective of Cascio and Aguinis (2012), the firm could adopt and
comply many methods to train and develop the effectiveness of their personnels. But, it is
significant that they should assess their business situation and present market condition,
accordingly determine the type of methods which are to be applied by them. In that context,
Qatar Airways has strategical implemented two main training and development courses for their
organisational personnels which includes On The Job and Off the Job training that is described
below: On The Job training – The process of getting practical experiences and understanding
about the actual performance needed in the business while completing the allotted project
is determined as On the Job training. It is highly beneficial for the organisation and their
working aspects in encouraging their ability to overcome the business task in a
professional manner. Qatar Airways also utilizes this activity by placing an individual in
the training sessions during their working hours. This helps the HR team in promoting
their personnels ability in performing the functions assigned to them. This enables them
to attain practical knowledge about the working circumstances. Moreover, it gives them
the opportunity to handle the pressure during workload (Zott and Amit, 2010). The main
purpose of placing the individual on the job and training them is to give them the
practical sources to developing themselves. Along with this, they helps the individual in
defining the set of actions and approaches that they could take during critical situation.
 Off The Job training – In this kind of process, the individual is given training classes by a
team of experts for a particular duration before getting positioned in the organisation.
This process is quite time consuming and requires more investments, but, the results are
more advantageous and higher in quantity. Qatar Airways follow this technique of
development which helps their managerial aspects to promote their efficiency and overall
capabilities in addressing their roles and responsibilities. This process primarily starts
with placing an individual in the training sessions conducted by a team of expert and
experienced persons which are generally the line managers of the company (Delahaye,
2015). They take theoretical classes for a period of seven days where they teach them
about the organisational policies, structure and culture. Also, clears the type and level of

quality required by them in executing their liabilities over the position. Further, the group
of individuals are managed and arranged at a place for attaining practical classes. This
gives them a clear understanding about the way of handling the business situations and
actions to be taken during negative conditions.
Considering the information, stated in the context of Qatar Airways about the
effectiveness of training and development in the business for managing the functions and their
organisational people. It has been evidenced that training and development is extremely
advantageous for the cited organisation in handling the business operations of the people and
their performance while overcoming the task.
Critical analysis of motivation in context of managing people
As per the view of Shields and et.al., (2015), the business firm can have effective
management of work activities by improved focus on motivation. There are number of
motivation techniques that can be used by management of Qatar Airlines. Classification of
techniques can be as Maslow and Herzberg motivation theories. Motivation is considered as
theoretical construct that helps management to have better morale among members. By having a
use of motivation theories the business firm can have better accomplishment if employees
actions, desires and needs. It also allows business to have identify better opportunities in the
market and lead business to impressive level of success.
Marchington (2015), has stated that the Maslow theory of motivation is combination of
diverse needs that are directly related with the motivation of employees. By accessing key
aspects of Maslow theory the management of Qatar Airline may ensure that the employee's are
well motivated. In this respect the factors can be classified as physiological, safety, belonging,
esteem and self-actualization. If human resource management has considered these aspects in
appropriate manner then overall performance can be improved. Harrington, Warren, and Rayner,
(2015) has contended that the employees need at different levels can be accomplished in
effective manner by analysing motivation theory. For example, the Management of Qatar Airline
has increased its focus on physiological and safety of employees. It will make employee's feel
relaxed so that goals and objectives can be accomplished effectively. In addition to this, the
safety framework consideration provides better morale among employees which is beneficial for
sustainable development.

Beadles and et.al., (2015) has asserted that the, physiological needs are major which
include food, shelter as well as clothes. By offering proper salary and assistance in these kinds of
aspects the management of Qatar Airline may enhance morale of employees. Improved level of
motivation is beneficial to ensure that the activities are being performed in appropriate manner.
If workforce morale is high then it will enhance the overall productivity and assist in overcome
number of goals and objectives. Top level management of Qatar must focus on self actualization
so that goals and objectives can be accomplished in desired way. Along with this, the morale of
employee's can be enhanced that may motivate workforce to provide appropriate support to the
organisational working. Reward system can also be implemented by the management to have
better morale among employee's.
This feature allows members to have efforts in efficient manner so that goals and
objectives can be accomplished. It is witnessed that Qatar Airways has centred their efforts and
aim on motivating their employees by providing them monetary and non-monetary benefits
(Punnett, 2015). Moreover, following are the methods and their benefits which is generally
adopted by Qatar Airways in order to promote the level of motivation in the employees:
 Monetary values and improvements – The activity of promoting the performance of an
employee by motivating them through giving better sources of monetary values like
salary, incentives, bonuses, etc. As this way of motivation encourages them to address
more benefits in terms of monetary and other values. This gives them an opportunity to
the organisational individual to overcome their personal needs and related requirements
(Warner, 2016). Qatar Airways adopts the methods of giving regular bonuses and
occasional incentives to their workforces and managers which helps them in motivating
and encouraging their employees.
 Non-Monetary functions for motivation – The process of giving recognition to the
employees is termed under non-monetary functions for encouraging motivation. It is
highly productive and profitable for the organisation that they should provide regular
appraisals and recognition to their managerial members (Riccucci, 2015). These activities
assist the HR team in specifying that every employee has equal and appropriate level of
attachment with the organisation.
Both of these stated approaches are extremely advantageous for Qatar Airways, as this
gives them a privilege of determining and creating a link with their individuals. In addition to

this, it allows them to manage their organisational people and implement better connectivity with
them.
CONCLUSION
From the report, it has been concluded that the function of managing the people in an
organisation requires proper level of attention and strategical knowledge. It also clears about the
approaches, theories and procedures for maintaining the level of their performance.

REFERENCES
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