Analysis of International HRM Issues at No Name Aircraft

This report analyzes the international human resource management (IHRM) challenges faced by 'No Name' Aircraft, an organization operating in Australia, Singapore, Vietnam, and China. The report identifies key issues including cultural clashes, diversity management problems, and product quality deficiencies, which threaten the company's profitability and shareholder trust. It provides recommendations for improvement, focusing on enhancing communication, promoting diversity and inclusion through sensitivity training, and implementing a comprehensive product quality management system. An action plan is outlined to address these challenges, including the use of a social intranet, sensitivity training, and product quality management initiatives, aiming to foster a more cohesive and efficient global workforce and improve product quality within a specified timeframe. The report emphasizes the importance of leadership in driving organizational change and aligning individual and organizational goals to achieve sustainable improvements.

International Human resource management
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Table of content
Introduction................................................................................................................................3
Issues at ‘No Name’ Aircraft.....................................................................................................3
Recommendation........................................................................................................................4
Action plan.................................................................................................................................7
Conclusion..................................................................................................................................9
References................................................................................................................................10
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Introduction
In the current case study, ‘No Name’ Aircraft operating out of Australia and operation
across Singapore, Vietnam and China is dealing with overwhelming issues that could lead to
its acquisition. The CEO Adam O’Meara concerns are high for the organization profit, which
could result in its takeover. Also, the shareholder's trust seems to be wavering and the
company is likely to lose its existence without their support. To upkeep the stance the report
is been set up stating the key issues and as International Human Resource Management
consultant recommendations are sought. The report makes a detailed study on recommending
possible solutions and an action plan to resort in the case to overcome the specified issues.
Issues at ‘No Name’ Aircraft
There are multiple issues in ‘No Name’ Aircraft that have to lead to an increasing
concern for the CEO Adam O’Meara. The company is in a perplexed state and recognizes its
major deficiencies that have affected the reputation, profits and smooth operations of the
business. Having its business operations diversified across three countries i.e. China,
Singapore and Vietnam, it has resulted in poor management and affected its efficiencies. The
shareholders of the company are apprehensive towards the company’s existence, which has
resulted in O’Meara suspicions onto company takeover imminence. There are mainly three
issues that haunt the company’s persistence:
Cultural issues: Australia is the home country of No Name herein the team are not working
well enough as they are facing communication breakdown between the integrated teams and
across team and management. The culture at ‘No Name’ has turned into a nasty and negative
one as the workers are thereof adopting the mantra of near enough is good enough. The staffs
at ‘No Name’ also gives an impression that they are resistant to any sort of change which
makes it even more complicated to sought the issue. Such a cultural issues extend to
communication hindrances between its headquarter as well as subsidiaries. The lateral, as
well as horizontal communication, also suffers which leads to resentment from staff about
inadequate instructions.
Diversity issues: the diversity management at No Name is limited to only a simple notion
that proclaims that everyone in an organization is required to respect each others race-
ethnicity, age, sexual preference, gender, religious preference, physical abilities another
philosophy. The next issue that has been predominantly highlighted in No Name is associated
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with embracing the rich value of working with diverse people. At first, it has been noticed
that at headquarters there is intolerance noticed upon working with employees from a
different generation. The senior staffs resist working with apprentices and thus the healthy
working relationship is strained. Furthermore, in China, there is a lack of effective
recruitment of people who possess disabilities. Managers at this place actively ignore the job
application of people possessing any disabilities even if the skills held by them are above or
beyond other applicants. This form of wholeheartedly non-acceptance to the diversity of one
another has created a situation of worry for O’Meara to resort to ASAP.
Product Quality issues: Also, one of the management teams has been recognizing the
quality flaws as the prime cause of all such problems at ‘No Name’ and indeed this is totally
associated with the parts gathered from Vietnam and China. An aircraft seeks for both small
to large modification even after its delivery made to the final customers. ‘No Name’
customers comprising of both government, as well as non-government, are complaining
regarding the lacking of quality, which was one of the core objective of the company once.
Not just the customers but also a lot of stakeholders of ‘No Name’ have sent warning letters
to O’Meara to make substantial quality improvements within six months. There are in total
50 teams that make up to the overall assembling of an aircraft. The major flaw noticed in
such teamwork is that they are a focus upon their own specification area only. As such the
working relationship within as well as across the team is extremely suffering.
Recommendation
Almost uniquely its is believed that to improve and enhance the conditions steps are
required to be taken to bring in the much-needed difference. As an international HR
consultant, it is important to actively involve in enhancement work and bring the change in
behaviour and practices to improve the quality (Prajogo and McDermott, 2011). Despite the
approach to success, the teams are frequently encountering obstacles in terms of cultural,
diversity and product quality issues that obstruct it in achieving their original goals. The
recommendations put forth are important contribution to make improvement in quality and
value of ‘No Name’ aircraft.
According to Fullan (2014), Culture is shared values, beliefs and practices of people
working in an organization. Culture endures on a deeper context and is embedded on the
basis of people’s actions, what it expects of each other and how it makes sense to each other’s
actions. Facilitating, an organizational culture is one of the most challenging tasks for a
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leader. This is because the culture of an organization comprises of interconnected goal sets,
process, values, roles, communication, attitudes and practices. In the current situation,
O’Meara has shared its responsibility with the Line managers in Australia who are mainly
responsible for effective communication between the headquarter and its subsidiaries.
Changing the culture of an organization is a large-scale undertaking and requires an effective
tool to change the minds in order to deploy a critical impact on their success.
Organization culture is not homogenous and thus comprises of subcultures, which
might be different from the organization on a whole. It is important to get acquainted with
espoused philosophies, values and mission to understand the culture (Keyton, 2011). There
are mainly three dimensions to the corporate culture that affect its alignment within
organization i.e., symbolic reminders (artefacts which are mainly visible), mindsets (beliefs
and attitude of employees which are shared commonly) and keystone behaviour (concurring
acts that instigate behaviours of others). These behaviours mainly overrule organization and
O’Meara is required to bring positive influences from cultural situations to alter the
behaviour patterns and habits to produce effective results. The key reason of cultural failure
at the organization is the difference in sharing of knowledge. Communication being the most
powerful tool of organizational culture is extremely lacking at ‘No Name’ aircraft. It is
important to facilitate communication by sharing knowledge and integrating the same into
everyday business (Alvesson and Sveningsson, 2015). It should not only be line manager at
Australia’s responsibility to upkeep and devote them to facilitate communication rather the
senior head of each department in different countries also need to be appointed to share their
status with one another. This will help in leveraging internal knowledge around core
competencies by providing knowledge, building capacity and forging a partnership between
the headquarters and their subsidiaries (Schein, 2010).
The next issue was to overcome the diversity management issues, which had
increasingly been a concern for the organization. The heterogeneous groups are better in
delivering effective solutions and making critical analysis so it is important to encourage
diversity at ‘No Name’ aircraft. Diversity refers to the differences in culture as well as belief
systems. O’Meara is required to address employees relations spurred with differences. The
varying attitude needs to accepted and also respected at the workplace to function well.
Sensitivity training can be used as an on-going program to help in individual understanding
the differences (Patrick and Kumar, 2012). The training shall help in understanding and
reconsider others concerns and acknowledge them about the companionship and desire for
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accomplishing work with accuracy and pride. The feel of being valued and appreciated is a
must thus; the personal biases of senior management of China do not consider applicants with
disabilities must be overcome. The barriers to understanding should be removed and fostering
each other competencies should be encouraged.
Also, interactions are an important facet to encourage working relationships among
employees. Communication is a prime factor that can effectively help in facilitating
relationships and dealing with cultural as well as diversity issues (McMahon, 2010). O’Meara
is suggested to address employees to function as a team by transmitting information in
common language. The software can also be installed for interpretations wherein information
is not easily understood.
The last issue that has affected the organization is the quality of the product, which
has disturbed the company profits. Enhancing quality is intrinsically a good approach and
requires commendable efforts. The reports showcase that coordination is patchy and
inconsistent with customer requirements. There has been warning signals from stakeholders
to improve the quality of product within a set period of six months (Mooney, n.d.,). Quality is
built in and in order to enhance the same, it requires the organization to understand the
complexities associated with it. Poor quality is a costly proposition for the company both
internally as well as externally. As it can be seen from the case study active involvement of
team is important to bring the change and improve product quality. There needs to be a
wholesome process to ensure an overall product quality management at ‘No Name’ Aircraft.
Excellent quality inspections are required for addressing the quality issues in the most
effectual manner. The designing and conduct of inspection must be in tune with the
specification and assembling procedure of the product. It is important that Team Quality
services are encouraged to understand with non-conforming or any susceptible material. To
solve the product quality issues it is important to sort and rework the networks within teams
to provide them with the right direction. this will indeed help in resorting to internal costs of
rework, redesigning, delays, shortages, failures, lack of adaptability and flexibility. To meet
the external cost of bad product quality i.e., customer complaints, lost goodwill, chances of
company restructuring, extra setup costs, sales reductions etc. it is important the stakeholder
needs and requirements are fulfilled.
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Action plan
It is important to note that it is complex to make structured improvement and it takes
considerable time also. The findings made emphasize the importance of leading improvement
in work by taking out to reflect the improvement program (An, Yom and Ruggiero, 2011). It
is important to carefully plan and recognize the approaches that could help in establishing the
favourable changes and allowing improvements. Thus, herein to face the major challenges at
‘No Name’ Aircraft action plan is prepared which is as follows:
Action Description Person
responsible for
action
Required
Resources
Proposed time
period for
completion
Using social
intranet
It will help
encourage
employee
interaction and
knowledge
sharing (Liu,
Wu and Chen,
2010).
The head of the
department at
host as well as
each subsidiary
Active website
and access made
available to all
employees
Within 15 days
of action plan
Sensitive
training
Training helps
in overcoming
the issues and
improving the
interaction
among team
members
Senior
Management of
Host Country
Courses to
enhance
communication
skills and
addressing them
towards the
sensitive
consideration of
each other’s
diversities.
Every week
training
program,
Product Quality
Management
To specifically
target on
fundamental
elements
Senior
Management at
each subsidiary.
Analytical
method and
testing models
to refine the
Within six
months from
the
stakeholder's
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affecting
product quality
issues
quality of the
product
(Montgomery,
2007).
ultimatum
With the major challenges currently haunting the company, improving key aspects is
important than ever. However, it can be seen that few changes could be made immediately
while some issues will require time for effective implementation (Armstrong et al., 2010).
Staff may not understand the complete demand for improvement but their participation is a
must for a profound impact on improvement efforts. The team instability can be very
disruptive and this requires aligning their personal goals with wider goals to pull them
towards a common direction. Sharing of knowledge can help enhancing organizational
cultural support. The activeness of staff at social intranet will help it in engaging them
towards a common perspective. It will help in providing staff with the clarity of problems and
solution, agreement towards roles and responsibilities, working in commitment towards the
common goals and use-shared language (Ivanov, 2010). Appreciation at the social intranet
will also help in intrinsic motivation of staff and act as a boost towards encouraging change
(Barak, 2016). The staff involvement can be encouraged and the requisite culture can be
developed which is more friendly and promising. Communication one of the major issues at
No Name Aircraft can be resolved. Coordination can be encouraged at multiple levels and
consensus can be build to alienate the risk persisting in the organization.
The product quality management process shall require the participation of all teams.
As active involvement of team is important to bring the change and improve product quality.
Urge towards taming actions that ensure time is dedicated towards planning and designing of
the overall program. The process shall begin with identifying the product complaints and then
assessing the attributes resulting in such complaints (Goetsch and Davis, 2014). The product
complaints will help in giving early warning signals and assessment shall help in checking
the quality across the entire manufacturing process. Then further quality stewards will be set
to make product control plans. Moreover, quality check and testing networks will be done on
the routinely basis to critically assess the plan. Lastly, analytical methods will be placed to
seamlessly transfer products and assess their consistency. The improvement through such
initiative and the program can help in deal-breaker and bring the positive change wished in
‘No Name’ Aircraft. After the program is conducted evaluation is a must as this will help in
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realising the outcomes sought validity. The overall quality program will lead to enhancement
of combined and unceasing efforts of staff (Mitra, 2016). For this sensitive training will lead
the marks. The programs taken on round will lead to interventions at many points as the
organization already suffers from cultural, diversity and quality issues. Synthesising of the
efforts is important and sensitive training shall help in linking the dots together. The sensitive
training will help in enhancing functioning, as respect and acceptance shall be a common
parlance taught at the workplace. It should be as an on-going program (Kirton and Greene,
2015). At sensitivity training program the personal problems can be discussed and realising
each other’s habits and attitudes can provide solutions to such problems. The convincing of
the overall situation can help in dealing with the fundamental and improving problems.
Moreover, the negativity can be removed and fresh learning and development can lead to
acceptance of each other diversity (Gorla, Somers and Wong, 2010).
The action plan set will indeed help ‘No Name’ aircraft in delivering positive results,
which will ultimately help in regaining the confidence of stakeholders in the company.
Conclusion
No Name Aircraft need to enhance its product quality, cultural and diversity issues to
re-win the faith of its stakeholders. In order to negotiate with the complex challenges deep-set
and structural programs are identified which will help in gaining employees generous support
and overcoming the previous obstructions (Westcott, 2013). Many of the factors so
recognized in this report involve a wider yet complex consideration of systems. Encouraging
participation of all staff and its head may help it in meeting the ambitions, averting
disappointments and maximise participation for optimum gains. All the recommendations are
testaments on how the company could improve upon its financial statements through right
training and active involvement of all.
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References
Books and Journal
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work in progress. Routledge.
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Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T., 2010.
The impact of diversity and equality management on firm performance: Beyond high
performance work systems. Human Resource Management, 49(6), pp.977-998.
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Wiley & Sons.
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Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical
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Liu, S.C., Wu, H.H. and Chen, H.K., 2010. Improving organizational performance by a
quality control circle: A case of medication improvement team at a hospital in
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Online
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