University PAGO Report: People and Global Organizations Analysis

This report, titled "People and Global Organizations (PAGO)", presents a comprehensive analysis of organizational dynamics, leadership, diversity, and change management. It begins with an introduction highlighting the importance of sustainable practices, competitive advantage, and the evolving workforce in a global market. The report then delves into organizational structure, contrasting traditional and modern approaches, and emphasizing the need for flexibility and adaptability. The core of the report focuses on three key themes: Leadership, Diversity, and Change Management, with detailed discussions on each. The leadership section explores the role of effective leaders in motivating diverse teams and achieving organizational goals, drawing on personal experiences and challenges faced in leading cross-cultural teams. The report emphasizes the importance of communication, teamwork, and addressing conflicts to foster a productive work environment. References to academic literature support the analysis, providing a robust framework for understanding the complexities of managing people and organizations in a global context. The report concludes by underscoring the significance of leadership in driving organizational success and achieving strategic goals. The report provides a detailed executive summary, including the introduction, organizational structure, themes of PAGO (Leadership, Diversity, and Change Management), and a comprehensive list of references and bibliography.

Running head: MANAGEMENT
People and Global organizations
Name of the student
Name of the university
Author Note:

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Table of Contents
Assignment 2..............................................................................................................................3
Report.........................................................................................................................................3
Introduction................................................................................................................................3
Organizational Structure............................................................................................................4
Themes of PAGO.......................................................................................................................6
Leadership..............................................................................................................................6
Diversity.................................................................................................................................9
Change Management............................................................................................................12
References and Bibliography...................................................................................................15

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Assignment 2
Report
Introduction
The advancement of technology and the competition in the market is one of the major
reasons behind the adoption of the different types of the sustainable ways that helps an
organization to compete in the global market and earn success. It is one of the primary tasks
of the business organization to gain a competitive business advantage in the market in order
to ensure the business success. The presence of the tremendous forces are acting as the major
reason behind the constantly changing workforce (Muldoon 2018). The change in the
workplace, the HR and technological challenges has helped the business organization to
wrestle into disruptive innovation, global trade skills and other kinds of the mismatches that
require a number of restrictions and regulations from the management of the business
organizations. It is important for the business enterprises to change the process of the work
and help in the creation of the innovative and talent based ecosystems (Hazy and Erogul
2018). Apart from this it is also important for the organizations to help complete the duty of
the management and create innovation in a proper and efficient manner.
As said earlier, the management of the organizations needs to be extra efficient to
gain a sustainable future. The creation of a sustainable future thus needs the formation of an
efficient business leadership helps the management to gain a strong base in a proper time
period. The major task of an efficient leader is to engage and motivate the diverse set of
employees in line with the policies and goals of the business enterprises. The report here has
discussed on three different themes based on Organizational Structure and Human Resource
Management. The discussed aspects are Leadership, Diversity and Change Management
(Hazy and Erogul 2018). This all the processes are related to the management of the people

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and also establishes the link in between the people and the global management of the
different business units of the modern world. The discussion of these three different themes
along with the presentation of the different perspectives in relation to these themes have been
the main content of the report. The development of this report has helped to present a
diversified idea along with critical analysis of the organizational themes and the themes
related to the Human Resource Management.
By the term people and the organizations, the inclusion of a diverse lot of people
within the organizational structure is generally defined. The inclusion of the people in the
organizations can be in the form of the employees, managers, supervisors or in the form of
owners or stakeholders (Noe et al. 2017). The inclusion of the people in the business process
helps the enterprise to gain success in the most efficient manner. The focus is mostly on;
a. Futuristic thinking
b. Development of the business unit
c. Governance development
d. Resolution of the different kinds of the business conflicts
e. Employee engagement
All the above mentioned characteristics are important part of the involvement of the
people in the diverse processes of the business organization (Noe et al. 2017). The inclusion
of the people and the different aspects of the business helps in the structural and sustainable
future growth of the business. Therefore people forms an important part in the development
and growth of the global organizations.
Organizational Structure
Organizational Structure is something that relates to the organization and has a strong
impact on the growth of the business performance. It helps in the alignment and shaping of

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the business units in order to make them capable enough to perform in the most efficient way.
The success of the organization can help in the carrying out of the strategy and objectives
(Elegbe, 2016). The organizational structure chosen here helps the management to help the
professionals to gain a clear understanding of the characteristics, benefits and the different
limitations of the different types of the structures of the business body that helps to assist the
management to determine the best strategy possible.
The organizational structure is the process that helps the management to determine the
business process and the process of work flow in the organization. The modern day structures
adapted by the management of the enterprises are quite different from the ones that were
followed and adapted by the business nits traditionally (Chumakov et al. 2017). The
traditional structures adapted by the management of the businesses used to be more formal
with allocated tasks grouped according to the specification of the different departments. For
example employees in finance were allocated financial responsibilities whereas employees in
operations were allocated duties related to the operational capabilities. However, the modern
organizational structures are much more loose and flexible in nature as they demand a much
more strong and quick response from the employees of different departments given the
changing market conditions. This clearly depicts that the management must employ people
who are able to carry on multi-tasking tasks that involves the people to adapt to different
situations and carry on different activities that maybe completely out of their expertise or
genre.
The change in the structure of the business units have mostly seen changes of the
organizations from virtual to flexible business structures. These changes have helped the
business organizations to engage a strong productive force and increase the productivity
levels. The future of the market will be mostly in the form of the functional, matrix and
product mix structures (Winnubst 2017). The growth and development of the companies and

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their gradual evolution globally is highly important for the businesses to ensure a free flow of
the operations and manage the Entrepreneual approach among all the associated people. The
hallmark or the symbol of a great organization can be the capability of them to adapt to
challenging and changing market conditions and respond according to the given needs. The
engagement of the best people and the formulation and implementation of the long term
strategies is key to a long term viable option and the realignment process (Greve and Gaba
2017). It is important for the business to adjust to the structure and realize new economic
realities. The realization must be based on the gradually diminishing core capabilities and the
differences in the competitive business front.
Themes of PAGO
Leadership
Leadership is one of the most important terms that is directly related to the success of
the business organization. The business organizations is in need of a strong leadership in
order to gain an efficient control and business success. The leadership of the organizational
process involves the development of the different kinds of the leadership skills and the
capabilities of the organization to be relevant across the business. The organizational
leadership process deals with the psychology of the human nature and also provides efficient
elementary control of the expert tactics accordingly. The development of the leadership in the
business can be important for the utilization of the ultimate efficiency of the individuals
(Wieland Handfield and Durach 2016). The strong potential of the able employees helps them
to turn into the leaders and develop capabilities that can help them to address the hard
challenges in the operations of the business. The leadership process is designed by the
management of the business organizations in such a manner that it helps to differentiate the
role of the managers and the role of the leaders. The leaders must have the potential to
develop into an able person and control the total group of individuals which may include the

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managers and the supervisors (Elegbe 2016). The leaders in the business organization must
not dominate over the others and must have the potential that helps them to guide the
employees working under them. For example, the leaders in multinational organizations like
Microsoft, Dell, Aramco, and Dassualt has a set of super active leaders who are engaged in
shaping of the business process and boosting the business organization in the best possible
manner. The leaders motivates the employees and makes them follow a certain organizational
path that leads to the achievement of the business goals and objectives in the most effective
manner.
As an effective leader I am always on my toes to deliver the best solutions to the
operations of the business in order to gain a successful result. My team consisted of 2 Thai
people, 2 Vietnamese people and one Nigerian. These combination was quite odd as all of
them belonged to backgrounds that were completely different from each other. A Thai could
not match up to the culture of a Viet or a Nigerian. It took me some while to gain an idea of
my team and gradually make them understand the importance of the team accordingly. As a
leader I believe that a teamwork is always effective in the presence of an effective
communication, sharing a common goal and solving problems in a joint manner. As I said
these tasks were achieved by me after a prolonged period just because I took a long time to
understand the team members and make them understand the importance of team and its
working. As a leader I faced a number of problems which hampered my organizational
structure. Though I was well aware of the difficulties that I would face as a leader, my lack of
personal experience in the beginning came as a bitter shock to me in practical life. I
remember that it was one month of the formation of the team and we received our first big
assignment. I took a special training class of the team and made them understand the
importance of the assignment. However, during the practical work I observed that both
professionally and personally, the men were not interested in helping each other and rather

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they preferred to help out people of their stature and culture which on the other hand made
the Nigerian an odd one out and naturally he faced difficulties to complete the work allotted
to him. I observed that people also preferred to speak in their mother tongue with each other.
This was clearly a major issue for me as it did not helped me to develop the team.
Apart from this I have also seen other major problems that has been an issue for the
organization. The above mentioned problems had always led to major conflicts where people
have blamed each other for fault in tasks. For example there were numerous occasions when I
received complaint from either sides that that they were not helping each other and
intentionally leading themselves in heated debates which changed the process of the business
organization. The low engagement and the absence of the transparency in between my team
members were the major areas that led to major issues during my leadership. My exact
remedy to these issues were gaining the trust of the individuals, making them work with each
other like making a Viet working with a Thai and Nigerian and vice versa. This process
helped me to address the issues of leadership smartly.
According to, Eva et al. (2018) the organizational development process thus involves all
the different processes and the different result that can help to lead the development and
achievement of the different goals of the business units. I believe that the ability of the
employees to get involved, their genuineness, ethical deeds and their effective strategic
communication process is highly important for the business organizations to gain a successful
ground in the market. My professional front has shown me that organizational leadership is
built on a strong foundation that helps to achieve the mission, vision and future strategies of
the business organization in the most effective process. As said by, Fernandez and Rainey
(2017) Leadership occupies a strong area in the management of the business organizations.
As a manager in one of the global organizations, leadership is of high importance and
leadership roles plays an important role in the growth of the business and helps to influence

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the behaviour of the people in the best possible manner. The influence of business leadership
on the organization has a clear impact on the structure of the business. I worked under many
leaders in the past and each of them had a positive influence on the operations. A strong
leader has the capability and the resources to boost up the production capability of the
individual employees and put a mark on the total business process. I believe that the
productive mark of the leaders makes it a continuous and disruptive process and helps in the
formation of new groups that engages new communication networks and channels and
develops different business situations that can be efficient enough to gain business success.
Diversity
Workforce Diversity is one of the most important elements or aspects of the modern
day business units. By the term diversity it can be said to be the presence of a large number of
people coming from different background, belonging to different race and religion, different
ethnicity, different cultures and language in the workplace (Holck 2018). The presence of a
diversified workforce is quite common in the modern day global organizations and presents a
great scope for the management of the organizations to promote a successful cultural mix-up
and friendly atmosphere in the business workplace. The presence of the workforce diversity
has an impact on the development of the interpersonal relationships and the process by which
the supervisors and the managers within the business interacts with the employees of the
business organizations. The major impact of the Human Resource Management is mostly on
the process of record keeping, recruitment, and HR requirements. The inclusion of the
workforce diversity thus directly increases the pressure on the Human Resource Management
of the business organization. The development of the diversity process however is equally
important for the development of the HRM process (Holck 2018). The development of the
HRM process and the successful implementation in the business is important to address the
rising issues that challenges the diverse cultural backgrounds of the employees. Workplace

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diversity is however perceived as a totally different process by the change of the generations.
The millennials views the diversity process as a combination of the different backgrounds
and the experiences of the people in the business (Schuck 2017). Apart from this it also
considers the likes of the different perspectives and helps the business to take different ways
to manage the process according to the levels of the business organization. Research by
(O'Hare 2019) has shown that the generation X’s and the boomers have a different view on
diversity as they considers diversity as something related to equality and fair rights which
help to make everything same irrespective of gender and demographic differences.
As said earlier I have been an employee in many organizations and have been
employed as a HR manager in two of my early companies. As a HR manager, I had an
enormous duty of maintaining a large number of employees and maintain a proper relation in
between the elements of the business in a proper manner. The reflection on my own
experience in the diversity process is important and equally challenging. I have been engaged
in a global organization as a HR manager in the first few years of my service. My first task
was to provide support to the formation of an efficient number of operational teams engaged
in different tasks of the business operations. My task as the director of the total process was
to support the formation of the team and assess the total process behind the scenes. It was a
challenge for me to manage the internal and external changes and then provide my
constructive assistance to the formation of the new team. I relied on the HR executives and
other related people involved in the process to create a diversified workforce and present
them a strong team who can easily address the needs of the business organization. It was my
duty to create a successful, sustainable and efficient team that can easily manage the different
HR functions in the most simple and realistic manner. The time and assistance provided to
the employees of the organization was of intense help for the development of the business in
a systematic way. The different kinds of the employees of the organization are important for

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the creation of the different types of new laws and employment benefits. As a HR manager, I
had observed a number of different functions that are accountable for the diversity process in
the business unit. My team experienced the problem in diversity as a result of the process. My
team which comprised of a number of different people coming from a diversified range of
backgrounds was important in case of the organization. As a HR manager I had the pressure
from the upper management to recruit a diversified number of people in the organization that
could have helped me to gain business success. However, I experienced resistance and
conflicts after the formation of the team as the members constituted some old employees and
some new ones. The old employees were quite bullish in attitude and always had a negative
feeling for the newly recruited ones. The lack of interpersonal similarity especially in the
presence of people with few common points in my team was one of the biggest challenges for
me to address. I have often observed that the Thai’s and Viet’s in my team has formed a
separate group and tried to address the tasks on their own way rather than working as a team.
This was the biggest challenge as assembling them as one single team was next to impossible
as nobody had the respect and trust for each other. In most of the international assignments
undertaken by our team failure was a common issue in the beginnings. The main reason
behind such a failure was the lack of proper and strategic communication in between the
members. I observed that the Nigerian was looked at inferior eyes by the Asian community
which was a major issue and did not helped in the growth and development of the team work.
Another issue which was observed during one of the tasks was that people were not ready to
accept their failure and always mixed up their culture with their performance. Once I
questioned a Thai member of my team on his poor performance based on a certain task, his
reaction was shocking as he referred to his high culture and said that “I am a Thai my
performance will always be good, it is better to keep an eye on others especially the African
who belongs to an inferior culture”. I responded harshly and suspended him for two weeks

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for such derogatory comments on one of his fellow colleagues. Later I sat with him
personally and helped him to gain an understanding of the importance of respecting each
other. This problems are abundant in diversity management and we have to tackle them
accordingly to gain success. The problem was handled by me in a strategic manner with the
conduction of joint meetings, coordinated tasks, group discussions and many more such
activities. The stability of my diverse team helped me to address the different issues in the
most efficient manner in order to gain success. I believe that my efficient leadership and
quality of engaging all the different people in the most efficient manner has helped me to gain
success.
Change Management
Change Management can be defined as the most effective manner in which the
management of the business organizations helps in the improvement of the business
organization and approves in the formation of new and better changes that can help in the
development of the business organizations (Lewis Cantore and Passmore 2016). The
development of the business organizations and the formation of new and developed business
process is key to ensuring a sustainable and strong business process for the business unit. The
process of change management is highly important for the business organizations to remain
competitive in the business market. It also helps the management of the businesses to adapt to
fast changing g conditions and develop a solid shield that is important for the process of the
business management. The better, the process of business management, the better will be the
chances of the organization to gain business success (Lewis Cantore and Passmore 2016).
The deployment of new and developed business changes can help in the success of the
organization and develop the process of business. The change management process in the
business helps the company to;
a. Reduce the risk and pressure in the market

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b. Helps to maintain the current operational state of the business
c. Improves the strategic communication process and change management process
d. Efficient change management planning and use of the best resources in the most
optimized manner
e. Reduction in the number of different business incidents due to the change execution
process
According to, Muldoon (2018) the change management process helps the management of
the business to ensure the success of the process in a proper manner that helps the
management of the business. The change management process is important for the process of
the business. It can be defined in two different ways. This includes both external and internal
organizations. The external process of the change management includes the changes in the
social cultures, changes in the new technologies, changes in the materials, changes in the
competitor activity, political changes in the organizations and many more as such (Prasad and
Junni 2016). The internal process of the changes includes the likes of the inclusion of new
changes and service designs, low performance, changes in the high stress and staff turnover
and changes in the innovative process, the changes in the office relocation and similar such
processes.
The task of managing the change process is a planned and organized business process that
helps in the development of the business in the most proper and efficient manner. I have
experienced that management of change itself helps to both manage the team systematically
and then implement the new methods in the team on the time of managing the team. I myself
have seen the management appointing high class business experts and professionals who are
able to address the changes in the most efficient manner. These experts provides a number of
standard rules to the managers like us in order to manage the changes and make them utilize
in the most efficient manner. As a professional HR leader I have personally observed

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different kinds of the change management process that has helped me to gain an extensive
knowledge of change management. My entire life has been spent in an industry which has
been static and slow moving. I have seen that validity and accuracy are crucial to the end
users and thus the business process and systems needs to be updated accordingly to follow
the process of the business utilization.
Similar to the problems in the leadership process and Diversity, I have faced issues in the
change management issues. The change management which was undertaken by my team was
hard to implement in the absence of the trust in between the different members of the team.
Apart from the internal issues there were a large number of external issues that were
problematic for me and my team. I remember the instance when working for the organization
the upper management ordered me to complete a total digitalization process of the HR system
within a short period of time. The time limitation was itself a biggest challenge for me and
my unstable team. The absence of training, trust in between members and the risk of the
absence of proper communication made it hard for me to ensure success sin the change
process. My observation during the implementation of the change process was also based on
external issues that showed me different areas where I faced problems. For example the first
major problem that I faced was the absence of a strong network. Secondly I also observed
employee resistance from the unions and labours while implementing the change process.
Thus my personal experience as a leader and the HR manager was based on the
different issues like leadership, change management and diversity. The common relationship
in between each other and the similarity in the nature of the problems clearly proves the link
in between all of these elements and aspects.

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