People management which is widely recognized as the human resource management mainly encompasses the management, recruitment and giving direction and support to the employees of a company or an organisation (Jain & Jeppe Jeppesen, 2013). People management is considered to be one of the most vital and essential soft leadership skills as it helps in influencing the productivity of the employees by motivating the employees. The department of human resource management also helps in team building and to maintain a productive team by enhancing procedures, relationships, setting goals and policies. Most organisations and companies have been putting a lot of emphasis on team building and people management to motivate employees to provide companies with fruitful performance, enhancing their performance and contributing to the productivity and the success of the company (Fapohunda, 2013). This paper is a case study and is going to shed light on the issues that is faced by the company, ComSyst Technologies, discuss the challenges and issues faced by the company and will be providing suitable recommendations that will help the company overcome the issues that they are currently facing to make a positive change in the company.
ComSyst Technologies (CST) is a multi-national communication software and systems developer which is currently serving the emergency and defence services industries. CST operates in many countries and has established their office in South Korea, Philippines, Australia, the United States of America, New Zealand, South Korea and India. The company is currently facing issues as they have lost three tenders to their competitors in the market which would have help the company in generating major profits. In the past two years, it has been seen that the company has been losing their market share. The reasons that are being apprehended for the decline of the market share of the company are mostly issues that are related to the employees of the organisation like poor performance of the employees, relatively decline in employee engagement and the plummet in retention of employees and also because of key specialists putting their resignation. Apart from factors that are employee related the company has been facing other issues as well like the gap in technical capabilities and skills in the company. These issues have been negatively impacting the company which has resulted in the poor performance of the company and also decline in their business.
From the above case study it can be seen that ComSyst Technologies has been facing some issues in the business that has resulted in the decline of the business. The identified issues in the case study are the poor performance of the employees in the organisation, the lack of proper employee engagement, attrition of the employees and the key specialists in the company and the lack of technical skills and capabilities in the employees of the organisation. These issues have led to the decline of the business of the company. From the case study it can be understood that the company currently lacks in managing their employees efficiently and has failed to motivate their employees that has resulted in the company face this issue. The attrition of the key specialist from the company has led to creating a gap which has led to the lack of technical capabilities and skills present in the organisation that has affected the performance and the productivity of the organisation.
The issues and challenges that the company has been facing can be solved if the company implements proper strategies that will help in overcoming the issues and will help in motivating the employees. All the issues that have been identified in the case study suggest demotivation of the employees that has led to lack of proper employee engagement, poor performance and attrition of employees which is eventually affecting the performance of the employees. According to scholars, demotivation in employees arise due to various reasons and some of the basic and generic reasons are the lack of adequate remuneration, lack of recognition and rewards, unhealthy working environment, unjustified policies and regulations, lack of inclusion, miscommunication and lack of clear goals (Abu-Jarour, 2014). Matuleviciene & Stravinskiene (2015) opines employees are considered to be one of the most vital and essential stakeholders of an organisation and it are important to manage the employees of an organisation and cater to their needs for the productivity of the organisation. It is important for CST to consider relevant strategies and theories in terms of people management and motivation that will help in motivating employees in the organisation and take measurable steps that will help in ensuring the issues that the company has been facing gets resolved.
There are many theories and strategies that have been introduced and proposed by eminent scholars that help in understanding the needs of the employees and the factors that help in motivating the employees of an organisation and improving employee engagement and performance. One of the most important theories which ensures and helps in motivating the employees is the Maslow’s hierarchy of needs. This theory was introduced by the eminent scholar Abraham Maslow. In this theory he stated that every human being have some basic needs that need to fulfilled and satisfied that help in motivating the employees. According to the theory, there are five basic needs that need to be satisfied which are physiological needs, safety needs, social needs, self-esteem and self-actualization needs (Taormina & Gao, 2013). However, there are scholars who suggest that every individual is not the same and the different factors of motivation differ from people to people and not all people are motivated by the same factors making this theory not very relevant especially in recent times (Kaur, 2013). However, many human resource departments consider this theory while preparing policies and laws for the employees to ensure the motivation of the employees.
The other theory which can be considered to come up with strategies to overcome this issue that CST is currently facing is the employee engagement theory. Employee engagement theory was proposed by William Kahn and suggested that there are three psychological conditions that make sure that mainly enable it which are meaningfulness, availability and safety (Dean, 2016). He states that an employee needs to find their work meaningful, should feel safe to bring themselves to work completely and also be able to physically and mentally harness themselves in the particular moment. He also states that engagement is not static and the experience of an employee in specific moments in the workplace can hinder the engagement of the employees. Thus the employers need to create a kind of environment where engagement of employees can flourish (Dean, 2016).
To make sure that the company attains high performance it is important to make sure that the employees of the organisation are guided properly so that with proper guidance they work efficiently and improve their performance and contribute to the success of the organisation. Thus the organisation needs an efficient leader that will help in motivating the employee and ensure productivity of the employees. The theory that may be considered to overcome the issue is the transformational leadership theory. Transformational leadership theory is said to be a leadership theory where the leaders work with teams in order to identify the change that is required, create a mission and a vision to guide the change made in the organisation by inspiring the employees and execute the changes with the help of the members of the group (Ghasabeh, Soosay & Reaiche, 2015).
The consideration and implementation of these theories will help CST to overcome the issues and fulfill their main objectives which is to ensure the company becomes well positioned in terms of their future by retaining and the talented and the best employees, create a high performance culture which is team based and to build employee performance and capability.
The issues that have been identified from the case study have had a huge impact on the organisation in a negative way. Thus the company, CST needs to understand and analyze the issues properly and create new strategies to handle the issues efficiently and effectively so that it can resolve the issues. Strategies are considered to be plans of high level that help in achieving one or more than one goals especially under conditions that may be uncertain (Sokolov & Zavyalova, 2018).
The attrition of employees and the resignation put down by the key specialists is one of the major issues that CST is currently facing which is not only decreasing the productivity of the organisation but also decreasing the quality of the performance because of the lack of skillful people and specialists. To overcome this issue CST needs to incorporate rewards and recognition in their organisation policies. According to scholars, rewards are one of the major motivational factors that make employees not only perform well in an organisation but also attract the employees to retain in the organisation (Terera & Ngirande, 2014). Every individual works hard to have a career development and growth in order to attain a better lifestyle and satisfy their psychological needs. Implementing rewards and recognition might help in attracting potential candidates to join the organisation and may help in attracting the existing candidates to work harder and gain the loyalty of the employees of the organisation which will reduce the level of attrition of the employees. According to the Maslow’s hierarchy of needs both psychological and physiological needs to be satisfied and rewards satisfies the psychological needs of the employees.
Recognition of employees in an organisation refers to the practice and act of acknowledging the performance, behavior, effort and accomplishments of an individual or a team of an organisation (Prasanthi, 2015). Recognition helps in encouraging employees of an organisation to repeat their good and fruitful performances that they have delivered for the organisation. Employee recognition helps in satisfying one of the basic factors that Maslow presents in his theory of motivation which is self-esteem. Recognition helps employees gaining self-esteem which motivates them to stay in the organisation to continue to satisfy their needs (Osabiya, 2015).
The other strategy which CST needs to create and incorporate in their organisation to build a high performance culture is to communicate efficiently and encourage communication within the organisation; Communication is considered to be an important factor and aspect in every organisation and also helps in shaping the organizational culture. Organizational culture mainly encompasses behaviors and values that help in contributing to the psychological and unique social environment of a business (Hogan & Coote, 2014). Culture helps in driving an organisation, results and actions.
According to scholars, communication in an organisation helps to communicate the vision of the organisation clearly and helps in engaging employees in an organisation (Fernandez & Rainey, 2017). It is important for employees to clearly understand the work they have to do and the goals of the organisation so that they can work efficiently to achieve them and thus communication in the organisations help in clearing out the goals to the employees so that they can work towards achieving the desired goal of the company or the organisation and employee engagement. Employee engagement is necessary in an organisation and it helps in boosting the productivity as well as the performance of the employees in an organisation. Communication in the workplace helps in building a healthy work environment that motivates employees to provide fruitful productions to organisations. Communication in the workplace is important and also contributes in making the workplace a diverse place. Diversity in the workplace is important and helps in producing different ideas and provides different suggestions which is often beneficial for the organisation and helps the organisation grow. Communication helps in enhancing workplace diversity and helps in motivating and giving a sense of satisfaction to the employees of an organisation. (Mishra, Boynton & Mishra, (2014) communication in the workplace also helps in encouraging employees to build positive relationships which helps in providing the employees with a sense of belonging. Sense of belonging helps in encouraging the employees and makes them feel a part of the organisation which helps in building a high performance culture in the organisation and also helps in employee engagement. Enehaug, Helmersen & Mamelund, (2016) states a workplace without any communication paves way for conflicts due to miscommunication which has negative impacts on the employees and the work of the organisation.
Aligning with the theory proposed by William Kahn, communication will help in making the workplace better which help in making the employees feel wanted and happy and motivate them to use their full potential and make extra efforts to deliver fruitful and good performance to the organisation.
In recent times, most organisations have been focusing on building cohesive teams to do work in an efficient manner and faster. It is important for CST to build cohesive teams in the organisation so that they can work efficiently. Communication in the workplace helps in building teams and helps in maintaining a positive relationship however, it is the leader of an organisation who is given the responsibility to create efficient and competent teams. CST needs to hire a competent and experienced leader so that they can lead and maintain the team effectively in order to extract the best performance from the employees of the organisation. Aligning with the theory of transformational leadership, the leaders that should be hired in the organisation should be able to work with teams and be highly involved in the team work and assess the changes that are necessary while the involvement. Mencl, Wefald & van Ittersum, (2016) opines leaders should have skills to understand and assess the current issues in an organisation and come up with effective change management strategies to overcome the issues and enhance the productivity of the organisation. According to scholars, leaders also propose various strategies that help in enhancing the work culture make suitable changes and incorporate certain strategies that are beneficial for the organisation (Baruah & Ward, 2015). Leaders should be humble and look towards satisfying the needs of the subordinates or the employees working under them to motivate them. Leaders should have faith in their employees and provide them with challenging tasks and make them feel an integral part of an organisation. Engelbrecht, Heine & Mahembe, (2017) states trust of leaders on the employees motivate employees to perform better and also helps in enhancing their performance which helps in building the performance of the employees. Thus hiring a capable leader in CST who would likely possess a transformational leadership style will be beneficial for the company and the employee as well and will help in building the capability of the employees and their performance.
Monitoring and guidance are not only the factors that help in building employee capability and performance. The employees of the organisation must be provided with training and development that will help the employees the insight of the work that they need to do and also help them in enhancing their skills and acquire new skills by training. () training of employees makes the employees more competent and makes it easier for them to serve the organisation. Training and development provided to the employees alongside the guidance of the leader will help the employees become skillful and be an advantage for the organisation.
These strategies will help CST to overcome the issues that have been identified and fulfill the objectives of the organisation and help them in achieving success in the long run.
CST needs to follow the strategies and come up with suitable actions and plans to overcome the issues that they are facing and ensure that they attract employees and ensure they retain in the organisation, create a high performance organizational culture and build employee performance and capability. CST needs to consider the measurable steps b utilizing the strategies for the benefit of CST.
Considering these recommendations may help CST to meet their objectives and help the company in overcoming the challenges that have had negative impact on the organisation or company.
Conclusion
CST has been facing issues because of their poor people management and human resource management. The company has lost their key performers, the company has been performing poorly for few years and there is a high attrition rate in the company. Thus the company, CST needs to consider many theories that are related to people management like employee engagement theory and Maslow’s hierarchy of needs that is going to help the company in building strategies. The company needs to consider the strategies and create measurable steps aligning with the strategy that will the organisation in overcoming the issues that they have been facing for a quite a long time and will also help CST in gaining a competitive advantage and will help the company in generating revenues and extra profits paving way for the success of the company in the future.
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