This report aims to drawn the major focus that is to be drawn on the number of the challenges and issues faced by the employees of an international automobile company, with the implication of the relevant number of theories and leadership concepts which are going to be applied here in relation to the case study. It is not a secret that businesses throughout the globe are in the midst of a major shift. These transformational journeys need vision, management, and people capable of adapting to the technological shifts (Ratnasari and Lestari, 2020). Clear goals, eloquent leaders, and competent employees are needed to carry out a mission successfully. Moving ahead, being an HR consultant, it is my duty to recommend relevant strategies and approaches to overcome the issues faced by the employees and Mr. Jerry who is the appointed HR manager, as well in relation to the transformation of organisational policies and workplace activities as well as the communication issues from the leadership perspective in an effective way. For that matter some of the approaches related to communication and leadership are going to be discussed below in this report.
When it comes to demonstrate the variety of the issues and problems faced by the organisation while making changes in the organisation structure and policies and transformation of different activities, it is important to have a deep knowledge about each and every aspect that needs to be analysed from the HR consultant perspective. So, some of the major problems faced by the management are described below in a detailed manner:
A well-known global automobile manufacturer, Welcon Automotive Ltd.’s human resources director, Mr. Jerry, was in attendance. People-oriented and personable, Mr. Jerry is a great leader to work with. But when it comes to business, he is a rigorous boss who won’t put up with any infractions of ethics or ideals (Sousa and Rocha, 2019). The majority of Welcon’s staff enjoyed working with Mr. Jerry because of his warm and approachable personality. The staff are always willing to go the additional mile for the sake of the company. Until recently, everything was going great for the organisation.
As part of organisational evolution, the organisation underwent a number of structural and institutional changes. The top management has undergone a considerable shift as a result of systematic change. For the incoming top management, cutting the organization’s costs in any way possible was a high priority, but for the old, it was not.
As a result of the top management failure to provide any alternatives in those areas in which they have applied cost reducing techniques, workers began to face several challenges in fulfilling their tasks (SpeakHR.com., 2022).
Accordingly, one of the biggest issue and challenge faced by the employees at Welcon’s is that there is a need for better communication approaches because employees have no idea, why there is a change in the workplace activities and policies in regards to the cost cutting strategy, because they were not communicated effectively by their top management as well as their HR manager i.e., Mr. Jerry.
And this is the reason that employee morale has suffered as a result. In order to do important tasks, many employees had to wait for funds to be approved, which required a significant amount of their time and energy. The rationale for the cost-cutting plan remained a mystery to the staff, who were unaware of the increased trend in turnover, profit, and sales.
Based on the case study of Mr. Jerry and his HRM practices at the workplace management and leadership aspects, it has been demonstrated that there are so many factors that need to be considered by an HR consultant in order to improve the organisational management and leadership effectively. Accordingly, some of the relatable theories and leadership traits are summarised and the many perspectives on concept in the actual business world are critically analysed in this study (Huertas et.al., 2019). It is the primary goal of the study to critically explore leadership ideas in a practical environment. Leadership theories are growing as research issues in today’s dynamic environment, as shown by the systematic organisation of literature sources and study methodologies for their solution. Based on the contemporary corporate climate, this critical viewpoint on theoretical approaches is relevant. So, implementing the variety of the leadership approaches and traits that needs to be adopted at the workplace, so the better communication is to be conveyed among employees in an effective way.
It has also been shown that the first premise implies that successful leadership emerges not from any one attribute, but rather an integrated collection of cognitive talents and social capacities and dispositional inclinations that each adds to the impact of the other in the case of Mr. Jerry. The second assumption asserts that the attributes vary in the extent to which they affect leadership (Khan et.al., 2020). Proximal qualities (such as attitudinal attributes, cognitive skills and values) are the result of the growth of distal characteristics (such as dispositional attributes, cognitive abilities and values). In this model, strong leadership potential is linked to the following traits: assertiveness, self – control and openness; emotional dysregulation; honesty; force of personality; intellectual ability; creative thinking; achievement motivation; need for power; information exchange; interactional; problem-solving; judgement; technical expertise; and management abilities. All of these characteristics must be present in a company if successful leadership and management are to be ensured (TALENT, 2019).
However, this picture is evolving as workers want greater involvement, possibilities for progress, and the opportunity to work for firms that are having a positive impact on both their industry and the world in general (Samul, 2019). Employee engagement depends heavily on the company’s leadership team’s alignment, and this is where things may get a little complicated. What matters most when it comes to workplace engagement is whether or not the company’s leadership team is aligned with the employees’ goals. Not only management, but leadership plays an important role in recruiting and maintaining the best employees. When a leader’s integrity is compromised, chaos and uncertainty follow. Retention depends in large part on how employees perceive their company. For example, certain workers may be treated more favourably than others if bonuses are not slashed as a result of labour cutbacks. As a result of the absence of inclusion in a company, key employees will look for new possibilities elsewhere in firms that appreciate all employees, not just the chosen few. The opportunity to connect to and connect with others, whether in a professional or personal capacity, may have a substantial influence on employee retention and recruitment (Grossi et.al., 2019).
Consequently, Welcon’s Automotive ltd. should adopt the appropriate leadership and theoretical features because when workers are engaged and valued, they are more likely to seek new possibilities to contribute. Commitment to the organisation boosts their sense of contribution to the organization’s progress. Empathy is a key component of empathetic leadership, which aims to develop trust.
Based on the above-mentioned discussion related to the leadership theories and traits, it has been analysed that one of the leadership styles that Mr. Jerry has adopted is the Transactional leadership style in which Mr. Jerry exploits the “transactions” – rewards, punishments, and other exchanges – between a leader and his employees to accomplish his goals (Siangchokyoo et.al., 2020). When a leader establishes clear objectives and rewards his or her team for achieving them, everyone in the team is on the same page. Giving and taking style of leadership is more focused with following existing routines and processes in an efficient way than implementing any transformative changes of Welcon’s Ltd.
Based on the above-mentioned discussion and issues that Welcon has been facing, then it has been suggested that CIPD Learning is another important learning program that needs to be implemented at companies like Welcon in order to overcome the issues that the employees have been facing. So, being an HR consultant with the support of CIPD learning and programmes, I’m able to learn all of these new topics in a more efficient manner.
For that matter, to help HR and L&D professionals advance their careers, the CIPD serves as a clearinghouse for professional standards and the exchange of knowledge. HR and L&D professionals from all around the world can only be accredited by this organisation (Santos et.al., 2018). CIPD certifications and training make it simpler for professionals to succeed in their careers. Using the CIPD’s research insights from top HR and L&D experts throughout the globe, organisations may challenge the status quo, encourage action, and influence transformation with the effective implementation of the leadership styles and theories at the workplace management of Welcon’s ltd.
The capacity of a company to achieve its goals is directly related to the level of investment it makes in the personal development of its personnel. An evaluation of Welcon’s Ltd.’s present level of learning and growth is part of this process. Gaps are identified, and then solutions are implemented and evaluated. Practitioners have a difficult task when it comes to finding the right training and development options for a single organisation. A broad number of learning approaches are available today, and they must be assessed and used successfully in today’s increasingly-complex work environments (Inceoglu et.al., 2018).
As a result, using effective leadership styles, theories and CIPD learning program will not only help in overcoming the resolving the issues of employees in relation to cost cutting strategy but also helps in accomplishing the needs of the employees so that they can again contribute their extra efforts towards organisational goals (WOO, 2021).
Based on the above analysed issues and challenges faced by the Mr. Jerry and employees while transformation of the organisational policies and frameworks which are changed by the top management (Jia et.al., 2018). Some of the recommendations that the company needs to adopt are described below in a detailed manner:
Conclusion
Therefore, from the above discussion based on the above analysis of the relevant approaches in relation to the issues faced by the employees, it has been concluded that Empathy-infused leadership has been found to promote productivity, retention, and the acquisition of exceptional talent, among other benefits. People’s growth and development is no longer seen as a benefit or privilege reserved for a select few; it is instead demanded of everyone. And empathetic leadership abilities should be a part of this growth as well. Today’s employees want a career path that shows the company cares about their success in the near term as well as the long term. Hence, implementing all such approaches and strategies in an effective way will help in ensuring the success of the business with the better growth and helps in gaining the employee satisfaction as well so that they can contribute their best efforts towards organisational goals.
References
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