The main scenario is relating to the large multinational banking and finance organization which is trying to outsource the different technical support along with the helpdesk functions by eliminating the different internal departments in order to handle the functions in a positive manner. On the other hand, at the same point of time, the company is trying to hire outside vendor who will be responsible for developing online portal of service wherein the staffs can explore and can receive access to the different questions which are being answered by them.
The banking and finance multinational bank are situated in Canada which was founded in the year 1992. The bank has their business across different countries and this provides various kinds of financial services which is inclusive of business and institutional banking. The number of locations in which the respective bank is operating is more than 1100 branches and the areas served them is entire world.
The company was founded 26 years ago and the bank is performing in a well-organized manner in comparison to the other competitors in the market. The headquarter of the company is situated in Canada and there are more than 51000 employees working all over the different branches of the bank.
The major characteristics of the staffs of the bank are that they are passionate about achieving the goals and detail focused. The communication skills of the employees are powerful and they are adaptable to various kinds of situations. The employees are goal oriented who are ready to take up various challenges and tries to solve them efficiently as well.
There are various kinds of cultural related issues which are being faced by the respective multinational bank in the entire competitive work environment. The cultural issues are as follows:
The company is having huge difficulty in the communication as there can be difference in the work culture of the organization and the employees who are being recruited in the organization as well. This is one of the major issues which can affect the overall culture of the organization. The difference in the opinion of the inside employees along with the outside recruited candidates can be the main cause of cultural barrier (Alvesson and Sveningsson 2015).
Moreover, the employees might feel that their opinions are not being valued and this will decrease the morale of the employees in a negative manner. The main reason of the above issue can create negative impact on the trust of the employees working in the organization which will be negative aspect for the overall productivity of the company (Helmreich and Merritt 2017). As there will be recruitment of the different employees, there can be differences in opinions and the upper level management may feel that their opinions are not efficient in comparison to the others.
On the other hand, there are various ethical issues which are being faced by the bank and this is affecting the overall reputation of the organization in a negative manner. The different issues are being discussed as follows:
Firstly, there can be technology or privacy concerns which can be faced by the bank as this has been noticed that the company is outsourcing their employees for helpdesk functions and technical support which can lead to leak of the different valuable information of the organization (Alvesson 2016). In the present scenario, the employees can easily monitor the use of the technology through emails and other website history which can create negative impact on the organization (Kangas et al. 2017).
Furthermore, there can be employee favouritism in the organization which can lead to unethical behaviour in the organization. There can be different employees who have been recruited in the organization can receive employee favouritism and this can affect the morale of the employees who were present in the organization and this can lead to lose the valuable employees in the organization (Tyagi, Kumar and Kumar 2015).
On the other hand, there are different corporate social responsibility issues which can be faced by the organization in a negative manner are as follows:
Firstly, laying off the internal employees is one of the major CSR issues which can be faced by the organization as the company is trying outsource the internal department employees in order to eliminate the helpdesk and other technical functions which can lead to lay off in the future scenario (Patterson, Wilkins and Painter 2018). There is no such presence of sustainability in the market which can affect the overall efficiency of the firm as reducing the number of employees will be creating negative impact on the organization.
Furthermore, the reputation of the bank will take a hit as the different activities related to corporate social responsibility policies, the company needs to disclose the different kinds of shortcomings of their own products and services which can lead to violation of the CSR policies and programs in a negative manner (Kumar et al. 2014). By outsourcing the employees, the production cost of the company can be reduced, however there is elimination of the department which can affect the overall reputation of the organization in the market.
From the above, this can be analysed that there are different kinds of cultural, ethical along with corporate social responsibility related issues which are being faced by the bank. On the basis of these, this can affect the overall HR implications of the company in a negative manner.
Firstly, the cultural related issues can affect the staffs and the HR department and activities in a negative manner. Firstly, the employee relationships will be affected as there will be lack of communication and communication related issues which can affect the interactions between the organizations (Martin 2015).
Furthermore, there will be discrimination among the employees working in the organization as the individuals who have been hired can feel that they are not being treated equally like the other employees already working in the company (Barbera, 2014).
On the other hand, the cultural issues can affect the HR department of the organization as the local culture can affect the communication style of the organization and this will be creating ineffectiveness in the different operations which are being established by the HR department.
Secondly, the ethical issues can affect the morale of the staffs and the this will be creating negative implications on the HR department as well. As there will be inclusion of hiring of the different employees in the organization, there can be inclusion of the labour costs as the HR department has to require to deal with conflicting needs in order to keep labour costs as low as possible (Mason 2017).
On the other hand, the ethical issues can affect the employees in a negative manner as favouritism among the employees can decrease the morale of the employees in performing the different activities. In the present scenario, this has been noticed that there are different employees hired in the organization can feel demotivated as there can be sense of non-belongingness among them as they might feel that the company is focusing mainly on the existing employees working in the organization (Khara, Lund-Thomsen and Jamali, 2017).
Moreover, the ethical issues can create a negative impact on the HR department along with the employees of the organization. This can be noticed that due to the bad reputation of the organization, there can be issues related to the recruitment and selection of the employees from different portals as the candidates will never be ready to work with such kind of inflexible environment. Furthermore, this can be seen that the employment access of the respective bank will be ineffective in nature which can affect the overall condition of the HR department as the entire work environment is inflexible and the reputation is at stake.
On the other hand, this kind of CSR related activities and issues can affect the morale of the employees presently working in the organization. The employees might be scared of their survival in the organization which can lead to demotivation and the performance will be affected as well. Due to the elimination of the few departments in the organization, there will be decrease in the morale of the employees that can impact the work culture and the overall positive aspects of the organization as well.
Therefore, this can be concluded that these are the different kinds of HR implications of the issues for the staff and the HR function of the organization as well in a negative manner. Due to the inflexibility in the working environment, this will be affecting the overall productivity of the organization in a negative manner.
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge.
Alvesson, M. ed., 2016. Organizational culture. Sage.
Barbera, K.M., 2014. The Oxford handbook of organizational climate and culture. Oxford University Press.
Helmreich, R.L. and Merritt, A.C., 2017. Culture at work in aviation and medicine: National, organizational and professional influences. Routledge.
Kangas, M., Muotka, J., Huhtala, M., Mäkikangas, A. and Feldt, T., 2017. Is the ethical culture of the organization associated with sickness absence? A multilevel analysis in a public sector organization. Journal of business ethics, 140(1), pp.131-145.
Khara, N., Lund-Thomsen, P. and Jamali, D., 2017. CSR Institutionalized Myths in Developing Countries: An Imminent Threat of Selective Decoupling.
Khara, N., Lund-Thomsen, P. and Jamali, D., 2017. CSR Institutionalized Myths in Developing Countries: An Imminent Threat of Selective Decoupling.
Kumar, D.T., Palaniappan, M., Kannan, D. and Shankar, K.M., 2014. Analyzing the CSR issues behind the supplier selection process using ISM approach. Resources, Conservation and Recycling, 92, pp.268-278.
Martin, K.E., 2015. Ethical issues in the big data industry.
Mason, R.O., 2017. Four ethical issues of the information age. In Computer Ethics (pp. 41-48). Routledge.
Patterson, P., Wilkins, L. and Painter, C., 2018. Media ethics: Issues and cases. Rowman & Littlefield.
Tyagi, M., Kumar, P. and Kumar, D., 2015. Analyzing CSR issues for supply chain performance system using preference rating approach. Journal of Manufacturing Technology Management, 26(6), pp.830-852.
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