Question: Is planning dead?
My response. Posted on (Date)
With respect to the statement whether planning is dead or not, firstly it needs to be understood that Planning forms an essential function of the organization and that it is the basis of management. Although the VUCA world is quite dynamic in nature, this does not mean that planning is not required anymore, it simply means that as the situations change quite fast at present the plans need to be adaptable to the changing environment. Planning is essential as it goes a long way in ensuring that the business is able to gather the right resources and funds to execute the operations of the firm. Planning can never be dead as it serves as a guide to the different organizational members and serves as a guide to them during evaluation.
Question: What would you say to Sam? You’d also like to recommend a few pieces of reading for Sam to consider
My response. Posted on (Date)
Sam believes that the regressive and the limited organizational culture of his organization has had an impact on the performance of his team at large. Hence, in order to help him out of the problem, Sam needs to be told that if he is required to change the culture of the organization, Sam needs to re-enforce a high performance culture at his workplace. In this innovative culture, Sam needs to engage into employee discussions as well as perceptions which shall then make them feel valued and motivated. In lieu of this, the employee performance improves and ultimately the team will perform considerably well and will have a life of its own. Hence, parallel to the culture of the organization, Sam needs to establish a good high performing culture so that his team performance improves.
Case discussion Activity
Case discussion activity for Topic 9:
The case 9 of the given coursework deals with the case of Renate Schmidt who is currently in between a decision making procedure which makes her stuck between the hiring of a new expatriate and the management of the current employees in the firm (McGregor & Doshi, 2015). The main dilemma arises in the case study in a case whereby the pay structure of the expatriate is relatively high and thus bringing about doubts.
Answer to Question 1: The conflicting values present
A conflicting value refers to the presence of a factor which may have a large impact on the performance of a firm and its outputs. There are various conflicting values present in the given case:
After analysing the different conflicting values which are present it needs to be understood that Renate needs to make the right decisions by following the given suggestions:
Answer to Question 3- The crucial Management competencies of the VUCA World
Management competencies have greatly changed in the current VUCA world and for this reason, the given competencies have become crucial to possess:
Case name: Can a strong culture be too strong?
My response to questions. Posted on (date):
` Can a strong culture be too strong? ` is a case which relates to the concern of an organization named Parivar which is an Indian Information Technology company. They are facing employment problems whereby a majority of their workforce have been leaving the firm and the culture seems to be tainted. Hence, the given set of problems need to be faced by the organisation at large. The organizational structure can be stated to be quite hierarchical and he CEO is biased in nature (Baker, 2017). The junior employees are often treated like children and hence, during their exit interviews, it was found that the claustrophobic culture and the mentorship programs have caused a clash and discrepancy in the firm.
Answer to Question 1: The conflicting Values in the case
The conflicting values which tend to have a huge impact on the firm are as follows:
Answer to Question 2: The Advice to Sudhir
After the analysis of the Conflicting values and the related dilemmas as present in the given case study, the following advice can be given to Sudhir:
Slow it down with the culture: Sudhir needs to understand that the love culture of the organization which is generally proclaimed by him is not working out and that despite his `consistent` efforts the turnover rate of the firm has been considerably high (de Waal, 2016). Hence, with respect to this, the firm needs to ensure that it takes in measures to try and undergo a cultural change for the organization and ensure success.
Encouraging the people support initiative: The people support program can be stated to be a good initiative on the side of Parivar and as the turnover rate of the firm has been as high as 35% it needs to be understood that this program needs to be undertaken with a full swing.
Take decisions with respect to improving the Hygiene program: The salary structure of Parivar needs to be improved considerably improved as it is not just the culture which motivates the people but also the pay and compensation structure.
Answer to Question 3: Suggested Structure
It can be clearly understood that the organization is in a need of a good structure and with respect to this, it is suggested that instead of a hierarchical structure like that of Parivar at present, it needs to adopt a flat structure which will then ensure that the communication at the workplace is more efficient in nature and that no biasness prevails. This also encourages employee engagement from the side of the employees and they feel valued. Moreover, the culture also needs to undergo a change which will beneficial in the long run.
References
Baker, T. (2017). How can we solve the problem of harmful organising structures? Retrieved from https://www.hrmonline.com.au/social-media/solve-harmful-organisingstructures/
de Waal, A. (2016). Searching for effective change interventions for the transformation into a high performance organization. Management Research Review, 39(9), 1080- 1104.
FitzRoy, P., Hulbert, J. M., & Ghobadian, A. (2012). Strategic management : The challenge of creating value. Retrieved from https://ebookcentral-proquestcom.ezproxy.csu.edu.au
Kramar, Bartram, DeCieri, Noe, Hollenbeck, Gerhart, Wright (2014). Human resource management in Australia – Strategy, people, performance (5th ed., pp. 6-12. ). North Ryde, NSW: McGraw-Hill.
McGregor, L., & Doshi, N. (2015). How company culture affects employee motivation. Harvard Business Review Digital Articles, 2-9.
Mohrman, S., & Lawler, E. E. (2014). Designing organizations for sustainable effectiveness: A new paradigm for organizations and academic researchers. Journal of Organizational Effectiveness: People and Performance, 1(1), 14-34
Schermerhorn, J. R. (2016). Network structures. Management (6th Asia-Pacific ed., pp. 276-292) [Wiley]. Retrieved from https://ebookcentral-proquestcom.ezproxy.csu.edu.au/lib/CSUAU/detail.action?docID=4748100.
Youtube.com. (2018). `Topic 9 Managing people [hands, hearts and minds] (YouTube) | Available at: https://youtu.be/TcrwII6gbTU (Accessed on 16 Oct.2018)
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