People Management Issues And Launching Of A New Product

People Management Issues

Discuss about the Critical Strategic International Business Management.

The people management issues generally refer to the issues that the concerned management of the company has been facing in the management of the various members of the workforce of the concerned company (Hayes 2014). The people management matters of a business organisation include the matters that pertain to the recruitment of the staff, the providence of the direction and the required support in the matters that pertain to the activities that should be undertaken by the various members of the workforce of the concerned company. The concerned management of the concerned organisation might have to deal with the activities that pertain to the administration of the organisation, the communication within the organisation, the compensation that needs to be provided to the concerned staff of the concern, the benefits that are offered to the concerned employees, the hiring of the various potential employees of the organisation, the providing of the motivation to the concerned staff members to perform better and thereby contribute to the overall development of the concerned organisation (Knies and Leisink 2014). The concerned management of the organisation generally refers to the matters that are related to the development of the organisation, the management of the performance of the concerned staff of the organisation. The people management issues might also deal with the safety and the wellbeing of the concerned members of the organisation.

The new Chief Executive Officer of the organization in discussion, Jan had been an entrepreneur who had been the owner of a company that manufactured the digital equipment that are required for the various uses in the car industry of the country. The entrepreneur had been an engineer and had sold the company for a great amount of profit in spite of the fact that the market had been at a declining stage. The people who have been a part of the workforce of the concerned organization needs to be motivated in the matters that deal with the overall improvement of the concerned organisation. The case study suggests that the concerned management had made an assumption that led to the belief that the existing production unit would be helpful in the matters that pertain to the production of the new products that the company aims to manufacture in order to boost the overall financial growth of the concerned organization in discussion, SweDigi.

The CEO’s Responsibilities

The new CEO of the company might be facing certain issues that pertain to the management of the human resources of the company. The workforce of the company is observed to be in opposition to the concerned management of the organisation. The staff tend to display a tendency of mistrust in the concerned management and the abilities of the new CEO of the company. The concerned workforce of the company might have been facing the conditions wherein the members have to work within the areas that are insufficient for the production of the concerned new products that the company seems to have been producing (Kotter 1995). The different opinions that exist among the various members of the management of the company has led to the conditions wherein the several members of the workforce have been quitting the service and thereafter joining the various rival companies of the concerned organisation.

The CEO of the company is found to be hugely responsible for the various matters that involve the various matters that deal with the comfort and the benefits of the concerned workforce of the company. This might employees of the production division of the company have been facing problems due to the fact that the concerned production unit does not have the proper requirements that might help in the production of the concerned item at the required pace thereby leading to the various conditions of unrest among the concerned employees of the organisation. The unrest among the employees of the concern have led to the deterioration in the overall performance of the company thereby impacting the growth of the concern. The other major issue that the concern is facing pertains to the incompetence on the part of the concerned agents who have been employed by the organization in order to help the company reach out to the potential clients of the organisation. The various sales agents of the organisation are observed to have been incompetent in reaching out to the concerned clients of the company. The concerned agents who have been allocated with the duty of popularising the concerned product. The company of has also been facing the issues due to the attrition that the concerned organisation has faced in the matter of the marketing manager of the concerned company (Schein 2002). The production manager of the company has also threatened of quitting the company with the accusation that the CEO had been non-cooperative with the members of the production team of the company. The concerned employees of the organisation had been observed by the CEO to have been nurturing mistrust in matters that pertained to project at hand (Brisson-Banks 2010). The employees of the concern seem to be stuck with the old habits that they had and fail in the appreciation of the risks that might be faced by the various departments of the company in the near future to come. The increased competition in the market might affect the concerned company in discussion and thereby affect the growth of the same in the future years. The newly appointed CEO of the organisation might not be able to fulfil the promises that he has made towards the board of directors of the company.

Short-Term and Long-Term Goals

The newly appointed CEO might be advised to gain insight on the various matters that are related to the successful launch of the concerned product of the company that might help in the improvement of the overall performance of the company (Carnall 2007). The CEO of the company might implement the various processes and plans that are helpful in the matters related to the launch of the new product in the market.

Jan

Feb

Mar

Apr

May

Jun

Jul

Aug

Sept

Oct

Nov

Dec

Short Term Goals

Product requirement

Identifying potential consumers

Strengthening business value

Long Term Goals

Team work

Setting targets

Creation of value

Figure 1: Gantt chart for short-term and long-term goals

Source: (Author)

The newly appointed CEO of the company is advised to focus on the various matters that include both short term as well as the long-term goals. The short-term goals that need to be abided by the CEO are the ones that pertain to the determining the requirement of the product, the identification of the potential consumers or the clients of the company and the strengthening of the business value that is maintained by the company.

The product requirement refers to the various matters that might help in the completion of the production of the concerned product. The CEO must look in to the matters that deal with the procurement of the various matters that are needed in the production of a simulation game, the product that the company seems to be launching in the nearest future. The recently appointed CEO must look into the matters pertaining to the various basic requirements for the creation of the simulation game. The very basic requirement of the game is the creation of the environment in a 2D or a 3D parlance. This requires effort, time and above all the technical expertise in the matter. The CEO is advised to arrange for the matters wherein the employees might be needing help in the application of the technical expertise in the matters that pertain to the creation of the simulation game (Bridges 2009). The other major aspect that might need attention in the creation of the simulation game is the fact that pertains to the objective behind the creation of the game. The major objective behind the creation of the game is imparting education. The CEO must look into the matter that the concerned simulations game fulfils the requirement of concerned clients (Hayes 2014). The simulation game that the company plans on devising should be apt for the training that the concerned game aims to provide to the various members who have been involved in the field of the media.

The CEO might in the next step deal with the identification of the various potential clients of the company. The concerned company might take part in as well as conduct the surveys that deal with the identification of the potential clients of the company. The company might also include the existing clients of the company in order to deal with the conditions that the company has been facing in the matters of the launch of the new product in the concerned market. The concerned department of the company might also be advised to research on the concerned client base of the competitors of the business organisation in the market. This might help them to have a better idea of the consumers of the competitors and the ways in which h the concerned company might attract them towards the products and the services that are offered by the concerned company in discussion, Swedigi. The company might be advised to advertise about the product that they have been planning to launch through the various online media (Beattie and Smith 2013). The several social media sites might be assisting the concerned company in the advertisements of the simulation game that the concerned company has been planning on launching.

The recently appointed CEO of the company might be advised to look into the matters that deal with the strengthening of the value of the business organisation in discussion, SweDigi. The company is advised to be dependent on a single department for the progress of the company. The dependence on a selected number of the employees or the selective departments of the company might lead to the degradation of the value of the concerned company (Schryen 2013). The CEO might also be advised to look into the matters that deal with the work environment of the concerned organisation (Achtenhagen, Melin and Naldi 2013). The employees of the organisation should be satisfied with the work culture that is present within the concerned organisation (Ceschi, Dorofeeva and Sartori 2014). The CEO should put in efforts to look into the matters that pertain to the compensation and the remuneration that is offered to the concerned employees of the concern (Alagaraja, Cumberland and Choi 2015). This might lead to the increment and the strengthening of the value of the company in discussion, SweDigi.

The CEO might also need to focus on the various long-term goals that might help in the matters that focus on the overall development of the concerned organisation in discussion, SweDigi. The most important matter that need to be attended in order to bring about an improvement in the overall development of the company is the improvement of the concept of the teamwork that exists among the workforce of the company (Hallstedt, Thompson and Lindahl 2013). The CEO is advised to lead the concerned workforce by providing them with the examples in the matters that pertain to the successful improvement of the overall performance of the company (Bolden 2016). The CEO of the company must encourage the employees of the company to communicate openly with the concerned departmental staff regarding the matters that deal with the issues that the concerned employee might be facing. The CEO might further encourage the concerned employees of the organisation by setting the various goals for the teams to achieve (Renwick, Redman and Maguire 2013). In order to implement the afore-mentioned steps the CEO must earn the trust of the concerned employees of the organisation which might result from the implementation of the proper communication among the employees of the concerned business organisation in discussion, SweDigi.

The newly appointed CEO of the organisation might be advised to set the goals for the employees to achieve. The concerned leader of the organisation might be advised to motivate the employees of the organisation towards the achievement of the target that is set by the concerned management of the concern (Hamstra et al. 2014). The employees who have been meeting the concerned targets set by the company would be greatly motivated in delivering the best of their performance in the cases wherein they are rewarded and recognised by the concerned management for the hard work that they have been putting in.

The recently hired CEO might help in the creation of the value within the organisation by reviewing the strategic plan that is being followed by the various members of the organisation. The current CEO as well as the concerned management of the organisation might be advised to make an assessment of the culture that is prevalent within the concerned organisation and thereafter make the changes that might be necessary in order to improve the overall performance of the organisation (Michie et al. 2016). The CEO might also need to look into the matters that deal with the creation of the value of the products and services that are marketed by the company for the various clients of the concerned organisation.

The newly appointed CEO might be advised to bring about a change in the leadership styles that are present in the concerned organisation in discussion, SweDigi. The CEO is advised to put forth the transformational style of leadership in order to deal with the conditions that have been prevalent in the company (Braun et al. 2013). The transformational leadership style is the leadership style that expects that the concerned leader will work alongside the concerned members of the workforce in the matters that pertain to the overall growth of the organisation. The transformational leader is observed to be working along with the other staff of the organisation in order to identify the actual problem that is faced by the concerned organisation that has led to the need for the change in the affairs of the concerned business organisation (Van Knippenberg and Sitkin 2013). The transformational leaders further aim at the creation of the vision that would help in providing the needed guidance in the fields that need the changes by providing the concerned members of the workforce of the company with the required inspiration in the execution of the concerned plans. The transformational leadership style further states that the leader should be executing the change in compliance with the concerned members of the group who are observed to be committed to the matters that deal with the overall performance of the concerned organisation (Roueche, Baker III and Rose 2014). The transformational leadership style helps the concerned leader to bring about an enhancement in the matters that pertain to the factors that provide motivation to the concerned members of the workforce. The transformational leadership might also bring about a positive change in the matters that pertain to the morale of the concerned staff as well as the job performance of the concerned employees of the organisation (McCleskey 2014). The transformational model of leadership helps the staff to connect well with the identity of the concerned organisation thereby leading to the enhancement of the overall performance of the company.

The recently appointed CEO of the organisation in discussion might also be advised to implement the transactional leadership techniques in order to help the change of the concerned situations that have been present at the organisation in discussion, SweDigi. The transactional leadership majorly has the focus on the organisation, performance and the supervision of the concerned members of the business organisation (Breevaart et al. 2014). The leaders functioning within this leadership style are characterised by their promotion of the compliance of the concerned staff members through the processes of rewarding as well as punishing the members of the workforce as and when required. The transactional leaders generally do not look forward to the changes an d would like to maintain the existing style of the work that is being followed in the concerned business organisation (Dumdum Lowe and Avolio 2013). The transactional leaders are often known to scrutinise the job that is put forth by the concerned staff members of the organisation and thereby make an attempt to correct the faults and missing conditions in the work of the concerned employee. The transactional leadership of the concerned leader of the organisation might help the organisations in the times wherein it faces a crisis (Odumeru and Ogbonna 2013). The organisation might need the transactional leaders in order to deal with the situational emergencies that are faced by the organisation. The transactional leaders also help the concerned organisation as well as the workforce of the same in the matters that deal with the critical projects that are undertaken by the concerned organisation. The transactional leadership on the part of the leading member of organisation might help the concerned organisation to mature, by emphasizing on the setting of the goals that are set by the company (Tyssen, Wald and Spieth 2014). The transactional leadership model might also help the improvement in the efficiency of the operation of the various operations of the organisation and the increase in the productivity of the company.

The board of directors of the company might need to implement the various theories of change management in order to deal with the conditions that are experienced by the concerned company in the current scenario. The three-stage model of change management proposed by Kurt Lewin is one of the most appropriate change management models that might be implemented by the concerned management of the organisation in order to bring about a change in the overall performance of the organisation as well as motivate the various members of the workforce of the concerned organisation (Burnes and Cooke 2013).

The board responsible for the overall performance of the company might implement the three steps as mentioned in the concerned model of change management. The first step in the model is the step that involves the unfreezing of the staff members in the older matters that might deal with the resistance of the concerned staff to the imminent changes in the organisation (Cummings, Bridgman and Brown 2016). The board responsible for the overall management of the company might be advised to put in efforts in order to determine the various factors that are responsible for the resistance of the change. The concerned board is advised to arrange for the communication with the concerned workforce of the company in order to help them in the understanding of the changes that are to be taking place in the company (Avolio and Yammarino 2013). The next step as defined by the Lewin’s model is the implementation of the change in the organisation. This step might be completed smoothly once the employees are open to the change in the organisation. The third step in the process deals with the refreezing of the concerned employees (Kark and Shamir 2013). This might relate to the reinforcement of the concerned changes that have been implemented in the company and is expected to lead to the change in the overall performance of the company.

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