Organizational Structure
The Tassal company is in business for the past 25 years and has been delivering fresh and health Atlantic salmon to the households in Australia. The company in the present market are leaders in Atlantic salmon in the country and employs more than eight thousand staffs who values the company and shares an interest in the food of the company. the company opened its marine sites in the year 1986 and from a small private company it has expanded to a public company, being listed in the ASX in November 2003 (Tassal Tasmanian Salmon 2017).
The company tries to achieve its operational excellence by protecting its core values and the environment. The company takes extra effort in growing healthy salmon species so that the priorities of the consumers regarding information and assurance is provided. The customers will have full knowledge that the product is grown in a socially responsible manner (Daft and Samson 2014).
The company follows a functional organizational structure wherein, the employees report to their immediate seniors. It follows a hierarchical management system. It helps the company as they are strongly focused on delivering the best products to its customers. The departments within the company also benefit from this structure as they can meet their targets very easily (Stead and Stead 2013). The company provides a specialist person as the leader of the team who have the task in the company. this helps the employees to achieve more within their designated field and helps them in developing their skills. It also helps in increasing the performance capacity of the employees within the organization. This is achieved through proper sharing of experience by the team members and helping the young employees to gain a better understanding of their assigned task within the team (McManus 2013).
There has been an increase in the demand of seafood after 1999 on a global scale. The people in developing countries have increased the consumption of seafood especially the middle-class section who likes to consume more protein. The rise of aquaculture has helped in meeting the demand and supply of the industry to a great extent. The shortfall in the consumption process is fulfilled by the amount of fish that is caught wildly and harvested for the consumption of humans. The driving factor in the Australian industry arises from the increased demand of people who are willing to eat food outside and from the social factors such as the health benefits that can be derived from consuming seafood (King 2016).
The Australian aquaculture industry has been facing stiff competition from the East Asian countries in the recent years. Countries like Indonesia, Vietnam and China are giving the country a run for their prized catch. The high cost of labor in Australia is also a contributing factor, while the imported products from these countries come at a cheaper price. The industry in Australia is seeing a growth but is facing stiff resistance from the imports of Asian countries, which are proved relatively low. There is a huge market for canned fish in Australia and the needs of the consumers are taken care from the imports from New Zealand, China, Vietnam and Thailand. There is a market for tuna fish in Australia and the demands are met by importing the product from Thailand, who are the largest seller of canned tuna in the world. These factors have made the Australian aquaculture industry very competitive in nature (Smith, Fischer and Guttormsen 2017).
International business environment
The vision of the company is to create the next day in a better way.
The mission of the company is to convey sustainable health in the environment and in the communities where they are in operation by delivering good quality products to the customers. The company can achieve these standards if the employees, customers, suppliers along with the stakeholders work together in a better way (www.tassal.com.au 2017).
The values of the company play an important part in the business that they deliver to the customers. It defines the company and acts as a guiding light for better commitment and dealing with the working environment within the company. the core values of the company consist of 5Ps, which are its people, the product that they deliver, protection of the planet, the profit of the company and the process in which it makes its products (Kasum, Mermod and Idowu 2014).
The company has extensive plans and wants to expand the industry in the coming ten years so that they can meet the demands of the customers. The company is committed to increase the per capita consumption of seafood by supplying more in the growing markets. The strategic goal of the company is to give a varied number of products to the consumers so that they can freely choose from it (Tassal.com.au 2017).
The approach of the company with respect to its planning process is that it follows an innovative approach. This helps the company in delivering better quality products to its customers and even according to their needs and preferences. They constantly try to innovate their products by innovating their process lines and making the work easier for the employees (Fainstein and DeFillipis 2015).
Tassal has a topmost priority of keeping the fishes in good health before harvesting it. The company has hired a professional who is an expert in checking the health of the fishes. The fishes have a three-year cycle of life and the company provides best growing conditions for them. This results in harvesting better quality of fishes. The company does not believe in artificial growth of the fishes with the help of medicines and it is only administered if they find them to be of ill health. They also see to it that the medicine is cleansed from the body of fishes after they get well, which usually lasts for about 120 days. Tassal mixes a variety of products such as fish meal and fish oil along with chicken products and vegetables to feed their fishes. This ensures that the growth of the fishes is organic in nature (Ehnert, Harry and Zink 2013).
The company has a reputation of hiring many employees because the HR department within the company is very efficient and checks the need for the company before hiring a person. The main focus of the company is to attract, develop and recruit the best talents that is present in the country so that the employees can efficiently carry on with their work. The competitive strategies that are employed by the company are that it allows the employees to have flexible working hours so that they can maintain a work and life balance. They believe in equal opportunity and diversity among the employees that helps them in operating efficiently within the environment. Another strategy used by the company is that it reviews the performance of the employees on a timely basis depending on their level of skills. This performance management system helps the employees to work efficiently for the company (www.tassal.com.au/working-at-tassal/, 2017).
Competition
The company has managed to find the right people for the job because of an efficient HR department. The department analyzes the need within the company and scrutinizes the people before hiring them. This helps the company to maximize their profits as the correct people are taken as employees that is required by the company at a certain point of time (Kerzner 2013).
The company has developed the workforce effectively because the employees who work in a team are all assigned an experienced person who imparts their knowledge to the new employees. This transfer of knowledge helps the young employees understand the quality that the company wants to derive from them (Lee 2014).
The company has tried the maintain an effective workplace by always looking in to the future and not dwell on the past experiences. The top management gives equal attention to any ideas that can bring improvements within the company. the work culture within the company is good because of a healthy team environment and the workplace consists of both genders making it multicultural in nature (Tzabbar, Tzafrir and Baruch 2017).
The workplace has sustainable HRM practices as it believes in performance management. The work of the employees is reviewed from time to time, which provides insights about the employee to the company. this helps the company to give proper training to its employees if they are not reaching their targets. This helps in retention of the employees as well (Jabbour and Santos 2008).
Tassal has an effective leadership system as the management self-assess themselves on a timely basis, which helps them in developing their strengths and analyze their shortcomings. They have a sharp perception and communicates with their employees periodically so that they can understand their values within the organization. The leaders act immediately if there is a need that arises amongst its employees. this helps the leaders to know the employees in a better way (Nahavandi 2016).
The company follows an autocratic style of leadership, which allows the managers to make decisions based on the information that is provided by the employees. They have the authority to make decisions, which are beneficial for the company. This style helps the employees to work under close supervision, which is required so that the company can meet its goals (Lee 2014).
The leaders in the company demonstrates many characteristics such as empathy, which helps in the creation of a bond with the employees. this indirectly helps the company as the employees feel motivated to associate the vision of the company with themselves. The leaders provide direction to the employees so that they can handle their tasks in the right manner, which will ease their work within the company. They maintain a good communication network with the employees and all the decisions that are taken by the management are passed down to the employees so that their feedbacks will help in creating value in the organization (Kerzner 2013).
The leaders in the company has been able to motivate the employees to increase their performance level due to a great communication pattern. The communication pattern has helped the company in achieving most of its goals by increasing the productivity level and efficiency through proper communication network.
Planning
The company follows sustainable leadership quality as it understands the interconnections between the teams who help in delivering quality products to the customers. The company has taken a global outlook so that it can satisfy the customers who are present all around the world. The leaders protect the environment in which they are working along with the interests of the people so that they can create a large customer base (Lee 2014).
The operations management of the company maintains the best practice related to operation in the hatchery. The company has 176 egg incubators that incubates around seven million eggs in rotational basis. The fishes are fed on an average five tons of food per day so that they can have a healthy growth. The Macquarie Harbor is one of the important sites for the company with respect to the growth of the fishes (www.tassal.com.au 2017).
The company follows an integrated supply chain in its operations. This integration process allows the company with the opportunity to add synergy in the supply process, which will increase the rationale of the company. The focus of the supply chain is to increase the sales margin through better packaging formats at the retail level, which will help in increasing the demand among the customers. The supply chain of the company also plans to shift from wholesale fish export to value added markets in the export sector (Stadtler 2015).
The company has taken up new technologies such as cloud computing and wireless technologies so that the managers can efficiently handle the supply chain management. These new technologies has helped the company to be more efficient and store the data that can be analyzed in the future for improvements in specified target markets. The company also uses Customer Relation Management technology, which helps them in providing better operations in their supply chain and identify the inefficiencies that they face with the customers. The use of new technology has helped the company in a better communication process with the employees, which h helps them in boosting the morale of the employees (Johnson 2014).
The company has maintained sustainability with the key decisions as the stakeholders of the company are assured with the growth and development of the company with respect to the growth, processing and selling of the fishes. The brand will not do anything that will create a risk on the reputation of the company and takes the decision in accordance to the WWF-Australia and certification laid in ASC. The decision to use monofilament nets helped in decreasing the seal attacks in the harvesting areas and less pollution in the harbor areas (Walker and Jones 2012).
Thus, it can be recommended that the company needs to increase the per capita consumption level of salmon in the country. The average consumption is around 1.5 kilograms per person, which the company wants to double it. In order to do so, the company has to undertake promotional activities such as increase the advertisements online and in print media. This will help the customers to know more about the company. The second strategy that the company can take is to deliver a variety of products so that the customers can have many options from where they can choose. The third strategy that the company can use for the future is that they can undertake a market survey, which will help them in getting a better understanding of the products that the customers want. This will help the company in decreasing their cost of production by producing the products that the consumers are looking for in the market.
Conclusion
It can be concluded that the company holds a majority of the shares in the market with respect to salmon consumption. The future of the company is on a brighter side however, they need to maintain their policies of saving the environment. The harbor areas are polluted due to the harvesting of the fishes and it should be taken care in a better way. The use of better quality food product must be encouraged in the company by the leaders so that the fishes grow in a healthy manner and produces great taste on consumption.
Reference List
Daft, R.L. and Samson, D., 2014. Fundamentals of Management: Asia Pacific Edition PDF. Cengage Learning Australia.
Ehnert, I., Harry, W. and Zink, K.J. eds., 2013. Sustainability and human resource management: Developing sustainable business organizations. Springer Science & Business Media.
Fainstein, S.S. and DeFilippis, J. eds., 2015. Readings in planning theory. John Wiley & Sons.
Jabbour, C.J.C. and Santos, F.C.A., 2008. The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), pp.2133-2154.
Johnson, P.F., 2014. Purchasing and supply management. McGraw-Hill Higher Education.
Kasum, A.S., Mermod, A.Y. and Idowu, M.S.O. eds., 2014. People, Planet and Profit: Socio-economic Perspectives of CSR. Ashgate Publishing, Ltd..
Kerzner, H., 2013. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
King, A.S., 2016. Staying ahead of the game: a framework for effective aquaculture decision-making (Doctoral dissertation, University of Tasmania).
Lee, Y.J., 2014. Social vulnerability indicators as a sustainable planning tool. Environmental Impact Assessment Review, 44, pp.31-42.
McManus, G., 2013. One that almost got away. Management Today, (May 2013), p.26.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Smith, M., Fischer, C. and Guttormsen, A., 2017. Disease Risk and Market Structure in Salmon Aquaculture.
Stadtler, H., 2015. Supply chain management: An overview. In Supply chain management and advanced planning (pp. 3-28). Springer Berlin Heidelberg.
Stead, J.G. and Stead, W.E., 2013. Sustainable strategic management. ME Sharpe.
Tassal Tasmanian Salmon. 2017. Tassal Tasmanian Salmon. [online] Available at: https://Tassal.com.au [Accessed 26 May 2017].
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Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis. Human Resource Management Review, 27(1), pp.134-148.
Walker, H. and Jones, N., 2012. Sustainable supply chain management across the UK private sector. Supply Chain Management: An International Journal, 17(1), pp.15-28.
www.tassal.com.au/working-at-tassal/. 2017. https://www.tassal.com.au/working-at-tassal/. [online] Available at: https://www.tassal.com.au/working-at-tassal/ [Accessed 26 May 2017].
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