Action Research Quality In Organization Development

Problems Faced by No Name Company

Discuss about the Action Research Quality in Organization Development.

No Name has been one of the vital aircraft operators in the province of Australia with their subsidiaries in all the countries of Vietnam, China and Singapore. They are on the verge of acquiring less profit and even have a number of internal problems within their environment in  different context. As an International Human Resource Manager, one of the tasks is to find out and analyse the different problems associated with the organization and their outlook towards each of the assigned problems. Discussing some of the problems as under

One of the principle issues that is faced by the company is the dearth of Organizational profits in the company that can lead to an ultimate takeover by the other companies of the same genres (Dixon, 2017). This problem has been detected when the CEO of the company realised the importance of increasing the share price and also providing greater returns to the investments of the stakeholders.

Another problem that is the lack of organizational communication between the integrated teams and between the teams and the management (Shockley-Zalabak, 2014). There is no effective communication between the different segments of the company, which have given rise to a number of problems both in terms of communication, and between solving of issues.

Resistance of the employees to adapt to the newness in culture and also make changes in the age old culture is another problem that has been faced by the authorities of the organization and needs to be addressed by the HRM team with all effort (Block & Block, 2014).

Quality is another factor that is one of the most pivotal in terms of organizational problems that the company portrays (Coghlan & Shani, 2014). According to one of the supervisors of the company No Name, quality of the products coming from China and Vietnam are of serious concern as more and more customers are continuously making complaints to the headquarters of the company demanding a refund of money as much as 100% in some cases. Quality is of prime importance in any sector of business and so when No Name company showcased a lack of quality in their business modules and in their aircraft parts that has been imported from China and Vietnam, this has posed a serious concern to the managers in the headquarters and also to the overall organization of the company. This lack of trust and regular complaints meant that customers and clients are continuously going against the company policies and showing less amount of trust to the products that the company is offering.

Solutions to the Problems

Diversity Management is another problem that is being faced by the management of the company on a regular basis. One of the prime policies of the company is to respect and work with ethnic groups across all regions and belonging to all age groups and categories (Harvey & Allard, 2015). However, this has been continuously disrupted among the subsidiaries of the company at various points of the timeline (Carle, 2012). In China, inspite of the strict policy of the company to recruit and assign people with disabilities, the company authority have continuously gone against it and have made a total havoc after rejecting the applications of the companies with disabilities inspite of the fact that they have better potential than the regular candidates at certain times (Pomaki et al., 2012). Even the people belonging to different races and classes and even ethnic groups are being continuously side-lined as they are not the suitable ones to work with according to the working styles of the various people of the company. Even there is a clash between the seniors of the company with the new enrtrants and the juniors of the company, who are continuously on the line of advancement. The seniors do not want to divert from their working models and also do not want to train the employees who are the new entrants in the fear of getting competition from the same either directly or indirectly. The seniors are continuously fighting the battle with their age old norms which are absolutely baseless in the modern light.

The attitude of the employees also pose a serious threat to the working modules of the companies as the employee are only interested in their own field and their own genre of workings and are not into any other working techniques or departments (Heberlein, 2012). This makes the whole process very segregated leading to a wide disruption among the people of the company in some way or the other. The employees do not know what is being manufactured in the other subsidiaries and so cannot relate to any of the organizational developments taking place.

The Line Manager who acts as a communication merger between the headquarters and the different subsidiaries of the company also make it really difficult to get along as the role is not specified and the person appointed fails to communicate with the line so effectively.

Training and development is again of the most important areas, which pose a serious concern to the employees of the company No Name. The company has no specific training and development modules, which make it very difficult for the workers to adapt to the changed atmosphere of the working of the company (Salas et al., 2012). The new workers who have no knowledge of the working style of the company and the workers who are migrating from other working fields or companies find it very difficult to adjust here inspite of the brand name that the organization possess.

Increasing Communication

There is no performance appraisal and no appraisal given to the workers for their better performance at the monthly basis. The workers who are working for the subsidiary branches are not

There is no effective HR Policy that makes the communication of the employees effective. In addition, the HR manager appointed cannot control the whole of the subsidiary branches by being at the headquarters which again pose a serious threat. The people working for the branches other than the headquarters suffer a lot due to the problem related to the appraisal and performance bonus that the company fails to address.

All these issues are the number of problems that are faced by the HRM team in the No Name Company and needs to be addressed at the earliest level. As an International HRM, it is of real importance to address the issues with immediate effect.

As a Human Resource Manager, the most important task is to focus on the problems that the company is facing and to resolve it according to the capabilities of the workers in a stipulated period. The HRM should ensure that the problems that the company is posing as a serious threat needs to be included in the overall planning strategy so that the concerned team as well as the HRM himself can find the problems related to it.

One of the basic problem of the company is to increase the communication between the employees and also among the employees and the management of the higher authorities. The increase in communication can lead to a number of benefits of the company and can also impact on the Organizational culture that the company is lacking inspite of the great initiative that the company authorities are trying to give. The communication of the employees can be increased by means of making the people of the organization active in their participation and also by engaging themselves in different forms of creative works outside the realm of professional font. The communication of the employees can increase also with better HR practices that are also missing in the concerned company.

The HR Manager of the company has tried its best in ensuring proper communication of the employees but the regulation of the problem needs serious attention of the authorities with effect. The engagement of the employees in tasks related to the company and also making sure that the company employees are actively participating and noticing the work and promoting the efforts of the other employees is also worth mentioning (Saleem & Khurshid, 2014).

Diversity Management

Another remedy that can be given to the problem of diversity management is to make sure that all the people of the company get equal opportunity from the management in terms of their diverse origins and ethnicity. Following the policy of the company that upholds the policy of No Discrimination and giving equal oppurtunities to all the people irrespective of their origins should be taken into consideration and put to action by immediate effect.

Training and development should be included in the module of work of the company as without training and development programmes it is fairly impossible for the new workers as well as the workers from a different company atmosphere to adjust without any support. The notion of noncompliance of senior employee in terms of the junior employees and not getting associated with them and teaching them the tricks and plans of the enterprise is to be removed with immediate effect and needs to be replaced by the overall healthy relationship between the segments of employees.

Performance appraisal should also be dealt with equal importance in the company. A workers when is accustomed to appraisal for their better work and performance delivery is expected to work better in every aspect even if that requires him to compromise on the other matters (Bernardin & Wiatrowski, 2013). As in this case, there is no performance appraisal associated with the company, the workers find it very difficult to cope with the mind and do the work with effectiveness.

Quality of the parts should be maintained by the company and should be bought to immediate notice to the authorities as without quality products, no customer will be interested in collaborating with the company and making better parts for the clients. The parts that are being manufactured in China and Vietnam are of low quality that needs to be associated with the term that the part should be made of high quality in order to cater to the international standards.

Organizational culture needs to be uplifted by the management of the company as without a good culture, the performance of the employees can take a backseat. The employees would not be interested in coming to office and making progress in terms of both professional fronts and office environment. The organizational culture needs to be really well for the companies in order to get the attention of the new applicants and also retaining the old employees of the organization (Alvesson, 2012).

Training and Development

The Line Manager should be made more responsible for the better communication between the subsidiary companies and the headquarters located in Australia. The attitude of the employees should also be taken into consideration while formulating the plans for the company welfare. All the members of the company irrespective of the fact that the company is facing loss should maintain a positive attitude. If positive atmosphere prevails in the overall office surroundings, it is inevitable that the company will be more motivated to work for the company and be productive in the coming days.

Lastly, the innovation that the company likes to bring should be encouraged by the companies as without the concerned innovation in terms of both technical and organizational association, it is really not possible to make a profitable organization in the period. Moreover, according to the recent statistics of the company, the increase in shareholders profit and share market price is of prime importance to make the company stand tall in the market full of competition.

As a HRM Manager, it is of prime importance to frame a plan in order to cater to the needs and requirements of the company. Any firm needs a proper plan in order to make sure that the organization is working on a regular basis with equal zeal and energy. The problems stated in the company should also be dealt with the implementation of proper planning and programming. The planning should be done in accordance to the given structure

All the above measures and recommendations should be taken into account and should be considered within the time frame of 2 to 3 months from the day of giving and recommending the instructions. The implantation plan should be made with the motive of following it at all cost and should be made to action with immediate effect to save the aircraft company No Name from collapse.

Reference

Alvesson, M. (2012). Understanding organizational culture. Sage.

Bernardin, H. J., & Wiatrowski, M. (2013). Performance appraisal. Psychology and Policing, 257.

Block, J., & Block, J. H. (2014). The role of ego-control and ego-resiliency in the organization of behavior. In Development of cognition, affect, and social relations (pp. 49-112). Psychology Press.

Carle, S. (2012). Employment discrimination.

Coghlan, D., & Shani, A. B. (2014). Creating action research quality in organization development: Rigorous, reflective and relevant. Systemic practice and action research, 27(6), 523-536.

Dixon, N. M. (2017). The organizational learning cycle: How we can learn collectively. Routledge.

Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.

Heberlein, T. A. (2012). Navigating environmental attitudes. Conservation Biology, 26(4), 583-585.

Pomaki, G., Franche, R. L., Murray, E., Khushrushahi, N., & Lampinen, T. M. (2012). Workplace-based work disability prevention interventions for workers with common mental health conditions: a review of the literature. Journal of occupational rehabilitation, 22(2), 182-195.

Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), 74-101.

Saleem, I., & Khurshid, A. (2014). Do human resource practices affect employee performance?.

Shockley-Zalabak, P. (2014). Fundamentals of organizational communication. Pearson.

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