Diversity and Culture Management
“No Name” Aircraft is a company from Australia. Besides Australia, it operates in China, Vietnam and Singapore. It is understood that when companies operate internationally, it have to manage the performance of all the countries. In recent times, it founded that company is only concerned about organizational profits these days. In the given case study, various concepts of human resource management is discussed. Taking those concepts into the business, company faces various issues. Culture and diversity management is important aspect of companies operating internationally. There are several issues that companies face when operating across different culture. However, it is important criteria that HR team is required to kept in mind. The first section of the essay begins with diversity and culture management. When companies operating in different countries, it is required to set some standards based on which performance is measured. Further, discussion is carried on the international performance management. When employees move to other country, it is essential for company to provide training but the organization fails to address this issue that is being discussed in the essay. At the end of the essay, recommendations are p[rovided to address these issues.
In today business environment, organizations are operating globally. It is required by the organization to carefully plan and manage the people from different cultural breakdown. Diversity can help the organization in creating competitive advantage by adding numerous benefits in organization operating in several countries. In this regard, (Sonnenstuhl & Trice, 2018) states that it is essential to manage the employees of diversified people in the organization. It is true that effective communication is necessary for those organizations especially who are operating internationally. There is need of time-to-time communication so that any change occurred in the organization come to the notice of the management instantly. It is seen that some organization faces many problems due to lack of communication. However, sometimes employees are not able to work properly due to the lack of instruction provided to them. It is seen in the case study there was no tolerance level between employees of different generation.
It is important for companies to recruit disable person also so that organization can become effective diversified organization. In aircraft industry case study, it is founded that they do not recruit people who are disabled. Managers in the organization are not concerned about the job application of disabled persons even though their skills are valuable for the organization. In this regard, (Rijamampianina & Carmichael, 2018) states that there should be no discrimination for the disabled person in the organization. in today’s time, various big companies are giving employment to disabled person in the organization that are in the top list for providing better employment opportunities.
International Performance Management
Human resource department in the organization is responsible for making effective set of policies that helps employees to know each other well (Sabharwal, 2014). In this regard, Elton Mayo theory of human relations states that it is necessary to maintain positive relationships among the staff members in the organization (Bruce & Nyland, 2011). It is rightly said because no organization can succeed when its employees are not happy and collaborative at the workplace (Tjosvold, 2017). Employees in the organization are required to understand each other better and value the diversified people that work throughout the company. It is necessary because interaction of diversified people leads the members to know various members perspective. Diversity is a form of practice that provides a way to know various cultural background people within each subsidiary, headquarters and across the subsidiaries. If organisation adopts those practices that do discrimination between people, who are working together leads to harmony among the members. Therefore, organization should know the value of diversified people in the organization that can add several benefits (Armstrong & Taylor, 2014).
Performance management is a core attribute of the organization by evaluating the performance of employees. It is a process of identification, measurement, and development of performance of employees by aligning the performance with strategic goals of the organization. When organization is operating in different countries then it is necessary to appraise the performance of the employee’s time-to-time. In order to understand the performance gap in employees, it is necessary to follow certain procedure for appraising the performance. While appraising the performance of employees, it is essential to take all the factors in consideration. However, in given case study, aircraft industry economic factors were not considered that puts impact on the target of the business. Due to this, the company was facing pressure in terms of high cost and higher expectations in Australia. Therefore, in order to make the performance appraisal effective, it should follow certain procedure (Luthans & Doh, 2018). Aircraft industry has no certain measures on which the performance is measured. In order to manage the performance of different employees, it is required by the organizations to set some goals so that it becomes easy to check the result after completion of projects. In this regard, goal theory suggests that employees should be provided specific goals so that they work hard to achieve that goal (Marchington, Wilkinson, Donnelly, & Kynighou, 2016). After completion of the project, it is required by the companies to measure the performance and find the gaps in the performance. If companies are working internationally, it is essential for companies to set some standard so that performance can be measured based on that.
X and Y Theory of Human Resource Management
When employees are transferred to any other location, it is necessary for some appraising their process. It is understood that employees are sent to some other location so that they can learn the new concepts and cultural backgrounds of various people working in the organization. Based on this, it is required to follow certain performance appraisal for that employee (Deresky, 2017). However, “No Name” Aircraft do not follow any such procedure for the expatriates. Company faces various issues in managing the performance of international companies. It is better to appoint an expert who can handle the performance management issues.
X and Y theory of human resource management states the two type of employees in the organization. “X” employees are those who need supervision at work on the other hand Y employee are those who motivate internally to work (Bratton & Gold, 2017). It is required by the organisation to motivate both types of employees by provided certain incentives. When employees are working internationally, they sometimes become lazy due to lack of supervision. These employees require some sort of supervision so that they get motivated and improve their skills. Employees who are working internationally specially require time-to-time motivation to increase the productivity at work. These employees are not motivated at work due to the dislike of work or they avoid their responsibility. Therefore, these employees need to be motivated by making the work interesting. On the other hand, Y employees are those who have positive mind-set for work. These employees take the responsibility and complete the work allocated to them (Brewster, Houldsworth, Sparrow & Vernon, 2016). The appraisal of these employees is needed to be regular so that their motivation level do not disturb. For these employees, appreciation can play an important role, as these already like the work.
Training and development is the most important aspect of Human resource department in an organization. Training helps the employees to learn various new aspects that affect the organization. Training keeps the employees updates regarding changes going on in the outside environment as well as internally. In today’s fast changing environment, there are significant changes that occur in environment. These changes require the organization to train its employees regarding those aspects. Training helps the employees get the desired skills that are needed for particular task (Freeman, Herriges & Kling, 2014). By providing training to employees, the weakness of the employees turned to their strength. Due to this reason, organizations having better training opportunities help its employees to execute their idea in a better way. Sometimes, it also happen that due to the frequent requirement of training, cost of the company increases and it is not able to generate profit from that. Organization having branch in various countries are more required to provide various training sessions for employees.
Training and Development
Training helps the employees and organization in various ways. When proper training is provided to employees to learn new concepts, they take it with interest. This in turn boosts the morale of employees in the organization. As soon the morale of employee’s increases, they work by putting more efforts in the next project. Whenever employee joins the organization, it is necessary to provide orientation training in order to familiar with the organization policies and various people (Shields et al, 2015). This training plays a major role in international organization so that they can know the different cultural background people. In the “No Name” aircraft, employees are not aware of the opportunities that are available for their future as well as senior manager is not concerned about the junior members. They do not develop them because of the fear of their post. This is not the right thing that organization senior manger is taking. In spite of this, senior manager should be supportive enough to provide the opportunities to junior level to move in the higher position (Petryni, 2018).
Learning theories describes a particular manner in which the information has to be absorbed, processed and retained at the time of learning. Training is provided to the employees based on their behaviour. Organizations provide training to the employees in order to make necessary changes. Behaviour learning focuses on a particular behavioural pattern in repetitive form until the employees gain it. The changes in learner totally depend on the instructor. Therefore, instructor should use such innovative tools so that the learner easy grasps the changes. Other than, behaviour changes there are two changes required to address through providing training. Cognitivism approach depends on the changes in behaviour by developing the cognitive abilities of individual. It basically indicates the thought process doing on in mind of learner. At last, constructivism describes the method in which knowledge is built. Employees require all these three approaches when they are working internationally.
Various organizations have operations in different countries. Many times, employees are required to go to other country for work. It is obvious that many times employees are not familiar with the working of other countries. Therefore, it is required to provide training to employees before moving to other country. The employees need expatriate training when moving to other location (Kostal et al, 2017). In the given case study, although training was provided to employees but it was only limited for half day. In this less time, employees even grasp the method of other countries better. In this way, training plays an important role in the performance of employees. If employees are given better opportunities for training, they will be in better position to work under any circumstance. In today’s time, organizational changes are occurring frequently; therefore, there is no expert to provide training to employees in an efficient way. Besides this, when companies are operating internationally, then there should be one expert who knows the working criteria of every country. if employees are provided better training, employees of aircraft industry not faced problem while moving to Singapore. In the case study, when employees were moved to Singapore, there was no training available. It is understood that employees in lack of training not able to perform better with efficiency.
It is seen that “No Name” aircraft is facing various issues related to management of culture diversity, international performance. Besides this, training and development is also a field in which No Name aircraft is not successful. In order to remove the communication breakdown between various management and team, it should start arranging diversity-training program online for employees. Through this online training programme, employees can learn the various aspects about different culture. Besides this, in order to address the issue of communication among team members, it should discuss the importance of working in team, the benefits that they can derive from the team member (Jean, 2016). Leader in the organization should adopt effective leadership styles so to effective lead the employees. Before working on any project, there is need to make the employees understand about the outcomes that are expected from that. In order to ensure this, organization should devise clear set of policies so that employees can understand each other. Human relation theory also states the same that better relationship among employees is an important factor that directly related to the productivity (Albrecht, Bakker, Gruman, Macey & Saks, 2015).
Regarding performance management of employees working internationally, it should start following criteria for appraisal of employee’s performance. It should clearly set the same standard for every country. By doing this, it will be easy for company to evaluate the performance of employees working internationally. In order to generate the productivity of employees, it can see the performance of employees on regular basis. The performance reviews should be taken at every subsidiary rather than following it in only one country. From the case study analysis, it is founded that No Name Aircraft has not considered all factors. Due to this, the cost of the company was increased. Addressing these issues, it is essential for the company to consider all the factors so that it does not face any pressure.
Training and development of employees is an important area in every company. Employees of “No Name” aircraft are facing various issues when they move to another country. In this regard, company should provide training when they move to another branch. This will minimise the problems that employees faces when they move to another branch. Besides this, organization should recruit the potential manager who can develop their skills and knowledge that helps in development of employees and the organization.
Conclusion
In the limelight of above discussion, it can be concluded that “No Name” aircraft is facing various issues and challenges related to culture and diversity management, training and development, international performance management. It is not able to management various cultural background due to communication breakdown. Quality was the one such issue that is faced by the aircraft industry. In order to address this issue, there is need to adopt several new strategies that helps the employees of “No Name” aircraft to know the importance of working in team. Diversity training program can also prove to be beneficial for the employees to know various cultural backgrounds. Besides this, it also faces issues regarding management of international performance. There are no specific criteria for measuring the performance of employees. Therefore, establishment of certain criteria for performance appraisal can be helpful in improving the productivity from the employees side. Decisions are required to be made at each subsidiary so that performance gap can be easily analysed. Training is also one such importance practice of human resource management. Whenever any employees are shifted to another subsidiary, there is no training facility for that employee. Due this, employees faces issues in handling machines as well as in interaction with other cultural background employees. In order to address this issue, it is required by the company to provide expatriate training to employees before leaving Australia or any other subsidiary.
References
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