HRMG5064 People Management And Organization Assignment Sample
Introduction
With increase of merger and acquisition, businesses are required to have control and organisation on the firm strategies as well as on the human resources since, global exposure lead to cross-culture diversity within the businesses.
It is being identified that concerns of culture, dialect, work systems, as well as other disparities amongst expert trained personnel as well as common workers from diverse nations, regions, as well as populations arise as a result of this dynamic of job mobility across nations.
In the case of Pyramid International Company (PIC), this company is MNC that is based in UK in which employees from different nations, cultures are working together and maintaining the diversity.
The task is to identify the challenges PIC is facing in cross-border recruitment, establishing work environment and leadership and providing strategies for people management through using different models like Hofstede model, manage change through Kurt Lewin’s model.
The key issues to be developed in the study are cross-cultural challenges emerging in the chosen firm, difficulty the firm is having in recruitment and deployment of employees internationally and the existing leadership approach that needs to be altered.
The essay will have categorised in different sections, wherein the evaluation begins with proposing fun working strategies for PIC, discussing key challenges in recruitment and deployment of employees internationally and proposing different ways that will help the firm in addressing the issues.
Afterwards, the study will evaluate ineffectiveness of transformational leadership for PIC in the global work environment and assist business to manage change. Further, the last sections of the study will put light on how employees can gain benefit from diversity of culture in PIC and ways to use emotional intelligence to enhance motivation of the workers.
Analysis
Proposing two fun strategies for PIC Ltd
As per the view of Michel et. al. (2019) a culture of fun at workplace seems to be a fundamental component of worker contentment; it allows workers to provide a better attitude, experience increased degrees of satisfaction, as well as possess improved psychological wellness.
Worker satisfaction is associated with decreased attendance, staff turnover, as well as work-related mistakes across companies with increased values of worker happiness.
In the context of PIC, involvement of different culture and nationalities of workers could have stress of work and understanding each other that could affect their performance. For that purpose, following are two fun strategies at work that will be implemented in PIC;
Indulging in fun team building activities
In PIC, employees of different cultures might find challenging to work as they have different opinions and thought process that can affect their internal communication and teamwork. Therefore, teambuilding strategy will help in aligning the workers and introduce them with each other in more fun manner (Tews and Noe, 2019). http://HRMG5064 People Management And Organization Assignment Sample
Team-building exercises which have some planning, abilities, as well as teammates cooperating may be quite beneficial in fostering a positive work atmosphere. In this strategy, activities like icebreaker questions will be formed; different team games will be included on different occasions so that employees of PIC can get sense of fun projects and more enjoyable work environment.
Encouraging public recognition and small wins
This kind of fun strategy will enable the employees to make more effort in the work and productivity so that they can accomplish daily targets and recognition will encourage them. People in PIC who feel comfortable regarding oneself as well as their profession are an important part of a pleasant work environment (Schmidt et. al. 2020). http://HRMG5064 People Management And Organization Assignment SampleWhilst significant achievements must be recognised in order to boost staff morale, modest victories may be simply as powerful for cross-cultural groups in PIC.
These two fun strategies in PIC can assist workers from different nationalities and culture to communicate more often by arranging these activities and celebrating small wins will improve the team work culture and they will likely to know each other better.
Reflecting on the difficulties of differences from culture and personality that can influence proposed fun at work project
However, it is worth noting that certain employees in PIC from other nationalities could be less willing to speak out. Throughout the midst of discrimination or unfavourable cultural preconceptions, integrating ethnic groups can indeed be tough. Spanning cultures as well as languages, corporate engagement might be misconstrued or challenging to comprehend (Bakker et. al. 2020).http://HRMG5064 People Management And Organization Assignment Sample
This could have negative influence on the proposed fun at work project since lack of willingness and sense of participation will restrict them to involve in the fun at work projects or above mentioned strategies. Further, culturally diverse groups could be innovative, but they also tend to have the greatest disagreements, uncertainty, as well as misunderstanding that cannot be solved with the abovementioned strategies.
Critical discussion of challenges involved in cross-border recruitment and deployment
In the PIC, diversity is aim to be maintained that strategies for involving employees from different cultures, ethnicities and nationalities, however recruitment for cross-border workers could be challenging. Following are three of the major challenges PIC involved in cross-border hiring as well as deployment;
Challenges in adaptability
The immediate problem may appear in PIC to be finding an individual who is flexible to worldwide marketplaces as well as new customs whilst also being eager to pack up as well as migrate to a different country (Shire et. al. 2018).http://HRMG5064 People Management And Organization Assignment Sample PIC mainly recruits their candidates through online as well as offline channels and cross-border recruitment might lead to targeting candidates that might not fit the job in terms of adaptability.
Cultural differences could affect single approach
Another challenge in deploying the employees in international firm from cross-border recruitment would be differences in culture that might affect the single approach of managing people in PIC.
It can be challenging for the firm to manage people from diversity with the strategy based on UK market as their home nation. Further, this will also emerge challenges to understand the customs and norms of PIC leading from cross-border recruitment.
Benefits stability
Newly hired workers in PIC might want the guarantee of full, ongoing benefits covering in addition to being reimbursed. It is tough to know what the average seems to be from nation to nation on everything from holidays to incentives to medical services (Stringer et. al. 2021). http://HRMG5064 People Management And Organization Assignment Sample
To retain workers entire, the acquirer that is PIC Ltd must develop a location-specific rewards approach as well as a method to administer the international rewards scheme of preference.
Ways through which the challenges can be addressed
Managing the challenges in cross-border hiring will be essential for PIC to ensure effective selection of employees from different nation and cultures. Following are some of the strategies that will help in addressing the challenges;
- The overseas candidate’s orientation program must contain useful knowledge regarding their new nation’s values that is UK. It would not only assist new workers assimilate swiftly as well as seem at ease throughout their unfamiliar setting, however it would also assist candidates have a pleasant hiring process of PIC. An overseas employee’s on boarding must be comparable to that of a domestically hired worker because it will explicitly define job requirements as well as business history (Kabwe and Okorie, 2019). http://HRMG5064 People Management And Organization Assignment SampleNevertheless, some topics, including business culture, collaboration, technological standards, as well as any related labour rules and practises will also be helpful in addressing the challenges of cultural differences.
- PIC seeking to develop worldwide must be conscious of the various variations of the recruiting technique: a single strategy based on a single regional collection will not inevitably result in international market (Pessach al. 2020).http://HRMG5064 People Management And Organization Assignment Sample Factors including educational attainment, standard of living, as well as job circumstances should all be considered.
- To retain workers entire, the acquirer that is PIC Ltd must develop a location-specific rewards approach as well as a method to administer the international rewards scheme of preference.
Critically discussing why transformational theory might not be effective in global work environment in the context of PIC
Transformational administration is a prominent leadership approach in which executives seek to encourage and motivate employees to connect their own objectives with the performance of the company by involving the workers in decisions.
However, in PIC, operating at the global level and sourcing international employees question the effectiveness of transformational theory in the global environment as universal approach. In this context, Andersen, (2018) identified that organisations that as universal approach and mainly in global organisations transformational leading approaches put a reliance on all workers synchronising their aspirations as well as activities, that can create minor argue appear far more significant. If PIC operates on the premise of all approving, someone who expresses concerns risks causing a division throughout the organisation and facing negative consequences from cross-cultural element (Bonsu and Twum-Danso, 2018).http://HRMG5064 People Management And Organization Assignment Sample
The most difficult aspect of M&A incorporation in PIC is encouraging staff to collaborate effectively throughout leadership tiers. The leader of PIC will almost certainly confront several challenging cross-cultural leading issues as a consequence of globalisation, population changes, as well as international talent movement: enormous variances in worker cultural standards, recruiting as well as retention of cross-cultural expertise. In this context, transformational leadership theory is not universally acceptable for managing people from different cultural background (Du Plessis et. al. 2020).
On the other hand, it is being identified that out of emotions, transformative leaders can make ineffective decisions and in the context of M&A of PIC and cross-cultural work environment, this can lead to partiality towards one group of people. Although transformational leaders might excite adherents or people and perhaps even boost morale, it is not appropriate for all situations. It is indeed probable that a transformative leader will not be an efficient source of motivation in PIC where people from different cultural background regard their leader as somebody like themselves because followers would rely on their own beliefs rather.
If integrated in PIC, transformative leaders might invest time with the teammates to assist them improve their respective talents and abilities that might lead to partiality. Certain executives could provide additional attention to staff that is more important to specific tasks, leading others looking left out and instead neglected in the context of merger and acquired company (Rizki et. al. 2019). Partiality by transformative leadership could result in inadequate staff growth as well as even internal turmoil if certain co-workers believe their passion as well as dedication is not even being appreciated. The most difficult aspect of M&A incorporation is encouraging staff to collaborate effectively throughout leadership tiers; this is considered not accomplishable from transformational leadership. Instead in the context of PIC, transactional leadership will be effective to manage cross-cultural teams and maintain their outcome aligned with the organisational standards.
Discussing how Kurt Lewin’s model of change could assist managers of PIC to adapt sociable and relational work ethics
To manage employees from different cultural and national backgrounds after M&A is essential for PIC to adapting to social and relational work ethics. In the context of PIC, the change in work culture and involving diversity in the workplace could lead to resistance of change that could affect the developed strategies and work performance (Johnson and Hackman, 2018). In this situation, three stage framework of change by Kurt Lewin could assist executives of PIC to prepare home and host nations.
By integrating the stages proposed by Lewin in the model that unfreezing, change and freezing will assist managers to adapt to relational ethics at work by creating the culture of diversity. Unfreezing the existing condition entails determining a company’s intention to change is the first stage (9m consulting, 2018). The phase two entails migrating by causing disruption throughout the present circumstances. It occurs while the individuals involved resist using conventional as well as standard techniques to running the business and instead continue to use adapted current strategies.
Refreezing-According to Lewin’s paradigm, this is the ultimate stage of action, which involves the entire determination with stabilisation of the transition stage.
PIC managers spread authority amongst workers as well as take the weight of change by preparing workers to adapt to the new surroundings through changing framework, workflow, as well as value, progressively increasing employee engagement throughout the company’s progress (Johnson and Hackman, 2018). The successful change methodology would be beneficial since it will completely replace the present viewpoint, culture, as well as vision with a new approach, allowing cross-border employees and workers of the home nation to perform productively throughout the new surroundings.
Figure 1: Lewin’s change management model
(Source: 9m Consulting, 2018)
PIC’s ethical standard will prohibit any form of extravagance in categorising individuals depending on cultural identification. The major goal of managing diverse cultures via an ethical standard would be to draw into the diversity’s power to employ for the firm’s active progress and expansion. The complexity of change in PIC will include resistance towards the change process, ineffective leading approach and cultural differences that affects communication (Zhang et. al. 2022).http://HRMG5064 People Management And Organization Assignment Sample
In the home nation that is UK, influence of political stability for cross-border labour mobility and legal environment would require suitable model of change management. Kurt Lewin is being considered effective for PIC; however, it will not be effective for the firm in terms of developing and implementing strategically changes for managing diversified team and improve their motivational level.
The complexity of change in PIC will include resistance towards the change process, ineffective leading approach and cultural differences that affects communication. Therefore, managers can also focus on Kotter’s change management model that will improve the communication at every stage which will align the employees of PIC in effective manner (Burritt et. al. 2020).http://HRMG5064 People Management And Organization Assignment Sample
How workers from different cultures can take benefit of cultural diversity at PIC
Hofstede’s five dimensions include; individualism/collectivism, power distance, uncertainty avoidance, as well as masculinity/femininity (Vora et. al. 2019).http://HRMG5064 People Management And Organization Assignment Sample This can be considered by PIC’s employees to gain benefit of cultural diversity in the firm.
It is being identified that any nation has specific dimensions from Hofstede’s model that can be recognised by employees before moving from their nation and work in PIC, UK. This model will help the workers in able to recognise the distinctions in culture throughout nations as well as the methods in which business is conducted in various cultures. Cultural significance characteristics assist employees in comprehending and making set of shared values.
Such factors from Hofstede can give workers with a personal viewpoint on culture and also a view of how their cultural is perceived by others in PIC that will help them adjusting in new environment (Beugelsdijk and Welzel, 2018). http://HRMG5064 People Management And Organization Assignment SampleVarious societies deal with various aspects of diversity in a variety of ways, whereas various ethnicities deal with these variations in a variety of ways as well.
Having a basic understanding of such topics can assist employees in determining their cultural experiences. It makes the encounter less unclear as well as perhaps harmful. These are, nonetheless, frequently perceived as invisible as well as below the surface; therefore, after employees have adapted to the cultural characteristics, they feel more relaxed and therefore do not notice the cultural differences.
People can enhance their abilities and abilities in a company that is culturally different. Someone with a varied variety of ideas as well as experience can benefit from a larger group of peers. It can also help with problem-solving skills, as well as pleasure as well as efficiency.
Further, cross-cultural communication can be taken as opportunity by the workers of PIC to learn from others. Employees can enhance their abilities and skills in a company that is culturally different. Someone with a varied variety of ideas and experience can benefit from a larger group of peers.
By enhancing knowledge of company culture and national culture, employees from different background can make the process of work easy by have prior understanding and awareness of the work environment.
Further, workers with comparable intellectual qualities will spend a significant amount of time addressing difficulties (Chun et. al. 2021). http://HRMG5064 People Management And Organization Assignment SampleAs a result, cross-cultural communication should be integrated for diversified staff. The fundamental reason for this is because a varied staff will come up with a variety of answers to a problem.
This seems to be necessary since it will conserve time, resulting in increased production. People with various backgrounds can have different perspectives, viewpoints, as well as experiences.
However, by reflecting on challenges around culture entrenchment, ethnocentrism, and cosmopolitanism, it can be stated that cultural miscommunication is the common challenge that can be present in PIC. Comparable instances of possible cultural misinterpretation exist, with various cultures seeing some actions different include the use of different languages in the firm by global workers, resistant to change, rigid structural design of PIC and so forth (Bukowski and Rudnicki, 2019).http://HRMG5064 People Management And Organization Assignment Sample
When ethnocentrism is permitted to penetrate a company, favouritism, marginalization, as well as exclusionary conduct frequently leads in intra – team conflict. When there is a lot of disagreement throughout the company, effectiveness and productivity decline.
How emotional intelligence presented in David Goleman’s model
As stated by Gransberry, (2021) emotional intelligence, which is around controlling emotions, is arguably more vital than behavioural insight. Emotional intelligence is among the most important leadership abilities.
The use of emotional understanding in a global as well as multicultural organisation boosts the organization’s long-term performance possibilities. Emotional intelligence deficits hinder team effectiveness and therefore can result in lower productivity as well as higher attrition levels throughout the workplace.
Motivation of cross-cultural groups and the entire employee set of PIC are essential to ensure the growth and success of the firm in global environment, in this context emotional intelligence can be used in different manner to motivate the workforce (Neupane, 2021).http://HRMG5064 People Management And Organization Assignment Sample
As seen in the below image there are five components of emotional intelligence by David Goleman’s model; self-awareness, social awareness, self-management and relationship management that can majorly focus in PIC.
Figure 2: Five components of emotional intelligence by David Goleman’s model
(Source: Wallbridge, 2021)
Self-awareness is critical in the development of collaborative leading practise since it aids in knowing one’s own qualities as well as limitations, as well as the influence of one’s feelings on the group’s motivation and efficiency (Wallbridge, 2021). http://HRMG5064 People Management And Organization Assignment Sample
Operating throughout a PIC-multicultural workplace can elicit powerful emotions that might disrupt the firm’s work culture. As a result, self-awareness can be vital to counterbalance such intense emotions that might aid in responding in a humble manner with workers, this will help in motivating the workers.
Self-regulation helps in having effective control and management to make decisions more effective rather than having emotional judgements. It will aid in avoiding employees from categorising others based on their cultural backgrounds, hence increase staff motivation and morale.
If something goes incorrect throughout the organisation, self-regulation necessitates keeping oneself responsible. It will help raise employee motivation since they can see that the identical set of regulations are enforced uniformly all across the firm. Self-regulation is the ability to manage one’s feelings when delivering a personal tirade.
Emotional intelligence includes social abilities, which aid in the development of shared leadership practise (John and Niyogi, 2019).http://HRMG5064 People Management And Organization Assignment Sample
The social competence aids in successful dispute settlement between teammates in PIC that will help in enhancing working in an environment surrounded with effective team members who have skills to deal with difficult tasks which provided workers a motivation to work hard.
Therefore, in PIC, emotional intelligence can be used by leadership for creating a motivated culture. This can be used in integrating communication and self-awareness activities that will help in understanding the performance gap of employees and improvement area. Afterwards it can be used as training opportunity to fill the gap that will encourage the employees by developing their skills.
Conclusion
By summing up the analysis, it can be inferred that concerns of culture, dialect, work systems, as well as other disparities amongst expert trained personnel as well as common workers from diverse nations, regions, as well as populations arise as a result of this dynamic of job mobility across nations.
The study was based on evaluating the challenges PIC is facing in cross-border recruitment, establishing work environment and leadership and providing strategies for people management through using different models like Hofstede model, manage change through Kurt Lewin’s model.
In the context of PIC, it has been identified that involvement of different culture and nationalities of workers could have stress of work and understanding each other that could affect their performance.
Therefore, the firm is suggested to include two major fun strategies; indulging in fun team building activities, encouraging public recognition and small wins. Apart from this study has also concluded that to retain workers entire, the acquirer that is PIC Ltd must develop a location-specific rewards approach as well as a method to administer the international rewards scheme of preference.
While evaluating the effectiveness of transformative leader it has been identified that this approach will not be an efficient source of motivation in PIC where people from different cultural background regard their leader as somebody like themselves because followers would rely on their own beliefs rather.
Further, Kurt Lewin model can be used for change management, and emotional intelligence can be used by leadership for creating a motivated culture.
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