Leadership in a changing context

” Specialists in this field only “1. I have assignment. 2. There are several comments by the professor, I hope you read it well and then do the necessary action. 3. The professor comment attached. Good luck
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Ass 2 Report Hand in date 11th January 2018
Please find below the instructions for the 2nd assignment, which is due for submission via Turnitin
Please find the Turnitin Link for this assignment by clicking the ‘Submit your work’ button on your left. I
hope that your first assignment works out well for you, and that you have (had) a nice experience.
Envision you are promoted to be the head of the HR department with subsidiaries in China, India and
Germany. Feel free to consider the realistic conditions of your previous employer; alternatively, create
an imaginative scenario. In any case, please briefly describe the underlying conditions in your
introduction.
1. For your future role you are tasked to produce an internal report to your management in which
they ask you to describe your employee’s involvement strategy. The management wants to
make sure that team work, motivation, involvement and work performance is very high across
all the locations. Please clearly identify which opportunities can arise from that, but also which
challenges do you associate with working across the involved cultures. Please do provide related
context information in the introduction.
2. In particular, you want to address relevant issues around leading/managing people in those
countries, if you can see clear preferences for certain communication styles, are those
associated with cultural patterns (of all underlying cultures), and if so, do those advance or
hinder the unfolding of good cooperation within these dispersed cross-cultural teams? How do
you envision communication taking place (face-to-face or virtually, and which issues do you
associate with those to formats? And, based on your own work environment, can you make
practically specific and relevant suggestions that you consider would help the future
cooperation? If possible, please do include the perspectives of the other cultures, as this will be
important in order for you to create a more balanced understanding of the underlying case.
3. Following the seniority of your position and the target audience – the management of your
company – you are required to academically substantiate your proposed considerations and
solutions. Please do include academic and non-academic sources that can advance your case. In
any case, do use proper referencing. While you can choose which referencing style you follow,
you are encouraged to employ ONLY one referencing style, and, hence, need to make sure
that you fit all references into that one style.
Your written document shall be approx. 3,000 words (+ 10 %), and can be organized along the
following structure (this is only a suggestion; feel free to choose your own structure):
Executive Summary (not included in the word count)
Table of Content (not included in the word count)
1.
Introduction
2. Theoretical exploration of potential opportunities/challenges (draw from literature, i. e. Bennett,
Hofstede, Trompenaars, Hall, etc.)
3. Discuss how the previously discussed opportunities/challenges fit into your underlying practically
relevant scenario. Do you see any confirmation of literature, or any contradictions?
4.
Conclusion
5.
Recommendation
6.
References
7.
Appendix
You will be assessed along the following criteria:
Along structural requirements of senior management report, such as the above mentioned structure.
Along formality requirements such as the ‘look and feel’ of your work with attention to detail in form of
page numbers, chapter/headline numbering, ‘breathing space’ of the page, length of paragraphs (max
10 lines), referencing format, and stringent application of chosen formats such as line spacing between
chapters and subheadlines. Along quality requirements, such as the relevance of your executive
summary, your Table of Content, your Introduction, your literature review with sufficient references, the
quality of the application to the content and formatting requirements of the Harvard Referencing
System, your ability to display critical thinking and reflection in your submitted work, the quality of the
discussion, your ability to conclude and the depth and relevance of suggested recommendations. Finally,
you are also assessed along your ability to fit everything into a word count of 3,000 – 3,300 words.
Please make sure you comply with the above requirements, as this will ensure a high grade for you.
Al Kayoomi 1
Leadership in a Changing Context (HRMM058-AUTSD)
Tutor
: Mr. Samer Yamak
Name
: Abdullah Said Khalfan Al Kayoomi
Student ID : 16443187
Al Kayoomi 2
Contents
Employee Involvement Strategy ……………………………………………………………………………………. 3
Introduction ………………………………………………………………………………………………………………… 3
Literature Review ………………………………………………………………………………………………………… 3
Employee Engagement Tools………………………………………………………………………………………… 4
Teamwork Tools …………………………………………………………………………………………………………. 5
Employee Performance Improvement Tools……………………………………………………………………. 6
Company Overview……………………………………………………………………………………………………… 6
Implementation Plan ……………………………………………………………………………………………………. 7
Motivation Improvement Tools …………………………………………………………………………………….. 7
Challenges ………………………………………………………………………………………………………………….. 8
Non-Monetary Incentives ……………………………………………………………………………………………… 8
Challenges of non-monetary Incentives ………………………………………………………………………….. 9
Implementing Employee Engagement Tools …………………………………………………………………. 10
Challenges of Achieving Employee Engagement …………………………………………………………… 10
Implementing Teamwork Tools …………………………………………………………………………………… 11
Challenges of Implementing Tools that Enhance Teamwork …………………………………………… 11
Implementing Performance Improvement Tools ……………………………………………………………. 12
Challenges of Implementing Employee Performance Tools…………………………………………….. 12
Recommendation ……………………………………………………………………………………………………….. 13
Conclusion………………………………………………………………………………………………………………… 14
Al Kayoomi 3
Employee Involvement Strategy
Introduction
Employee involvement is vital for the success of any organization. This is because it creates a
conducive environment in which employees can speak out on the actions and decisions that
affect their work. As a result, this may improve their productivity in the workplace. Notably,
employee involvement does not refer to the goal of an organization but rather it is a leadership
and management philosophy of how organizations enable their employees to contribute to the
organizational improvement. In this case, the company has subsidiaries in other countries namely
Germany, China, and India. This might cause a major challenge of employee involvement due to
the differences in geographic location. The company should develop effective employee
involvement techniques that will ensure that all employees are actively involved in the
betterment of the organization. In order to ensure that this goal is realized the management
should enhance employee motivation, encourage team work, ensure employee involvement and
monitor work performance of all employees regardless of their work location. The organization
may reap several benefits from these strategies such as increased ownership and commitment
among employees, increase employee motivation and enable the organization to retain and also
attract the best employees.
Literature Review
Employee motivation is important for enhancing work productivity. Notably, motivation refers
to the intrinsic enthusiasm of an employee to accomplish work related activities. It is the internal
drive that causes an employee to take the required action. The most important thing is for
employers to find appropriate techniques of inspiring their work. There are two tools that might
help organizations increase employee motivation in the workplace. They include monetary and
Al Kayoomi 4
non- monetary incentives motivation tools. According to Borowski and Daya (2014), monetary
incentives comprise of pay rise, piece rates, contests, bonuses, commissions, sharing profits, and
contests. Notably, basic remuneration refers to the amount of money paid to the employee
irrespective of his or her performance. In order to ensure that employees are motivated, the
organization should thoroughly review employees’ salary to ensure that employees are not
underpaid. Employee bonuses are another monetary incentive motivation tool that may enhance
the productivity of employees. This is mainly awarded to workers that record outstanding work
performance.
The organization sells goods to consumers in various markets across the work. In order to
increase employee ownership and involvement, the company should introduce commissions.
Borowski and Daya (2014) define commissions as the share of an employee who has sold certain
goods and products. Offering rewards to employees is another monetary incentive that might
help organizationenhances employee motivation.
In most cases, motivation tools usually involve expenditure. However, there are tools that do not
require any expenditure but have a positive impact on employee motivation. Non-monetary
incentives are another motivation factor that may enhance employee involvement and
productivity. Some of the non-monetary motivation tools include offering employees several
feedbacks on their performance, job security, offering employee praise and recognition,
suggestion schemes, and job enrichment programs.
Employee Engagement Tools
Employee engagement is essential for the success of any organization. Training and development
is one of the employee engagement tools that may facilitate success of an organization. It may
act as an additional tool for increasing employment. According to Shah (2018), training of new
Al Kayoomi 5
employees begins with orientation. Notably, orientation has numerous opportunities such as
explaining organization policies, work schedules, and pay. Most importantly, it offers
organizations an opportunity to enhance employee engagement by explaining how employees
facilitate the mission of the organization.
Performance appraisal is an effective employee engagement tool that may enable an organization
to realize its objective. Notably, the organization should encourage the management to
incorporate employees in the process of setting organization goals. This tool ensures that all
workers clearly understand the intended goals. In addition, it encourages employees to accept
challenging objectives since individuals tend to be more committed in achieving goals that they
helped in setting.
Teamwork Tools
All employees should work together in achieving a common goal regardless of whether they are
working under the same business precise or spread across offices located in different geographic
regions. In this case, the organization may experience difficulties in achieving effective team
work since employees are located in different countries. According to McDuffee (2016), virtual
project management tools may foster team work in an organization. Some of the project
management tools such as Trello mainly aim at enhancing effective team work. However, the
organization should avoid complex tools unless they have an expert. Virtual brainstorming and
collaboration tools can also promote team work in an organization. The management may use the
tool in areas where employees are situated in the same office since clients are spread out to
various geographic locations. Notably, the tool enables employees to perform their duties in real
time.
Al Kayoomi 6
Employee Performance Improvement Tools
Employees are crucial for the success of any organization. As a result, it is important for the
organization to adopt effective tools and strategies that will help increase employees’
performance. Carrying out annual employee performance review may greatly help organizations
foster employee performance. According to research conducted by the University of Maine,
carrying out annual performance reviews enable organizations integrate institutional goals with
employee goals. It also enables organizations to effectively plan for employee promotion,
training, and development (Layne, 2016, 1).
Coaching is another effective tool that may help the organization enhance employee performance
and thus lead organizational success. Notably, coaching is an interactive and non-judgmental
process. Research conducted by the University of California indicates that both employees and
managers should create a performance plan that concentrates on certain performance areas.
Company Overview
The organization carries out business in its main headquarters located in Oman. Moreover, the
company has operations in three other countries namely China, India, and Germany. As the head
of the Human Resource department, I will ensure that all employees are actively involved in the
company’s operation in order to achieve its objectives. In order to achieve these goals, I will
ensure that work performance, motivation, and employee involvement is very high by utilizing
effective tools. These strategies will ensure that the company gains increased competitive
advantage in the highly competitive market.
]
Al Kayoomi 7
Implementation Plan
Motivation Improvement Tools
In order for the organization to effectively integrate these tools, it requires to create an
implementation plan. Monetary incentives are one of the most important tools for fostering
employee motivation. The company will offer employees piece rates, which involves offering
employees a certain amount for the pieces produced. The main objective of piece rates will be to
encourage all employees to work quickly and harder in order to produce more pieces. However,
the production supervisors will carry out frequent assessments to ensure that employees do not
comprise of the quality of the products.
Secondly, the organization will raise pay for employees that have worked for a lengthy time. In
addition, the company will increase pay to employees that have attained high production levels
as well as employees that have successfully completed training programs. Bonuses are effective
tools for raising employee morale. The company will offer bonuses to employees that have
achieved their sales quotas. It will also offer bonuses to various teams that have achieved their
production target and those that have completed their projects in time. The company will also
issue annual bonuses to long serving workers as a reward for their loyalty. Employees play a
vital role in realizing profits. In order to foster employee motivation, the company will share a
portion of the profits with the employees depending on their loyalty, job position, and
performance. Notably, the company prefers profit sharing since it gives workers a sense of
ownership and belonging. Finally, the company will utilize contests as a strategy of motivating
employees. They will be offered to production and sales personnel. The company will give an
additional bonus to employees that have recorded high production levels. In addition, the
Al Kayoomi 8
company will offer cash rewards to employees with the best suggestions that will make the
company a better work environment.
Challenges
The company will experience various challenges while implementing monetary incentives
motivation tools. One of the challenges is that monetary incentives create inequality in the work
place. In most cases, fiscal rewards are given to employees that portray exemplary performance.
Employees who are not rewarded may feel that they are treated differently thereby discouraging
team work. Secondly creating a well conclusive monetary incentive plan that incorporates all
departments is an expensive process that consumes a lot of time. In addition, it may be difficult
to create an effective plan that ensures that all stakeholders are satisfied. Thirdly, it is usually
hard for organizations to create monetary effective tools that are effective. The company may
experience difficulties is rewarding workers who work at home or those working outside of the
office. As a result, some employees may feel like the company does not appreciate their efforts
(Bhasin, 2017, 2).
Non-Monetary Incentives
Apart from monetary incentives, the organization should also adopt non monetary incentives.
They are incentives that cannot be offered in terms of money. These strategies may satisfy selfactualization and ego of the employees. Notably, the organization should offer employees
security of service. In most cases, job security greatly satisfy employees’ ego and make them feel
part of the organization. Employees will increase their productivity when they know that their
jobs are secure. As a result, the organization should roll out strategies that ensure that job
security is granted. The organization should also enhance employee motivation through praise
and recognition for employees that have showcased exemplary performance in their duties. In
Al Kayoomi 9
some cases, employee praise and recognition tends to be more effective than other incentives
since employees respond by giving their best in their respective jobs.
The organization will also create a suggestion scheme in order to motivate employees. This will
be achieved by taking and inviting suggestions from employees regardless of their job rank. The
strategy cultivates a spirit of participation from the employees thereby making them to feel part
of the organization. The company will publish articles written by employees suggesting ways in
which the organization can improve its work environment. The strategy will not only motivate
employees but will also make them feel valued. As a result, they will relentlessly search for
innovative strategies and new methods of operation.
The organization will also implement job enrichment programs. This will be achieved by
increasing responsibilities of the workers, allocating them important designation and increasing
their work content. This will ensure that efficient employees get challenging duties that will
prove their personal workers. This strategy will offer greatest motivation to efficient and
hardworking employees since they will feel appreciated by the organization (Management Study
Guide, 2016, 2).
Challenges of non-monetary Incentives
Non-monetary incentives are effective tools of improving employee motivation. Nonetheless,
they have several challenges. Some of the best performing workers that value finances might feel
that nonmonetary incentives do not do not foster motivation required to increase their
productivity. Some employees do not value handwritten congratulation notes. In addition, nonmonetary incentives might make the employees feel that the organization does not value their
hard workers. The organization may also lose some of the best performing employees to
competing companies …
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