Case study: Issues in alignment of organizational strategies

outcome study Issues in alignment of geological formational strategies and HER strategies Table of circumscribe Introduction Questions and answers Page 3 A Shaky link up (An uncertain plan) 4 Conclusions References 5 6 The advent of globalisation has diversified the flow military and compound magnitude its heathen differences in many companies sailwise the globe. Publication of information on these tr residuals has conduct to c solelys for effectual management of miscellany in organic laws, and observers drive advised that unless corporation scoop managing diversity, they will find themselves at a competitive disadvantage (Copeland 1988 Nelson 1988 Schmidt, 1988).Moreover, invoking what susceptibility be termed the Value-in- diversity hypothesis, some writers have state that, when properly used, heathen diversity in the pass forces bring value to the organization and ultimately intensifys their performance. They have emphasized that managing diversity is an eco nomic solvent as rise as legal &038 social concern. (Copeland, 1988 follow&038 Blake, 1991 Est., 1988 Soda &038 Bailer, 1983) The typeface is al about SAA chemists shop Limited, a Ma presentsian confederacy started by Mr.. Uruguayan an Indo-Malaysian in 1991.The SAA chemists modified worked on the alliance and merchandise with check over and shop which is an existing apartment instal in various cities in Malaysia in the earlier days. Mr.. Uruguayan strategically proveed HER from Australia, sunrise(prenominal) Zealand, India, Philippines and Malaysia found on woo of employees and skills available. Employees from Australia and invigorated Zealand atomic number 18 at strategic positions, Indians in second name aim of power structure, Philippines are positive as pharmacist and branch managers, and last Malaysian in equal positions of Philippines.The corporation provides salaries incentives etc. Based on hierarchy and national expatriate basis. Despite of new HER techniques applied by the CEO, employees room distinguishable nationalities felt discriminated. So, a work force with diversified nationalities and a level of cultural differences resulting in issues is the case about. Questions and answers 1) What is the misalignment among caller strategies, HER strategies and cultural issues? A) Mr.. Uruguayan strategically employed wad from various countries based on cost of employees and skills available from various countries.It is similarly mentioned in the case study that Mr.. Uruguayan adapts approximately modern techniques of Human resource management. When the employees happens akin there is a discrimination on ultra and nationality, management should have the strength to bring out the best from the employees and end discrimination and be ethical. When the work is almost Company policy is to pay employees on their designation as mentioned in the case study, so according to the skill enclothe and experience all the nationality emp loyees should be devoted fortune to take responsibility.This will a deal reduce the cost since employees from otherwise nations toilette be replaced by topical anesthetic employees with corresponding skill set and experience. 2) Can you trace any byplay in sourcing the employees from diametric countries? A) The company provides salaries incentives etc. N hierarchy and national expatriate basis. This led to a feeling of discrimination among the employees from Malaysia and Philippines The employees of Malaysia, particularly pharmacists, feel that they r discriminated and paid less tied(p) though they do the very(prenominal) pipeline like the pharmacists from Philippines.On the other hand, Philippines have a strong feeling that they are also discriminated against Indian employees. They contribute the lions share of service to the company as pharmacists. While all the other employees believe that salaries are not based on the nationality of the employees, but based on the signifi tince of duties. Mr.. organisation scorn of the modern HER techniques that he uses, couldnt have this puzzle kneadd. 3) What would be the possible measure to solve the problem of the company? A) The following measures coffin nail be interpreted to solve the problem Mr..Arranging should make the employees understand that all the departments and functions of the organization are equally important. SSP should hire much local employees with required skill sets in better designations. Care should be taken regarding employee motivation with some awards and rewards for the employees with best performances. Promotions and hikes should be considered with respect to the experience of the employees. Shaky bridge Mr.. Arranging started the company in 1991 implies that he has very good experience in recruiting human resource.There is no need for him to cross any shaky bridges and dejection divvy up the alignment issue in the work force. Motivating the employees to be much focus ed on their Job is an picking but the fact remains the same that cultural differences will exists. Moreover, increasing incentives, hikes in salaries etc will increment the cost for the company. Considering the efficacy of MR.. Arranging to recruit, SAA pharmacy can fulfill a gamble with the employees which might work in their favor to solve the issue. Case study mentions that the employees are concerned about the differences in their nationality and salaries of other employees.This is a gain indication that the employees are not on the whole focused. Every employee should work under third estate interest of the organization. Salary differences should not be a problem for the employees as they have to understand it ontogenys the attractiveness of the company to recruit globally. So, from he demoten situation, the following questions fig up 1) Is SAA Pharmacy limited paying to outside(a) employees much when they can have local employees with same skill set for a lower exp ense? 2) Promotions, hikes etc. utilize for next quarter? 3) Can SAA Pharmacy take an advantage of the differences in the work force?In the work force, Mr.. Arranging will have employees that are creating the issue and employees that get influences by such employees. Depending on the performance of the employees Mr.. Arranging can lay off a few employees and increase the responsibilities of the other employees. This will make the employees more(prenominal) focused on their Jobs and stop clout their noses in other employees affairs. Employees complaining that the company is not affecting their expectation, the company can turn the tables by increasing the expectations on the employees. As Mr..Arranging has good communication with the employees he can clearly mention this an opportunity to prove their skills and worth to get more benefits. If possible, company can mix and tally the responsibilities of the employees and can conduct training programs to emend the skill set. Traini ng programs for the employees to handle divergent responsibilities will not only improve the skill set of the employees but as he employees get to last the other employees Job, they will understand that lions and deer are equally important in a food chain. Applying this change can be a success or a failure depending on the skill of Mr..Arranging and the level of commitment and efforts of the employees. Mr.. Arranging should lead them with an role model by increasing his interaction with the employees and sharpen that he is working as knockout as all the other employees are. If the change is a success and the employees manage to reach the expectations then the company can give the promised benefits which can be compensated by other international employees as he company has local employees with the skill set and no longer need function of the international employees. If the change applied is a failure, at the very first alarm, Mr..Arranging should line up employees to balance th e work force. In this case, it will be practically be that the employees are not as worthful as they claim to be. Getting support the former employees will also increase the good will of the company. This is an unguarded change that can solve the issue and the company can choose not to take the risk. But crossing a palpitation bridge is ceaselessly uncertain and its on the whole Mr.. Remonstrants call since a person dont know what lies ahead of the bridge. Conclusion In the workplace, and from a business perspective, having a diverse men is no longer a question.The field is interconnected and due to the huge advances in international travel and communication, people comfortably move and work across borders. earthly concern and the potential they possess drive an organization. The advantages of a diversified work force like Innovation, talent pools etc will be effective when issues like conflicts, disunity, bureaucracy etc are handle effectively. This can be assured by consi dering the following points 1 . Recognize &038 find cultural differences 2. Adapt to new hires alternatively of enforcing the traditional corporate culture on them 3. Communicate and understand differences 4.Be attentive to literal and nonverbal cues that might indicate or create tension 5. And customers gained or lost. We should always question and test the purpose of things and debate if indeed the diversity policy or programmer is creating the results that is expected. Perhaps the diversity initiatory is compromising the business performance. That doesnt mean to dapple diversity altogether but it might mean to go back to the tipple board and re-think the approach. References Copeland, L. 1988. Valuing diversity Making the most of cultural differences at the workplace.