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MBA401 People Culture And Contemporary Leadership

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MBA401 People Culture And Contemporary Leadership

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MBA401 People Culture And Contemporary Leadership

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Course Code: MBA401
University: Kaplan Business School

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Country: Australia

Question:

Pick any organisation of your choice. It must be an organisation for which it’s possible to access information about its HR practices. Using a report format, address the following factors:

How is the organisation trying to improve the performance of its workforce?
How is the organisation trying to improve its culture?
How is the organisation trying to improve rates of employee engagement?
What recommendations do you have that could enhance those three HR strategies?

To sufficiently answer those questions, you need to incorporate the following considerations:

For the first question, include one performance-related initiative and one way in which its success could potentially be measured.
For the second question, include one culture-based initiative and identify, too, the type of culture prevalent within the organisation.
For the third question, include one engagement-related initiative and its likelihood of success based on references to credible theory.

For the fourth question, include one recommendation for each of the three HR strategies noted in the preceding bullet points.

Answer:

Introduction
It can be seen that HR practices in the workplace is considered as one of the important aspect through which it can be easy to manage the overall activities of the employees.  So, in this paper the discussion will be made by considering the NESTLE Company.  Nestle is one of the largest company in the food and beverage sector. The company is a Swiss transactional food and drink company and headquarter is in Vevey, Vaud Switzerland.  The name of the founder is ” Henri Nestle” (Nestle, 2018b).  
Performance related initiative
In the workplace, performance of the employees is one of the aspects and it comes under the responsibility of the top management. It is necessary for the company to focus on bringing improvisation in the overall performance of the employees so that positive outcome can be attained (Mone & London, 2018). Nestle also focuses on managing the overall performance of the employees by considering the performance initiative into consideration. One of the best initiatives considered by the company is related to training and development. It has been evaluated that Nestle emphasizes on training and development of the employees and 2013 the company delivered a total of 200 days in relation to professional, leadership and commercial training.  The ratio of the overall amount spent on professional and leadership training is approximately $750,000. There are various training courses which were delivered in 2013 by the company. The courses are related to international training center, everyday coaching, and new product development, feedback fit, inspiring leadership and mentoring (Nestle, 2018b).  In these courses, the focus is given on boosting the overall performance of the employees so that they can give their best towards the activities. Due to training and development considered by the company to improve the performance of the employees the employees are giving their best and now company is one of the largest companies in the food and beverage sector.  
To boost the performance of the employees in the workplace, the company focused on training and development initiative in which the emphasis is given on strengthening the capabilities for leading, engaging and inspiring the employees to achieve the positive outcome.  It is important to give training to the employees as it can help in boosting the overall efficiency in workplace of the employees. With the training and development initiative the aim of Nestle Company is to foster the career aspiration of the workers in the workplace. Through performance of the employees it can be easy to measure the success of the company (Nestle, 2018b).  
Culture related initiative
Culture in the workplace is also one of the important aspects of the company that should be maintained so that positive outcome can be attained (Al Saifi, 2015). To maintain positive culture in the workplace, Nestle has considered various initiatives. The first initiative is related with employee health and wellness. It has been analyzed that vision and value of the company is to focus on offer a healthy diet and sporting activities so that employees can feel good and active towards their work. The company has a principle in which it has been stated that “a healthy mind in a healthy body”. They create healthy workforces which create positivity in the workplace. The employees are the one who boost the overall culture of the company. Nestle consider the concept of care for the employees (Nestle, 2018a).So, they provide feedback opportunity to the employees through which it can be easy to share views and opinion with the management. The company emphasizes on maintaining proper flow of communication so that communication gap can be minimized and also flow of activities can take place in an effective manner.  Effective communication strategy is considered by the company so that employees can feel good and positive in working with the company. If the employees are positive then it can be easy to boost the overall efficiency and dedication level.  
Nestle also emphasizes on supporting and encouraging to attain the true fulfillment by considering the professional growth of the employees.  Also, the company focuses on maintaining the work life balance of the employees. It is important for the employees to maintain their work life balance so that they can give their best towards the work and also can spend time with their family as it one of the important part for human survival. The Nestle has academy culture in which the roles and responsibilities are given by considering the qualification and experience of the employees (Nestle, 2018a). So, these are the cultural initiative considered by the Nestle Company.
Engagement related initiative
Engagement is the factor that should be there in the employees of the organization so that positive results can be derived.  To boost the engagement level it is important for the company to consider the initiative so that employees can work with dedication (Anitha, 2014).  So, Nestle focused on incentive policy initiative so that engagement level of the employees can be boosted. It can be seen that by offering incentive policy the company aim to maintain strong relation with the line managers and fellow workers. According to the performance of the employees they are rewarded which boost the overall engagement level of the employees towards the activities of the company. It has been seen that if employees are dedicated towards the work then they are capable to taking right decision for the company so it will help in enhancing the engagement of the employees (Nestle, 2018c).
Also, motivation is one of the best concepts which are considered by the company so that it can be easy to enhance the engagement level of the employees in the workplace. The company emphasizes on boosting the motivation by satisfying their basic needs. The rewards and pay is one of the essential factors that can motivate the employees in the workplace (Healy, 2016). It has been seen that company focuses on Maslow hierarchy of needs theory in which focus is given on satisfying the needs of the employees in the workplace. In this theory the focus is given on the five factors which boost the motivation of the employees in the workplace. The factors are related to Physiological factor, esteem needs, safety needs, self-actualization and belongingness needs (Stoyanov, 2017).  These factors are taken into consideration by the companies so that they feel motivated and also it positively impacts the overall engagement level of the employees in the workplace. So, to boost the motivation incentive policy is considered and also motivation factor so that it can be simple to enhance the engagement level of the employees in the workplace.
Recommendation 
According to performance initiative, it has been recommended that the company to consider the goal setting strategy. In this the company should set the goals of the employees or their monthly targets which can help in boosting the overall performance of the employees in the workplace. By setting goals in the workplace, the performance of the employees can also be measured. If they are achieving their monthly targets then they are doing well and if not they there is need of improvement towards the work. So, goal setting strategy should be considered by the company so that performance can be boosted of the employees.
In context to culture initiative, it has been recommended that company should focus on offering employee perks. In which the best performer of the company should be rewarded a trip or should be given a chance to visit any place they like. So, this is one of the best ways that should be considered as it can help in creating positive mindset of the employees towards the work and also it will motivate the employees to give their best towards the work. Culture of the company can be boosted or maintained by positivity and positive environment can be created if employees are happy in their work.  Also if there are motivated employees then company can achieve success in the highly competitive market.
In relation to engagement initiatives, it is recommended that flexibility should be given to the employees so that they can take active part in the overall activities of the company. There should be freedom given to the employees in the workplace which suit their needs.  Not only it is important for the managers to trust their employees but also it is important for the employees to trust their managers. Also flexibility should be there in the working hours so that people can be more engaged towards the activities of the company.  So, these factors should be considered to achieve growth.
Conclusion 
 It has been concluded that these HR strategies are important to be considered. For boosting the performance of the employees it is important to focus on training and development initiative so that employees can acquire knowledge. For boosting the culture, the focus should be given on safety needs of the employees so that they can feel positive towards their work. Also to enhance engagement of the employees flexible timings and motivation should be given so that their efficiency can be boosted in the workplace and also positive outcome can be attained.
References 
Al Saifi, S. A. (2015). Positioning organisational culture in knowledge management research. Journal of Knowledge Management, 19(2), 164-189.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308.
Healy, K. (2016). A Theory of Human Motivation by Abraham H. Maslow (1942)–reflection. The British Journal of Psychiatry, 208(4), 313-313.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Nestle. (2018a).Good food, good life.Retrieved from : https://jobs.nestle.com/en/inside-nestle
 Nestle. (2018b).HR Initiative.Retrieved from : https://www.nestle.com.au/creating-shared-value/our-people/hr-initiatives-
Nestle. (2018c).Performance culture.Retrieved from : https://www.nestle.in/careers/your-caree-at-nestl%C3%A9/performance-culture/home
Stoyanov, S. (2017). A theory of human motivation. Macat Library.

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