Managing diversity and cultural difference - Myassignmenthelp.Com

Question: Discuss about the Managing diversity and cultural difference. Answer: Introduction Every business organisation has an operation division and the management division. There are people who run the operations of the business and there are leaders and managers to help them to achieve the goals of the organisation. The management department that is going to be discussed in this report is Human resource. The HR department of an organisation is not only responsible for appointing people in specific job but is also responsible for the healthy safety and other aspects of an employee as well. The topic that is going to be discussed in this report is how rewards and motivations are related to job satisfaction and in turn impact the turnover rate of the employees. Firstly a brief description of the company will be followed by the topic like: employee relations challenges, managing diversity, performance management, career development and training, motivation and rewards lastly employee turnover and retention rate (Guan et al., 2016). Background of the organisation Established in 1938, Samsung is a South Korean multinational organisation over the years with building technological innovations in the telecommunication and electronic industry the company has gained recognition and goodwill from consumers all over the world (Samsung.com, 2018). Samsung is a believer in the human resource of the organisation as the innovation and creativity of the people associated with the company are responsible for the success and growth of the company (Samsung.com, 2018). The motto of Samsung: Inspired by people, creating the future. The aims and objectives of the organisation are: To ensure a sustainable future for the next generation, To innovate and create new and improved products and services, To help people develop and grow skills and expertise, To provide the consumers with high quality products and services at a reasonable price and to develop a valuable relationship (Samsung.com, 2018). Employee relation challenges Strategic Human Resource are the plans and organisations that are undertaken by the organisation to ensure that the people who are working with the company enjoy their work and have job satisfaction at the end of the day. Job satisfaction rate among the employees are directly responsible for the retention rate of the employees. Samsung recognises the potential of the human resource of the organisation and strive towards building a healthy and valuable relationship with the employees. The Human resource department of Samsung is responsible for building a healthy and safe work environment for the employees (Gollan Patmore, 2013). The organisation is a multinational company and assures to comprehend with all the regulations of the country of operation. According to the article the company has set the bar of providing bonus to the department according to the performance of the past financial year. The contribution of the profitability is taken as a measurement of the rate of bonus that will be given. This is a situation that may give rise to internal conflict among the members of the organisation and also hamper the relation with the employees as they may fee l that the organisation is being biased. But in this case transparency of the organisation is important; the performance measurement criteria should be clear which will answer the question of the employees (Khan et al., 2017). Managing diversity Because the organisation is multinational there is ought to be people from various backgrounds based on their ethnicity, religion, culture etc. it is important to manage the diversity in the organisation in order to ensure that it is viewed as an opportunity for the organisation. For example: A person who is Indian will have an idea of the Indian culture and needs and requirement of Indian target market which in turn will help in product development and improvement (Bouten-Pinto, 2016). Samsung is an organisation that believes in the talent and skill of a resource. The company ensures that the people from varied backgrounds get due leaves and holidays based on the festivals and celebrations they have. The person are also encouraged to treat all the staff members equally and with respect and this is why effective interpersonal communication is encouraged, gatherings and festivals are also recognised and celebrated in the organisation (O'Leary Sandberg, 2017). Samsung also encourages the employees to work together in teams or departments which have a diverse population so that people can learn and develop their knowledge base form the colleagues. Samsung is also known to employee people with disabilities and exceptional talents form high school. The company views this as an opportunity for expanding the environmental spectrum of the work environment (Sharma, 2016). Performance Management The news story that is being analysed states that the performance of the department as a whole is responsible for the rate of bonuses the department is entitle. The company despite of suffering losses in the financial year has declared bonus even for the departments that has not contributed in the profit (Ploom Haldma, 2013). Performance management is not only important for the appraisal and increment of the person it is also important as it offers the individual an idea about his or her shortcomings and strengths as well. The performance of the department is not only the measurement that takes place in the company, individual improvement and appraisals are also important for the people to be encouraged and motivated in the long run (Gerrish, 2016). The company understands that it is important to have clarity and transparency in the process of performance management so that employees do not feel that the organisation and the management are being biased with a few people. This gives rise to an unhealthy internal work environment. The company follows the model of performance management to analyse the individual performance of the employed it states that performance is dependent on organisational strategy and situational conditions, on the other hand aspects like expertise and skills develops and impacts the behaviour of an individual that drives the objective of the company as well as individual goal. Balanced scorecard is one of the performance management tools that are employed by the human resource department (Syed Xiaoyan, 2013). Learning and development For an individual it is important to grown and improves in life in order to move ahead towards a fruitful future. Job satisfaction among an employee depends upon a lot of aspects and career development is one of the key aspects. An employee always looks for a better opportunity and if he or she does not get enough growth opportunity in the organisation he is already working in they will look for opportunities outside the organisation which in turn will increase the employee retention rate (Kyndt et al., 2016). Samsung has always been an organisation that encourages learning and innovation as the fundaments of the organisation is based on innovation for which constant learning opportunities are provided to the employees. Samsung has several internal and external learning and training programs for the people to grow in their career, for example in 2016, around 34 thousand students from over 54 countries received support from Samsung (Plant et al., 2017). The program was developed accor ding to the country in which the process was initiated and the people who were associated were also helped in getting a job in the specialised field (Milligan et al., 2015). In Strategic human resource management it is important to provide opportunities for the people to grown in their career. In 2015 Samsung ranked third in talent development in awards organised by the Association for Talent Development. The focus of the organisation has been on supporting the leadership education programs. In order to promote collective intelligence, the company has employed an internal system, MOSAIC, for developing a dynamic learning system (News.samsung.com, 2018). Motivation and rewards Motivation is the process by which an individual or a group can be encouraged and inspired to achieve a goal. Motivation can be intrinsic which means that an individual can be motivated form within a person to do a certain task or take responsibility. Motivation can also be extrinsic where the person can be motivated with rewards and external efforts. According to the X and Y theory developed by Douglas McGregor, there are positive and negative approaches of employee towards the work. In theory x he states that an employee is never willing to work on his own, there is no internal motivation that drives the operations of the business ((Lawter et al., 2015). Rewards or penalties are some of the tools that can be used by the management of an organisation to ensure that the employees keep up their performance. This theory also states that there is little or no ambition or growth aspiration among the people of the organisation (Yoon et al., 2015). Change and responsibilities are generally avoided by the people; hence they always require to be directed by someone. On the other hand, theory Y states that employees are usually motivated and like doing their job, the objective of the organisation are aligned with the personal interest of the employees (Kushwaha Lodhwal, 2016). Samsung is an organisation that motivates the people not only through appreciation but also through rewards. In order to maintain the motivation level of the employees the organisation despite of not achieving definite profit margins decided to pay bonus to the employees depending upon the performance of the department (Glmeanu, 2015). The topics that are discussed above are some of the aspects that are related to job satisfaction. Managers and leaders of the organisation motivate the people by recognising and appreciating the efforts of the employees. Motivation is also achieved when problems and grievance of the staff are heard and immediately steps are taken in order to solve these. Samsung ensures that the people are happy to work for the organisation and they get their due respect and recognition in the course of their tenure (Renard Snelgar, 2016). The drawbacks of this system that has been identified form the article is that reward structure should be also be based on the individual performance, when appraisals take place individual performance of the employees are evaluated, therefore it will be fair if the people are also provided their rewards on the basis of their own performance. This will instantly improve the motivation and productivity as the person will be inclined to perform better. The fairness of the structure is also questionable as the profitability of a department does not only depend on the performance of the employees; several other external and internal factors are also responsible. Employee turnover and retention Employee turnover is the rate at which people join and leave the organisation. If the rate is high then the management should start analysing the reasons for which people leave the organisation frequently. Some of the aspects that are incorporated by the organisation to ensure that the retention rate is low are: employee relationship, support and feedback from the management, recognition and rewards and lastly proper direction. The Human Resource Department of Samsung realises the effort an individual puts in order to lead the objective of the organisation hence the company provides every possible support to the employee so that they can develop and grown in their career. The organisation also maintain a safe and healthy work environment for the employees and offer the right job to the right person so that they do not have an issue with the task and the responsibilities itself (Cloutier et al., 2015). It is one of the common grievances among people that they do not like their job, Bu t at Samsung the HR department before recruiting recognises the area of expertise of the people and then allot them position. Here is a graph that shows the number of employees working for Samsung (Silvennoinen Nori, 2017) Figure: Number of employees in Samsung Source: (Samsung.com, 2018) With the help of effective leadership, stimulating work and rewards the company ensures that the retention rate is high (Nica, 2016). Conclusion and Recommendation It can be concluded from the assignment is that Samsung is an organisation that not only recognises the importance of the human resources in the success of the organisation; they employ policies and changes in the organisation which will benefit the employees. The news story that is being reviewed in this assignment states that the organisation keeps up with the interest of the employees. The company focuses on the skill development of the people so that they can perform better and the later their performance is also rewarded with the help of bonuses and appraisals. The company ensures that all the procedures are clear and there is no favouritism or biased decision. Motivation and appreciation is also recognised to be one of the key instruments of employee retention therefore it can be recommended that the organisation use this as a process of encouragement. It can be recommended that the company can focus on the individual performance of the employees instead of focusing on the depa rtment as the profit of a department does not only depend on the performance of the employees. Reference List: Bouten-Pinto, C. (2016). Reflexivity in managing diversity: A pracademic perspective.Equality, Diversity and Inclusion: An International Journal,35(2), 136-153. Cloutier, O., Felusiak, L., Hill, C., Pemberton-Jones, E. (2015). 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