People and Organizations

Word Limit:                                        3,500 words

 

Purpose:

To develop participants’ capacity to research contemporary business people and organization theories and concepts and to present a logical, well developed and solidly referenced response to the assigned task.

Task and Scope:

Assessment Task:

Design a training program for staff who are being groomed to become international managers. The focus of the training program is the effective management and development of people (to-be-expatriates) for an organisation which is further expanding its global footprints.

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Identification of the key issues that are embedded in the wording of the task

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A clear plan that is argued for by making use of landmark readings

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Acknowledgement of the multi-dimensional nature of effective people management and development in organizations, and a balanced discussion of those dimensions.

Assessment Criteria:

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Identification of the key issues that are embedded in the wording of the task

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A clear plan of action, that is explained/argued for by making use of landmark readings from this course

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Demonstration and use of a wide range of literature (Make use of at least 10 references: the challenge is to write a coherent and convincing explanation/argument in support of your plan, so using published sources to support your major contention is a necessary (but not sufficient) condition for success.) Relying on the prescribed text as the only reference will not constitute Masters level referencing. YOU MUST USE LITERATURE FROM THIS COURSE AS THE BASIS FOR YOUR PLAN.

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Acknowledgement of the multi-dimensional nature of human behaviour in organizations, and a balanced discussion of those dimensions

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Demonstration of careful analysis of the literature

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Presenting the paper in a logical, systematic and integrated manner that follows prescribed conventions

 


 

Assignment Context:

Design a training program for people who are being groomed to become international managers in a company called Fastest Food (fast-food joint company).  The company is headquartered in Melbourne Victoria and has been primarily operating in Australia but is opening branches in Beijing and Tokyo.

Some of the challenges that Fastest Food may face concern knowing how to manage and resolve conflict between Australian managers and Chinese, Japanese employees; and also anticipating potential conflicts during this change and how they could be effectively prevented. What advice would you provide on building trust?

Motivation of staff has always been an issue for managers during change. How could people involved in this change project be effectively motivated? Part of answering that question requires discussion of whether the same motivational strategy can be applied within Fastest Food across its Melbourne, Beijing, and Tokyo branches – given that there will be cultural differences across those three locations? Discuss the important factors for designing an effective motivational program.   

The organizational culture of Fastest Food has been a Strong Caring culture in the past, but will need to be changed in order to be functional in Beijing and Tokyo. Explain how the prospective international managers could be trained so that they have the ability to introduce an organisational culture which is oriented towards performance as well as people in the organisation. What advice do Bolman and Deal provide on intentionally changing organisational cultures?

 

Also, remember that organisational changes involving strategy and structure inevitably bring conflicts and highlights the importance of understanding and working with, organisational politics as some organisational members will gain from those changes while others will lose. What advice do Bolman and Deal provide on developing politically astute managers? 

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