Discussion Board 3- Path-Goal and Leader-Member Exchange Leadership Theories

The path-goal leadership theory is a kind of leadership that does not put its focus on the leader but rather focuses on the motivational factors from the followers’ perspectives. It is a theory that explains how leadership behavior is viewed as a source of satisfaction for the followers and motivates the individual towards effective performance. The directive leadership behavior focuses on offering psychological support to followers by giving instructions and guidelines on the duties to be executed, the way they should be executed, and giving them a timeline. Supportive leadership focuses on the kind of leadership that the leader is friendly and can be approached with the intent of satisfying the needs of followers (Cote 2017). Participative leadership focuses on a leadership behavior that encourages and influences followers to take part in making decisions, giving suggestions and opinions that will be incorporated in the company. Achievement-oriented leadership focuses on the leadership behavior whereby the leader challenges individuals to set objectives, improve performances to increase their confidence and achievements. Based on these four different leadership styles, this theory is unique in ensuring that the followers are motivated and also helps them set and achieve goals.

 The leader-member exchange leadership theory is founded on the association between the leader and the follower that is developed over some time depending on the level of exchanges between them (Wang, Fang, Qureshi & Janssen 2015). Instead of the leader creating a relationship with all the followers, the leader tends to select individual followers. The leader then places the individual follows in either an in-group which consists of the ones in a working relationship an out-group consisting of those with limited or no working relationship. These classifications can cause discriminations between groups making it difficult even for the followers to get along affecting job satisfaction and productivity.

Student Response 1

Participative leadership and motivation are two concepts in leadership that have a positive impact on the leader, the follower, and the organization as a whole. Participative leadership focuses on giving opportunities to followers to give their ideas, and allow them to be a part of the decision-making process (Bhatti 2019). With this, the leader influences the followers to work towards achieving the goal they set and hence increasing the performance. Participative leadership motivates the followers to engage in extra-role tasks contributing to the effective functioning of the organization. A participative leader motivates the followers and eliminates all obstacles that could hinder them from achieving their goals. When followers are made to be part of the decision-making process, they feel valued and works towards the growth of the organization.

Motivation is another concept that is fulfilled by the leaders of the employees. A leader increases the motivation of followers by ensuring that the follower gets awarded for their work. Employees are eager to work and stay in an organization when they are satisfactorily motivated (Shahid 2018). Motivation increases the employee’s job performance, morale, and ensure that the organization grows. The types of motivations that could be used by the leaders are either intrinsic or extrinsic motivations. Motivation ensures that the psychological need for the employee is recognized and rewarded for their efforts.  

The bible consists of different teachings about the impact of participative leadership and its influence on people. These teachings help today’s leaders to understand the elements and hindrances that are involved in making effective decisions (Aguas 2019). Leaders influenced individuals by allowing them to contribute to the decision making process. In the Bible, prophets were rewarded for their good deeds and this motivated them to perform their duties better.

References

Aguas, M. J. (2019). An Exposition of 1 & 2 Samuel on Decision-Making and Power.

Cote, R. (2017). A comparison of leadership theories in an organizational

environment. International Journal of Business Administration, 8(5), 28-35.

Hayat Bhatti, M., Ju, Y., Akram, U., Hasnat Bhatti, M., Akram, Z., & Bilal, M. (2019). Impact of

participative leadership on organizational citizenship behavior: Mediating role of trust and moderating role of continuance commitment: Evidence from the Pakistan hotel industry. Sustainability, 11(4), 1170.

Shahid, A. (2018). Employee intention to stay: An environment based on trust and

motivation. Journal of Management Research, 10(4), 58.

Wang, X. H., Fang, Y., Qureshi, I., & Janssen, O. (2015). Understanding employee innovative

behavior: Integrating the social network and leader–member exchange perspectives. Journal of organizational behavior, 36(3), 403-420.

Discussion Post: Influencer

Introduction

            According to the principles presented in the course text influencer by Grenny, Patterson, Maxfield, Mcmillan, & Switzler, it is hard to getting people to come around your way of thinking. The way forward to solve this problem is only by becoming an influencer. Therefore becoming an influencer has a process as this may take time since one has to be real influencer. Being an influencer after all leads to accepting and finding vital behaviour. Vital behavior in this context means accepting the actions that one performs at crucial moments that assists in arriving at the desired results. Becoming an influencer after all gives a clear understanding of person’s vital behavior that is achieved through following the four search strategies. Therefore, this discussion discusses the principals of search strategies in the context of finding the vital behavior based on influencer text. 

            Based on the section in chapter three find the vital behavior, the influencer authors brings on bond different vital behaviour search strategies (Patterson et al., 2011). Becoming an influencer based on these strategies one need to notice the obvious. In this context, it is important to recognize behaviors that an individual thinks they are obvious but in return are underused. It is important to understand that behaviors bring success at risk. Therefore being an influencer, one need to look for that crucial moment (Gutierrez, 2016). The third strategy in finding vital behavior leading to becoming an influencer is to learn from positive deviants. An influencer must be in a position to understand those who think the same even though their results produced are positive. Finally, it is important to spot culture busters; this is behaviors that reverse stubborn cultural norms (Köksal, 2011). Therefore finding the vital behavior is common in the context of becoming an influencer based on the principles presented in the course text influencer and the four search strategies as discussed.

            Based on the influence text, it is paramount that any process begins from identifying the vital behavior that assists in getting to the change one is after (Hearn & Schoenhoff, 2016). It becomes of great use when one gets access to the information that pre-identifies the correct vital behaviors for a disturbing issue in the industry. On my point of view, my challenge is to ensure my sales grow in a quick pace. Being a one man manufacture representing an industry that relies on full commission sales, I have gained a lot of experience gained from working for others but I have desires to start my own venture. This being the case, it is important for me to engage in a certain vital behavior that I can use to influence myself even though the big challenge is changing vital behaviors of the intended customers. In this case I can attest to the fact that there are many other search strategies that can be added to this list. For instance understanding your partner’s behaviour can give you a clear line ion how to influence them to follow your intended desires.  

Conclusion

            It can be attested that, based on the principles presented in the text it is important to remember that you are searching for the least practices or even that one thing that will prompt change. It is likewise critical to perceive that not all practices are imperative and there is an inclination to mistake practices for cycle, work processes or errands. Contingent upon the setting a cycle can incorporate various advances and numerous practices. You are searching for that critical second, that a certain something, that essential conduct.

Reference

Gutierrez Jr, G. (2016). INFLUENCER: THE SCIENCE OF LEADING CHANGE. The Journal             of Applied Christian Leadership, 10(2), 96-98.

Hearn, A., & Schoenhoff, S. (2016). From celebrity to influencer. A companion to celebrity.         Wiley: London, 194-212.

Köksal, M. H. (2011). The variables influencing consumer information search       strategies. International Journal of Retail & Distribution Management.

Patterson, K., Grenny, J., Maxfield, D., McMillan, R., & Switzler, A. (2011). Change anything:   The new science of personal success. Grand Central Publishing.

Management

 Management thinkers have established a school of management thought where managers learn about good management practices. One of the schools of management thought is quantitative school. Management thinkers in the quantitative school assume that today's managers should apply quantitative tools and methodologies in making decisions. For example, managers use mathematical models such as capital budgeting models to solve organizational problems. A point to understand in solving organizational problems is that experts analyze the problem using the mathematical model until they arrive at a rational solution. An important point to note is that the management thought was established due to the changing business paradigm, hence a need for a different management approach. All business paradigms require a specific or a suitable management approach that would bring economic gain. The quantitative school of management thought has a valuable contribution to the following areas;

Operation- These areas of business activity can benefit most in that managers use situational tools and techniques to plan operations. For instance, assume a manager is planning a large construction project. The manager will use a quantitative analysis technique to achieve a detailed quantification. Note that before planning, the manager needs exhaustive knowledge to understand the complexity associated with construction projects (Thaheem et al. 2012). Since a construction project requires complex decision making, the quantitative management will help the manager make a reasonable decision using mathematical modeling and optimization.

Production- This area of business activity will also benefit from the quantitative approach. During production, managers should decide on the use of resources to make finished goods. Note that making finished products requires a complex production process where specific standards should be met (Bagshaw, 2019). A point to be is that managers face challenges in production planning. They must ensure the best quality and quantity and manage the resources effectively. Again, there are many uncertainties and managers may be unable to predict what the future holds in terms of efficient production. Despite the business environmental challenges, managers can make an effective decision using quantitative analysis (Bagshaw, 2019).Thus, this area of business activity will benefit from the quantitative school in that managers will use techniques and tools to make favorite decisions and solve complex problems. For example, linear programming is an important model that will help managers in planning. During the production process, managers can use linear programming to decide on products, technology, production duration, production capacity, distribution challenges, and more. 

             The quantitative school of management thought assists in addressing operational and production problems. However, other areas cannot benefit. For example, the area of human resources cannot benefit as it deals with assessing whether people have the right skills and qualifications. Note that the quantitative management is based on mathematical models. The latter is effective in making decisions and solving problems (Bagshaw, 2019). However, when it comes to its human resource, the quantitative model cannot predict the behavior. Note that it is the role of human resource managers to correct behaviors using subjective measures. However, quantitative management uses an objective approach- meaning that it focuses on measurements and analysis (Bagshaw, 2019). It is difficult for a quantitative approach to address human resources unless it is combined with qualitative techniques. 

 To conclude, quantitative management will benefit some business affairs such as operational and production since managers will use tools and techniques to make decisions. However, when it comes to the management of people, it is difficult for the quantitative model to address systematic problems that arise from human resource planning.

References

Bagshaw, K. B. (2019). A Review of Quantitative Analysis (QA) in Production Planning

Decisions Using the Linear Programming Model. American Journal of Operations

Research, 9(06), 255.

Thaheem, M. J., De Marco, A., & Barlish, K. (2012, June). A review of quantitative analysis

techniques for construction project risk management. In Proceedings of the Creative

Construct Conference (pp. 656-667).

Case Study Report: A Taste of Transformation in Timor-Leste

Executive Summary

            Timor-Leste is one of the youngest countries in the world. The nation faces various hindrances to its societal development. Its citizens face disadvantages in access to health, education, and economic opportunities. The problem necessitated a multi-sectoral approach, including a private company Timor Global, the government, and the UN agencies such as UNICEF and WFP. The program is informed by the modernization theory that believes that injection of aid from donors in the form of training, economic investment, and education can jolt a society into economic growth (Kendall, 2010). The program run from 2009 to early 2013, achieving key objectives sought by the partners. The main aim of the project was to promote food and nutrition security in the country due to high levels of chronic and acute undernutrition witnessed. 58% of the population was experiencing stunted growth, especially children under five years from chronic malnutrition.

Analysis

 Timor-Leste experiences poor public and private development in sectors critical to the economy. For instance, there is a high prevalence of illiteracy levels, with 49.1% of the women and 38.7% of the men being illiterate. The problem hinders economic development in both genders with especially the female gender facing additional challenges due to established cultural norms (International Monetary Fund & Timor-Leste, 2005). The country's economy faces reduced economic mobility because of the restrictive land ownership rights and access to credit and capital. 

            The restrictive economic environment has led to the development of an informal sector that does not contribute to the country's overall growth. The informal sector is dominated by women who sell small wares that often go unpaid or receive payment in alternative monetary modes. The absence of a legal framework and failure to attract foreign investors also hinders the development of the private sector. 

            The Public-Private Partnership (PPP) arose out of the need to promote maternal and child nutrition. One of the partners is Timor Global, a private company that is a local coffee producer. Other partners included the country's government and UN agencies WFP and UNICEF. The program was implemented in the districts of Manatuto, Baucau, and Oecusse (Andersen et al., 2013). It led to the development of an inaugural product Timor Vita that has gained popularity in the country. Timor Vita is a blended food supplement availing children under the age of five years and pregnant and breastfeeding mothers with vital nutrients necessary for healthy development.

The Program

            The program focused on boosting local production of supplementary foods for children and mothers. The program provided a sustainable solution to the acute malnutrition problem facing the young country through the public-private partnership. The solution also sought to build local production capacity and food storage capabilities. The local populace participated in the development process of the product to suit it to the needs of the people of Timor-Leste.

Analysis of the Theory

            Rostow’s modernization theory postulates that an injection of foreign aid could catapult poor countries into economic growth. He believed that development is an evolutionary process and follows five stages. The stages of development include traditional society, preconditions for take-off, take off stage, drive to maturity, and age of mass consumption (Rostow, 2013). Timor-Leste was a traditional society in 2009 exhibiting high malnutrition levels among its people, diminished access to modern industry and technology, as well as little capital to invest. There existed many cultural barriers to spur development in the tiny nation. The entry of the UN agencies sought to bring in expertise and modern practices in the form improved farming methods and industry. The country is now at the second stage of development due to implementation of the program, but still needs substantial investment and reforms such as developing a strong legal framework to reach the third phase, which is the take off stage. The malnutrition levels were high because of poor farming, storage, and production methods, but through the program the country is achieving food security. The theory influenced the design and implementation of the program as all the partners were able to establish the stage of development the country was in and the strategies necessary to boost economic growth.       

Actors Responsibilities

            The program was a social business, with each partner having an integral role to play. The primary aim was not to make profits but to benefit Timor-Leste and boost local production. The country is heavily reliant on imports to produce quality products. The main objective of the WFP partner was to provide technical assistance. The UN agency's main aim was to convert Timor Global's food production plant to world-class standards while training factory staff and suppliers to adhere to required quality procedures.

 On the other hand, the ministry of health's role was to avail the processing and packaging machinery necessary to set up the production plant. Timor Global was in charge of the production of the product Timor Vita. Finally, the UN agencies involved in the program provided a generator to ensure production went on uninterrupted (UNICEF, 2013). Because of the benefits witnessed in the reduction of malnutrition and stunted growth levels, the government of Timor-Leste decided to invest $2 million in the project.

            The private company not targeted the women and children segment, but also encouraging the young country’s economic growth. The company has boosted local farmers' capacity and provided direct employment in the factory because it does not view it as a profit-making venture but as a social responsibility program. The product developed through the partnership has a longer shelf life despite the costs of production being similar to those of imported substitutes.

Project Timeline

            The partners decided to implement the program in late 2009. The program ending date was late 2013. The program received a much-needed boost in 2012, with the government of Timor-Leste investing $2 million to stabilize production (Sergio, 2012). The resultant product Timor Vita was distributed to all pregnant mothers and those breastfeeding and children between the age of 6-59 months (UNICEF, 2013). The access point was when mothers with young children were visiting health centers.

Measurement of Outcomes

            The partnership is a good example of implementing sustainable food security programs and stimulating national economic growth. The underdeveloped country witnessed a significant reduction in stunting cases, estimated at 52% by 2014. This was a 6% reduction from 2009 levels when the program commenced (Food and Agriculture Organization of the United Nations et al., 2019). Similarly, after only a single year of implementation, the established plant was already producing at 30% of its optimal capacity enough product for approximately 64,000 people.

            Timor Global considers this part of its corporate social responsibility rather than a profit-making venture. However, due to product acceptance in the market and growing demand, the product promises to be a profitable venture for the company. The partnership has highlighted the potential of improving food nutrition and security in the country. A pilot program is already in the works to incorporate fish into Timor Vita. Doing this will improve the nutritional value of the product while supporting the fledgling aquaculture sector. The aquaculture industry will enhance nutrition levels in the country while creating much-needed employment in resource-poor rural areas. 

Conclusion

 Despite all the gains, there are challenges still to address to boost the program's effectiveness. The country still relies on imports because of barriers that still exist in sourcing local raw materials. The country does still not have the potential to produce all the raw materials to produce Timor Vita to feed its entire populace. Corn Soya Blended Powder (CSB) is also still being imported. To overcome this challenge, the country still requires further investment (Andersen et al., 2013). International banks are still reluctant to invest in the country because of the high-risk factors and fragile economy. Many problems persist in the economy, despite the increasing investment in its private sector. The challenges include lack of access to markets, restrictive policies to accessing production assets, lack of access to capital, dependency on donors and government, poor distribution channels, and development of business and market-based business practices. Nonetheless, the program has the potential for sustainability and replication (Sergio, 2012). It combines private and public interests as a framework of corporate social responsibility. The economy offers plentiful business opportunities because most products continue to be imported despite the country having the potential for local production.

References

Andersen, A. B., Paint, J., and Thilsted, S. H. (2013). Food and Nutrition Security in Timor-Leste. WorldFish. Print.

Food and Agriculture Organization of the United Nations, International Fund for Agricultural Development., UNICEF., World Food Programme., & World Health Organization. (2019). The state of food security and nutrition in the world: Safeguarding against economic slowdowns and downturns.

International Monetary Fund, & Timor-Leste. (2005). Democratic Republic of Timor-Leste: Poverty reduction strategy paper: national development plan, road map for implementation of national development plan, overview of sector investment programs: strategies and priorities for the medium term. Washington, D.C: International Monetary Fund.

Kendall, D. E. (2010). Sociology in our times: The essentials. Australia: Wadswoth Cengage Learning.

Rostow, W. W. (2013). The stages of economic growth: A non-communist manifesto. London: Cambridge University Press.

Sergio, L. (2012). ‘Promoting Sustainable Food and Nutrition Security in Timor-Leste’ Final Evaluation Timor-Leste. MDG-F/UNDP, p. 7. http://mdgfund.org/sites/default/files/Timor%20Leste%20-%20Nutrition%20-%20Final%20Evaluation%20Report.pdf

UNICEF. (2013). Improving child nutrition: The achievable imperative for global progress.

Executive Summary

            This essay explains the increasing need for ethical construction sites in Australia. The construction industry, traditionally, has been bombarded with ethical allegations. In Australia, only a few policies have been put in place to address construction ethical standards. The commonest form of unethical misconduct in the Australian construction industries is cover valuing, bid cutting, inadequate certification, unfair treatment of contractors, and unlawful tendering process among other unethical issues. The findings from one Australian company reveal some of the most common unethical situations they have ever found themselves in. In this particular essay, a construction company finds itself in a dilemma after it comes to the realization that the construction site harbors an underground natural spring beneath. As a call of action, the contractors inform the regulatory body in an attempt to follow the due procedure and stick to the regulations. However, this means that the contractors had to come up with an updated version.

Introduction

            The construction sector is known for its fraudulent under-table dealings hence offering a conducive platform for unethical practices. This industrial sector attracts heavy capital investments thus giving its stakeholders numerous chances to indulge in unfair business practices. Unethical activities can occur at various phases of the construction project- from designing, planning, and implementation to the qualification phase of the entire project. Such unethical actions lead to unsuitable projects, overpriced properties, or even overdue projects. Additionally, unethical actions have a long-lasting impact on construction and manufacturing organizations such as misused tender prices, tendering indecision, and inflated prices hence the need to correct these situations before they can worsen or have damaging impacts on the real estate industry (Sohail, and Cavill, 2008, p729). As a matter of urgency, the Australian government is taking bold steps in an attempt to approach to reduce unethical procedures within its borders. The reforms included the formation of construction agencies and entities followed by the enactment of anti-bribery regulations. Similarly, the construction organizations have launched their own supervision body to ensure that a third body can hold them accountable in case they go against the rule of law. The codes of conduct administering integrity and actionable regulations had to respect the society and the construction companies to harmonize efforts of ensuring that ethical conducts are the norm of the day. Raising awareness on proper mannerisms helped to horn the skills of the people and this increased quality of the work output and ensured that the safety and health of residents are protected from construction impacts.

Dilemma Description

 One of the most reputable companies in Australia won a tender to work on a scientific laboratory on the west wing of a brewery organization. All the things were set in place as the company prepared to deploy its workforce and working pieces of machinery. Senior managers from the construction firm confirm everything with the brewery’s supervisor. The construction company’s senior management later realized the construction site was on top of an underground spring (Lu, Huang, and Li, 2011, p101). Based on Australian regulations, the natural watershed is to be spared from construction. However, the brewery's supervisors had not raised any red flags. This realization forced the construction company to call the regulatory body in charge of certifying construction sites. The body failed to give them a go ahead and requested for a change in the construction site. It is vital to note that this came after the construction company had already taken into account the building materials and compliance permits. In order to solve this issue, the construction company called in the Brewery Company's chairman. The chairman later called in Australia's regulatory board. The next day, the three parties set up a meeting so that they could come up with a solution to the emerging dilemma.  During the meeting, the construction company was instructed to come up with a solid engineering blueprint that would spare the underground. Moreover, the Australian regulatory board insisted on seeing the engineering blueprint before the construction company proceeded with the building process. As a way of adhering to other policies and ethical standards, the Brewing Company incurred an extra cost due to the alterations suggested by the chief engineer. After a two week period had elapsed, the construction company sent its updated engineering blueprint to the Brewery Company and the regulatory board. The regulatory board was satisfied with the new plan. However, the Brewery firm raised complaints because it would cost them an arm and leg to preserve the underground spring. Consequently, the Brewery Company called in the chief engineer and tried to bride them so that they would not follow the updated plans as stipulated by the regulatory board. To make matters worse, the Brewery Company wanted the constructors to divert the natural course of the spring (Walker, and Rowlinson, 2007, 220). Diverting the natural course of the spring would affect the neighboring town and pollute peaceful neighborhoods. Thus, the construction company had only two choices- accept to build the science laboratory according to the regulatory board's specifications or deviate from the unethical plan. One of the most key aspects of the construction project was putting up a building that would adhere to conservation norms and at the same time avoid disruption of the neighboring natural ecosystem. With time, the building would be inspected if it was built according to the stipulated rules. Hence, the implementer of the project was afraid that if they go against the stipulations of the law, the government might catch up with them later and that they would have to pay a heavy price for their disobedience. On the other hand, the Brewery Company promised to award the construction company another tender if only they could bend the rules for them in this particular project. The conflict of interest is always brought up in such cases because the owners of a project are willing to go against the stipulations of the law and the tailored agreements which are supposed to hold them accountable for doing the right thing.

Analysis and Evaluation

            The construction company met a predicament after settling the terms of the contract. This means that they were not aware of the underlying issue. The first ethical issue in this situation is the failure to evaluate the construction site. Both sides of the company failed to carry out an environmental impact assessment study of the area. The first step in any construction process is conducting an environmental impact assessment in order to unveil the impact the construction project will have on the natural environment (Sonenshein, 2007, p1022). Most of the time both stakeholders assume that putting up a building is commended as long as according to the law. However, all the documented and undocumented ethical issues must always be observed. Simply put, both parties were to blame for the failure to carry out an environmental impact assessment. The second ethical issue was the failure to change the location. Changing the location was the best option. Nevertheless, the regulatory board and the other stakeholders ignored this important fact. Most of the time, the underground water body feeds a larger water body. Building on top of this underground would have far-reaching consequences in the long run. Therefore the best solution was changing the location and completely avoiding tampering with the waterbody. Underground water bodies are to remain untampered due to the catchment area. In terms of solutions, the Brewery Company tried to bribe the construction company. Bribery is one of the most unethical practices that one can engage in. it impedes solving the case and put pressure on the implementers of the project. This case was simple but the Brewery Company failed to carry out its mandate professionally and acceptably. The only thing one can hope is that the construction company did the project based on the permitted blueprint. In this context, the construction company would take the blame in case. It was wrong for the Brewery Company to go against the stipulated regulations set by the regulatory board. There is only one objective that is giving preserving the underground spring. The preservations of these spring can only be done according to the updated blueprint which is considered ways of constructing without interfering with it.

Conclusion

            The construction sector plays a crucial role in the economic growth of any country. For the sake of retrieving optimum advantages from this industry and make sure that its functionalities run smoothly, acceptable ethical practices should be given an optimal priority. In spite of the creativeness and advancement in technology in the construction industry, unethical practices still find a place in the construction sector. This has derailed its growth in more than one aspect. In this particular case study, a company failed to carry out an environmental impact assessment test t hence missed out on underground spring. The company had to design the building in a manner that would preserve the underground spring.

Recommendation

Regulatory boards should define water catchment areas (Somachandra, and Sylva, 2018, p102). This will make it easier for conservation purposes and it will not create human conflict. Instead of diverting or creating space for constructions, the best thing is isolating water catchment areas for conservation purposes. 

References

Lu, W., Huang, G.Q. and Li, H., 2011. Scenarios for applying RFID technology in construction project management. Automation in construction, 20(2), pp.101-106.

Sohail, M. and Cavill, S., 2008. Accountability to prevent corruption in construction projects. Journal of Construction Engineering and management, 134(9), pp.729-738.

Somachandra, V. and Sylva, K., 2018. “Ethical management practice” as a csr tool to ensure the corporate sustainability of construction industry: a conceptual review.

Sonenshein, S., 2007. The role of construction, intuition, and justification in responding to ethical issues at work: The sensemaking-intuition model. Academy of Management Review, 32(4), pp.1022-1040.

Walker, D. and Rowlinson, S., 2007. Procurement systems: a cross-industry project management perspective. Routledge.

Human Resources Management, Bachelor of Commerce

 Work Placement

My ideal work placement would have been in Manulife Company. The position for my work placement would have been an employee relations officer. I love engaging and interacting with people and this would have been a perfect opportunity for me. Being one of the largest insurance companies, Manulife hires employees regularly meaning that the employee's needs need to be looked into and their voices heard. It is very easy for a big company like this with thousands of employees to focus on other areas of the company and leave out the employees. My position as an employee relations officer would enable me to ensure that all the employee policies and relations are maintained. I would maintain regular interaction with them, keeping them updated about the procedures and decisions of the company and make sure that they are well informed. In Manulife, I would have been able to interact with a lot of people, share ideas, discover new skills, and practice my career job which I am passionate about. It would have been my job to ensure that the company treats every employee as an individual and is treated fairly. It would have been a great learning experience for me.

Manulife employees are hardworking and do so much in advising their clients on their finances and because of their hard work, I would ensure that they are appreciated and rewarded for their hard work. This will motivate them in aiming higher and reaching their targets which will be good for the company. Maintaining healthy relations in the company would yield great productivity and overall success. I believe every individual need to have a relationship in the workplace because they need someone or people to talk to. This makes the working environment conducive for all the employees. I would have ensured that every employee feels valued and that they maintain healthy relationships with fellow employees. Sometimes employees have great and brilliant ideas to share in terms of reaching targets and therefore giving them the right to express their opinions would be good for the company. 

Manulife Company employs people from diverse communities and each of these employees has different skills and knowledge because of their diversity and for a company to gain from them, they should give the employees a platform to share their ideas. The open platform helps employees to work together, as a team with shared responsibilities and this makes works easier for everyone including the management team. As an employee relations manager, and with the relations knowledge that I have, I would have made sure that all the employees in Manulife would feel comfortable with each other, with the management, and this would increase concentration and reduce conflicts which will eventually increase the company’s productivity. Working in Manulife would have been a dream for me and I believe that my interaction with the employees and the entire management in the company would have allowed me to grow in my career. It would have given me a lot of satisfaction knowing that every employee's need is taken care of as it should.

Learning outcomes for Human Resources Management, Bachelor of Commerce

Regarding the principles and practices of strategic human resources management, my work placement would have enabled me to provide security to the employees and ensure that all the information they need is easily accessible. I would have used my learning outcomes to develop self-managed and effective teams which will help the company to achieve its main objectives. Teams consist of people who think and have different ideas but work towards a common goal. These different thoughts and ideas are important for the company and its success. I would ensure that employees are trained for their relevant skills. When employees are employed, the company must invest in their training to ensure that they are up to date with the developments of the company and even the technology that is fast growing.

With the use of qualitative and quantitative learning outcomes, I would have been able to track the work performance of employees, the business departments, and the company’s workforce at large. For quantitative data, I would have used the company’s statistics to get information that I would need. For the qualitative information, I would have used the observation strategy to observe the employees and record information about their behaviors, and what hinders them from effectively performing their work. This would have helped me identify the issues that are affecting the productivity of the company and what decisions would have been made to increase the efficiency of the company.

For emerging and established best practices, I would have focused on employee wellness and wellbeing. Introducing employee wellness programs and benefits packages will increase overall employee satisfaction. This will also decrease the chances of an employee having work-related stress. These programs will deal with mental health and this will positively impact the company. I would have used my learning outcomes for assessing Human Resource processes and strategies to evaluate the capability of the employees to deliver in a timely and successful manner. This would have ensured that goals were identified, opportunities available, competition and this would have helped to develop the needed workforce to achieve them.

Human resource management plans would have included thinking if the platform being used to market the job vacancies are attracting the right kind of applicants with the talent that the company needs. I would also plan on how to retain employees whose professional and technical skills are on-demand to ensure that they stay in the company as satisfied employees. I would also seek feedback from the employees about what they would want to be changed or retained in the company moving forward.

I would have used and developed my communication learning outcomes in and outside of the company to ensure efficient and effective communication. All the forms of communication are important in relaying the appropriate message in a clear, precise manner. Communication is key in a company because it creates a company’s image and also contributes to the success of the company when the brand mission is understood. To communicate effectively with stakeholders, diverse workforce, and the other team members, I would have linked communication to the mission, vision, goals, and values of the company. This would have ensured that consistency could have been maintained and strong employment established. This would have helped to safeguard the company’s credibility and develop loyalty and build trust. 

My competence and confidence would have helped me identify the employee’s skill gaps. I would have collected and gathered employee data to determine the competency gaps and know how to address them. My competence will help determine how to fill the employee gaps. This will be for the good of the company because when the gaps are filled, more achievements are met. Opportunities, risks, and challenges in the management of human resource learning outcomes would have allowed me to interpret the opportunities and challenges in the company and this would have helped develop strategies on the way forward. 

Collaborating in team settings, integrating diverse perspectives, and resolving conflict learning outcomes would have helped me know how to deal with diverse employees. This would have created an environment that is free of conflict and one that each individual understands that they are different and each of them has their strengths. I would have the ability to ensure that the employees work as a team and they get the opportunity to showcase their talents, skills, and knowledge for the best of the company. When employees work together and contribute individually the company’s productivity increases. 

Professional integrity and ethical behavior learning outcomes would have enabled me to demonstrate my level of professional integrity and behavior. Being responsible and acting professionally makes you respected by the employees and the other people in the company. In all my responsibilities and duties, I would have executed them with integrity to even make sure that those who would be looking up to me would have followed suit. Integrity and ethical behavior for the company would have helped to achieve their objectives and goals. This is because even the customers love to be treated with respect and professionalism. When the employees attend to customers and the management with integrity and ethical behavior the company’s success is evident.

Strategy evaluation

            Strategy evaluation is a process that involves conducting an analysis of an organization's strategic plan as well as the conducting assessments to determine whether the organization has been able to meet the set objectives using the strategy under evaluation. Strategy evaluation is therefore a tool that helps to conduct an internal analysis that assists in making decisions that affect the strategy used by the organization. Implementing any form of strategy evaluation incorporates the use of various activities, one of which is;

1. Reviewing base of strategy

            The base of any strategy used by an organization is determined by the strengths, weaknesses, threats and opportunities that the organization is exposed to in the environment it operates in (Bhandari & Verma, 2013). Since the validity of the strengths, weaknesses, threats and opportunities identified tend to occur in short durations, identifying the impact they have ensures that an organization is prepared in advance to take advantage of the opportunities that occur and also protect itself from any threats thereby increasing its strength and overcoming any challenges that may come about. Therefore, it is important to come up with strategies that are easier to implement and allow for quick decision making.

            Through strategy evaluation process, an organization is able to identify how competitors respond to the type of strategy used by the organization as well as how they alter their strategies in accordance with the changes made. This allows the organization to determine the effect that strengths and opportunities have had on the organization and also the consequences arising from opportunities and threats (Bhandari & Verma, 2013). Most processes that an organization engages in are determined by the SWOT analysis. Since the analysis creates an image of where the organization has reached and the impact that it has on society, the strategy evaluation process ensures that any opportunities identified in the SWOT analysis are exploited and any risks are done away with.

            Lastly, the activity ensures that strategies that are identified as being ineffective or unable to achieve the set objectives are addressed and corrective measures taken. Through strategy evaluation, the organization is able to identify changes in the processes such as a decline in demand or competitive actions made by the competitors and in so doing, prepare the organization for the changes in strategy needed to adapt to the situation and attain the set objectives.

1. Measuring organizational performance

            The activity involves an assessment by managers to assess whether planned activities compare to the actual progress and whether the strategy in use is able to achieve the set objectives. The process usually involves comparing what has already been achieved with what was the targeted results to determine whether the organization will be able to achieve all the set objectives (Stead et al, 2004). Instead of waiting until too much harm occurs before changing a strategy, the activity ensures that the management is kept informed on the progress of the proposed strategy and also where improvements can be made.

            The activity is also responsible for ensuring that any deviations to the suggested strategy are identified early in advance and corrective action is taken. Since the process involves assessing the individual performance of the processes that assist in achieving the organizational objectives, identifying those processes that affect performance on an individual level makes it easier to fix problems before the progress to other departments.

1. Taking corrective actions

Corrective action is only necessary when an issue has been identified that could create variations between the planned and actual results. Through strategy evaluation, the management is able to identify discrepancies in the strategy used and determine which areas need corrective action (Stead et al, 2004). Rather than altering the entire strategy, corrective action can be directed to specific areas in the strategy that cause problems and thereby bring about changes that ensure that the set objectives are achieved within the given time frame.

References

Bhandari, A., & Verma, R. P. (2013). Strategic management: A conceptual framework. New        Delhi: McGraw-Hill.

Stead, W. E., Stead, J. G., & Starik, M. (2004). Sustainable strategic management. Armonk,        N.Y: M.E. Sharpe.

 Decision Making and Problem Solving (Group Behavior in Organizations)

 Example of a problem that required group resolution

 In 2013, the Public Vacation Training Institute of Karditsa (VTI) hired a new director. The VTI had employed both seconded teachers and permanent staff who could work from 11:00 a.m to 19:00 a.m (Nikolaou, 2018). There was irregular work scheduling in this institution since some workers could work in the morning and others in the afternoon. The problem emerged when the permanent staff liked working in the morning hours so that in the afternoon they could take family obligations (Nikolaou, 2018).The other employees expressed their complaints that the Director is favoring some employees. The director was very strict on whether the seconded employees were adhering to the work rule.   

Steps involved in solving problems

As the director recognized that the problems were escalating, he defined the problems and left it at that. In other words, he stated that there is an act of exclusion, the group of colleagues who leave work early to take care of their families has created a negative climate, there is lack of interpersonal relations, and there is no cooperation.

How the decision could have resulted in better outcomes

The decisions were made by defining the problem and stating the potential causes.   According to McNamara (1999), defining the problem means realizing that there is a problem in the organization and analyzing issues that contribute to the problem. It is true that problems are solved by analyzing potential causes as these are major steps. However, Talanker (2016) adds that the decisions that the director made (identifying problem and the causes) could have resulted in better outcomes if the director applied skills and techniques. Focusing on the example, it is true that the director recognized that there is a problematic situation. However, he did not respond to the problems. The author states that the decisions could lead to positive outcomes if the director took a course of action including good tactics and plans to solve the problem. Nikolaou, (2018) states that conflict management means using an effective strategy to solve the negative behaviors such as violation of rules. Thus, the director need social skills to solve the problems affecting the employees and encourage interpersonal relationships. 

 According to Stan, (2008) better outcomes in decision making could be achieved through group decisions. This means that the director or the institution could solve by involving multiple individuals. Different people could bring different resources and ideas toward solving the problems. They could combine their strength and focus on a broader perceptive and the sense of team spirit could bring a collective to understand (Stan, 2008). However, the director used an authoritarian voice, or in other words, he did not consider people's opinions hence a lack of institutional effectiveness. Unifying problems or realizing there is a problematic situation is a necessary step but the author states that the decision could be made by a group.This means that the director could involve the stakeholders and employees to discuss the issue at hand and suggest solutions (Stan, 2008).The author also talks about the process model and asserts that the director could make the decision and state the pre-established guidelines and encourage members to conform to the guidelines. The purpose of the process model is to have a solid foundation under which the decisions are made.

References

Nikolaou, P. (2018). Effective strategies for human resource management in educational

organizations. Conflict management case studies. Journal of Contemporary Education,

Theory & Research, 2(2), 30-34.

McNamara, C. (1999). Basic guidelines to problem solving and decision making. Minnesota:

Suite, 360.

 Talanker Sergei. (2016). Problem-solving is decision-making. DECISION SCIENCES

INSTITUTE. https://www.researchgate.net/publication/310844404_Problem-solving_is_Decision-making

Stan, A. (2008). Groups Decision Making Within The Organization. Studies and Scientific

Researches. Economics Edition, (13), 94-97.

 Decision making process

1. The First Federal management used the decision-making process to try and come up with a solution for the issue relating to absenteeism. The management first started by acknowledging there was a need for change and decisions needed to be made in order to determine the most applicable solution. The realization was based on information regarding attendance in the organization which revealed a major problem that attributed to the high rate of absenteeism. After the problem was identified, the management opted to involve other managers from different team to try and come up with a solution to the problem. The information collected was used to develop various alternatives that could help fix the problem that had been identified (Shapira, 2002). Rather than making decision among the first federal management department, they opted to involve other managers as a way to generate different ideas and determine the most suitable one. throughout the ordeal, the First Federal management followed the steps of the decision making process to not only identify the problem, but also get other members from different departments to weigh in on the decisions made and come up with solutions that would suit the needs of the organization as well as other employees expected to abide to the new policies enacted to reduce absenteeism in the workplace.
2. In order to resolve the problem, first federal management needs access to information regarding the terms stipulated under the sick leave policy used within the organization. Since the policy has been identified as the major cause for absenteeism, first federal should start by analyzing the terms in the policy to identify provisions that encourage employees to stay away on sick leave longer than necessary. Understanding the policy will make it easier to identify areas that cause problems in order to determine whether the policy needs to be abolished or reformed (Blenko et al, 2010). First Federal management will also require information regarding the rate of absenteeism and explanations given by employees regarding days they spent away from work due to medical reasons. The information is important as it helps to identify the driving factor that has created the issue of absenteeism in the organization (Blenko et al, 2010). Although the sick leave policy has contributed to the high frequency of absenteeism, the decision to miss work, especially when one is not sick, for longer than necessary is more personal rather than forced. Understanding the factors that make it easier for employees to stay away from work longer than necessary could help identify other problems within the organization that make it necessary for employees to exploit policies intended to protect both the organization and its employees.
3. First Federal Management should collect the information needed from top department heads regarding employees. Since the heads of every department are responsible for the conduct of employees in the department, they possess vital information that can be used to understand employee behaviors as well as any opinions they may have regarding some of the policies used. On different occasions, the top management engages with junior staff and the interactions often involves exchange of information that could be beneficial when determining how to bring about change (Halpern & Stan, 2016). Other than the heads of departments, the employees are also a vital source of information that first federal management could rely on. The employees are responsible for fulfilling the objectives set by the organization. They are therefore in a better position to discuss how processes work within the organization as well as give suggestions on solutions that can help resolve some of the challenges they face. Lastly, federal management could rely on secondary information from other organizations and researchers who analyze the impact that the sick leave policy has on employees as well as how to go about regulating absenteeism. Outside information is important as it provides suggestions that have already been tried out and the management can assess the end results to determine which approach will be most suitable for their organization.
4. Linda should have done more research to determine what changes were likely to occur following the decision to change the organizational culture. Instead of basing her decisions on her past experiences and relationships with other employees, Linda ought to have assessed the nature of the change she was trying to implement and its likely outcomes. Her decisions were greatly influenced by the desire to achieve positive results. While the idea arose from the decision to enhance job performance and help making processes more efficient, the decision-making process failed to analyze some of the challenges that could come about as a result of the new changes implemented (Nutt & Wilson, 2010). Linda also ought to have used input from other managers and professionals in the field. Despite having worked in the organization, her experience as an employee was inadequate to bring about the positive change. Her decision to base the change on input from her colleagues made it difficult to fully understand the impact that the decision would have on processes engaged within the organization. Linda ought to have used information from professionals and other managers rather than feedback from her colleagues since the change would affect how all employees under her went about performing their jobs. Basing the decision on her colleagues’ preferences created an environment where some employees were disadvantage and the workload became too much for others due to the disruption in how processes function within the organization.
5. Although the changes introduced by Linda slowed down the flow of work, the negative outcome is greatly as a result of the approach used rather than the change introduced. Linda should therefore carry out more research on how to go about introducing change and try to identify different approaches that can be sued to ensure that the changes implemented are effective. The previous approach involved assigning duties on a first come basis. There were however cases where some assignments would be reserved for people like Bob who were more equipped to handle complex issues. Rather than assigning duties based on preference, Linda should create a system where employees who can perform specialized or complex work are noted. Assigning of duties should however proceed on a first come basis as this will ensure that there a steady flow of work (Nikoi & Boateng, 2014). Instead of assigning duties depending on what employees prefer, Linda should identify each task and assign depending on employees’ capability rather than preference. This will help do away with the notion that low-ranking employees are getting the most complex jobs as such assignments will be reserved for employees that have been identified as having more advanced skills and can comfortably handle complex job assignments. It is however crucial that Linda involves other members of the management team to help share insight on how to excel at her position so as to avoid making similar mistakes in future.

References

Top of Form

Blenko, M. W., Mankins, M. C., Rogers, P., Case, J., & Davis-Peccoud, J. (2010). Decide &        deliver: 5 steps to breakthrough performance in your organization. Harvard Business            Review Press

Halpern, J. J., & Stern, R. N. (2016). Debating rationality: Nonrational aspects of organizational             decision making. Ithaca, N.Y: ILR Press.

Nikoi, E., & Boateng, K. (2014). Collaborative communication processes and decision making    in organizations. Hershey PA Business Science Reference

Nutt C and Wilson C, (2010) “Handbook of decision making” John Wiley & Sons

Shapira, Z. (2002). Organizational decision making. Cambridge [U.K.: Cambridge University     Press.

Bottom of Form

 Risk management in car rental industry

1. What is the risk management related topic idea you wish to investigate?

The risks that a person encounters when he or she rents a car

2. Why did you pick this idea? If it is covered in the class materials, how would what you investigate differ from what was already covered?

The fundamental reason for selecting this topic is because the car rental is one of it requires high capital input in the industry. Ideally, rental fraud, finance, as well as traffic accidents are the main risks documented in the car rental industry. As a result of that, it is paramount to take into account the manner in which the car renting industry takes into account the parameters that they utilize in managing and controlling the risks that evolve (Dallas, 2006).

3. What are you basically interested in learning from this assignment?

As much as the car renting industry is concerned, it was paramount to understand some of the emerging issues that affect such an industry. The reason for that is because the automotive niche is extremely becoming more attractive for the majority of the organizations that desire to widen their services (Herrmann, 2015). The continued change in mobility trends also takes into account the manner in which the desired customers access the same services.

4. What is a practical application of your topic? (If not sure, just give it your best shot.)

One of the factors that will have to be taken into account is the manner in which customers are accessible to the services that the car renting industry offers. In this case, it is important to understand the primary features of the same industry. Such features include increasing changes in the market niche which the majority of the car-sharing operators have to encounter on a daily basis.

5. What help will you need in completing the assignment?

One of the mechanisms to will have to be employed is taking into account the evaluations that engulf the industry in terms of the insurance claims that are being forwarded. As a result of that, it will be vital to consider the potential relationship that the car renting industry has with its potential customers (Jacoby & Howard, 2015). The theoretical, as well as the industry practices, will have to be taken into account so as to have the required data regarding how it can become one of the embraced leaders in car rentals.

References

Dallas, M. (2006). Value and risk management: A guide to best practice. Oxford: Blackwell Pub.

Herrmann, J. W. (2015). Engineering decision making and risk management. Hoboken, New Jersey : Wiley

Jacoby, B., & Howard, J. (2015). Service-learning essentials: Questions, answers, and lessons learned. San Francisco, CA: John Wiley & Sons.

Analysis of Uber's operations model

            The taxi industry was already well established before the entry of Uber into the market. Traditional taxis however relied on outdated methods of picking up passengers. Customers had to walk up to the street and search for an unoccupied taxi whenever the need to travel arose (Guo et al, 2019). Attaining the driver’s attention often involved sticking out an arm or whistling when the taxi drove close enough for the taxi driver to hear. Although most taxi drivers were alert and could easily identify customers trying to hail down a taxi, the process was rather tedious and ill-equipped to cater to customers located in remote locations where taxis did not frequent.

            The challenge in hailing a cab before Uber was not only experienced by customers but the taxi drivers themselves. Drivers had to drive around even when not carrying any passengers to locate customers in different parts of the region they operated in. rather than just parking, taxi drivers had to find out methods to increase the probability of being hailed down by a customer (Guo et al, 2019). The drivers would however use up fuel roaming instead of driving passengers to their destination and this greatly affected the cost of doing business.

            The idea for starting Uber was as a result of Garret Camp’s visit to Paris in 2008 after an experience with Travis Kalanick who had difficulty hailing a cab and decided to create an app that would enable customers to order for a car whenever the need arose. Uber identified a gap in the taxi industry that made it difficult for taxi drivers to connect with their customers (Guo et al, 2019). To exploit the opportunity identified, Uber designed an app that could be installed in smartphones, tablets, and other forms of technology. Through the app, Uber was able to gain a competitive edge and gain a significant share in the taxi industry.

2.

            Uber’s approach towards surge pricing in the context of changes in supply and demand is responsible for the varying amount set for trips during different times of the day. When the demand is regular or normal, the price charged for trips remains the same for all customers alike. When the demand is high however, the price tends to be higher than normal especially during times when the number of people trying to get a ride exceeds the number of drivers available to offer the service.

            Surge pricing helps Uber to ensure that there are enough drivers on the road to ensure constant supply when the demand is there. Since Uber gives its drivers the freedom to operate whenever they see fit, surge pricing acts as an incentive to drivers encouraging them to work when the demand is high (Castillo, 2019). The company has developed a method to inform drivers when surge pricing starts as well as locations with the highest demand. Drivers operating during such periods get to charge higher prices for the rides and in so doing, earn more than they would have during periods when the demand is normal. It also encourages off duty drivers to get back on the roads as demand for rides is usually high during peak hours.

            The benefits from surge pricing are achieved when the company sets up higher charges for rides than usual to attract customers who want to travel during peak hours. The company however notifies the customers on the availability of a cheaper ride but also informs the customer that they may have to wait longer than usual to get a cheaper ride (Castillo, 2019). The approach is ideal in that it gives the customer the freedom to choose between waiting for a cheaper ride or paying more to get a ride immediately. By doing so, the company ensures that drivers are available to cater to customers that are comfortable paying extra as well as those that opt to wait for a cheaper ride.

3.

Uber also uses surge pricing to influence the cost charged for a ride. During periods when demand is high, the company offers different prices to customers depending on the availability of drivers. Once an area is identified and peak demand sets in, the company notifies its drivers that surge pricing is in effect and that fares from such destinations are likely to bring in more profit (Castillo, 2019). This encourages drivers to move to such locations to benefit from the different prices. Through surge pricing, Uber can ensure there is constant supply to meet the demand created, and also have more control over the prices set.

While the company does a lot to ensure that it can meet the demand created, it often does this by altering prices. During periods of surge pricing, customers are required to pay extra to get an Uber in a short period (Castillo, 2019). There is however the option to pay the normal rates but this often requires the customer to wait until a driver is available, which is likely to take longer as most drivers prefer to carry customers willing to pay the extra cost during peak hours.

Other than speed in delivery of service, Uber also uses different types of cars to customers as a way to control prices. During periods of surge pricing, customers are encouraged to request different rides from Uber that offer more services but are likely to cost more (Castillo, 2019). Customers who are willing to pay extra get the opportunity to drive in luxurious cars that are available within a moment notice and this makes it easier for the company to serve customers who are willing to wait and also those who are okay with paying extra.

4.

Uber’s business model is greatly influenced by the economies of scale and the economies of scope that exist in the market the company operates in. The company’s business model employs the use of modern forms of technology such as smartphones and tablets to connect its drivers with customers (Dyer, 2019). Since the company operates in different countries and serves customers in different locations, the use of smartphones has made it rather easy for the company to connect its drivers with customers. This is made possible through an app that is made available to all its drivers as well as potential customers (Dyer, 2019). The apps however offer more than just a platform to hail a cab as they also allow the customer to give feedback, complaints, or any comments that can help improve the quality of service.

The business model also pushes the company to constantly involve and adapt to changes in the markets it operates in. the reliance on different forms of technology to connect customers with drivers means that Uber has to constantly innovate and find better and faster ways to reach its customers (Dyer, 2019). Since Uber has to account for the needs of its different types of customers in different parts of the world, innovation is approached carefully to ensure that any improvements made apply to the customers the change is meant to reach.

Uber also engages in activities such as encouraging customers to rate their drivers after the ride is complete. The platform helps to ensure that drivers offer the best quality of service and that customers get value for their money (Dyer, 2019). The company also provides items such as drinking water, free Wi-Fi, and phone chargers to customers while in transit. Smartphone technology is also used to track drivers which guarantees the safety of both the driver and the customer.

5.

            The game theory refers to the processes involved in modeling strategic interactions between different parties engaged in a situation governed by a set of rules that determine the possible outcomes. Take the case for Uber, the organization is one of the For-Hire Transportation Network Companies that rely on advancements in mobile technology to interact with the drivers and customers (Anderson, 2010). The customers contact the drivers through the mobile application that is owned and managed by Uber and the drivers rely on GPS to find the customers' pick up point as well as their destination. The reliance on smartphones by the company utilizes game theory as they give the organization control and influence over the drivers which can be used to manipulate or encourage drivers to work for longer periods or longer distances.

            The reliance on smartphones makes it difficult for drivers to reach customers directly as the service is only requested through the mobile application. As such, drivers are forced to rely on the customers that request their services through Uber, thereby ensuring constant demand for uber (Anderson, 2010). Also, the company has set fixed prices for specific destinations which are only altered during periods when the company engages in surge pricing. Customers intending to earn more are therefore pushed to work longer durations and take on customers whose destinations are far away in an attempt to make more from the fare charged for the ride (Anderson, 2010). Although the company ensures that there is enough demand to create employees for all its drivers, the approach used ensures that the company retains control over the transactions between the customer and the driver.

6.

            Uber’s potential for international expansion is greatly influenced by the nature of the market it seeks to venture into and how it responds to the policies implemented to regulate trade in the regions it seeks to venture into. Success in international markets is therefore determined by the company’s ability to alter its corporate culture and adopt new policies that are in line with those in the region it seeks to operate in (Isaac, 2020). a good example is the business model employed by Uber in its operations. The company’s success is greatly influenced by its classification of drivers as contractors rather than employees (Isaac, 2020). Since employees are entitled to various benefits such as medical and insurance cover, classifying drivers as contractors help to avoid costs related to such benefits as the same is not extended to contractors.

            While such an approach was successful in the United States, a similar approach failed in China and this is greatly due to the different policies in use in the two countries. The lack of experience and different policies in China made it difficult for the company to excel despite taking over the taxi industry in the United States (Isaac, 2020). Successful market entry into international markets will, therefore, require the company to research the policies and nature of operations of the region it seeks to serve to come up with strategies that are tailor-made for specific markets rather than relying on the same approach used in successful regions like the United States.  

7.

            The Principal-agent problem refers to any conflict in priority that may occur between an individual or a group and the organization or person authorized to act on their behalf. The problem occurs when the agent tends to engage in activities that are likely to harm the interests of the person being represented (Blanding, 2015). In the case of Uber, the organization acts as the principal whose interests need protection while the drivers bear the responsibility of protecting these interests.

            Uber operates by employing drivers to carry customers from one destination to another at a price. The service is made possible through an Uber app that is installed on the driver’s smartphone and can be downloaded by customers who wish to use Uber services (Blanding, 2015). However, since customers only meet with the drivers and not Uber, the drivers act as the point of contact between the organization and its customers. They are therefore in a position to affect the business either positively or negatively, depending on their interactions with customers.

            To influence positive interactions, the company has designed a rewards program that reduces the service fee to only 3 percent after the driver makes 15 successful trips (Blanding, 2015). The reduced service charge ensures that drivers earn more from every trip they make and thus creates good relationships between the company and its drivers. Drivers who earn more are likely to have a positive attitude towards the company and are more likely to engage in activities that protect the company’s interests.

8.

            Uber relies on advancements in technology to create a digital and algorithmic system to create flexible employment terms with its employees (Schneider, 2017). The technology also makes it possible for the company to rely on advanced forms of surveillance to collect information regarding the services offered as well as where to innovate.

            On one hand, Uber can directly manage its drivers through the logarithms, semiautomated performance evaluations, passengers, and other rating systems made possible by the technology used. The approach is however a form of remote worker management as the company rarely comes into contact with its drivers who act as its employees.

            Although the technology reduces the need for interaction between the company and its drivers, asymmetric issues regarding information arise mainly because data used to determine performance is influenced by opinions from customers and data collected regarding rides offered (Schneider, 2017). The company lacks access to sufficient information regarding how drivers go about ensuring that supply meets demand and this could negatively impact the efficiency and communication between Uber and its employees.

References

Anderson, E. (2010). Social media marketing: Game theory and the emergence of             collaboration. Heidelberg: Springer.

Blanding M, (2015), "Who is boss in the sharing conomy?" Harvard Business School,      retrieevd from, https://hbswk.hbs.edu/item/who-is-boss-in-the-sharing-economy

Castillo C, (2019) "Who benefits from surge pricing?" Stanford, retrieved from,             https://web.stanford.edu/~jccast/JMP_Castillo.pdf

Dyer, J. (2019). Strategic management: Concepts and cases. Wiley

Guo, Y., Xin, F. & Li, X. (2020). The market impacts of sharing economy entrants: evidence       from USA and China. Electron Commer Res 20, 629–649 .       https://doi.org/10.1007/s10660-018-09328-1

ISAAC, M. I. K. E. (2020). SUPER PUMPED: The battle for uber.  W W NORTON.

Schneider, H. (2017). Creative destruction and the sharing economy: Uber as disruptive    innovation. Edward Elgar Publishing

  Risk management

• Introduction

            The current automotive niche has become more attractive for traditional rental and emerging companies entering such an industry. Car-sharing is the systematic use of a particular car by several customers in which hiring expenses are distance or time based as users are charged for the distance and/or time they drive.  The reason for that is because each business organization always desires to broaden the services that they offer to customers to be on track with the rapidly changing automotive mobility trend. The primary characteristics of the automotive industry, for instance, the presence of free-floating fleets of cars that potential customers can quickly or spontaneously access have imposed huge challenges and related risks that car rental companies have to face each day (Herrmann, 2015). Being the heart of the enterprise model, the primary source of such risks is vehicles.

            Nevertheless, if the damage related costs represent daily issues in the automotive industry are not efficiently controlled, it inflates insurance expenses in return. The driving behavior of the customers is a scenario that is difficult to screen or monitor. Such a scenario is also based on the fact that it is hard to detect high from low-risk customers before proving that they have the potential of becoming service members (Cheng & Choi, 2010). Therefore, car-sharing symbolizes one of the business organization segments within the automotive industry.

• Relationship of your topic to the rest of the class topics

            The continued development of car rental business has perceived to have brought a lot of traveling conveniences to the majority of customers.  Despite that, a large percentage of car rental companies and vendors encounter different challenges and risks while managing and controlling resources and reservations. From these perspectives, it means that there exist different distinctive warning signals that suggest whether a business will continue to thrive or not. As much as the risks involved in the car rental industry are concerned, efficient risk management does not necessarily imply that failure is apparent (Mitchell et al., 2015). In risk management, a combination of typical risk factors is one of the strategies that can assist in indicating whether the business is in trouble or not.

• Practical application of your topic to a created scenario
• Describe the scenario

            The car rental contracts are designed in explicit forms for car leasing which comprises of an agreement entered between the owner (leaser) of the car and the renter (lessee). Upon the specified period agreed, the renter is guaranteed the right to use the car. Equally, the owner will provide the lessee with all the agreed features of the car together with maintenance, accessories, tax payment, and so on.

• Describe how your topic applies to this scenario

            Over decades, car rental business industry have encountered immense development to the extent of establishing huge car leasing services networks on various business throughout the world. Regardless of that, there are various risks that such an economic activity is prone into. They include changes in repurchasing agreements, changes in interest rates, economic downturn, seasonality, changes in industrial policies and car prices, and so on (Mitchell et al., 2015).

             As much as the car hiring scenario is concerned, risk management in the car leasing industry should be based on the need for reviewing the strategies, policies, and philosophies of the management towards the perceived risks. For instance, it will be paramount to take into account the nature of the relationship that the company has with its potential users (Hensher, 2020). Understanding the organization’s market position, car fleet profile, marketing network, financial position, and flexibility will assist the management authority to better implement measures to curb such risks.

• In some detail describe how you would apply your topic to the scenario

            To successfully apply this topic in such a scenario, first, it will be paramount to evaluate some of the primary features that make such a business to prosper or fail.  One of the key features is to understand how changes in the current car hiring market niche keep on impacting the services being offered by such industry. Issues such as financial risks, rental fraud, diversification, and traffic accidents, transparency, and improvement in customer services should be systematically analyzed to effectively manage any perceived risk/s. in the process of examining the previous records, it is important to ensure that the organization keeps tracking all the current issues that can affect the relationship it has with the current and the new customers demanding the same services (Jacoby & Howard, 2015). As a result of that, it becomes possible to come up with better strategies that can make the organization to compete favorably in the market.

• How helpful would your topic be in managing risk for your scenario?

            With the advancement in technology and the increasing traffic rules, the management of risks in this scenario indicates that it is vital for the car leasing industry to ascertain whether their customers are capable of minimizing the risks they perceive might arise from the agreement entered. Other than offering some little training to customers, it is also important to ensure that the organization has provided detailed information regarding the functionality of the vehicle, norms of the country roads, routes, and other related details (Hensher, 2020). Utilizing cost mitigation measures assist in ensuring sustainable or prolonged business profitability.

            Managing and storing booking information is a tedious activity. To effectively manage risks, it is vital to book information regarding price management, performance, provision of new deals, and so on. That will aid in establishing a complex mechanism for managing and controlling car leasing activities daily. Customer satisfaction is one of the key factors in business development. The provision of accurate information assists in creating transparency for customers (Dallas, 2006). Inquiring from customers about the experiences they have and the changes they desire the company to make will assist the management authority to manage the business efficiently.

            Traditional and established car leasing business organizations face various challenges from new competitors entering the industry. New and independently managed businesses are entering the car rental market with advanced technologies and other new ideas. It negatively impacts the activities of the well-established conventional car leasing companies (Jacoby & Howard, 2015). Therefore, better manage such risk, it is important to consider getting updated with the newly emerging technologies and try to come up with new ideas or offers that can aid in grabbing customer attention.

• Reflection on your topic and this project

            Car leasing business is one of the economic activities that are full of numerous challenges. The implementation of effective strategies and quick fixes can assist in running the business in a better way as well as handle car rental challenges. It is important to help customers to understand the various risks that arise whenever they rent a car. Encouraging all customers to accept some of the coverage provided by the car rental business organizations has the propensity of reducing exposure to errors as well as omissions of claims (Herrmann, 2015). Furthermore, emboldening customers who desire to evade the cost of car damages waivers from car rental businesses and advising them that they are already covered will be a wrong approach.

             To come up with an n appropriate advisory approach, it is important to share the same perspectives and insights usually employed when leasing a car to a customer. Start by offering more detailed information regarding the various risks that are involved. Reviewing with the client the strengths and drawbacks of the different types of protection available is an important mitigation measure. After the available options and the risks have been understood, the client can evaluate the relative benefits and costs of each option to make sound decisions (Dallas, 2006). By analyzing various variables, it is easier for the organization to influence positive customer choices which in return assist in managing any risk appropriately.

• Conclusion

            Several factors such as increasing customer demand for speed, convenience, and individualization of mobility products and services, congestion of city centers have greatly contributed towards shaping the need for mobility by the majority of people. Such a scenario is what has resulted in the establishment of new approaches for rethinking car ownership, leasing cars, as well as other related expenses. With time, the idea of metropolitan mobility has greatly moved from the notion of restructuring municipal regions to accommodate the ever-increasing traffic jams to the establishment of mobility systems that is adaptable to city transportation requirements.

            Car-sharing facilitated by the development of car rental industries has assisted in the expansion and evolution of pioneering mobility services. Despite that, various risks are involved whenever a company is approached by a potential client wishing to hire their vehicle. To effectively handle such challenges, it is important for the organization to keep pace with the current market trends, provide detailed information to their clients concerning the risks involved to create transparency. In the long run, establishing a good relationship with customers will enable the company to enjoy the economies of scale. 

References

Cheng, T. C. E., & Choi, T.-M. (2010). Innovative quick response programs in logistics and supply chain management. Berlin: Springer.

Dallas, M. (2006). Value and risk management: A guide to best practice. Oxford: Blackwell Pub.

Hensher, D. A. (2020). Understanding Mobility as a Service (MaaS): Past, present and future. Amsterdam, Netherlands ; Cambridge, MA : Elsevier

Herrmann, J. W. (2015). Engineering decision making and risk management. Hoboken, New       Jersey: Wiley

Jacoby, B., & Howard, J. (2015). Service-learning essentials: Questions, answers, and lessons     learned. San Francisco, CA: John Wiley & Sons.

Mitchell, W. J., Borroni-Bird, C., & Burns, L. D. (2015). Reinventing the automobile: Personal urban mobility for the 21st century. Cambridge, Massachusetts : The MIT Press