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Human resource strategy is a concept of designation for the long term planning that enables to achieve the objective of the organization in aspects of human capital management and human resource. In the given study, all the human resource strategy that is applied by Green Propulsion (GP) has been discussed. All the strength and weakness of Green Propulsions in organizational culture has been evaluated. The study deals with all the core of conduct that leads to understand developments in small companies. Further analysis of how the company fixes their priorities that were necessary in the field of human resource for overall growth. It has been observed that GP has launched a new company named, Imperia, that will produce hybrid roadster. The study will discuss interesting issues that are faced by the company while managing dual-focus organization in the field of innovations and research and development. GP is a multilingual and multidisciplinary company with economic development of the Belgium’s Walloon region (Deininger et al., 2015). The main mission of the company is to encourage the collaborations between the university and industry by advertising funding spin-offs and start-ups.
One of the cultural advantages that are observed from the given case scenario is, for instance, the company consist of three founders, three mechanics, and IT experts, an electrician, four interns and a marketing manager who sit together in order to discuss important points that will influence company’s operations. In the meeting, every one’s viewpoints are asked and discussed for the formulation of new projects as well as ongoing tasks that are allocated to all the members of the company (Nankervis et al., 2016). The meeting was organized every Monday in aspects to discuss all technical facts in broader and more detailed manner. Furthermore, the organizational culture was maintained by organizing informal get-together of all the respective members of GP on Friday afternoons. The organizational culture was primary protocol that was maintained by all the employees of GP (Alvesson and Sveningsson, 2015). Henceforth, irrespective to celebrate that protocol, the entire group of GP celebrates at the end of every week with an aperitif, bottle of wine, a crate of beer and a few crisps. For the members of GP it was termed to one of the crucial moments in which they talk freely to each other while spending cherishing moments. Although, it has been evaluated that most of the discussions held between the celebrations were on issues that were currently faced while doing projects, contracts with suppliers and other similar aspects. According to the viewpoint of Hauff and Richter, (2015) it is the time when all the levels of members share their ideas and knowledge about the project to each other with having any fear of power distance index (PDI)
There are many member working full-time in the Green Propulsion, are very much passionate and enthusiastic sharing the same organizational culture. This leads to determine that the level of individualism versus collectivism (IDV) is relatively low, among the six dimensions of Hofstede Model (Triandis, 2018). The entire number of members of the company was concerned in maintaining the predominating organizational culture and was not deemed to be profit orientated. Henceforth, the concern of maintaining the organizational culture seemed to bring surprise for the company with necessary returns on their fundamental investment.
In the given case, GP has gone through a crisis where a bus subsequently caught fire whose electric battery were supplied by them. From this case scenario, all the members of company were abruptly blamed. As per the statement of Ansoff et al., (2018), despite of all the stress setting back, the founder of GP that is Toussaint had managed to control the situation while gaining the trust of its stakeholders and clients. As per the statement of Warshauer, (2015), the help of adequate and effective teamwork, the company struggled to pull out all its members from those ongoing difficult circumstances. According to the perception of Paliokait? and Pa??sa, (2015), this unity among the members leads to maintain the faith of clients on the capabilities of GP as well as gaining new competence: and a ‘survival instinct’.
One of weakness that was determined from the given case scenario is the requirement in different style of management by the Toussaint in production plant of GP, but all the members were busy maintaining and focusing only on organizational culture. The main issues that could have arose were the balancing act that was required to be maintained in between the innovation factors through R&D and with the manufacturing of Imperia at the production plant of GP. In order to achieve the desired growth, the small and medium sized enterprise has to go through leadership issue (Iqbal et al., 2015). Henceforth, the only concern of organizational culture within the members was neglecting all issues and risk that were required to be sorted by GP.
Another weakness that has been identified from the given case scenario was that the entire operating system followed and relied on flat organizational structure in aspects to maintain overall performance of the team members (Bromiley et al., 2015). Furthermore, it has been evaluated that there are certain negative aspects using flat organizational structure. It has been assumed that the founders may lose control on the management system (Noe et al., 2017). Moreover, the work relationship may be hampered if the company only relies on flat organizational structure. The employee retention process may lead to raise difficulties in aspects of leadership and management style (Bode et al., 2015).
From the above case scenario, it can be recommended that all the members of GP focuses on organizational culture, influencing them to neglect other important functional areas in operations for the growth of business. The GP are recommended to identify different styles of leadership and management that will enable the company to grow and expand. Henceforth, GP is required to adopt certain aids to improve the conditions of R&D that enable to enhance the innovation factors.
Thus, the company is recommended to understand the current culture conditions of the other society and communities in which they planned to grow and expand their business. In addition, GP is required to adopt advance organizational culture that will influence positive impact on the operations of business. Furthermore, the company is required to plan effective and advanced organizational culture in order to gain desired future result. Henceforth, it is recommended to aim different values that will lead to expand the business as per the changing circumstances and demands of market. GP must hold more of the formal meeting aiming to discuss all the future challenges that were assumed and forecasted by the R&D team of the company. Although, it has been evaluated a good and effective team work within the members of GP. The company can also focus on individual agendas determining the cohesive functioning of the entire group.
The GP are recommended to apply other effective organizational structure to gain effective overall productivity. As per the viewpoint of Jackson, (2015), the company must also practice effective methods of enhancing communication skills of other organizational culture. This practice will enable the GP to survive in the different organizational culture at the time of its growth and expansion. As per the given statement of Konings and Vanormelingen, (2015), the managing department of GP may organize specific program in order to provide training and education to its other members and employees in the field of effective communication and organizational culture. According to the statement of Hargie, (2016), the company is further recommended to considered the moving team and employees. According to the statement of Good all and Pogrebna, (2015), creating the sense of camaraderie and cohesion among the groups that must work to serve the desire and demands of the market. In addition, the executive and CEO’s of the company may organize programs to recognize the most active and dedicated members and awarding them. This process will lead to raise the motivational level, boosting their enthusiasm and effectiveness towards their work. According to the statement of Felin and Powell, (2016), numerous strengths are determined from the given scenario in aspects of organization culture that are focused by GP members in order to operate and expand their business.
The given study evaluates the efficiency and importance of human resources strategy. In order to exhibit all the appropriate factors in relation to the main topic a small medium enterprise has been considered named, Green Propulsion. Furthermore, certain strength and weakness accentuated in the given scenario has been identified in the context, focusing on organizational culture in GP. It has been observed from the case scenario that GP was very much oriented towards organizational culture which ample them many strength, while operating their business. Moreover, it has been analyzed that due their main concern on maintaining organizational culture, the company has neglected certain crucial factors that were mandatory for the growth of overall business. Finally, a recommendation has been stated based on the given case scansion that reflects the gaps that are required to be fulfilled by GP.
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