People and OrganisationsGroup Presentation – Asian Coast Development
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MGM Ho Tram ProjectSource: http://www.asiancoastdevelopment.com
Asian Coast Development Ltd. (ACDL)
: international development company
Specializing in integrated resort
destiations
Doing resort project at Ho Tram –
Vung Tau
Interviewee: Isidor Subotic – Vice
President
Bolman and Deal’s Four Frames (2003) Structural Frame
Human Resources Frame
Symbolic Frame
Political Frame
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Headquarter in Canada
Separated entities established in different countries: Fiji, Spain
Every single entity has its own structure
ACDL Vietnam is one of them
Major decisions are made in Canada
Mintzberg Structural Frames
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Related Theories
Human Resource Frame Assumptions
Herzberg Two factor Theory
Maslow Hierarchy of needs
McGregor Theory X and Y
Human Resource Principles (Bolman and Deal, 2003)
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Human Resource Management“Human resource management refers to the policies, practices and systems
that influence employee’s behaviour attitudes and performance.
It pays a key role in attracting, motivating, rewarding and retaining employees” (Noe and Winkler, 2009)
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Herzberg Two factor Theory
Source: Organizational Behavior: Managing People and Organizations, 7th Ed. , by Moorhead and Griffin, Houghton Mifflin
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The Human Resources Frame Assumptions(Bolman & Deal)
Organizational ask: “How do we find and retain people with skills and attitudes to do the work?
Workers want to know: “How well this place meets my need?”
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Maslow Hierarchy of needs
Source:Organizational Behavior: Managing People and Organizations, 7th Ed., by Moorhead and Griffin, Houghton Mifflin
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McGregor Theory X and Y
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Human Resource Principles (Bolman and Deal, 2003)
Empower them
ACDLLittle involvement in recruitment
Hire for specific tasks
Bonuses
Offer trainings
Weekend lunch together
Autonomy
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Transformational Leader and Shared Values: the building blocks of trust (Gillespie & Mann 2004)
1. Quality of communication & problem solving
2. Discretionary effort
3. Organisational citizenship behaviour
4. Organisational commitment
5. Rate of employee turnover
6. Team performance
7. Bottom Line measure of profits and sales
- Lack of communication
- High control
- Contract binding
- Allow independence but not for the whole company
- Outsource
- Distance
- Task-oriented
ACDL
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Studies have shown that corporate culture influence performance (Daft, 2010 and Lim 1995):
Appropriate culture better internal integration encourage adaptation to external environment
Artifacts, symbols, stories, values are components of the overall company’s culture (Daft 2010 and Wadell et al. 2004)
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Needs of the EnvironmentS
trate
gic
Focu
s AdaptabilityCulture
ClanCulture
BureaucraticCulture
MissionCulture
FlexibilityExternal
Internal
Stability
Daft’s cultural typologies (2010) applied to ACDL
A mix of three types of culture but no dominant culture.
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Formulation of Cultural strategy
Sharing the culture with the employees
Measure cultural performance
Develop « cultural leaders »
Communicate the culture to stakeholders
Source: Mc Aleese & Hargie (2004), Five guiding principles of culture management – A synthesis of best practice, Journal of communication and management, Vol.9.2
Culture management by ACDL
Unified Culture
No two-way communication, feedback
Role models, good influence on other employees and work environment
Lack of direction and strategy from top leaders
Employee satisfaction,
rewards,
No mission, values on websites lack of awareness of policy and procedure
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Symbolic frame problems
• No clear corporate culture• No communication on the culture
Affects the performance and commitment
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Simplify structure to make decision flow faster
Define the corporate culture strategy
Communicate the vision, mission and values among employees and on the web site
Encourage feedback from bottom to top and vice-versa. Increase empowerment
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References Aleese, M. & Hargie, 2004. Five guiding principles of culture managment - A synthesis of best practice. Journal of
communication and management, Volume 9.2.
Bolman & Deal, 2008. Reframing Organization. Fourth Edition ed. San Francisco: John Wiley & Son, Inc.
Daft, 2010. Organization Theory & Design. Mason: Thomson.
Griffin, M. &., n.d. Organisational Behavior: Managing People and Organizations. Seventh ed. Houston: s.n.
Mintzberg, 1981. Organization by design: Fashion or Fit. s.l.:s.n.
Mr Subotic, I, 2012. [Interview 2] (17 07 2012).
Mr Subotic, I.,2012. [Interview 1] (21 03 2012).
Noe, R.A., and Winkler, C. 2009, Employee Training and Development for Australia and New Zealand, McGraw-Hill, Sydney.
Robbins, S.P., Millett, B. and Waters-Marsh, T. 2008, Organisational Behaviour, 5th Edn,: Pearson Education, Frenchs Forest
Carlopio, J., and Andrewartha, G. 2008, developing management skills: A comprehensive guide for leaders, Pearson
Education, Frenchs Forest.
Gillespie, N.A., and Mann, L. 2004, "Transformational leadership and shared values: the building blocks of trust", Journal of
Managerial Psychology, Vol. 19 No. 6, pp.588 – 607
Asian Coast Development Ltd, 2012. Asian Coast Development Ltd. [Online]
Available at: http://www.asiancoastdevelopment.com/
[Accessed 24 07 2012].