MGT600 Management, People and Teams Case Study Sample

Sample MGT600 Management People and Teams Case Study

MGT600 Management People and Teams Case Study Sample

MGT600 Management, People and Teams Case Study Sample

Context:

Though challenging, group assignments are designed to reflect the reality of the workplace. In this instance, people coming together to contribute knowledge, experience and skills to Produce a desired outcome.

This assessment encourages students to develop their knowledge in relation to the key topics of attracting, developing and retaining employees, teamwork, performance management, team development and change management.

Students will be allocated into groups by the learning facilitator. The group will work together to analyse the given company and provide recommendations to improve on attracting, developing and retaining employees, teamwork, performance management and team development.

Instructions:

Your group is from a well-regarded consultancy firm and has been engaged by your client, ComSyst Technologies (CST) to provide advice on addressing a variety of challenges. CST is a multi-national communications software and systems developer serving the defence and emergency services industries. CST has offices in Australia, New Zealand, the United States, Philippines, India and South Korea.

CST has recently lost three major tenders to competitors and their market share has declined substantially in the last two years. This has been attributed to some significant people related issues including poor employee performance, low employee engagement, a decline in staff retention and resignations of some key specialists. Technological advancements elsewhere have highlighted a gap in CST’s technical skills and capabilities.

Your brief from the client is to prepare a report with recommendations to achieve the following objectives over the next two years:

1. Ensure CST is well positioned for the future by attracting and retaining the best talent possible
2. Create a team based high performance culture
3. Build employee capability and performance

To address these objectives your consulting team will need to draw on content from modules two, three and four. Some consideration may need to be given to other module content if deemed relevant. It is also expected that groups conduct research beyond the resources provided on the subject site For each of the objectives mentioned above, you must include at least one real world example / case study from the literature of how other organisations have successfully achieved the same or similar.

Your group must prepare a business style report for the Chief Executive and Board of ComSyst Technologies. Whilst the format may vary, it must include the following:

• Cover page
• Executive Summary
• Table of Contents
• Introduction
• Background
• Main Discussion
• Recommendations
• Conclusion
• Appendices

You may make any necessary assumptions; however, any significant assumptions should be detailed in your report. Groups will be assessed against the learning rubric below.

Teamwork and group participation will constitute 20% of the mark for the assignment for each member of the group. Group participation will be determined as follows:

• Each participant in the team will evaluate the other member’s contribution using a participation score matrix (see Appendix 1 Team Participation ScoreMatrix)

• Each participant is to assess their peers according to the Peer Evaluation Grading Scheme (see Appendix 2)

• Each participant is also required to complete a self-review using the score/rate found in the Team Participation Score matrix.

• The score matrix will be individually submitted to the Facilitator at the same time as the group (collective) report submission.

• The Facilitator will take into consideration the average “team participation score” for each member to determine the weighted ‘Teamwork’ criterion rows in the final marking rubric for this assessment (see below).

• All peer evaluations are confidential and individual rankings will not be released to other members of the group.

• Failure to submit a self-review and peer review correctly, or at all, will result is zero grading for this assessment criteria.

• Groups should refer to the marking rubric to ensure all the assessment criteria are addressed.

Solution

A: Discussion

1: Ensuring the good positioning of CST for retaining and attracting the best talents

Attracting and retaining the best talents for an organization requires a lot of effort from the end of the company's higher officials and their HRM team. Efficient employees are well aware of their work culture and are also familiar with the approach through which the company’s success can be attained. As per the case scenario, CST has currently lost three significant tenders to their rivalries and the market share of CST has declined considerably in the past two years. Moreover, the employees of CST also show a major skill gap in the technical field and capacity. In this note, the organization needs to ensure its good positioning criteria for the coming days by retaining and motivating the best talents. For Assignment Help On-campus recruitments can be a beneficial approach to hire skilled employees for the organization. Besides, their efficiency in technical skills would be thoroughly checked by the in-house trainers of CST. Providing internship opportunities would be mutually beneficial for both the organization and the job seekers looking for a well-established IT-based company. For instance, the process adopted by Australian Internships has proven to be beneficial for selecting skilled job seekers. However, CST needs to make certain modifications in this approach. Collaborating with the interns for a short term at a low wage rate can also let the hiring team of the company screen the skills of the company (Karaoulanis, 2020). This would help them to decide whether the intern would be approached for long-term collaboration and thereby strengthening the position of the company in the operating market. Besides attracting a skilled workforce requires the arrangement of monthly skill-based training.

2: Creating a team-based high-performance culture

Given the condition of the company, the management team of ComSyst Technology needs to work on the improvement of work culture for increased motivation and empowerment of the company. The main issue, as discussed in the case scenario includes the low e employee engagement, poor performance of the employee, resignation of key specialists, and reduced employee retention. In this regard, it is integral to create a high-performing team culture. The key responsibility lies in the hand of the company’s leaders where they have to communicate values and clarify the same, encourage open communication, reinforce positive behavior, collect feedback, and empower employees (Kaushik, 2018). For the next two years, the leader should ensure that the new joining employees are well aware of the objectives and work process of CST. On the other hand, the high officials are also required to focus on the aspects like employee wellness, support, collaboration, agility, innovation, responsibility, friendly work environment, performance focus, responsibility, and the alignment of the company’s values and mission. For instance, a similar approach is practiced by Wesfarmers since they believe caring and showing concern for the employees can help in improving work culture and performance. Besides, a monthly employee survey is necessary to assess what the employees are feeling about the team culture and also the information regarding its improvement (Wolke, 2017). Feedback regarding the work operations and organizational demand would be given to every employee. This would not only help employees stay informed about the organizational needs but also assist in resting a motivated and skilled team.

3: Building employee performance and capability

CST should focus on employee performance to improve the productivity of the employees and contribute towards organizational growth. Improving employee performance would enable the organization to expand its operations. CST can implement the following strategies to build employee performance and motivation in the following manner:

I) Clear communication of expectations

It is important for the organization to clearly outline its goals and vision to the employees so that they are aware of their responsibilities. It would help them in understanding their duties and they would be able to contribute towards the growth of the organization far more effectively (Wasieleski& Weber, 2017). The appropriate allocation of responsibilities and duties would also help in the proper division of work burden among the employees leading to better output.

II) Training employees and providing regular feedback assessment

The training of employees is an essential aspect which is crucial for the all-round development. The employees should be imparted training in both formal as well as informal aspects. In light of this, it is important to understand how this concept can also help in the overall development of the employees (Kaushik, 2018). This should be followed by the allocation of small tasks and responsibilities which should be duly monitored to evaluate the level of consistent performance. For instance, the HRM department of the Commonwealth Bank of Australia always promotes internal work culture and uses the best technology to provide training to employees and make way for improving employee’s capability. Similarly, training and feedback may also be provided by the HRM team of CST to improve the performance of the employees

B: Recommendations

It is important to understand how the organization can improve its talent management process and contribute towards growth. It is recommended that the CST creates a proper work environment as it may enable the employees to work with greater satisfaction which in turn may increase their level of productivity. Since the matter of talent management is crucial in the scenario, the application of motivational theories such as Maslow’s Hierarchy of needs is beneficial for the company (Stewart, Nodoushani&Stumpf, 2018). Consideration of five-factor of Maslow’s hierarchy within the work culture of the organization is suggestive to target the performance of CST’s employees by providing intrinsic and extrinsic motivation.

It is also recommended that the individuals should also emphasize factors such as the proper exercise of control as it would help in keeping the actions of the workers in check and would help in enforcing a greater degree of discipline.

References

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Sample MGT600 Management People and Teams Case Study

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