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Global Human Capital Managers and Their Roles Report

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Updated: Aug 8th, 2020

New Leadership Styles and Organizational Culture at AGC

Change is an indispensable part of any company’s development, yet in some environments, it must occur at a rather rapid pace. The global economy realm is one of such areas, as the case of AGC clearly shows. The visionary leadership style, which should be viewed as the means of providing the employees with more options and increasing the loyalty levels among them is linked directly to the value and philosophy of the organization.

However, apart from the visionary style, which serves as the platform for the active promotion of the company’s new, stakeholder-oriented values and philosophies, the application of the transformational leadership framework. The identified tool will be especially helpful at the first stages of change enhancement since it will compel the person to accept the newly designed values, such as Corporate Social Responsibility (CSR), the Just-in-Time (JIT) approach, etc. (Lai & Cheng, 2016).

Internal and External Threats of the Business Environment

The unwillingness of the staff members to accept new corporate values is the primary internal threat. Furthermore, there is a possibility that the information management process may be inhibited by the personnel’s inability to use advanced IT tools. The lack of diversity in the workplace and the necessity for the staff to develop a better understanding of multicultural communication may also become a problem (Laroche & Yang, 2014).

As far as the external threats are concerned, high competition rates may affect the company’s financial success given the need to invest in the employees that AGC currently has. Unless the firm designs a sustainable approach toward resources management, drastic outcomes may ensue. Nevertheless, it is expected that the redesign of the corporate values will help put a heavier emphasis on the need to manage the corporate resources, including the human capital, in a more balanced way (Oakland, 2014).

Detecting Potential Threats Successfully

The threats can be spotted with the help of a thorough analysis of the factors that affect the company’s performance. SWOT, PESTLE, Porter’s Five Forces Analysis, and other similar tools should be considered the foundation for a profound assessment of the current opportunities and threats (Turner, 2014). The management of the potential issues associated with cross-cultural communication may also be improved significantly with the promotion of cultural competence (Quintanilla & Wahl, 2015).

The internal threat of data mismanagement can be handled by designing a training session to teach the employees to use IT devices properly. Furthermore, the staff members must be provided with a chance to acquire the essential competencies that will serve as the building blocks for designing an appropriate decision-making framework. As a result, emerging threats will be spotted instantly and managed appropriately.

Methods for Protecting the Company from the Threats

The introduction of an efficient risk management strategy should be viewed as the first step toward addressing the threats that AGC is currently facing. It could be suggested that the communication process should be enhanced. By focusing on the tools for transferring data in a faster and more efficient manner, AGC managers will be able to receive feedback from the staff and, therefore, handle the emerging problems successfully.

For these purposes, AGC leaders should consider the introduction of recurring policies into the company’s design. Thus, the staff members will learn the relevant information and skills fast and efficiently. As a result, a number of external and internal threats associated with conflicts between the stakeholders will be avoided.

Furthermore, the introduction of new benefits and opportunities for the employees will be a welcome change. Even though the new corporate policy implies meeting the needs of a vast variety of staff members, it will be crucial to make sure that not a single employee is left out. Additionally, more flexible schedule standards must be viewed as a necessity. The policy will allow for a reduction in the workload and, thus, prevention of workplace burnouts. As a result, consistent growth in employee loyalty and engagement levels is expected (Jacobs, 2014).

References

Jacobs, S. (2014). The art of membership: How to attract, retain and cement member loyalty. New York, NY: John Wiley & Sons.

Lai, K. H., & Cheng, T. C. E. (2016). Just-in-time logistics. Chicago, IL: CRC Press.

Laroche, L., & Yang, C. (2014). Danger and opportunity: Bridging cultural diversity for competitive advantage. New York, NY: Routledge.

Oakland, J. S. (2014). Total quality management and operational excellence: Text with cases. New York, NY: Routledge.

Quintanilla, K. M., & Wahl, S. T. (2015). Business and professional communication: KEYS for workplace excellence. Thousand Oaks, CA: SAGE Publications.

Turner, R. (2014). Handbook of project-based management (4th ed.). New York, NY: McGraw Hill Professional.

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