MGT 726 Managerial Project Proof Reading Services

MGT 726 Managerial Project Proof Reading Services

Introduction

Purpose

The point of this report is to outline the progress of the research to identify the managerial problems prevailing in the pharmaceutical company named Alphapharm Pty. Ltd, which deals with the pharmaceutical requirements of the health sector of the country. This organisation provides its services to corporate clients, about eighty nursing homes and reputed hospitals and NGOs. The prominent aim of this report is to identify the appropriate methods to conduct an authentic analysis for the final inclusion in the report.

 Background and significance

The company has been able to provide faithful services to its key customer for a period of more than 30 years, and they have been able to gain their trust to make sure that they are able to gain a substantial amount of profit in the market. However, in the current scenario, the company has been accused of giving birth to certain management problems that could lead to a negative marketing environment in the organisation and improper management of the workforce.

The management problem of the organisation has led to a decrease in the morale of the organisation. Some of the factors that contributed to the birth of the managerial problems include avoidance of recognition, not encouraging the participation of the employees and transparency. It is important to address these problems prevailing in the organisation because these factors have contributed to lowering the morale of the employees (Papadopoulouet al.,2017). Enhancing the motivation level among the employees is of prime importance if the organisation is content towards the management of their success rate. If the problems of the management are not being addressed properly, then the organisation will not be able to achieve their possible targets that contribute to enhancing the profit margin.

The management problem has lead to a decrease in lowering the team morale in the organisation, which poses as a threat to the organisation and ensure that they will be not be able to fulfil their targets in time (Majeedet al.,2018).

Research question and objectives

The research questions that are required to address in the research are as follows:

1. How and why the organisation is facing certain problems with the management.
2. How are they affecting the employee productivity level?
3. How these issues can be resolved?
4. How can these resolutions lead to better performance by the company?

The following are the research objectives that are intendedtowardsevaluating and analysing the managerial problems in the organisation.

1. To evaluate the managerial problems withinAlphapharm Pty. Ltd
2. To assess its impact on the productivity of individual employees as well as the company as a whole
3. To find out how successfully other companies are managing their employees.
4. To recommend strategies that can be undertaken by the company to combat these problems and enhance employee engagement, thereby improving the performance of the company and its standards.

Research boundaries

The primary boundaries for this research are that the research is completely intended towards focusing on the different managerial problems existing in the Alphapharm Pty. Ltd and does not shift its focus towards other companies, which could have the possibility to extend the understanding of different managerial problems existing in an organisation. The research is completely limited towards the understanding of one organisation.

Report outline

Figure 1: The outline of the report
(Source: Created by the learner)

Each section of this report covers an integral concept that is covered in the whole report. The Introductory section focuses on the managerial problems and the factors influencing those problems. The second section includes the literature review that focuses on the critical analysis of the different aspects associated with the topic. At the same time, the third and fourth section focuses on the different tools and techniques that are to be used for the research and analyse the findings that are generated from the research.

Literature Review/Theoretical Framework

 Introduction

The objective of this literature review is to demonstrate the understanding of the key theoretical domains that are required for the analysis of the factors that would contribute to the study of the problems prevailing in the organisation. This segment will analysis the literature on the topics of human resource management, its roles and responsibilities and the key theoretical frameworks that are required for the better understanding of the concepts associated with the project and evaluate the needs of the stakeholders. At the same time, the review will end with the obstacles incurred while conducting the review.

Human Resource Management

Human resource management (HRM) can be identified as the term that is being used to describe the formal systems mainly devised for the management of human capital in an organisation. The key responsibilities of the Human Resource Manager can be categorised in areas such as staffing, employee compensation and benefits, and designing the work for each of the employees (Armstrong and Taylor, 2014). The key objective of the HRM is to ensure that they are able to contribute towards maximising the productivity of the organisation by utilising the effectiveness and skills of the employees. The HRM department of an organisation is being treated with utmost importance and at the same time, ensures that the human capital is able to contribute for the betterment of the organisation (Collings et al.,2018). If the HRM department of an organisation is not effective, then it results in a decrease in the team morale leading to an ineffective performance from the side of the employees.

According to Bratton and Gold (2017), the functioning of the HR department is of supreme importance as this department ensures that the organisation is able to achieve the targets that would contribute in enhancing the profit margin. It is the accountability of the HR department to make certain that the workforce is able to work in a unified manner.

Roles and Responsibilities of Human Resource Manager

The HRM of an organisation is mainly fretful with the development of the organisation and the individuals at the same time as well. Their primary responsibility does not only involves securing and utilising the talents of the individuals working for the organisation but also initiating certain programs that would contribute in enhancing the level of communication among the individuals to promote the idea of organisational development (Snell et al., 2015). The primary role that an HRM plays is by promoting organisational development with the help of the employees working in the organisation. The HRM must also be able to fulfil their key responsibilities that mainly include staffing, organisation and proper utilisation of the workforce, evaluating the workforce performance and ensure that they are being provided an appraisal for the contribution of their work and then ensure that they are capable enough to maintain the consistency of their work.

It is important that an HRM is able to fulfil his/her responsibilities for the benefit of the organisation. If the HRM of an organisation is unable to formulate an appropriate framework that would be essential for the betterment of the organisation then it results in a decrease in the morale of the team and the employees do not possess enough motivation to work for the organisation (Reiche et al.,2016).

Key Theoretical Frameworks

The theoretical frameworks provided below would be used to establish the foundation of the research.

Maslow’s Motivation Theory

Maslow’s Motivation theory can also be identified as the hierarchy of needs of theory. This theory highly illustrates the importance of workplace motivation by addressing the needs and basic requirements of the employees working in a particular organisation (Healy, 2016). If an organisation manages to satisfy the workplace needs of an individual, then it will act as a motivation for them to perform better.

Figure 2: Maslow’s Hierarchy of Needs
(Source: Stoyanov, 2017)

Herzberg’s two-factor theory

According to the two-factor theory proposed by Herzberg, there are certain job factors that effect in satisfaction or dissatisfaction while there are some other job factors that contribute in eliminating the idea of dissatisfaction (Hur, 2018). However, Herzberg classified the two factors into Hygiene factors and motivational factors.

Figure 3: Herzberg’s two-factor theory
(Source: Alshmemri et al.,2017)

Vroom’s expectancy theory

The expectancy theory by Vroom ensures that the behaviour of individual results from the conscious choices made based on the alternatives available that focus to minimise the pain of an individual (Lloyd and Mertens, 2018). He emphasised the fact that the performance of an employee is based on certain individual factors such as personality, skills, knowledge and many more.

Figure 4: The expectancy theory by Vroom

(Source: Parijat and Bagga, 2014)

Locke and Latham’s five goal-setting principles

The five goal-setting principles emphasises on the five elements that are highly essential to ensure the success rate of an individual that in return contributes for the better functioning of the organisation (Ganegodaet al.,2016). These five elements contribute towards the improvement of teamwork as well. The five elements are clarity, challenge, commitment, feedback and task complexity.

Figure 5: The five-goal setting principles

(Source: Latham and Locke, 2018)

The four-drive model

The leaders of an organisation mainly use the four-drive model. This model presents a new way of thinking for the organisational leaders to ensure that they are able to follow a framework that highlights the importance of employee motivation by emphasising on factors that are more important than the pay scale of the employee (Perryeret al.,2016).

Figure 6: The four-drive model

(Source: Shafi et al.,2016)

Job characteristics model

The job characteristics model is entirely based on the idea that the primary task of an organisation is generating a sufficient amount of employee motivation. The creators of this model emphasised the importance of a challenging job to make sure that the employees do not stifle their motivation because of a boring and monotonous job.

Figure 7: The Job characteristics model

(Source: Hauff et al.,2015)

Reward and recognition models

The reward and recognition models play an integral role in motivating the employees and ensure that they continue to forward their best performance for the betterment of the organisation. The reward and appraisal system works a beneficiary for both the benefit of small business and large business. The total reward model ensures that an employee is being provided with major benefits so that he/she is capable of performing better in an organisation.

Figure 8: The Total Reward model
(Source: Slatyer et al.,2016)

Implications – the research gap

This research intended to focus on the managerial problems existing in an organisation. At the same time, the research also intended to focus on the primary duties and concern of the HR manager in fulfilling the target of organisational development. The researcher was not able to gain access of multiple online portals that could provide relevant information on the key roles and responsibilities of other departments that could influence the functioning of the HR (Human Resources) department. Following is the conceptual framework:

Figure 9: Theoretical framework
(Source: Created by Learner)Methodology

Introduction

This section primarily focuses on the importance of identifying appropriate tools and techniques that could be considered highly benecial for the betterment of the organisation. Identifying appropriate tools and techniques would ensure that the research method used allows in achieving the research objectives and answer the research questions.Research approach and justification

For generating viable data for identifying the research outcomes, the use of positivism philosophy was encouraged (Taylor et al.,2015). The use of a deductive approach was initiated so that the researcher is able to generate relevant data and prevents the idea of misinterpretation or manipulation. For generating appropriate data, the use of both primary and secondary sources has been encouraged to ensure that both raw and existing data can contribute towards the research. Here, the use of exploratory research method has been initiated to ensure that certain aspects associated with the topic have been established.

For collecting primary data, the use of qualitative method and quantitative method has been initiated. For the quantitative method, the use of a questionnaire survey would be encouraged, and the participants of the survey will be the employees benefits working in Alphapharm. The total number of respondents would be 100 in number. For generating primary qualitative data, the HR manager of the company would be interviewed.

For conducting a survey, the use of probability sampling had been initiated, and the employees would be chosen at random. For conducting a primary qualitative interview, the use of non-probability sampling has been initiated as the HR manager has been chosen for the interview. The use of secondary data collection method has been used to generate information on human resource management, and the findings have been presented as a literature review.

Details of specific data collection techniques

Table 1: Details of the techniques to be used

(Source: Created by the learner)

Gantt chart

Table 2: Gantt Chart
(Source: Created by the learner)

Proposed Analysis of Results

For conducting quantitative survey and qualitative interview survey, the following questionnaire was followed:

1. Is the management of the HR department of Alphapharm satisfactory?

Table 3: Management of Alphapharm

(Source: Created by the learner)

Figure 10: Graphical Representation of Management of Alphapharm

The table above depicts that the majority of the employees are not satisfied with the management of the organisation.

2. Has the human resource department of the organisation been able to formulate a proper framework that establishes discipline in the organisation?

Table 4: Framework of Alphapharm

(Source: Created by the learner)

Figure 11: Framework of Alphapharm

From the above table, it is evident that the majority of the population agrees that the organisation has not been able to formulate an appropriate framework for ensuring the productivity of the organisation.

3. Which companies do you think to have better management of workforce than Alphapharm?

Table 5: Companies that have better management than Alphapharm

(Source: Created by the learner)

Figure 12: Companies that have better management than Alphapharm

From the above table, it is evident that almost every respondent agrees that the companies mentioned above have a better functioning HR department than Alphapharm

4. What options do you think should be considered to enhance the functioning of the organisation?

Table 6: Enhancing the functioning of the organisation

(Source: Created by the learner)

Figure 13: Enhancing the functioning of the organisation

From the table above, it can be said that the employees of the organization are content with the fact that adopting the strategies mentioned above would contribute to enhancing the employee productivity in an organisation.

For generating the opinion of the HR manager, the following questions were forwarded to him:

Question 1: Do you think that it is the fault of the department in affecting the productivity of the workforce?

When the HR was questioned, he responded that the department is not responsible for affecting the productivity of the workforce. The HR manager considers themselves highly capable of the proper management of the employees and providing them with a substantial amount of motivation.

Question 2: Have you considered any strategies that could improve the functioning of the organisation?

When the HR manager was questioned regarding this, he immediately responded that they have considered a few strategies such as providing bonuses from time to time, encouraging a healthy competitive market and ensuring that the work of the people is recognised.

References

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