Airbus - Internal and External Stakeholders Efforts in Diversity - Case Study Example

Airbus Name of student Institution Airbus Organizations should have strategic plans that identify future directions. Organizations establish an organizational structure that identifies responsibilities for every job position and the relationships among these positions. The structure also indicates how the job responsibilities fit together. An organization’s structure affects the efficiency with which a firm produces products its products and services, therefore, affecting the firm’s value. Airbus is a multinational company with its headquarters in Toulouse. The headquarters coordinates all activities and controls the progress in all corporate functions such as purchases, production, distribution etc. (Kumke, 2009). The headquarters main focus is on four members, which are Germany, France, UK and Spain. France includes four manufacturing sites as well as three assembly lines. France has the largest number of employees as one of the founders of the company (Kumke, 2009). Airbus company structure bases on “Centers of Excellence” where certain areas are specialized in particular aircraft components. Germany plays a role in the development and engineering of aircrafts (Kumke, 2009). Hamburg is the centre for excellence in the cabin and cargo customization. Hamburg is also the site for he final marketing and acceptance of A380s customers in the Middle East and Europe. UK contributes in the expertise of design and wing manufacturing. Assembling of all Airbus wings takes place in the UK. Spain puts in the proficiency in weight-saving complex resources and in innovative manufacturing technologies (Kumke, 2009). These international collaborations emphasize the multinational thinking of the Airbus man agent team. All the people involved in the management levels of Airbus Company, focus on seeing the company going through normal functions with ease. The application of management styles of organizations depends on factors that are significant in bringing the company’s vision and mission as well as goals into accomplishment. Airbus Company employs corporate management in which different bodies run the organizations’ managerial duties. Airbus Company uses top-bottom management style. The management team at the top authority profile makes decisions for the company. Employees, who are low in authority, receive policies to guide them when implementing duties. Airbus managers are cautious to the junior employees and respect them when performing their tasks. The company supervisors mediate between the top level management staff and employees at the lowest level (Kumke, 2009). Since the Airbus Company is diversified, employees do not work at the same region permanently. Most employees have experience of the main country’s that run the company. This is done through job rotation to enable employees get experience for their services from different regions. The movement of employees to different regions of the four countries earns them reliable working experience and enrichment in their services. The management style used by Airbus managers is favorable when managers freely interact with employees as observed. A good relationship between members of staff from the four countries managing Airbus makes it easy for efficiency to be attained. Airbus can improve relationships between management and employees by reshuffling managers, as well. Airbus maintains the organizational structure but updates it frequently to increase efficiency of services. At Airbus Company, European values as well as the integration of markets, labour, capital and services. This represents the great tool in the search for efficiency, especially, in Human Resource (Suder, 2007). The company’s corporate culture and philosophy are vital success factors in the company’s integration. Internal communication within the company bases on European values and identity (Suder, 2007). This promotes a strong message to the company’s staff to get involved in multicultural teams to corporate and share experience. The feeling of cohesion among the employees and appreciation of diversity is used within initiatives that aim at motivating individuals. This motivation boosts the workers morale to participate in the company’s integration (Suder, 2007). Airbus management teams believe the cultural diversity is their main advantage as it enables the company deal with a range of customers. The transfers of knowledge, as well as cross cultural co-operations, are essential factors in the company’s success (Suder, 2007). Airbus Company has not downsized but maintains employees through a conducive working environment. The company balances profits and technology to keep employees since they are the most important aspect to ensure the company meets objectives. Training of employees is done by specialists, across all sections, with long time experience (Schulz, 2008). They train the young and fresh employees in all working environments across the four countries. Best performing employees have their pictures in a company newspaper. The employees also get a chance for career development offered by the company. Managers develop potential career paths for their employees suggested an individual employee. This is possible as the managers have a network of contacts within the company through the Human Resource. Airbus Company is among the best companies that a graduate student may hope to work with in the future. Airbus in an organization that is very successful, and this is due to its diversity. It is known for its cultural assortment or diversity. It has employees of more than ninety nationalities. This means that they are from different countries. They work together and speak more than twenty languages. They are known to work together in both the topographical and proficient boundaries. Airbus encourages and respects different cultures of people. Despite it having its headquarters in Europe, it has diversified worldwide. The company also encourages women to join the aviation and the aeronautical area. This shows how it is dedicated to create opportunities to all genders, and these are the tools that the company uses to gain trust worldwide. When airbus is compared to other companies in terms of diversity, it stands out as the most diversified. This is because, when recruitment is taking place in the company, different nationalities are picked (Schulz, 2008). There might be cases where certain nationalities might be barred from being recruited. Airbus follows the protocol necessary to make it possible for the recruits to get employment. These barriers of recruitment to the nationality might be denial of visas, and work permits. Airbus unlike other companies, follows the government protocol to ensure that the recruit who is not accepted has missed the position fairly. Airbus has taken steps to nurture and ensure a diverse workforce. All employees in the company are taken through training of their choice. This enables the company to have employees who are always updated to keep the company running. This prevents the company from lagging behind due to untrained or outdated employees. The company goes to every cost to ensure that the employees, and itself take responsibility of career development. Annually, Airbus spends a considerable amount of money in the training its employees. Several programmes that are diversified are put into consideration. These programmes are; financial administration, information technology (IT), leadership, and change in management to languages and awareness of intercultural. The internal and external stakeholders efforts in diversity, is achieved by ensuring that the employees receive proper training that will enable them to be proficient in the fields that they will be allocated( Schulz ,2008). This enables the proper running of the company, and customers will receive services in a manner that is professional. This means that services offered by airbus are of high quality, and to the satisfaction of the customers. The company has hardly had any challenges when it comes to diversity. It uses all its reachable resources to improve on its diversity. For example, it joined with the United Nations on campaigns against globalization, recruits good software, and computer engineers to deal with any computer problems. Since the goal of the company is to diversify despite from the fact that it is a European company, it always does its best no to discriminate against any minority. The procedure of avoiding issues of discrimination against minorities is putting in place all the government protocols of recruitment, because at times the company can do nothing against not recruiting certain nationalities because of denial of Visas, and work permits by their respective countries. References Kumke, M. (2009). Airbus Power 8: Cost Reduction Program. New York: Das Schulz, P. (2008). Ethics and Airbus. New York: GRIN Verlag. Suder, G. (2007). Doing business in Europe. California: SAGE Publications. Read More