Organizational Structure, Strategy, System, and Style of Tata Motors - Essay Example

? Annotated Bibliography for Staff and Skills Introduction The project brings forth the core competencies of Tata Motors, which lies in the domain onmanufacturing of commercial vehicles including trucks, buses, tractor, trailers and tippers. They have also successfully entered into the passenger car market in India. The commercial line of vehicles has also entered into areas such as Europe, Africa, The Middle East, South Asia, South East Asia and Africa. One of the most prominent moves taken by the company is the acquisition of Daewoo in South Korea. The core competency of the company lies in its unique car manufacturing technology which has not only yielded it tremendous profits but has also benefited the customer through the availability of quality cars at reasonable prices. The reasonable prices of the cars produced by the company can be attributed to the outcome of its unique technology and processes which has attracted the people of all strata of society inclusive of low, middle and high income groups. Staffs recruited by the company are mainly from the background of information and technology, particularly competent in manufacturing technology. Additionally the company also focuses on the mass of a highly competent sales and marketing team with strong visionary and assertive approach and conversant with the best practices in business (Tata Motors-a, 2012). Organizational structure, strategy, system and style Like most global organizations, Tata Motors reflects a matrix organizational structure which forms a strong integration between the domestic and overseas operations. The matrix structure integrated the businesses and functions across geographies which makes it more efficient. It not only facilitates knowledge sharing and transfers across the organization. For instance the present strategy of the company is to apply the learning of the global companies such as Land Rover and Jaguar to its Indian operations which is possible and greatly facilitated through its matrix structure. Also it can use its knowledge existing in the Indian operations to compete in other emerging markets. The cultural style of the organization is to develop global leadership and managers who can apply their global learning in their individual overseas or domestic operations. The company represents a system which allows information enhancing, sharing and exchanging across its different business units. This is particular crucial in the present dynamic environment in which it works and its vulnerabilities on the company (Tata Motors Ltd, 2008, p.1-4). Role of leader in the organization One of the main drivers of success of Tata Motors is its strong leadership and management body. The strong tradition of entrepreneurship and leadership provides strong business direction and guidance which reaches beyond the borders of India and enters into new markets. The company helps its employees to realize their true potential through the application of effective HR practices. This is done through effective employee empowerment program providing the workforce with dynamic career paths in congruence with the long term strategies and objectives of the firm. Supervisors and managers are allowed to take their own decisions related to work activities in areas of their expertise. This not only raises their responsibility and accountability towards work but also provides them with the freedom to excel in their skills and domain of expertise. Regular in-house training and external training forms key components of their employee development programs. The leaders also work on developing team building and group activities in the organization. Rewards and compensations are designed on the performance of teams in the organization. In this regard, virtual teams are also encouraged which comprises of members belonging to different countries. Team empowerment also forms a key strategy through which knowledge and information can be shared and exchanged between members of the organization. Decision making is tried to be decentralized in order to minimize differences and conflicts between global entities. In this context horizontal coordination consisting of groups and teams, networking, mutual adjustments and integration roles allows for flexible coordination and collaboration of work activities during execution of tasks (Ghuman, 2010, p.526). Recommendations It is recommended that the organization decentralizes its operations as much as possible providing adequate authority and allowance to its overseas operations to work in accordance to their surrounding business environment. A universal form of decision making is not recommended for subsidiaries and units of the company. The organizational climate plays a dominant role in shaping the behaviors of employees and influencing their perceptions with regards to knowledge management and sharing. It is recommended that the organization nurtures a cooperative and innovative culture in which there is enhanced need to interact and share interests with colleagues. In this regard the concept of team works and group activities must be enhanced through incorporation of competition among teams. Rewards must be based more on team work rather than individual performance. Lastly, participation at the workplace must be enhanced and improved through employee empowerment programs. In this way employees can be made more responsible and accountable for their contributions and also rewarded adequately for their good works. Perceived learning in the assignment The assignment has allowed me to enhance my knowledge on systems, structures and processes in organizations and how they help in organizational decision making and information sharing. The importance of communication, team building, and group activities accounts for some of the key areas in which my knowledge has been elevated. With the theoretical knowledge that I have gained my practical application of the theories would be easier and more comfortable in organizational life. The assignment particularly enhances my knowledge of work processes in global organizations. The matrix structure, in particular has enriched my knowledge with regards to the ways in which it facilitates sharing of knowledge and information across global organization and helps in business processes. Also the other aspects of human resource management such as communication, employee empowerment etc grooms and equips me with the positive knowledge and skills for managing human resources in the organization. It also helps me uplift my ability to prove myself as a successful HR professional in future with proficient man management skills and expertise. Reference Ghuman, K. (2010). Management: Concepts, Practice & Cases. India: Tata McGraw-Hill Education. Tata Motors Ltd. (2008). Tata Motors Ltd. Scales up IT Service Management to Support Globalization. Retrieved from http://documents.bmc.com/products/documents/98/29/89829/89829.pdf. Tata Motors-a. (2012). Know Us. Retrieved from http://www.tatamotors.com/#. Read More