Organization Restructuring - Research Paper Example

ABSTRACT The biggest intension with it is that it needs improved performance which includes high profitability, lower production costs, and improved product quality among others. The functions performed by human resource personnel are planning, organizing, staffing, leading, and controlling. In the recent past, many firms in Australia have taken downsizing as a strategy for cutting down costs so as to either re-engineer themselves or for effective operations. The problem noted is that this strategy sometimes totally ignores the challenges of human resource management of an organization. According to Armstrong (2006) the growth of any organizations depends on how employees perform towards achieving the set organizational goals and targets. An often overlooked key to productivity and high level of performance is motivation in relation to rewards management and employees recognition. The program was generally acceptable to a majority of the employees who indicated that it was communicated effectively to all involved and most liked the program and found it acceptable, and thought that that it was communicated effectively to all who participated but it was not timely. Adequate facilities and resources were generally not provided for the exercise. Most agreed that the program impacted their motivation level in a positive way. Management by objective is systems that comprise the companies need to get its profit, growth goals with the manager to contribute and develop the company. Many companies are getting increased pressure of competition as well as the rising cost. In an economic climate, many companies are using restructuring as a way to quench the storm. One of the ways to use is slashing costs and to reduce the capital expenditure. A Company normally comes up with a strategy, which is the management game plan. The restructuring programs include rightsizing and downsizing, outsourcing, and re-engineering. The functions performed by human resource personnel are planning, organizing, staffing, leading, and controlling. Tourism in Australia remains one of the most important activities and is critical to our nation’s future. The sector is labor intensive and hence, a marginal expansion in the sector is expected to generate more job opportunity than similar growth in other employment sectors. These direct employments creates further employment through backward and forward linkages by providing a market for processed and unprocessed agricultural products, curios, souvenirs, construction, transport and financial services most of which are labour intensive. Australian Tourist Corporation recently undertook restructuring measure to help it position itself and compete effectively. In the recent past, many firms in Australia have taken downsizing as a strategy for cutting down costs so as to either re-engineer themselves or for effective operations. The problem noted is that this strategy sometimes totally ignores the challenges of human resource management of an organization. According to Armstrong (2006) the growth of any organizations depends on how employees perform towards achieving the set organizational goals and targets. An often overlooked key to productivity and high level of performance is motivation in relation to rewards management and employees recognition. Many organizations spend a lot of money on equipment, inventory, renovations, and many other efforts in their bid to achieve high productivity. They forget that human resource is the best resource that can give the best product if invested in. This research sought to establish the human resource management challenges’ restructuring has brought. Research Questions i. What were your reasons for restructuring? ii. Will there an improvement on the remuneration package? If yes by what percentage? If no what were the reasons? iii. How did the employees react to the restructuring process? Objectives The primary objective of the study was to determine human resource management challenges faced by Australian Tourist Corporation after the downsizing exercises that saw a number of employees being laid off. i. Determine the objectives of restructuring. ii. Find out if restructuring leads to improved remuneration. iii. To identify how restructuring affects employees morale. The study was carried out at in Australia. The respondents included senior managers and subordinate staff in the organization. These were 46 in number who work in the organization. This research will help managers to appreciate the role being played by human resource as a factor of production. It will also be useful as a study reference material to human resource management students and the general public who are interested in knowing the effects and challenges of restructuring posts to human resources management. Management by objective is systems that comprise the companies need to get its profit, growth goals with the manager to contribute and develop the company. This chapter reviews both theoretical and empirical literature. It provides information on the evolution and the present state of the study topic. It also provides advance knowledge by different scholars on the study. The below theories will be useful in explaining concepts the relate to this study. Edwin A. Locke’s Range of Affect Theory presented in the year 1976, is arguably that the main points of the theory is that job satisfaction is determined by the discrepancy of the person who wants the job and what the work or job entails. The theory further says that it determines how one gives the work his power of duty. For example, the percentage of autonomy in position. The theory also shows how the facet will produce feelings on how a worker values the facet. The other job satisfaction theory is known as dispositional theory. It’s a general theory that helps to suggest that individual have disposition that leads them to certain level of satisfaction. This model becomes a light of evidence that jib satisfaction tends to be stable over time running across all careers and jobs. This theory is also known as motivation theory. It explains motivation and satisfaction at work. The theory stipulates that dissatisfaction and satisfaction are driven by other different factors that include hygiene and motivation factors. Motivation factors are the aspects that one needs to preform in a job that can provide people with satisfaction. These factors include pay, good working conditions, and good schemes of work, companies’ policies, and supervisory practice. This theory will be very important in this study. Data collection methods, data analysis limitations of the study, expected outcomes as well as ethical issues that will be observed. The study design will explore research design, which will be conducted when the nature of the problem will not be clear Probability sampling procedure will be used, which will ensure that each case in the population had an equal chance of being included in the sample, this will be started by assigning each item a unique number, and then start picking the items. This will be done with or without replacement. This method is best used when you have an accurate and easily accessible sampling frame that list the entire population Saunders, Lewis and. It works well with small samples. The target population consisted of 46 employees drawn from the five departments this included both men and women. A population is the total collection of elements about which we wish to make some inferences. But in some studies you can study a small group instead of the total population. A stratified Random Sampling technique will be used for all in the target population will be given an equal chance of being selected. This will be done by classified the employees into different job groups from senior to most junior where each was represented. This method of sampling is the key to obtaining a representative sample. This Sampling procedure in which the population is divided into systematic or simple) is drawn from each of the strata. A sample of 22 employees will be selected which represents the 48% of the total targeted population of the employees of the organization. This forms a good number of the representation, for all the respondents were included in the sample. The primary data will be collected through the following instruments: Interview, and Questionnaires. Interview is an oral administration of a questionnaire. Through it the researcher established a report with the respondents prior conducting the interview. This will be done using interview guide. The guide will be used to interview the respective management team and middle level management. This method is particularly suitable for intensive investigation. Structured and unstructured questions will be administered in order to collect the primary data. This is to give the respondents a chance to think about the questions as well as giving the suggestions that are appropriate to the study. Other Secondary data will be collected from the Human Resource Manager’s office where all past analysis that have been conducted by the department was perused to check if there was an improvement given the current results. Secondary data will also be collected by checking relevant information from the company records, `Government records like Economic Surveys, Tourism Journals, Media and Central Bureau of Statistics Before Data is analyzed it will be first edited, coded and then analyzed by use of descriptive statistical method where mode mean and median in the frequency tables were considered. The quantitative information, which was obtained form the close-ended questions was analyzed using Microsoft Excel. It will then be presented in tables, graphs and charts for easier interpretation, and comparison of the information. According to the evidence from other research conducted in the same field several challenges were faced that I also expect them to take place like the ones below: Majority of the employees ere expected to refuse to cooperate and give a lot of necessary information to support the research. The researcher will apply a rapport so that they reveal all the necessary information to support the research. Though the management will be willing to provide some information in regard to organization restructuring within the organization that chances were they would not disclose everything for fear the information might leak to other people. The researcher is anticipating that due to the tightness of the work in the office most of the respondents will fail to return the questionnaire on time which might hinder analysis on time. In the process of doing this research the following ethical issues will be observed: The findings will not be disclosed to any person apart from the University and the company under research in order to protect the issues of the organization. The researcher will not name the individuals involved so that their names might not be defamed. The findings will be presented the way they are so that no biasness was be involved The study will assess the organization restructuring and its effects to nature and the job of human resource management. With a major expectation of developing a comprehensive research study report which will advance the knowledge of the company restructuring process. The recommendations from the findings and analysis will benefit future researchers. The recommendations will be forwarded to the management office to enhance growth to the organization productivity in terms of communication practices. References Armstrong M (2006), Handbook of human resource management, 10th Edition. APPENDIX A: SCHEDULE OF ACTIVITIES TASK JUNE JUNE JULY JULY AUGUST SEPTEMBER Submission and defense proposal Data Collection Data Organization Data Analysis Draft Report Final Report Submission and Defense of Report Read More