How Ngai Tahu Is Designed in relation to the Major Contingency Factors - Case Study Example

Running Head: Ngai Tahu Ngai Tahu Name Institution Professor Course Date Introduction In the current dynamic and changing workplace in addition to the globalised economy, the effective development of organizational performance is closely associated with the development of personal knowledge, skills, performance as well as experience. On the other hand, the ability to maintain and achieve high performance and high levels of productivity in organizations and this seems to e a key challenge that is facing the management team all over the world today. This essay sets out to offer an analysis of Ngai Tahu and in respect to these it will deal with concepts such as the vision, mission and strategy of Ngai Tahu. This section will also discuss how Ngai Tahu is designed in relation to the major contingency factors and what the organization is able to achieve. This section will be followed by a discussion of five major recommendations aimed at improving the organizational performance. The essay will conclude with a summary of the key recommendations and the manner in which they will enhance organizational performance. Analysis of Ngai Tahu Ngai Tahu Holdings is termed as a long term intergenerational New Zealand focused investor and it tends to have an active approach to matters relating to managing assets, governance and investment. Ngai Tahu Holdings is an investment company which operates under the Ngai Tahu Charitable Trust. The framework of Ngai Tahu offers a robust methodology which act as a tool to assist them in the delivery of the long term sustainable returns. The mission of Ngai Tahu Holdings is that it sets put to be an outstanding investment company and majors on the creation of wealth for the Ngai Tahu Whanui and at the same time respecting and contributing to the mana of Ngai Tahu in all their endeavors (Ngai Tahu Holdings, 2016). Ngai Tahu vision and strategies revolves around the concept of natural environment, tribal communication and participation, culture and identity, social development, governance and organizational development, education and representation and advocacy development and Papatipu Runanga development. Managers in organizations have the responsibility for the idea of organizational design, there are a number of contingency factors that tend to have an influence on the organizational design and they include technology, size of the organization, age of the organization, environment as well as the strategy in place (Ghemawat, 2002). In relation to strategy, Ngai Tahu have a number of strategies in place and this strategies plays an important role when it comes to achieving the mission of the company as well as the strategic goals and objectives outlined. Through a clear articulation and implementation of the strategies Ngai Tahu is able to achieve goals which includes increasing the shareholders equity as well as expanding the commercial asset base of the company, growing the business for the future generations, offering annual cash returns to the Te Runanga and this is done through the Ngai Tahu charitable trust with the aim of facilitating the current cultural, social as well as the environmental initiatives and developing future strategies and assessing the available opportunities. In respect to size Ngai Tahu holdings can be said to be excellent in that it has a number of subsidiaries operating under them. Ngai Tahu has also been around for some time and this also has been an essential aspect in making the organizational design. Technology has also played an essential role in the organizational design of Ngai Tahu. In respect to these, the companies working under Ngai Tahu are making use of available technological advancements in their business operations. This has enabled them to be effective in their respective markets. Five key Recommendations to improve organizational performance Organizational performance entails the actual output or the results of an organization and this is usually measured against the intended outputs that is against the objectives and goals (Richard et al. 2009). In reality organizational performance entails three major areas of the outcomes of the firm and this includes the financial performance, product market performance as well as the shareholders return. In organizations there will always be room for improvement and most especially in companies that want to remain viable, visible and maintain a competitive edge. A major recommendation that will be aimed at improving the organizational performance of Ngai Tahu Holdings is that they need to engage the people working in all their premises. The engagement of employees is a major issue of concern in the modern day business environment. By engaging the employees they employees will passionate for their work and therefore always aim at delivering their best performance and at the same time strengthen their commitment to the organization (Bourne, Kennerley & Franco-Santos, 2005). As a matter of fact the organization can make use of a strong understanding of the business strategy through their employees. By doing so the top management employees need to ensure that the employee can answer some of the fundamental questions related to the business. In relation to the engagement of the employees, the top management team needs to build trust. The employees working at Ngai Tahu Holding need to have a feeling that the executives and their managers cares for them and that they are committed to their eventual success (Burke & Litwin, 2001). In respect to these, each of the subsidiaries and their respective departments need to improve their procedures and at the same time they should target their activities on the best way to achieve differentiation and Ngai Tahu Holding can achieve this through what their employees do and the manner in which they do it. Another recommendation that Ngai Tahu Holdings can make use of so as to improve the organizational performance is the people in management positions leading and being a positive example to these working below them. Managers and leaders who constantly get involved in active listening tend to respect the unique talents that their staff portrays at all times and they also strive to instill confidence in their employees and are aware of when and how they are supposed to delegate their responsibilities with the aim of achieving better results. This seems to be contrary with the egocentric leaders who have a strong believe in the idea that there exist only one way of getting things done and thus shun the ideas and proposals made by others irrespective of their positions in the organization (Hosmer, 2001). In this regard, an essential step that Ngai Tahu could make use of so as to improve the performance of their organization is by establishing and also enforcing that the same rules should be used in the organization when governing the activities of the subordinates as well as the activities of the supervisors. This will go a long way in ensuring that there is peace in the organization. In respect to this idea, managers need to be hold only responsible and accountable for their own shortcomings and mistakes and this will play an essential role in fostering a truthful and a healthy business environment. In respect to this recommendation, rumors in the organization ought to be discouraged and in instances when they occur, the management team and the immediate supervisors need to address them before they escalate into paranoia. They should also be sensitive and address any feedback they get from their subordinates in ways of making the organization a better place (Hosmer, 2001). This will be essential since the employee will feel as part of the organization and that their contributions in the organization are valued. This will eventually lead to the improvement of the performance of the organization. The other recommendation to assist Ngai Tahu in improving the organizational performance is by communicating ones expectations and clearly emphasizing on individual accountability. Irrespective of the kind of business that is being run or despite the number of employees that an organization have, it is very crucial for all the employees to have a clear understanding of how their respective contributions is crucial to the value, longevity and success of the company. In respect to these aspects, there should be regular staff meetings aimed at tracking the status of projects, making new assignments as well as dealing with the already existing issues in the organization. An aspect that is closely related to these relates to the monitoring and evaluation of the job performance. This offers the workers with an equivalent of a report card and it helps in identifying areas that they are doing well, areas to be improved (Jones & George, 2008). Employees ought to be also inivited for self-evaluations and this will assist them in outlining some achievements, discuss the issues that they think are inhibiting them from doing their work in the best way and request opportunities for future development and training. Additionally, the management team at Ngai Tahu needs to encourage feedback all the time and not just during the period when the reviews are being done. In line with this there should be the administration of a fair and consistent system for according merit. Despite the position of a person in a company, all of them want to feel that their work is appreciated and notices. Thus, for Ngai Tahu to improve their performance they need to reward performance initiatives as well as dedication and this should mainly be done through the use of promotions, bonuses, perks, and merit certificates in addition to compliments. Another recommendation that will aid Ngai Tahu in improving their organizational performance is the setting of long term strategic objectives. The objectives that Ngai Tahu will formulate should be in line with the furthering of the enduring purpose of the organization (Kvint 2009). This means that they need to have strategies that know and spells out for whom the organization exists, and the benefits that the organization seeks to offer to the specific group of customers. In respect to these, the organizational performance of Ngai Tahu will be improved when the management team sets out to be of benefit to a clearly defined group and thus a long term, single, verifiable and target figures out to be set with the aim of reflecting what the organization is trying to do for the defined group. Thus, Ngai Tahu needs to define clearly the intended beneficiaries as being a homogenous one and the benefit offered also need to be homogenous. The strategic goals also need to be evaluated from time to time to ensure that they are in line with the mission and visions of the organization and that they are timely. In instances when the objectives are not being achieved on time, measures should to put in place to ensure all aspects that are hindering the success of the objective are addressed on time and through the use of the most effective means (Rumelt 2011). This will ensure that the strategic objectives that have been outlined are achieved on time and through the use of the required resources. The last recommendation relates to making use of Corporate Social Responsibility (CSR) and ethics. A great number of people are of the opinion that organizations need to be responsible in all that they do this means that they needs to be responsible socially and ethically. It is therefore necessary to check the effect that an organization have on the environment and on the social welfare (Garriga & Melé, 2004). CSR is mainly defined as sense of responsibility that an organization has towards the community and the social environment. CSR plays an essential role in that it helps in the understanding of what companies are actually doing with the profit that they generate and the effect that they have in the society. In addition to CSR ethics is also seen as crucial when it comes to the development of success of a business and thus huge attention needs to be paid to the concept of ethics and CSR in the operation of the modern day businesses (Ali et al., 2010). It has been argued and asserted that CSR and Ethics have an effect on the performance of an organization and the effect differs. In reality by making use of CSR and ethics Ngai Tahu Holdings will increase their financial performance to ensure that the company grow in a rapid manner and gains the maximum levels of revenue that it can generate in a certain market. In instances when a company follows and adheres to ethics and CSR and always strive to satisfy their stakeholders they are likely to improve their performance and be ahead of their competitors in the market (Garriga & Melé, 2004). Based on available literature CSR activities and ethics play a crucial and positive role when it comes to the improvement of the organization performance. Thus, as a corporation that aims at improving their performance they need to undertake CSR activities in the areas that they operate in. This will eventually mean that the consumers and the immediate community will recognize their efforts and therefore advocate and always make use of their services and products (Ali et al., 2010). This will be essential since in the long run the main goal of improving their performance will be achieved. In relation to ethics, all their business activities ought to be guided by ethics. Business which are unethical have been reported to be experiencing great losses as people and communities around them stop making use of their services and products in that they may boycott them. This is likely to have major and unpleasant results for a company since with decreased sales their performance will be deteriorating and they may eventually be out of business. Thus, to be on the safer side and to improve their performance all their activities needs to be guided by ethics and thus will ensure that Ngai Tahu Holding makes great sales which will mean greater profits and a satisfied group of customers. Conclusion In conclusion, very organization despite its size and current success seems to be of need of improving their organizational performance. Thus, the senior management needs to make use of the five recommendations that have been outlined above with the aim of enhancing their organizational performance. These recommendations are making use of Corporate Social Responsibility (CSR) and ethics, setting of long term strategic objectives, communicating ones expectations and clearly emphasizing on individual accountability, people in management positions leading and being a positive example to these working below them and lastly they need to engage the people working in all their premises and subsidiaries and this will ensure that they have an effective team. When all these recommendations are put in place by the senior management team they are more likely to achieve an improved organizational performance over the years. This will be based on the fact that some of the recommendations aim at creating a conducive environment for the workers and thus they will always strive to offer their best. Additionally, when the management team of concerned about the workers they feel valued and as part of the organization and thus they may not wish for it to fail since they will have also be termed as failures. References Ali, I., Rehman, K.U., Ali, S.I., Yousaf, J., & Zia, M. (2010). Corporate social responsibility influences, employee commitment and organizational performance. African Journal of Business Management, 4(12), 2796-2801. Bourne, M., Kennerley, M., & Franco-Santos, M. (2005). Managing through measures: A study of impact on performance. Journal of Manufacturing Technology Management, 16(4), 373-395. Burke, W & Litwin, G. (2001). A casual model of organizational performance and change. Journal of Management, 18(3), 523-545. Garriga, E. &Melé, D. (2004). Corporate Social Responsibility Theories: Mapping the Territory. Journal of Business Ethics, 53(1/2), 51-71. Ghemawat, P. (2002). Competition and Business Strategy in Historical Perspective. Business History Review. 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