Case about the International Committee of the Red Cross (ICRG) Assignment

Case about the International Committee of the Red Cross (ICRG) - Assignment Example The intention of this study is the ICRC as an international organization that has faced with major global challenges due to the fact that its workforce comes from different cultural backgrounds. The level of cultural change is very minimal and measures need to be taken to improve the situation. If well managed, global diversity can ensure that resources of ICRC are harnessed and transformed into very important asset for the organization. However, this cannot be realized in the absence of a change in the culture of the organization. HR functional practices need to transcend across all departments and be supported with a good culture that encompasses all the needs of its employees. The issues that affect ICRC have been in existence for quite some time now but effective measures have not been undertaken to ensure that they are tackled in the global perspective and the organization is still clouded with origin issues where the Swiss culture seems to play a deciding role in what happens w ithin the headquarters of the organization and without in other foreign missions. There is a general assumption in this study that achieving a global diversity through cultural change is possible if well managed. Certain limitations do exist such as resources to be applied in such a massive restructuring program to meet the objectives of the plan. The refining of specialist HR supported functions is very essential if ICRC has to realize its objectives and this will have to be done through a program which paves the way for a change in culture. Certain key factors for such an ambitious program have been outlined and analyzed. There are critical elements which need to be put into account to enable the organization achieve this course. Conclusion has been drawn putting in mind the key concepts or theories relevant to the subject and these have been related to the evidence as far as the facts are concerned. Recommendations made are in line with the program that has been discussed in the analysis. These recommendations are actually some of the crucial things that need to be done in order to realize the success of this plan. An implementation program has been set to outline the relevant action steps that could be followed in order to meet the target of refining the specialist HR supported functions

Leadership assignment Example | Topics and Well Written Essays - 1500 words

Leadership - Assignment Example The main drawback of the manager was that he was very autocratic in his style. The company consisted of 100 employees then. Though there were divisional managers for each functional level, the decisions for the functional levels are taken by the MD himself. Even if the decisions of the divisional managers are worth, the MD hardly approves them. The second major drawback of his is that he is less concerned about the growth of his employees. In other words, he is highly afraid of being dethroned by other talents in the company. When an employee aims for taking accreditation tests, he de-motivates them by saying that it is not required at their stage and they could think of it on some later years. Overall he wants the employees to progress very slowly in the organization. But there is one good quality that he possesses. He takes quick decisions. There were many instances where the company required immediate decisions to sustain business. He was good enough to take decision at the right time and sustain the business. Though decision making is one of the best skills of a leader, its sole possession cannot make a person an efficient leader. Organizational Structure and Culture The organization which I worked for was a partnership firm. The company had a very informal culture. As per the firm’s objectives, there were no strict hierarchies to be followed. Everybody from the associate staff to the top directors of the firm are to be addressed each other’s by their first name only. Even an associate staff has the liberty to report anything directly to the chairman or director. Every individual who is recruited to the company is being given orientation program about the organizational culture and practices. This one week of orientation program is given in order to make the individual learn and unlearn various things. The culture of the firm has definitely helped me to enhance my relationship skills. The only hindrance for growth was the attitude of the manag ing director. My role in the company was a consultant. A consultant is just one level next to the associate staff. I am a person who likes to interact and mingle with people. The company’s culture helped me to be in constant interaction with the divisional managers and even the managing director. I could always interact with them on work or non-work related matters. The workforce of the firm was divided into various groups based on the companies for which the consulting is performed. A group is not permanent and each group will have members based on their team requirements. For instance, the team for Kraft Foods consulting will be different from the team for John Deer consulting. Both the teams may or may not have common members in them. Therefore, the team system enables an individual to be connected with various people in the organization. The team will also undergo minor re-shuffling every year. Each team will also have a person as a team lead who will manage the smooth fl ow of work in that team. Therefore, it gives an individual the opportunity for enhancing their leadership skills. Performance of the selected leader As discussed before, one of the good qualities of the managing director was his effective communication skills. He always communicated well with the employees. In that way he has helped me to motivate me on my communication skills. I always like to interact with people. I could always talk to him about anything. He always