Creating a Tiriti-led Organization
A Case study of Panasonic, New Zealand
Executive summary
For the organization to function better, the management needs to divide the activities among different functional departments so that each of them can appropriately perform their assigned tasks. In a business scenario, there may occur situations which are challenging in nature. But it is important to understand the situation and identify the factors that are responsible for its cause. This study has focused upon Panasonic and how it should be transformed into a Tiriti-led organization by effectively following all its principles. The three Ps of the Treaty of Waitangi such as Partnership, Participation and Protection have been well discussed concerning how Panasonic can apply those to transform their functions and activities in the New Zealand market. On the other hand, it has been proposed that Panasonic needs to improve its organizational design and organizational development plan so that they can sustainably operate in the market. Finally, the study has indicated some milestones and required sources which will help the company to achieve its objectives efficiently.
Table of Contents
Introduction
It is a basic necessity for an organisation to develop sustainably. Globalisation has provided every organization with the opportunity to expand their business in the global market. Customers have the option of selecting from a wide range of products that are easily available in the market. The customers are very specific about their requirements and hence it puts the organizations into the pressure of performing better (Austin, 2017). The employees of the organizations are considered to be pillars that the organization is relying upon. It is necessary to provide the employees with a workplace that enhances their possibility to work effectively. This report will consider Panasonic, the globally renowned organization that deals with electronic goods. The study aims to identify the issues that the organisation is facing in New Zealand market due to lack of proper maintenance of Tiriti principles. An intervention initiative will be proposed along with the most appropriate method to deal with the challenges that have been identified. A detailed list of resources that will be required in the transformation procedure will be mentioned as well.
Conclusion
In Panasonic, there was an issue of low productivity witnessed in the New Zealand market. Considering the increasing competitiveness within the market, low productivity may lead to having a severely negative impact on the organization. For an organization like Panasonic, low productivity may result in losing their position in the market. The competitors in the market always look for that one opportunity to take the leading position. On analysing the situation it was found that the employees faced several issues and one of the main issue being the lack of effective communication. Training and development were selected to be the most appropriate way to deal with the situation effectively. Encouraging teamwork among the employees will make it convenient for the organization to develop an integrated organizational culture. Participation of all the team members in group work is highly recommended as per Tiriti principles as these make the partnership relationship healthier thereby protecting the organization against all challenges.
Recommendations
Milestones and resource requirements
Training and development is the appropriate way to provide the employees with the required skills and efficiencies for functioning within the company. This decision was taken considering the issues stated by the employees. An employee works in an organisation for two basic factors which include money and experience to perform better in their professional career in the future. Providing an adequate amount of training is beneficial for the organisation and the employees (Sundstrom, et al., 2016). The employees get to develop their skillsets through the training procedure and hence will implement these developed skills in the tasks assigned within the organisation. It is quite evident that the employees will perform better with the help of these newly learnt skill sets. This will further help to enhance the productivity of the organisation as well. A professional trainer has been appointed to continue the training procedure.
The training modules have been decided by the consultancy and the management together. Training is considered to be the best option to address the issue as the main issue which is the lack of communication can be dealt with training. Further, employees will also feel motivated to work effectively. The training will be conducted to address the employee’s weaknesses (Berghan et al, 2017). The more the potentiality of the employees the better it is for the organisation. There are several aspects associated with the implementation of the final strategy. It is always important to evaluate the procedure to be sure that the strategy is working towards resolving the issue. The trainer was asked to submit a weekly report to the team leaders and the team leaders were called for a general meeting every month to discuss the progress of the employees. Furthermore, the managers and team leaders need to attend the training session that will cover the aspect of leadership.
To ensure that a similar situation does not occur in the future, it is important to conduct a similar kind of training from time to time. When in an organisation the employees expect to develop their skill sets and it is the prime responsibility of the organization to provide the employees with the opportunity to develop. Furthermore, the organisation needs to introduce new rules and policies which will ensure that the employees are being treated equally within the organisation and there remain no cultural differences within the organisation. Conducting group activities from time to time will help to eradicate the cultural differences within the employees (Clarke & Higgs, 2016). Open meetings should be conducted also for gathering enough information about the experiences and opinions of the employees and how the management can ensure an improved work environment. The main objective of working as a team is to ensure that the activities do not consume too much time and hence the productivity of the organization experiences a significant rise. This will also contribute towards enhancing the team dynamics within the employees in the organisation. The employees will hence get more involved in the activities and hence will perform better. The organization will hence see development in terms of performance and the issue of productivity will be taken care of effectively.
Discussion
The principles of Te Tiriti
The principles of Te Tiriti were introduced during the Treaty of Waitangi. This specific treaty was of historic significance as it was signed by the Maori and the British Crown in the year of 1840 to let the British settle with the Maori together in New Zealand with the agreed set of laws that both these sides were to follow strictly. There are three principles of this treaty which are partnership, participation and protection (Orange, 2017). The main objective of these principles was to develop a sense of cooperation between the two parties so that they can settle down together. The principle of partnership aims to signify a partnership relationship between the people of these two races. The decision-making procedures should involve each of these parties and on mutual consent, the final decision should be taken. The principle of participation refers to the aspect that both the parties must have an equal opportunity to participate in any activity irrespective of belonging to different races. And the principle of protection aims to ensure the security of both these clans at any point in time (Came et al, 2017). In the present day scenario, these principles form the treaty are used in the business organisations to maintain an appropriate organizational culture that will help the employees work effectively within the organization. Thus organizations need to develop their strategic initiatives in such a way so that they can get transformed into a Tiriti-led organization.
Diagnosis of the problem of transforming Panasonic into one organized around Tiriti principles
Organizational culture plays a significant role in the organization’s overall performance. Panasonic has been in the market for decades now and hence they have an ample amount of experience in dealing with challenging situations. The organizational culture is maintained by the management and there are several aspects associated with the organizational culture that the management and the human resource team needs to look after (Armstrong et al, 2018). The current situation of this organization does not seem to be quite favourable as it has been observed that the employees disagree on issues which resulted in the decrement of productivity of the organization. It is significantly important for organizations to maintain productivity as that will help them maintain a sustainable position in the market. However, considering the increasing competitiveness in the market, the organization needs to analyse all the challenges that restrict them to perform better (Saks, 2015). On analysing the situation deeper, it has been noticed that the team lacks team dynamics and this further led to several misunderstandings between the employees. The situation posed a great threat to the organization in maintaining coherence in its operations. Hence every issue needs to be addressed immediately with the most effective way possible for achieving the desired outcomes in the long run.
Proposed strategic intervention initiatives
There are three types of intervention strategies which are organizational design, organizational development and organizational facilitation. The organizational design aims to understand the issues associated with maintaining an integrated and collaborative organizational culture. Organizational development aims to improve the efficiency of working in a team while organizational facilitation deals with all sorts of management related issues. It is important to analyse the situation well to identify the best-suited strategy for the identified challenge (Torraco, 2016). On analysing the situation it has been observed that the organization lacks the team working spirit among the employees associated with them. To deal with this situation effectively, it can be proposed that the combination of organizational design and organizational development initiatives will be the best solutions for Panasonic to become a Tiriti-led organization. It is important to undertake appropriate strategies and tactics that can help the company to focus on the emotional experiences of the employees towards a problem and generate their responses to design an effective organizational culture. On the other hand, planning a definite organizational development method will assist in the organization to gather appropriate data and arrange group work for sustaining the principles of Te Tiriti.
Appropriate tactics and methods
Organizational Design
Organizational design is the method of strategic intervention that aims to understand the issue faced by the employees. The main objective of calling for a meeting is to focus on the emotional experiences of the employees who were involved in the issue. Communication gap is one of the major issues that have been identified. Lack of effective communication within a team will lead to a lack of effectiveness in the team working procedures (Frost, 2016). The organisation hence needs to plan ways to enhance the practice of effective communication within the employees. The employees associated with the teams who faced several issues were called for a face to face conversation by the management team with the team leader’s presence. The responses from all the employees were recorded for future use. Often it has been noticed that the issue is being identified but the factors responsible for the occurrence of the issue remains an unsolved question. To deal with the situation effectively, the organization must understand the causes well. The responses from the employees had the following issues noted:
- Lack of motivation
- Communication gap
- Inefficiency
- Lack of opportunity to develop within the organisation
- Inefficient leaders
Most of these issues that have been identified are serious issues and if not dealt with immediately may lead to serious damages in the future. A business needs to progress sustainably to maintain its position in the market (Robson & Sebba, 2018). For a company like Panasonic, there remains no option to degrade its performance as it will have a severely negative impact on the overall performance of the organisation. The steps were taken by the organisation so far has helped them to identify the issues. As mentioned earlier, the management has decided to consult a professional consultancy to consult with them the situation. The report that was made out of the responses of employees was presented to the consultancy. These professional consultancies have a significant amount of experience and hence they will understand the situation better.
Organizational Development
Organizational development is the type of strategy that gathers all the relevant information and hence plans the strategy according to the requirement. The best way to deal with a challenging situation in the business scenario is a well-planned strategic approach. The management needs to call for a meeting to discuss the issues with all the other employees to understand the situation better. Furthermore, it is always a better option to involve all the employees in the decision making the procedure as that contributes towards keeping the employees motivated. It is essential to keep the employees motivated as only then they will be able to work effectively (Khan et al, 2016). Discussing the issue with all the other employees will also contribute towards improved decision-making procedures that will be effective towards solving the issue. The aspect of involving all the employees in the decision making procedure is a significant part of the organization design method of intervention strategy. In an organization, all the employees must understand the situation so that they can contribute in their way to deal with the situation effectively.
Reference
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