Diversity planning is an integral part of the development of companies at the moment. The implementation of measures to support diversity and inclusiveness in an organization is necessary to create a culture of diversity and attract talented people (Roy, 2021). Roy (2021) notes that in todays global environment, inclusiveness is the basis for competitive advantage. This is especially important for non-profit organizations and social projects, as it makes it possible to address the needs of the most diverse populations, which ensures the representation of various groups in society. Diversity planning requires the following steps:
Data collection: The first step is to collect data on the current state of diversity in the organization. In particular, attention should be paid to leadership positions and the board, as it is necessary to provide them with representatives of the most diverse groups and communities. Additionally, it is important to consider groups protected by the federal and state governments in order to provide the greatest responsiveness to community issues.
Objectives development: At this stage, based on the information collected, it is important to determine what goals are set to maintain diversity. It is important to identify existing gaps and identify appropriate hiring practices. It is important at this stage to pay attention to possible bias when making hiring decisions.
Diversity tools and inclusion training: at this stage, it is necessary to determine which key tools for ensuring diversity are necessary for implementation in the company. In particular, this includes a review of the necessary training for employees, as well as leadership positions. at this stage, it is most important to ensure a shared vision for diversity and inclusiveness among all colleagues, not only human resources specialists.
Community support: at this stage, incorporating diversity within the board and leadership is key to building community support. In particular, the stakeholders of a company or project should be aware of the need to remove structural barriers and the actions that need to be taken to achieve this goal. Leaders must articulate diversity objectives to both employees and stakeholders to provide comprehensive support. Communication in this situation is the main tool that leadership can use to achieve understanding.
Measurement of results: at this stage, it is important to ensure that all interested groups are represented both in the leadership and among employees. It is important to revise the plan in line with identified gaps to ensure that diversity and inclusiveness initiatives are most effective.
Thus, within the framework of social enterprises, it is necessary first of all to determine the goals of the activity and the interested groups. A diversity plan should be based on the need to include in the leadership of various members of the community who are associated with existing social problems. To remove structural barriers, both the board and the senior management must include diverse members who share the interests of different groups in society. Moreover, they can openly communicate the necessary values to both stakeholders and employees. This aspect makes diversity initiatives the most effective and allows for a shared understanding of the companys goals. Inclusiveness in this situation should be achieved through the development of appropriate company policies and procedures for the formation of hiring practices. In this regard, it is necessary to constantly ensure that employees are trained in the diversity of practices and the achievement of the greatest contribution to addressing community problems.
Diversity planning must be done, taking into account the goals of the social project and the target audience. However, it is also necessary to take into account the broader society and the structural biases that exist in it, which can become a potential obstacle to social development. In particular, it is important to integrate as many talented minorities as possible in order to give them a chance to develop inclusiveness and promote this concept in society. The integration of diversity within organizations allows companies to address, among other things, social issues that often hinder the harmonious development of society. For social projects, the decision-making process must be in the hands of representatives of various groups. In this way, it is possible to ensure that the widest range of social interests is involved and that the highest number of problems of different communities can potentially be addressed.
References
Roy, S. (2021). Developing effective diversity and inclusion culture within an organization. In N. Mirta & R. Schmidpeter (eds.), Responsible leadership and sustainable management (pp. 117-133). Springer.
The work of public organizations continues to improve with time due to a better understanding of performance management and technological advancement. In their article, Sabharwal et al. (2014) focus on public administration schools and the challenges associated with increased social diversity and changes in communities needs and demands. In addition to the already existing studies about the main characteristics of public administration, the authors find it necessary to learn the conditions under which culturally competent services are developed. Despite certain limitations based on the scope, sample, and definitions, the chosen research article introduces a solid background related to diversity, social equity, and equality in public service organizations.
Premise and Significant Points
During the last several centuries, the representatives of public administration have to deal with different tasks, demonstrating their unbiased attitudes toward religion, politics, or the economy. The main premise defined by Sabharwal et al. (2014) is that today, American society faces a complex reality that categorizes people according to their race, gender, education, class, sexual orientation, abilities, and language. Community changes may be determined by a variety of factors, which makes the proliferation of diversity studies a critical issue for discussion. There are several significant points in the article under analysis. First, the authors aim to understand if public administration schools develop effective curricula that meet current social changes. Secondly, it is important to identify how future leaders are prepared and if they obtain equal employment opportunities. Finally, public administrators must have enough qualities to manage diversity complexities in their facilities.
Issues of Diversity, Equality, and Equity
In the article, the authors pay attention to the role of diversity, equality, and equity in public services in different ways. Compared to diversity and equity which have clear definitions and explanations, the term equality is slightly discussed through the prism of equal employment and the necessity to provide equal opportunities for women and people of color against existing bureaucracy (Sabharwal et al., 2014). In its turn, diversity has several definitions, including its explanation as variation, heterogeneity, and otherness (Sabharwal et al., 2014). Discussing the impact of diversity in public administration, it is correctly admitted the connection of this concept with cultural competence and management through avoiding discrimination and minority representation (Sabharwal et al., 2014). Equity is based on democratic responsibilities, in terms of which the effectiveness of public services is defined. The education of future leaders and administrators should include the ideas of social equity because it is the only way to achieve justice and trust.
Personal Reflection on the Premise
After reading the article, I would like to agree with the authors and their premise about the changing reality and the impact of diversity on public administration. The main idea of public services is to support communities and promote positive changes. It is hard to manage communities needs under the constant pressure of diversity and inequality. Therefore, I find the decision of the authors to improve the training and overall effectiveness of organizations crucial for modern society.
Conclusion
In general, the article written by Sabharwal et al. turns out to be a significant contribution to understanding diversity in public administrative services. Many organizations have a high potential in promoting their employees skills and abilities. However, if no evaluation of such issues as equity, equality, and diversity is done, visible and invisible challenges cannot be prevented. People cannot stop categorizing themselves as per their colors, languages, or classes, and the worth of public administration is to reduce the impact of these differences.
Reference
Sabharwal, M., Hijal-Moghrabi, I., & Royster, M. (2014). Preparing future public servants: Role of diversity in public administration. Public Administration Quarterly, 38(2), 208-245.
Gain sharing is the process of giving rewards to the employees of an organisation depending on their contribution to the achievement of the goals of the organisation. The private sector uses criteria that depend on the monetary gains of the organisation in gain sharing planning. The magnitude of gains in a private organisation can be determined by the profit it makes. Thus, for a private organisation, gain sharing is easy to implement. In contrast, achievements in the public sector cannot be gauged by consideration of monetary gains alone. Achievement of public goals by a public organisation is also a part of gains by the organisation. Often, the criterion for gain sharing in the public sector is complex, and needs meticulous planning.
One important aspect of gain sharing is that it mainly involves employees. Employees have to be involved in the actual mathematical calculations that generate the final ratios that are subject to implementation in the final phase of the gain sharing process. This is necessary to win the trust of the employees, and have them believe in the gain sharing process. While gain sharing relies on the magnitude of gains, a problem arises where the magnitude of one aspect of the gains, such as production, is disproportionately bigger than other important aspects such as sales. This particular example is for an organisation aiming at increasing production and financial gain simultaneously. For this situation, the management and the employee fraternity must devise a criterion for gain sharing in order to make the process meaningful and effective. Moreover, it is imperative that the gain sharing plan be fair to all stakeholders.
Gain sharing seeks to reward collective effort rather than favour any individual input. However, for any collective gain to be realised, individual effort has to be incorporated in strategic action. This means that although individual contributions are not directly considered by the gain sharing plan, they are important for the realisation of collective gains by the whole organisation. Thus, gain sharing is a complex concept, particularly when it involves organisations that have multiple goals in addition to financial gain. On the other hand, the gain sharing plan has to be simple enough for all members of an organisation to understand. The formulas used must be simple enough to clearly explain the proportions in which the gains are distributed. Although multiple factors have to be considered while implementing a gain sharing plan in some organisations, too many formulas and criteria lead to contradictions and failure of the gain sharing program. This means that the formulas used must take all significant factors into consideration without invoking unnecessary complexity.
Zebulon, a small town in the state of North Carolina, implemented a gain sharing plan for a public organisation. The Research Triangle, the organisation in question, had fifty employees only. The plan for gain sharing in Zebulon was fairly complex since it had to consider individual contribution, financial projection, general opinion of the community, and the degree of achievement of organisational goals. However, the major factor that was considered in formulation of the gain sharing plan in Zebulon is the financial projection. In the Zebulon plan, expenditure was the major determinant of the amount of gains to be shared. In this regard, the difference between expenditure and the projected expenditure was obtained mathematically. Five percent of that amount was then used for gain sharing. Prior to institutionalisation of gain sharing, annual increase in remunerations was justified by increase in the cost of living and the phenomenon of perpetual economic inflation. Later, gain sharing was introduced to ensure that increase in remuneration became sustainable. Consequently, with the use of gain sharing as the preferred method for rewarding employees, there were no remuneration increases when the difference between expenditure and the projected expenditure was a zero or a negative figure.
Formulation of gain sharing plan in Zebulon requires the authorities to conduct research work in the town to establish the opinion of the public. Through the survey, volunteers for departmental committees are accepted. These committees help develop focus of the gain sharing plan, and develop questionnaires for their departments. A survey is carried out using questionnaires attached to conventional household bills. Data is analysed by the towns administration and the results are sent to their respective departments. Managers are then able to establish weaknesses in their respective departments. The town council and the administrator determine the groups that are eligible for consideration in the gain sharing plan. However, the towns administration protocols require that various departments support each other to avoid consistent performance disparities. This is also intended to increase their collective efficiency.
While departments are evaluated collectively, individual performance of employees in the towns departments is also taken into account. Every employee is required to reach a certain threshold performance rating to be eligible for inclusion in the gain sharing process. Employees with a rating below the specified minimum are not considered in the gain sharing process. Furthermore, the ratings are made public. Consequently, employees whose rating is below minimum may suffer negative publicity.
In one research project to establish the effectiveness of the gain sharing plan, employees answered a questionnaire intended to capture their opinion on the degree of their control over the gain sharing process. The process should ideally have employee control. Through this survey, the success of the gain sharing plan was also assessed. Of the thirty interviewees involved in the assessment of the gain sharing plan, twenty-five responded. They were of the opinion that they had a good understanding of the process of gain sharing in Zebulon. However, they pointed out that their influence on the plan was minor albeit present. According to the employees, the gain sharing plan was controlled by the management. Their opinions were considered but declined without enough justification. In addition, the employees considered the gain sharing program to have a minor effect on the performance of the towns departments.
The process of gain sharing in Zebulon had some strengths and weaknesses. One of the strengths of the gain sharing plan is that the town administration tried to involve the people of the town in the process. These people are the major stakeholders. Surveys were also conducted among the employees, and their opinion over how the process should be conducted was sought. This is an important part of formulation of a gain sharing plan. Through such surveys, the employees can be involved in the gain sharing process. It is important to have the employees control the gain sharing process. The use of collective entities such as departments in the gain sharing process was also an important feature. It helped the gain sharing planners avoid awarding employees on the basis of individual performance. Furthermore, the departments were obligated to help each other in their work in order to ensure balance in the gain sharing process. It is also important that the employees were happy with the specific award for the particular year. This indicates that the employees were likely to be motivated.
On the other hand, the gain sharing process in Zebulon lacked a significantly influential employee contribution. The decision to ignore their suggestions by departmental managers impaired their ability to influence the gain sharing process. In addition, the final survey indicated that the employees felt that they were not adequately involved in the formulation of the gain sharing plan. Moreover, the towns administrator decided to do the survey analysis alone, and did not include the departmental managers and the employees. This action may have prevented other parties such as the employees and departmental management from giving important contributions. The decision to make the performance ratings for all employees public may also be retrogressive. Some employees may feel embarrassed by such exposure, and consequently be demoralised. Finally, the use of expenditure alone as the basis for planning is likely to exclude other important aspects of gains in the organisation.
It is important for the programme to be independent from remuneration increment targeting increasing cost of living. This will make the program fair. Communication between the employees and the management needs to be improved. This will make sure that the employees contribution is taken into consideration. In addition, the employees ratings should be confidential in order to sustain a good working atmosphere. Zebulons gain sharing program is implemented once a year. If the plan was extended to cover the whole year, it would raise awareness of the need to perform well throughout the year among the employees.
Zebulons gain sharing program was fairly successful. The employees expressed their satisfaction with the award for the specific year. Moreover, they attested to their participation in the formulation of the gain sharing plan albeit in a minor role. A few corrections to the plan formulation can streamline the gain sharing plan for effectiveness to the satisfaction of the employees.
The research to be carried out is important since it will help to show how public organizations can apply various organizational structures to foster innovation. Functional organization structure is one of the organizational structures that companies can rely on to promote innovation. Apple is one of the companies that has used the functional organizational structure and has managed to become one of the most innovative firms around the world. The company achieves this by ensuring that individuals with the greatest experience and expertise in a particular domain maintain decision rights. Experts are given the responsibility to take up leadership roles but work collaboratively with other individuals when making decisions and carrying out various operations.
Another organizational structure that helps to foster innovation is the divisional one which is mainly used by industries that operate on a large scale. In this structure, an organization is divided into subunits that have defined products, consumers, and geographical regions. Divisional organizational culture promotes innovation by ensuring that there is positive competition among the different subunits. A hierarchical structure is also commonly used in many companies in which the chain of command flows from the top management team to the general employees. However, the organizational structure might act as a limit to innovation, especially in situations where employees filter their ideas in the presence of the management team. In this case, employees are limited from sharing ideas that could be innovative in the long run. Decisions concerning innovation are mainly made by the top managers with minimal input from the general employees.
Hypothesis 1: An effective leadership team has to foster communication within an organization to enhance freedom to failure.
Hypothesis 2: A leadership team that does not promote communication within a firm limits the chances for freedom to failure.
Hypothesis 3: Freedom to failure cannot be promoted within an organization without effective leadership and communication.
Research Problem
Research Questions
Is it possible for a public transport organization to adopt a functional organizational structure?
Which is the most effective leadership style in fostering innovation as in the case of Apple?
What impact will a shift to a functional organizational structure have on the company’s innovation process and application?
Research Objectives
To identify whether a public transport organization can adopt a functional structure.
To identify the most appropriate leadership style for fostering innovation within a firm.
To identify the impact that will be experienced on innovation processes and applications after the company shifts to a functional structure.
Literature Review
A company that follows the functional organizational structure is often centralized as seen in the case of Apple. The company at first operated using the conventional structure before the entry of Steve Jobs who managed to combine all departments into a single functional firm. Apple’s reliance on functional expertise in handling day-to-day operations has helped the company to maintain innovativeness for a long period (Podolny & Hansen, 2020, para. 5). Decision-making in Apple is left to managers who have the expertise needed and debate collaboratively with other functions to promote collective decision-making.
Centralizing decision-making to a particular group of people or a single individual could act as a hindrance to innovation. This is because centralization limits the development of new solutions and interdepartmental communication which is a great barrier to information sharing. The process of sharing information in a centralized organization is often time-consuming and requires formalized channels of communication (Iranmanesh, 2021, p.1893). Functional experts who operate in a firm that is extremely centralized witness reduced communication and sharing of available resources hence limited innovations. Centralization minimized opportunities available for discussion and thought sharing which are critical in the development of new ideas.
Firms that have several divisions but the research and development activities are centralized are likely to invest more and generate scientific publications. Such firms are also more likely to have innovations that have a great impact on the general economy. This shows that firms which operate in a centralized manner are likely to be successful in their innovation practices. Research and development activities that are centralized motivate staff members to develop innovations that are applicable to the whole firm rather than in a single division (Argyres et al., 2020, p.4). In this case innovation activities are likely to lead to the development of new products over which no division has authority over.
Centralization ensures that decision-making power is concentrated at the top rather than sharing the responsibility with lower-level employees. In this case, diverse and creative ideas from employees might not be considered during the decision-making process hence a likelihood of limited innovativeness. Lower-level employees in a centralized organization do not enjoy autonomy which creates minimal chances for them to generate ideas and become innovative (Dedahanov et al., 2017). Such employees also have the perception that they do not have the ability to influence their work environment hence are reluctant in the generation of creative ideas and offering suggestions. Centralization also limits sharing of knowledge and ideas during problem-solving since communication channels within such an organization are tight. This indicates that centralization acts as a great barrier to innovative behavior within an organization.
Research Methods
To meet the objectives set for the research it will be necessary to carry out research using various methods such as interviews, questionnaires, and surveys. The various research instruments will help to collect opinions from different participants about the impact of the functional organizational structure on innovation. Utilizing an interview in research requires the researcher to ask participants questions with the main aim of collecting data. Interviews often involve two people, the one being interviewed and the interviewer. In surveys, a researcher shares a predetermined survey with the participants to collect information related to a topic of interest. A questionnaire includes a set of questions that a researcher shares with respondents with the main aim of collecting data. In this research, study questions will be focused on participants’ knowledge about functional organizational structure and its impact on innovation.
An advantage of using interviews in research is that it helps the researcher to explore more on the participants’ opinions and experiences. Open-ended questions enable the collection of in-depth information which is necessary to enhance understanding of a research problem in question. A downside that comes with interviews is that they might end up being costly and time-consuming since each participant has to be interviewed alone. On the other hand, questionnaires and surveys offer cost-effective methods of collecting information and can be administered within a short period. The two methods are also convenient for research since they can be administered in several ways such as through the e-mail and internet. This makes the process less tedious for the researcher while also allowing the collection of relevant information.
Research Design
The research will be carried out in a single transportation public organization to gather feedback about organizational structure and its impact. Organizing the research study in a single organization will make it easier to carry out than when dealing with a number of companies. One organization means that it will not be challenging to identify a suitable sample and select desired participants. Carrying out the research study in a single organization will also help to minimize the costs incurred and time used in the process. Organizing a study in various organizations might require many researchers and more resources to facilitate.
Data Collection
To collect the data needed in informing the research problem the research study will rely on the use of questionnaires, interviews, and secondary sources of data. Questionnaires will be administered to the employees and organizational leaders to gather their insights and feedback about how innovation can be enhanced by changing the organization structure to a functional one. Interviews will be used to gather information from two or three members of the company’s top management team. This will help to enhance an understanding of their opinions about the influence of the organizational structure being currently used on innovation capability.
Interviews will also help to gain an insight into whether there is a need to change the structure of the transport public organization to a functional organization structure with the main objective of fostering innovation. Secondary sources of data will help to enhance an understanding of what is currently known about the impact of functional organizational structure on innovativeness. Such sources will also enable the identification of gaps in the current research which will inform on what needs to be done during future studies.
Data Analysis
To analyze the data collected from the research study it will be necessary to rely on the regression model. Regression analysis is a statistical method that enables researchers to identify a relationship that exists between two or more variables. In this case, the method of analysis helps to identify the variables that influence the topic of interest in researchers. Carrying out regression analysis requires one to define the dependent variable that is likely to be influenced by one or more independent variables (Alchemer, 2021, para. 15). In the case of this research study, the dependent variable is innovation while the independent variable is the functional organizational structure. One then needs to have a comprehensive dataset to work with. The various data points are then plotted on a graph before drawing the regression line which acts as a representative of the relationship between the independent and dependent variables.
Timelines
Task
W1
W2
W3
W4
W5
W6
W7
W8
W9
W10
Research Topic
Research Proposal
Literature Review
Research Design
Data Collection
Draft Research
Final Research
Conclusion
The research will provide an insight into the influence that functional organizational structure is likely to have on innovation within a public transport organization. Research data informed by participants’ opinions about organization structure and innovation will show how the public transport organization will benefit. This will help to show some of the changes that have to be made within the company with the main objective of fostering innovation. The research study will also help to identify any gaps in research focused on the topic of interest to inform future research studies. Findings from the research can be used by other organizations that are struggling with innovation to initiate changes in their structure which is necessary to enhance capabilities.
References
Alchemer. (2021). What is Regression Analysis and Why Should I Use It? Alchemer Blog. [online] Web.
Argyres, N., Rios, L.A. and Silverman, B.S., 2020. Organizational change and the dynamics of innovation: Formal R&D structure and intrafirm inventor networks. Strategic Management Journal, 41(11), pp.2015-2049. Web.
Dedahanov, A.T., Rhee, C. and Yoon, J., 2017. Organizational structure and innovation performance: is employee innovative behavior a missing link? Career Development International. 22(4):00-00. Web.
Iranmanesh, M., Kumar, K.M., Foroughi, B., Mavi, R.K., and Min, N.H., 2021. The impacts of organizational structure on operational performance through innovation capability: innovative culture as moderator. Review of Managerial Science, 15(7), pp.1885-1911. Web.
Podolny, M., J. and Hansen, T., M. (2020). How Apple Is Organized for Innovation. [online] Web.
Diversity planning is an integral part of the development of companies at the moment. The implementation of measures to support diversity and inclusiveness in an organization is necessary to create a culture of diversity and attract talented people (Roy, 2021). Roy (2021) notes that in today’s global environment, inclusiveness is the basis for competitive advantage. This is especially important for non-profit organizations and social projects, as it makes it possible to address the needs of the most diverse populations, which ensures the representation of various groups in society. Diversity planning requires the following steps:
Data collection: The first step is to collect data on the current state of diversity in the organization. In particular, attention should be paid to leadership positions and the board, as it is necessary to provide them with representatives of the most diverse groups and communities. Additionally, it is important to consider groups protected by the federal and state governments in order to provide the greatest responsiveness to community issues.
Objectives development: At this stage, based on the information collected, it is important to determine what goals are set to maintain diversity. It is important to identify existing gaps and identify appropriate hiring practices. It is important at this stage to pay attention to possible bias when making hiring decisions.
Diversity tools and inclusion training: at this stage, it is necessary to determine which key tools for ensuring diversity are necessary for implementation in the company. In particular, this includes a review of the necessary training for employees, as well as leadership positions. at this stage, it is most important to ensure a shared vision for diversity and inclusiveness among all colleagues, not only human resources specialists.
Community support: at this stage, incorporating diversity within the board and leadership is key to building community support. In particular, the stakeholders of a company or project should be aware of the need to remove structural barriers and the actions that need to be taken to achieve this goal. Leaders must articulate diversity objectives to both employees and stakeholders to provide comprehensive support. Communication in this situation is the main tool that leadership can use to achieve understanding.
Measurement of results: at this stage, it is important to ensure that all interested groups are represented both in the leadership and among employees. It is important to revise the plan in line with identified gaps to ensure that diversity and inclusiveness initiatives are most effective.
Thus, within the framework of social enterprises, it is necessary first of all to determine the goals of the activity and the interested groups. A diversity plan should be based on the need to include in the leadership of various members of the community who are associated with existing social problems. To remove structural barriers, both the board and the senior management must include diverse members who share the interests of different groups in society. Moreover, they can openly communicate the necessary values to both stakeholders and employees. This aspect makes diversity initiatives the most effective and allows for a shared understanding of the company’s goals. Inclusiveness in this situation should be achieved through the development of appropriate company policies and procedures for the formation of hiring practices. In this regard, it is necessary to constantly ensure that employees are trained in the diversity of practices and the achievement of the greatest contribution to addressing community problems.
Diversity planning must be done, taking into account the goals of the social project and the target audience. However, it is also necessary to take into account the broader society and the structural biases that exist in it, which can become a potential obstacle to social development. In particular, it is important to integrate as many talented minorities as possible in order to give them a chance to develop inclusiveness and promote this concept in society. The integration of diversity within organizations allows companies to address, among other things, social issues that often hinder the harmonious development of society. For social projects, the decision-making process must be in the hands of representatives of various groups. In this way, it is possible to ensure that the widest range of social interests is involved and that the highest number of problems of different communities can potentially be addressed.
References
Roy, S. (2021). Developing effective diversity and inclusion culture within an organization. In N. Mirta & R. Schmidpeter (eds.), Responsible leadership and sustainable management (pp. 117-133). Springer.
Public housing plays a significant role in the well-being of society. Most of the world population is accommodated in urban areas which continue to grow. It is a general opinion that such governmental organizations as the Housing and Development Board in Singapore provide apartments to the majority of the population in the country. It is a well-known fact that such non-profit organizations are mostly financed by the government. Still, it is crucial to distinguish the Housing and Development Board from the government structure and improve its performance to meet the current needs of the population in the building sector.
Construction projects usually involve many stakeholders and groups which have their objectives and requirements. Some researchers state that “over the past quarter-century, further development of forms of partnership between public and private entities was experienced, partly related to transport infrastructures, and partly due to urban renewal interventions” (Antonini, Longo, Gianfrate, & Copiello, 2016, p. 100). Therefore, it is advisable to involve private developers in construction projects implemented by the Housing and Development Board. This change is necessary as it might assist in enhancing and varying accommodation offers to Singapore citizens and increase the involvement of the young population.
Diagnosis of Current Situation
At present, all the operations of the Housing and Development Board are managed by the Estate Administration and Property Department. Most of the employees lack autonomy, and it is difficult for them to accept new changes. Still, the organization’s goal is to achieve customer satisfaction by providing them low-price and convenient accommodations with modern design. The increasing dissatisfaction with the provided housing is mainly related to the tendency of improving environmental performance in the buildings. It is noted that many countries introduced several measures such as requirements for smart technologies and renewable energy to increase environmental sustainability in the accommodations (Moore & Higgins, 2016). The desired outcomes might be reached by implementing new designs of apartments. Such an approach might help to make offers more attractive and maintain their popularity among the population as the needs of young families seem to differ from the requirements of the previous generations. Therefore, some innovations are needed to make the organization more efficient and customer-oriented and involving the use of Total Quality Management techniques (Hornstein, 2015).
The involvement of private developers might significantly alter the design of the apartments that are offered by the organization. Private stakeholders guarantee the coverage of investment costs and provide the required skills for the construction projects. For example, it is possible to apply a mixed-use approach for buildings and provide both residential and commercial premises according to the requirements of the stakeholders. Although it is noted that the presence of commercial premises might cause dissatisfaction with some residents because of the noise, it is also recognized to be convenient as the residents do not go far from their apartment for shopping. The participation of private developers in the construction project might also decrease construction costs for the government as the Housing and Development Board can evaluate the proposed projects by their cost-efficiency and convenience for residents. It is also stated that “the quality of a construction project is also largely dependent on the appropriate performance management of diverse stakeholders, especially contractors and consultants” (Heravi, Coffey, & Trigunarsyah, 2015, p. 985). Thus, the Housing and Development Board should transform its management system to guide and supervise the private developers effectively.
Recommendations
The involvement of private developers is a complicated process. The quality of the construction project is influenced by many factors. Inappropriate selection of developers, as well as insufficient supervision and management, might cause technical problems and delays in the course of the project. Therefore, the major recommendations for utilizing the services of private developers is to clarify business strategy and find an appropriate method of implementing the selected approach (Cummings & Worley, 2014). The skills of the staff in the organization should be improved according to the new requirements in management, supervision, and problem-solving. The steps should be taken to evaluate the stakeholders’ expectations and desires in the next decade. According to the outcomes of this evaluation, the proper partners should be selected for future construction projects.
The timeline for implementation of changes and available budget should be developed as well. It is emphasized that “the importance of conceptualization and planning is relatively prominent compared to other phases in the project lifecycle and they both have a remarkable influence on project success” (Heravi et al., 2015, p. 988). Thus, it is crucial to involve stakeholders in the project in the planning phase to achieve positive results.
Implementation Plan
To implement the provided recommendations, it is advisable to develop a strategy for selecting and evaluating private developers who are interested in participating in public construction projects. At this stage, the appropriate training of the employees in the Housing and Development Board should be performed to ensure that they meet the demands of the new job requirements related to the implementation of the changes. Internal changes in the organization should be focused on a customer-oriented approach and increasing customer satisfaction. The tasks of the organizations will also be transformed with the involvement of private developers. Therefore, employees should be prepared to perform effectively in their new roles. After that, the evaluation of population needs should be conducted based on customer feedback.
The next step is to select partners for construction projects. All the candidates should receive letters of intent to encourage them to develop their proposals for the construction project. It will allow the organization to choose the best designs for the apartments and meet the expectations of the citizens according to the analysis conducted by the employees of the organization. After evaluating the proposals, the contract is signed with the best contractor. The length of the contract can vary from medium to long-term. Before signing the contract, the public organization should evaluate costs, risks, and the required supervision and management. Once the contract is signed, it is possible to build a team for a construction project, make decisions on conflict resolution, work design, strategic planning, and employee involvement. After selecting a private developer, the organization should supervise its actions from the phase of planning to the completion of construction works. All the changes in the course of the construction project should be approved by the representatives of the organization to avoid technical nonconformities.
Summary
According to the presented proposal, the function of the Housing and Development Board public organization would be limited to the role of organizer, controller, and regulator. The involvement of private developers might assist in reaching public interest objectives such as constructing the accommodations that are both cost-effective and modern. It will provide the government with the opportunity to reduce an infrastructure gap and improve public services. The implementation of the proposal will also assist in decreasing the construction costs and enhance the number of contemporary accommodation offers to the population. The collaboration between the private and public sectors would result in achieving social and economic sustainability.
References
Antonini, E., Longo, D., Gianfrate, V., & Copiello, S. (2016). Challenges for public-private partnerships in improving energy efficiency of building sector. International Journal for Housing Science, 40(2), 99-109.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Mason, OH: Cengage Learning.
Heravi, A., Coffey, V., & Trigunarsyah, B. (2015). Evaluating the level of stakeholder involvement during the project planning processes of building projects. International Journal of Project Management, 33(5), 985-997.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
Moore, T., & Higgins, D. (2016). Influencing urban development through government demonstration projects. Cities, 56(1), 9-15.
The work of public organizations continues to improve with time due to a better understanding of performance management and technological advancement. In their article, Sabharwal et al. (2014) focus on public administration schools and the challenges associated with increased social diversity and changes in communities’ needs and demands. In addition to the already existing studies about the main characteristics of public administration, the authors find it necessary to learn the conditions under which culturally competent services are developed. Despite certain limitations based on the scope, sample, and definitions, the chosen research article introduces a solid background related to diversity, social equity, and equality in public service organizations.
Premise and Significant Points
During the last several centuries, the representatives of public administration have to deal with different tasks, demonstrating their unbiased attitudes toward religion, politics, or the economy. The main premise defined by Sabharwal et al. (2014) is that today, American society faces a complex reality that categorizes people according to their race, gender, education, class, sexual orientation, abilities, and language. Community changes may be determined by a variety of factors, which makes the proliferation of diversity studies a critical issue for discussion. There are several significant points in the article under analysis. First, the authors aim to understand if public administration schools develop effective curricula that meet current social changes. Secondly, it is important to identify how future leaders are prepared and if they obtain equal employment opportunities. Finally, public administrators must have enough qualities to manage diversity complexities in their facilities.
Issues of Diversity, Equality, and Equity
In the article, the authors pay attention to the role of diversity, equality, and equity in public services in different ways. Compared to diversity and equity which have clear definitions and explanations, the term equality is slightly discussed through the prism of equal employment and the necessity to provide equal opportunities for women and people of color against existing bureaucracy (Sabharwal et al., 2014). In its turn, diversity has several definitions, including its explanation as variation, heterogeneity, and otherness (Sabharwal et al., 2014). Discussing the impact of diversity in public administration, it is correctly admitted the connection of this concept with cultural competence and management through avoiding discrimination and minority representation (Sabharwal et al., 2014). Equity is based on democratic responsibilities, in terms of which the effectiveness of public services is defined. The education of future leaders and administrators should include the ideas of social equity because it is the only way to achieve justice and trust.
Personal Reflection on the Premise
After reading the article, I would like to agree with the authors and their premise about the changing reality and the impact of diversity on public administration. The main idea of public services is to support communities and promote positive changes. It is hard to manage communities’ needs under the constant pressure of diversity and inequality. Therefore, I find the decision of the authors to improve the training and overall effectiveness of organizations crucial for modern society.
Conclusion
In general, the article written by Sabharwal et al. turns out to be a significant contribution to understanding diversity in public administrative services. Many organizations have a high potential in promoting their employees’ skills and abilities. However, if no evaluation of such issues as equity, equality, and diversity is done, visible and invisible challenges cannot be prevented. People cannot stop categorizing themselves as per their colors, languages, or classes, and the worth of public administration is to reduce the impact of these differences.
Reference
Sabharwal, M., Hijal-Moghrabi, I., & Royster, M. (2014). Preparing future public servants: Role of diversity in public administration. Public Administration Quarterly, 38(2), 208-245.
Speaking about public sector events, one organized by the local government and other organizations should be mentioned. It was held at the end of November with the primary aim to promote manufacturers presented in the area and support their products by demonstrating them to members of the community. There were numerous pavilions devoted to different companies and firms for them to display their goods. The prices were low so customers could benefit from them. The local authorities wanted to attract peoples attention to diverse products and contribute to the development of business in the area. There was also a concert sponsored by the government and a fire show at the end of the event.
This could be compared to another private-sector event organized in the UAE and dedicated to the Anniversary of Prophet Mohammad. It took place in all emirates. Comparing these two holidays, one can see several similarities. First, local governments were involved in the organization. Second, numerous concerts and shows were organized to amuse people and ensure their participation. Finally, local companies became the main stakeholders and sponsored diverse activities to promote their brands. The only difference was in the purpose of these two events as the first one was organized to encourage local manufacturers whereas the second was dedicated to a great holiday.
An outstanding private sector event was organized in December on the eve of Christmas by a leading automaker with the primary aim to amuse its employees, improve the firms image, and attract new customers. The company sponsored all activities and shows to make the holiday remarkable. There was a drinks reception with numerous appetizers. Additionally, the company invited famous performers to entertain the public and attract its attention.
Another private sector event was held in the UAE, Dubai. It took place in Marina Garden, a luxurious open-air venue. A sponsor, the local giant corporation, organized the show aiming at the attraction of partners attention and demonstration of its outstanding performance and potential. These two private sector events are similar in the primary purposes for their creation. They are organized to promote the functioning of these two giant brands and amuse people who are related to them. Additionally, the companies are the main stakeholders as all shows are sponsored by them. These similarities demonstrate the common approach to organizing private sector events and their central purposes.
Finally, a voluntary sector event was organized by UNICEF in San Francisco on October 7, 2017 (‘Attend an event’ n.d.,). The central aim of this holiday was to collect money to help children all over the world. It was supported by volunteers from different countries who wanted to contribute to the development of this movement and improve our world. All funds collected during the event were distributed between organizations supporting children.
Analyzing this event, it can be compared to the free event organized by Chillout Productions in Dubai. Called Jazz Garden, it provided visitors with an opportunity to see Albie Donnellys performance supported by Catie Waters and the Royal Vagabonds (‘Jazz Garden series kicks off in Dubai’ 2017). The event aimed to promote jazz all over the world and support performers. As one can see, the purposes of these events are different; however, they are organized in similar ways by particular organizations using volunteers and attracting the publics attention to the holiday to ensure peoples participation and commitment (Slack & Mike 2018).
Container shipping and transportation sector is one of the busiest sectors in China that records many transactions daily. The sector is credited for revolutionizing export and importation of diverse products from one nation to another.
Exemplary performance is recorded in the sector because operations are executed under noble ideals and effective operative strategies. They are also executed under favorable trade policies and guidelines.
In particular, the sector has adopted an effective cargo clearance system, hired qualified personnel to facilitate shipping and offloading activities and identified proper distribution channels. These aspects explain why the container sector in china is thriving despite the challenges that it faces.
This paper explores Hong Kong’s container and social enterprise to provide insightful information about its operations and performance to various stakeholders.
The discussion focuses on corporate culture and integration of IT systems as the operating practices that Hong Kong Container Company seeks to continue operating under. The discussion is based on the topic because of the significance of the container and social sector in China.
The sector is a major contributor of the nation’s economic performance. Variably, it facilitates availability and distribution of goods that include cars, iron, and coal, among other items from one part to another.
It also earns the nation a high amount of foreign exchange that is used in financing various projects in the nation. The goal of the paper is to give an exclusive industry overview, market positioning of the company, operating and customer characteristics.
Industry overview
Hong Kong’s container terminal and social sector have been vibrant over the past years due to its effective operating practices and guidelines. The sector that was formed to foster and coordinate shipping activities has been able to enhance performance levels in China.
This is evident since it has promoted trade between business enterprises and nations, especially within the Asian region. The terminal has undergone immense transformation structurally and in terms of processing of goods.
Similarly, it has a strong international network of shipping that cannot be matched with any other terminal that clears various types of cargo.
Operations in the terminal have also been made easier due to the introduction of automated systems that have been introduced and favorable trade policies. Notably, Hong Kong Container enterprise that has been operating in the sector has been providing quality services to customers.
The company focuses its synergies in clearing and distributing diverse shipped products to their respective recipients. Likewise, it performs immense social responsibility by supporting corporate and social projects to empower locals and youths.
The company has strategically positioned itself in Chinese and Asian market. It has a strong shipping network and distribution channels of the products that it handles. It also has a strong coordinating team that ensures effective delivery of services to its clients.
Currently, the company enjoys a competitive advantage over its rivals due to the operating programs that it has adopted. The programs that include the integration of modern IT systems are essential, given that they are performance-oriented.
They have enabled the company to earn customer trust and goodwill that has resulted to the expansion of market share. Due to this, the company’s position in the industry is still high and competitive. It is the second-ranked company in the industry.
Key aspects that have promoted its effective market positioning include effective customer segmentation, market mapping, and promotional strategies.
On the other hand, the company has a strong customer base. Key characteristics that define its customers include need for efficient services, prompt delivery of cargos and favorable rates or charges for product acquisition.
The characteristics define the engagement level between customers and the company. This is because customers expect to be served with quality products that match their expectations. Variably, the company operates under noble operating structures and guidelines.
Its operating strategies enable it to meet customer’s needs as expected with limited complications.
Current operation practice including how it supports the adopted strategy
Notably, the company operates under effective performance strategy and guidelines. It also seeks to further the implementation of corporation culture and integration of information technology as its key operating practices.
The strategies and performance practices that it has adopted are economically viable and socially relevant. They are aimed at promoting sales, delivery of shipped products, automation of services and enhancement of staff coordination at all levels.
The company’s management holds that strategies, decisions and plans that have been adopted are the ones that have contributed in steering performance.
The strategies have ensured that marketing of the products is done effectively and that due processes are followed when clearing shipment materials. They have also promoted safety management and transportation of containers to various destinations.
The current practices that relate to corporate culture and IT that the company is adopting have been presenting great support to the implementation process of the performance strategies that are set by its management.
The current practices that include hiring of more personnel, building of more trade and shipping networks are set to support the actualization of the organizations’ performance strategy. Currently, the company has embarked on a mission to hire more personnel who are qualified in diverse fields.
The hiring of the personnel is to enable it meet its goal of providing timely and quality services. More personnel will ensure the company’s international trade facilitation center ITFC is well managed through modern IT-enabled systems.
Secondly, the company seeks to enhance its infrastructural base to foster its ability of processing, recording, storing and distributing the shipped items.
For instance, the company plans to expand its store by building anew one, buy computers, transportation trucks, office furniture and hospitality equipment.
Thirdly, building of a strong operating network is also vital in boosting operations in the company. This is evident since success in any business in the current world is dependent on an entity’s available contacts and business partners, including customers.
These aspects will greatly support the company’s growth plans and enable it achieve its objectives.
Assessment of the strengths and weaknesses of the current practice
As an analyst, any company that aspires to perform well must execute effective performance evaluation. The companies must ensure that they establish key strengths that can drive their performance and formulate modalities to mitigate the evident weaknesses.
It is imperative to note that Hong Kong Company’s performance practice that entails adherence to corporate culture ideals and integration of IT systems seeks to present it with immense operating strengths.
Firstly, the performance practice and strategies will open up trade between the company and other stakeholders. This will foster coordination of trade activities and building of strong links within the industry.
Secondly, the new system of practice that is IT-based will enhance efficiency in service delivery. The company will be able to perform its activities effectively, especially after hiring of more personnel and integration of modern IT-enabled systems that the practice advocates for as a performance measure.
Thirdly, the practice will promote shipping activities and accountability hence facilitates supply of more products to meet customer needs. This is evident since the strategy seeks to ensure that trade requirements in the industry become less stringent and favorable to every potential investor.
For instance, the company’s trading practice aims at eliminating the unwarranted bottlenecks and other barriers that affect trading activities between partners.
The practice is also bound to foster development of sound and favorable operating policies. It will ensure that policies and guidelines that are adopted are in line with the industry’s set guidelines.
Consequently, the adopted operating system and strategies that guide the company in its daily activities have certain weaknesses that must be addressed effectively. The weaknesses range from monetary, policy, quality, and structural aspects.
Firstly, the corporate management practice that the company has adopted puts more emphasis on performance as compared to quality.
This is a great challenge since quality is paramount in the container-handling sector. Quality cannot be ignored since some of the cargos that are transported are very delicate.
Secondly, implementation of the management practice is bound to pose a challenge since it requires enormous resources. The company will need to incur immense expenses in the entire process of ensuring that every strategy is actualized especially the integration of IT systems.
Third major weakness is that the practice will require the company to hire more personnel. This will result to overburdening wage bill that may affect expansion, given that most resources will be injected in managing remuneration.
Improvement opportunities and difficulty in implementing the strategies
There are diverse improvement opportunities that hold the capacity of enabling the company to implement its performance practices effectively. The improvement opportunities range from legislation, reduced tax rates, availability of qualified personnel, and efficient IT equipment.
Firstly, authorities in China have developed new and flexible legislations to guide operations in the cargo transportation sector.
The laws have made the process of transporting products easier by lowering the number of legal requirements that one must meet before transacting any business in the sector.
Secondly, authorities have reduced the rate of tax obligation and other related expenses that operators in the sector should incur. This will enable the company to continue executing its services in a favorable manner without incurring huge cost.
Similarly, the company seeks to benefit from the high number of IT equipment such as computers that are being produced. The equipment will steer the company’s goal of becoming automated.
Further, there are a growing number of qualified personnel within the company’s operating area. This is bound to give it an opportunity of recruiting qualified individuals who will in turn contribute in delivering quality services.
Despite the nobleness of these opportunities, their adoption or implementation may not be actualized due to evident difficulties. For instance, major difficulty that may hinder the execution of hiring more personnel and acquiring IT equipment is lack of resources.
The projects require huge sums of money that the company may not have.
Similarly, key difficulty that may hinder the implementation of reduced tax rates and legal requirements may be resistance from other stakeholders, especially economists who may view the move is an economic diminishing return strategy.
Gain sharing is the process of giving rewards to the employees of an organisation depending on their contribution to the achievement of the goals of the organisation. The private sector uses criteria that depend on the monetary gains of the organisation in gain sharing planning. The magnitude of gains in a private organisation can be determined by the profit it makes. Thus, for a private organisation, gain sharing is easy to implement. In contrast, achievements in the public sector cannot be gauged by consideration of monetary gains alone. Achievement of public goals by a public organisation is also a part of gains by the organisation. Often, the criterion for gain sharing in the public sector is complex, and needs meticulous planning.
One important aspect of gain sharing is that it mainly involves employees. Employees have to be involved in the actual mathematical calculations that generate the final ratios that are subject to implementation in the final phase of the gain sharing process. This is necessary to win the trust of the employees, and have them believe in the gain sharing process. While gain sharing relies on the magnitude of gains, a problem arises where the magnitude of one aspect of the gains, such as production, is disproportionately bigger than other important aspects such as sales. This particular example is for an organisation aiming at increasing production and financial gain simultaneously. For this situation, the management and the employee fraternity must devise a criterion for gain sharing in order to make the process meaningful and effective. Moreover, it is imperative that the gain sharing plan be fair to all stakeholders.
Gain sharing seeks to reward collective effort rather than favour any individual input. However, for any collective gain to be realised, individual effort has to be incorporated in strategic action. This means that although individual contributions are not directly considered by the gain sharing plan, they are important for the realisation of collective gains by the whole organisation. Thus, gain sharing is a complex concept, particularly when it involves organisations that have multiple goals in addition to financial gain. On the other hand, the gain sharing plan has to be simple enough for all members of an organisation to understand. The formulas used must be simple enough to clearly explain the proportions in which the gains are distributed. Although multiple factors have to be considered while implementing a gain sharing plan in some organisations, too many formulas and criteria lead to contradictions and failure of the gain sharing program. This means that the formulas used must take all significant factors into consideration without invoking unnecessary complexity.
Zebulon, a small town in the state of North Carolina, implemented a gain sharing plan for a public organisation. The Research Triangle, the organisation in question, had fifty employees only. The plan for gain sharing in Zebulon was fairly complex since it had to consider individual contribution, financial projection, general opinion of the community, and the degree of achievement of organisational goals. However, the major factor that was considered in formulation of the gain sharing plan in Zebulon is the financial projection. In the Zebulon plan, expenditure was the major determinant of the amount of gains to be shared. In this regard, the difference between expenditure and the projected expenditure was obtained mathematically. Five percent of that amount was then used for gain sharing. Prior to institutionalisation of gain sharing, annual increase in remunerations was justified by increase in the cost of living and the phenomenon of perpetual economic inflation. Later, gain sharing was introduced to ensure that increase in remuneration became sustainable. Consequently, with the use of gain sharing as the preferred method for rewarding employees, there were no remuneration increases when the difference between expenditure and the projected expenditure was a zero or a negative figure.
Formulation of gain sharing plan in Zebulon requires the authorities to conduct research work in the town to establish the opinion of the public. Through the survey, volunteers for departmental committees are accepted. These committees help develop focus of the gain sharing plan, and develop questionnaires for their departments. A survey is carried out using questionnaires attached to conventional household bills. Data is analysed by the town’s administration and the results are sent to their respective departments. Managers are then able to establish weaknesses in their respective departments. The town council and the administrator determine the groups that are eligible for consideration in the gain sharing plan. However, the town’s administration protocols require that various departments support each other to avoid consistent performance disparities. This is also intended to increase their collective efficiency.
While departments are evaluated collectively, individual performance of employees in the town’s departments is also taken into account. Every employee is required to reach a certain threshold performance rating to be eligible for inclusion in the gain sharing process. Employees with a rating below the specified minimum are not considered in the gain sharing process. Furthermore, the ratings are made public. Consequently, employees whose rating is below minimum may suffer negative publicity.
In one research project to establish the effectiveness of the gain sharing plan, employees answered a questionnaire intended to capture their opinion on the degree of their control over the gain sharing process. The process should ideally have employee control. Through this survey, the success of the gain sharing plan was also assessed. Of the thirty interviewees involved in the assessment of the gain sharing plan, twenty-five responded. They were of the opinion that they had a good understanding of the process of gain sharing in Zebulon. However, they pointed out that their influence on the plan was minor albeit present. According to the employees, the gain sharing plan was controlled by the management. Their opinions were considered but declined without enough justification. In addition, the employees considered the gain sharing program to have a minor effect on the performance of the towns departments.
The process of gain sharing in Zebulon had some strengths and weaknesses. One of the strengths of the gain sharing plan is that the town administration tried to involve the people of the town in the process. These people are the major stakeholders. Surveys were also conducted among the employees, and their opinion over how the process should be conducted was sought. This is an important part of formulation of a gain sharing plan. Through such surveys, the employees can be involved in the gain sharing process. It is important to have the employees control the gain sharing process. The use of collective entities such as departments in the gain sharing process was also an important feature. It helped the gain sharing planners avoid awarding employees on the basis of individual performance. Furthermore, the departments were obligated to help each other in their work in order to ensure balance in the gain sharing process. It is also important that the employees were happy with the specific award for the particular year. This indicates that the employees were likely to be motivated.
On the other hand, the gain sharing process in Zebulon lacked a significantly influential employee contribution. The decision to ignore their suggestions by departmental managers impaired their ability to influence the gain sharing process. In addition, the final survey indicated that the employees felt that they were not adequately involved in the formulation of the gain sharing plan. Moreover, the town’s administrator decided to do the survey analysis alone, and did not include the departmental managers and the employees. This action may have prevented other parties such as the employees and departmental management from giving important contributions. The decision to make the performance ratings for all employees public may also be retrogressive. Some employees may feel embarrassed by such exposure, and consequently be demoralised. Finally, the use of expenditure alone as the basis for planning is likely to exclude other important aspects of gains in the organisation.
It is important for the programme to be independent from remuneration increment targeting increasing cost of living. This will make the program fair. Communication between the employees and the management needs to be improved. This will make sure that the employees’ contribution is taken into consideration. In addition, the employees’ ratings should be confidential in order to sustain a good working atmosphere. Zebulon’s gain sharing program is implemented once a year. If the plan was extended to cover the whole year, it would raise awareness of the need to perform well throughout the year among the employees.
Zebulon’s gain sharing program was fairly successful. The employees expressed their satisfaction with the award for the specific year. Moreover, they attested to their participation in the formulation of the gain sharing plan albeit in a minor role. A few corrections to the plan formulation can streamline the gain sharing plan for effectiveness to the satisfaction of the employees.