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Learning and Development Master

organizational structure and the leadership style as they realized that to improve the

quality of work they needed to improve the quality of work life of the employees as well.

To achieve this they began using a five phase diagnostic model with two aims in mind.

The first aim was whether this model of strategic human resource development could still

be in use in five years and the second aim was to see what the changes were to achieve

this goal. The diagnostic model of assessment required to see the strengths and

weaknesses of the organization in question as well as every aspect within the

organization itself (including employment, finances and leadership style and

atmosphere). The model of SHRD (Strategic Human Relations Development) since it was

delegated into phases took several years to be implemented. One of the most important

benefits gained for the Tetra Pak project1 was the implementation of better

communication systems in every area (especially that of employer-employee

relationship) and as a result of this several employees who has never been able to

communicate effectively began to see this as an opportunity to voice out their opinions.



The betterment of communication within the organization is very important

because effective communication allows for a better work environment and dissipates

any resistance or discontent among the workforce. Proper understanding leads to a better

quality of work as the supervisors and management are able to convey what they want to

the workforce and the workforce has the ability ask what is required and needed and

whether they will be able to do the task at hand. The details of communication and their

benefits can be seen even further, in...
Dosi, G., Teece, D. J., & Chytry, J. (Eds.). (1998). Technology, Organization, and Competitiveness: Perspectives on Industrial and Corporate Change. Oxford: Oxford University Press. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=28060303
Frei, F., Hugentobler, M., Schurman, S., Duell, W., & Alioth, A. (1993). Work Design for the Competent Organization. Westport, CT: Quorum Books. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=27603163
Gratton, L., Hailey, V. H., Stiles, P., & Truss, C. (1999). Strategic Human Resource Management Corporate Rhetoric and Human Reality. Oxford: Oxford University Press. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=37428579
Huffington, C., Cole, C., & Brunning, H. (1997). A Manual of Organizational Development: The Psychology of Change. London: Karnac Books. Retrieved May 5, 2007, from Questia database: http://www.questia.com/PM.qsta=o&d=55270794 ...Show more
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Summary

1) The Tetra project is called the Z-89 project. The 'Z' was not specified as it could be whatever the personnel could imagine it to be. For eg. 'Z' could stand for 'Zukunft' (future), 'Zufriedenheit' (satisfaction), etc. From this it could be seen that the aim of the project was to meet individual needs within the organization.
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