People and Organizations: Essentials of Management at Biogenia PLC and Sleepeasy Hotels - Research Paper Example

People and Organizations I. Introduction Organizations undertake duties using different approaches to warrant success in their operation. In doing this, their structure and design determines the extent to which their business endures competition and other forms of challenges in the market (Lumsden, Lumsden & Wiethoff 2010). For Biogenia plc and Sleepeasy Hotels case studies, they emphasize on teamwork upon satisfying customer needs. In both situations, the organization cultures have made them focus on client needs when coming up with commodities and services. However, there are contrasts on how they approach management of their businesses during operations. This paper highlights the approaches to teamwork and the organizational structure at Biogenia plc and Sleepeasy Hotels. II. Comparison of approaches to teamwork and team working In the case of Sleepeasy Hotels, the management uses both informal and formal teamwork approaches whereas Biogenia plc tends to rely more on formal approaches in their management. At Biogenia plc their teamwork approach has a comprehensive structure for decision making, since it is the experts who participate in most of the planning activities such as deciding on recruitment procedures. Therefore, the team leader at the organization guides the teams while conducting operations (Castka, Sharp & Bamber 2003). Employees and management also tend to share ideas when coming up with new products in the market. Contrary, in the case study of Sleepeasy Hotels, the organization is flexible in terms of promoting team working by members, whereby they have recruited unskilled workforce and incorporated them in their teams to assist them during operations. Besides, Biogenia plc requires more specialization compared to Sleepeasy Hotels since they operate in different areas of the globe. Both organizations use the corporative approach to team work, since they have the mandate of working as a group in affirming their procedures address the needs of the market. Biogenia plc uses more of a leadership approaches when making decisions concerning the production process. In the case of Sleepeasy Hotels, there is a variation in sizes of the teams when approaching work and other related duties (Lumsden, Lumsden & Wiethoff 2010). They tend to encourage flexibility by varying the structure of teams in the organization. As a result, they are using different aspects of cooperation to ensure equal participation of members in the organization. Distinctively Biogenia plc recognizes diversity whereby they recruit staff from different backgrounds into their teams. This acts as a strategy of enhancing growth by tapping on unused potential then combining their individual creativity for a common good (Beal 2003). In turn, they have ensured the presence of a qualified support staff throughout their management by recruiting graduates from reputable institutions like Harvard University. Endowment with a large workforce of about 15, 000 employees signify the presence of teamwork. However, as an organization Biogenia plc apply division of labour by encouraging specialization in different areas such as working in production. Similar to Sleepeasy hotels approach, they come up with new ideas when developing their products. They have structured recruitment process in place to ensure they select the best from the job market then induce them to work as a team. Beal (2003) asserts that diverse organizations that incorporate different cultures and take care of employees well being succeed. Their packages are motivational such as paying their trainees, provision of appropriate working environment. In addition, they take part in corporate social responsibility (CSR). A purposeful approach to team work is in use, in both organizations; however, it is more significant at Biogenia plc whereby IT specialist Kathryn Tate has a duty in the organization as a support staff. Sleepeasy hotels utilize standardised operational procedures when evaluating their overall performance as a team. Their team working approaches have lead to development of careers by supplying additional skills to those already in the manufacturing industry (West 2012, P. 225). In both scenarios, there is coaching/mentoring approach in teambuilding. III. Comparison of the organizational structure and design Biogenia plc has a prescribed structure as an organization in terms of its recruitment procedures since they rely on skilled work force in conducting operations. There is a hierarchy since their decision tends to follow a chain of command. Moreover, the uniqueness in design enables them to conduct operations in different countries of the globe smoothly. Concurrently, Sleepeasy hotel utilises a hybrid approach in their management. They have incorporated different structures in their management, which allows for individuals creativity (Castka, Sharp & Bamber 2003). However, the corporative approach to team work applies in most cases, as it tends to promote consistency in operations. Sleepeasy operates as a chain hotel, thus requiring a combination of approaches in management. According to Parker (2008), their organizational design can vary due to differences in cultures in places of operation. They have their operational standards of which they compare with the daily performance to ensure consistency. In addition, Sleepeasy hotel concentrates on the pricing strategy in competing with other organizations in the market. Sleepeasy hotels also use remuneration to their staff in encouraging productivity within the workplace. To them training is a continuous process within the organization. They have equally liaised with institutions in tapping the best from the market (Parker 2008). Uniquely from the two case studies, Biogenia plc uses cross-functional working to promote teamwork especially when dealing with projects. They design their teams using various basis of which can be a short period or long term and for whichever size. At their pace of work, there exists expertise within Biogenia plc in terms of workers. The organization also persuades specialization when developing some of its products to ensure that the full potential of members in a team become evident. Sleepeasy is a competitive hotel with the capability of meeting their demands of the high market clients. Meaning they utilise modern organizational designs that incorporate technology in management. In addition, they use pricing strategy in enhancing competition, in the market. Rarely do they outsource their functions. They work as a team in the organization and performance on one department is largely dependent on coordination with other functional departments (Beal 2003). They also concentrate, in recruitment to ensure they select the best from the market. There are certain staffs whose recruitment is informal. Different from Biogenia plc, they can use employees who are less expertise in conducting operations. They conduct their promotion internally for all levels. They also undertake on the job instruction by providing refresher courses regularly they monitor the performance of their staff in ensuring they offer services as per standards. They rely on their customer feedback in gauging their performances in the market. They correct situations immediately, and in cases disciplinary action is required, they ensure so happens. They emphasize on employees responsibility during duty (Castka, Sharp & Bamber 2003). According to West (2012), institutional structure and design is a comprehensive chain of authority through which monitoring of activities happens. It is imperative to note that institutions with strong performance orientation should develop quality structures and lines of authority that are economically viable. Consequently, the structures should be socially relevant and culturally accepted by various individuals to enhance performance. Biogenia plc and Sleep easy hotel are companies that operate in diverse sectors that face stiff competition; thus, require the adoption of quality working guidelines to facilitate provision of superior services to customers. As noted by Parker (2008) operations structures define the institution’s performance including productivity in terms of returns and sales. Biogenia plc, which is a renowned company with a global network, adopts a structured design of operation at various functional levels, which has steered its growth. Its structure provides in-depth evaluation and authorization procedures where designated individuals who are responsible for various activities towards customer satisfaction coordinate operations (West 2012). Biogenia plc’s structure advances quality in service delivery and is customer oriented, with a strong capacity to make clear reporting guidelines compared to Sleepeasy hotel structure. Clearly, its structure provides structured channel of staff recruitment and deployment at various levels of operation. It also provides quality procurement and hotel booking systems, which limits unwarranted setbacks that may occur due to confusion in the line of authority. Its structured network does not give room for rampant mistakes since evaluation of various matters takes place before execution (West, Tjosvold & Smith, 2003). Clearly, the structure facilitates adoption and execution of quality decisions based on clear-cut evaluation of possible scenarios compared to hotels arrangement. This ensures that the herbicides producing institution adopt superior decisions on various matters towards advancing quality; for example, in traducing new range of pesticides, employing additional staff and procuring manufacturing equipments. Since it is a company with a global network, the system as designed gives it an advantage to ensure limited mistakes and execution of major activities towards ensuring that decisions made conform to global customer demands. Although its structure provides a clear chain of authority, critics have faulted its viability affirming that it promotes slow decision making at various functional levels. Scholars state that organizations that seek to leverage their performance should adopt a liner structure of administration with low bureaucratic process to foster performance. Indeed, Sleep easy hotel, which is amid market hotel, has adopted anon-bureaucratic structure that facilitates its operations at the functional level as its competitive strategy (West, Tjosvold & Smith 2003). The hotel management affirms its commitment to delegate authority and administrations to various business unit managers to enhancer decision making. In its setting, it provides anon-bureaucratic chain of authority that embraces everyone’s ideas, and participation to enhance collective advancement. The structure also ensures development of innovative and creative hotelier quality standards towards enhancement of services delivery to customers. Ideally, the companies operate diverse chain of administration, which derives basis on strategies, and the capacity of business. Therefore, institutions s should evaluate their strengths and various incentives sufficiently to enable adoption of superior structure of administration that advances performance without undue influences. IV. Comparison of cultures Clearly, cultural practices are norms and values that shape organizations operations. They form set traditions that bear requisite influence to performance and productivity including ensuring customer satisfaction. Companies, which seek to leverage their performance, should adopt essential cultural practices that are quality informed with strong creativity and innovative initiatives (West, Tjosvold & Smith 2003). Culture like management, staff recruitment, corporate social responsibility (CSR) and customer service constitutes elements that define essential practices that influence performance. Institutions should indeed view set traditions with great contempt to eradicate possible deviation that may be detrimental to performance. In the hotel, industry where Sleep easy hotel operates has immense cultural practices that are significant towards the realization of exemplary performance in terms of superior service delivery and profitability in general. Evidently, Biogenia plc has a well-established culture based on strong ideals and structured systems compared to Sleep easy hotel. The system provides customer satisfaction and provision of superior hotel services as its shared norms of operation which its employees needs to conform to while executing their activities. Consequently, creation of staff recruitment and deployment policy also forms its remarkable practice that has steered it to a greater height of performance (West, Tjosvold & Smith 2003). Clearly, such practices bind the employees towards pursuance of common objectives based on clear ideals. The company greatly recognizes the role of cultural practices including its major customer’s cultural expectations in its success story. As indicated by the management, its practices are diversely acceptable where the founding traditions forms essential benchmark pillar to cultural expectations. It also embraces cultural diversity by employing individuals of diverse background who promotes the development of present practices that are performance oriented compared to Sleep easy hotel. Variably, Sleepeasy hotel, which is amid Market Company providing food and accommodation services to customers, also exhibits strong cultural practices that are sound to advance its performance. In particular, customer satisfaction and adherence to code of operations including dress mode is its major shared norms, which every employee has to embrace (West 2012). Evidently, this element has enabled the hotel to attract increased customers due to high level of decency at which services are available including its smart employees compared to Biogenia plc. Such a culture holds an institutions growth path and various organizations should adopt the strategy to leverage growth. Consequently, it practices conventional methods of staff recruitment whereby some staff members are recruited based on need compared to Biogenia plc, which adopts permanent and structured recruitment process. This culture is cost effective and ensures that only employees with relevance to performance contribution are under service. An established company culture should ensure that available resources centre on expansion and growth. Sleep easy hotel practices performance monitoring and assessment as a norm with an aim of eliminating defect procedures and develop relevant processes that are growth oriented. Critically, both institutions adopt diverse cultural practices with similarity being on customer satisfaction (West 2012). The practices have steered their development and growth to greater heights with Biogenia plc gaining global operations while sleep easy hotel recording remarkable improvement in its service delivery. Therefore, institutions should identify viable cultural practices with shared ideals to advance performance at various units of operations. They should also adopt such measures in consideration to their capacity to facilitate sustainability. V. Conclusion It is prudent to conclude that sound performance in any field of operations is dependent on various factors, which ought to be subject to consideration. Ideally, these factors include resource capacity, structure of administration, cultural practices and institutional objectives. Institutions that are growth oriented should critically evaluate their strengths and capability based on these factors to ensure development of relevant and viable operation strategies. This is to facilitate adoption of sustainable programs with requisite capacity to advance performance distinctively based on the institutions stage in its life cycle. Evidently, Biogenia plc, which enjoys global presents, cannot adopt similar strategies to Sleepeasy hotel, which still operate as a market entrant. List of References Beal, B, 2003, "Teamwork--the key to staff development", Career Development International, vol. 8, no. 5, pp. 235-240. Castka, P, Sharp, J, M & Bamber, C, J 2003, "Assessing teamwork development to improve organizational performance", Measuring Business Excellence, vol. 7, no. 4, pp. 29-36. Lumsden, G, Lumsden, D, L, & Wiethoff, C 2010, Communicating in groups and teams: sharing leadership. Australia, Wadsworth Cengage Learning. Parker, G, M 2008, Team players and team work: new strategies for developing successful collaboration. San Francisco, CA, Jossey-Bass. West, M, A 2012, Effective teamwork: practical lessons from organizational research, Chichester, UK, John Wiley & Sons. West, M, A, Tjosvold, D, & Smith, K, G 2003, International handbook of organizational teamwork and cooperative working. Chichester, UK, Wiley. Read More