Saudi Arabia Business Ethics Essay Example | Topics and Well Written Essays - 2250 words

Saudi Arabia Business Ethics - Essay Example It is noteworthy to mention that organisational culture plays a very important role in organisations in the aspect that it can become a strategic resource that leads to sustainable competitive advantage through the promotion of learning, risk taking, and innovation (Blunt, 1991). It is also suggested that organisational culture is linked to performance at the individual level (Scott et al., 2003), thus pointing out on the importance of culture in business transactions. Culture has been described as â€Å"the way of life for an entire society† and includes codes of manners, dress, language, religion, rituals, and norms of behaviour such as law and morality as well as systems of belief. Hofstede and Hofstede (2005, p. 4) defines culture as â€Å"the collective programming of the mind that distinguishes the members of one group or category of people from others.† Human behaviour is often characterised as complex and unpredictable, adding to the influence of culture on it, which affects how managers work through and with people. Thus, the tasks of the managers influence individual behaviour. A manager who transacts business in a global manner needs to understand the culture of people with whom business is carried out. This indicates the importance of understanding culture as a key factor in competition that relies on knowledge-based assets and processes and depends heavily on learning and innovation (Levitt, 1983). From this standpoint, it is clear that the main target of the organisation today for sustaining organisational success and competitive advantage includes gaining knowledge, skills, and abilities. Additionally, distinctive elements between successful and unsuccessful firms include crucial factors such as the culture, values, attitudes, and commitments of employees and the organisation itself (Piper, 1990). In today’s era of globalisation, the importance of

Coaching Plan for Addressing a Key Employee Behavior Term Paper

Coaching Plan for Addressing a Key Employee Behavior - Term Paper Example In addition, it is never obvious that the new employee will turn out to be more productive and thus the manager might have to go through the same expensive process severally before obtaining a productive workforce. On the other hand, coaching enables a company to utilize the resources for its betterment since the productivity of the employee is increased without having to undergo costs of hiring and training new employees. In most instances, the employees only require minimal coaching to realize their faults or weaknesses. Adopting the option of coaching employees other than firing also increases the job satisfaction and loyalty of employees towards the employer. There are several coaching strategies, but they all aim at improving the performance of employee both qualitatively and quantitatively hence overall organization success (Emerson and Loehr 5-10). This paper is a case study of Joan, an employee in research institute, who has a problem with her productivity but is adamant abou t her performance. She does not appear to be well organized and constantly misses meeting deadlines. The paper seeks to establish a five step coaching process that can be used to assist Joan improve her performance. Joan is a research assistant in a medical research institute and has been working with the institute for the last one year. Joan was employed immediately after graduating and received minimal training since she was academically qualified. She also had some experience in medical research as she had attended a three months attachment in a different medical research institute during her college training. Her roles include visiting hospitals to collect samples for laboratory tests, recording the results, and writing the reports on the research experiments. Some reports are required for publishing thus strict deadlines are occasionally set. From the start, Joan has never been prompt enough in forwarding the reports, which has resulted in delaying the publishing process hence lowering the overall performance of the institute. Another problem is that her reports are disorganized at times such that the chief technician has to correct several errors before publishing. The chief technician realized Joan’s problem and wanted her sacked by the management. However, the manager felt that the poor performance was because Joan was new in the company and thus suggested they give her some time to get oriented after which they would asses her productivity. Seven month later, Joan’s performance improved slightly but she was still disorganized and failed to meet deadlines quite often, which worried the manager. At one time, the manager had moved her to a different position but he noticed she disliked the position, seemed unsatisfied and her performance had not changed. The manager realized that sacking Joan would not be the appropriate solution since he has used this strategy severally while attempting to replace underperforming employees, but he keeps en countering the same problem or a different problem with new employees. The Manager thus decided to try a different approach of coaching which had been suggested to him some time back but he had ignored it thinking it was time consuming and expensive. When he first requested Joan to see him, she gladly accepted. However, when the manager told her of his