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Affluent are supposed to be doing. There

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Affluent Advertising (Pvt.) Ltd is
a marketing company of print and electronic media, established in Karachi, in
1981 and located in several cities in Pakistan like Lahore, Peshawar, Quetta,
and including the capital city, Islamabad. The company has been inherited from
father to son. The previous CEO, Iftikhar Arshad transferred the leadership to
his son, Intisar Arshad. Under Intisar, everything looks fine for couple years
until more intense competitive expanding their operations in Pakistan by
tempting talent away from Pakistani advertising agencies with offers of more
rewarding and professional work environments. This
company basically was facing the external competition, where many companies
trying to open the same business as Affluent, and the internal causes of
employee’s dissatisfaction and turnover. On page 70 of Organizational Behavior
textbook, it talks about how job satisfaction has a strong negative
relationship with turnover. Job satisfaction is an affective or emotional
response toward various facets of your job (pg 62).

Facing these problems, Intisar
decided to bring changes in his company with establishing a production
department and held it responsible for audio and video recordings of electronic
advertisement; he is going to set a web designing department as well to taking
care of web advertisements and website designing; lastly, with the help from
Zaheer Ahmad as head of the HRM department, trying to find the main problem
from human resources. A little bit information about Zaheer is that he had
twelve years of experience in HRM department and advertising industry, so he is
so well-grounded in this zone.

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Zaheer Ahmad discovered that in
Affluent there were several problems that causing the internal struggle within
both employees and employers. There was an implicit and intolerance between
client services (CS), creative and graphic designing. Miscommunication,
misleading, and misunderstanding between employees and employers mostly the
main problem. “We are hardly ever told about the preferred shapes, colors or expected
theme of print ads required by the customers….” (Senior IT Manager, Graphic Design
Department); “I hardly know what my job is…., sometimes I have even been asked
to pick up lunch from a restaurant” (Junior CS executive). Employees do not
really know what they are supposed to be doing. There is no clear job
description. Furthermore, salary was delayed causing a major dissatisfaction
and complaints from employees because most of the employees need the money for
paying bills and a lack of grievance-voicing mechanism.

In the future, the company should
hire a new HRM head and proceed accordingly, exterminate the HR department by
merging it with the administrative wing, reinforce the need of the HR
department and pass clear and loud dictations regarding requirements imposed by
its practices, hire a team consultant for re-devising HR systems at Affluent;
and effectively combine two or more of the above options, or think of any other
feasible ones. They should do this because a business might need to implement
new production processes to become more efficient, which is supported on pg 435
when it talks about the issue evidence-based
decision making, where it is the process of using the data and evidence
when making managerial decisions. Also to control employee turnover and
dissatisfaction, Intisar announced several one-day outdoor trips and dinner
ceremonies

What I took away from this chapter
(book/course) and from this case is that the role of the manager or HR is quite
important for the company that it needs to be changing to fit the need. The HR
manager has responsibility for all of the functions that deal with the needs
and activities of the organization’s including, hiring, training, coaching,
salary, team building, organization development, etc. I think that every
company should do that because on pg 207, it says the most important drivers of
employee engagement and performance are the behaviors that define effective
performance management; setting clear expectations, helping employees
accomplish work, providing regular feedback, and finding new opportunities for
employees to succeed and develop. 

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