How to Reduce Employee Stress

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Stress is a major issue for modern businesses and managers in the contemporary working environment. Not only do stress related illnesses have a cost for organisations in terms of lost working hours and productivity, but higher levels of stress have also been associated with lower level of satisfaction, poorer quality service delivery, and higher levels of turnover (George and Zakkariya, 2015). This essay will thus look to carry out a critical review of theory and research into the various options and approaches which can be used to manage employee stress and ensure it does not reach an excessive level which could harm organisational performance and outcomes.

One of the main themes in the literature is the important role that an employee’s immediate managers, and particularly line managers, can play in the management of stress. According to Donaldson-Feilder et al (2008), as line managers are responsible for organising employees and directly supervising their work, they are ideally positioned to address their psychological needs and manage work related stress. This indicates that line managers need to ensure they have developed and are able to apply the necessary skills to the management of employee stress in order to maintain levels of moral and performance. At the same time, research indicates that senior managers need to focus on empowering line managers and giving them the necessary support and delegated authority to manage stress among their teams, in order to help employees “manage their stress proactively through planning, prioritizing and delegating work” (Moyle, 2006, p. 48). This is an important issue, given recent findings that many line managers are themselves too stressed to help their employees deal with work related stress (Crawford, 2013). This indicates that the management of stress is an issue which requires managerial involvement at all levels, as build ups of excessive stress in any layer of an organisational hierarchy can trigger additional issues and performance problems.

In addition to the direct management of stress, it is also important to recognise the role of leadership styles in creating an organisational environment in which the causes of stress are minimised. As noted by Huczynksi and Buchanan (2010), many managers continue to follow traditional supervisory leadership theories, through which they look to encourage and reward good performance and reprimand employees who fail to perform. However, there is a risk of this type of leadership resulting in an overly autocratic approach to the management of employees. A research study by Castledine (2004) showed that this style of leadership is associated with higher levels of stress, leading to a lack of commitment and risk of employee burn-out. This thus indicates one of the primary paradoxes in the management of stress, namely that a degree of stress is required in the form of pressure to perform and penalties for failure if employees are to be motivated to work hard, but above a certain level this stress can become destructive. As such, one of the core options for managing stress without eliminating it is to use transformational and participative leadership styles which will motivate employees to perform whilst providing them with support and motivation to avoid any issues of excess stress, and preventing a long term accumulation of stress which can cause damage to employee outcomes (Northhouse, 2011).

In addition to the specific style of leadership, it is also important to recognise the role of individual employee factors, both inside and outside the organisation, in influencing levels of stress and the negative impacts which can result. This is particularly important in light of recent developments in the nature of work, including flexible labour markets and the rise in knowledge work. According to Robbins et al (2010), this has resulted in a growth in employee expectations around the rights and the obligations of organisations and employees, and a demand for organisations to also recognise these rights. This can cause conflict between organisational and employee priorities, particularly in the area of work life balance, and the extent to which demands placed on employees by organisations are fair and reasonable (Sturges and Guest, 2004). This is of importance in the context of employee stress, given that research has shown that a positive work life balance is one of the major factors in preventing the build up of stress and helping support healthier lifestyles for employees (Gregory and Milner, 2009). Ensuring a positive work life balance, which does not place excessive demands on employees, is thus also key to managing levels of employee stress.

The role of work life balance in controlling organisational stress is also linked to the general literature around the growing importance of the psychological contract. Evidence from the literature indicates that the formation of a strong psychological contract between an employee and their manager and organisation can help to boost levels of motivation and thus drive higher levels of performance (Watson, 2001). However, the psychological contract is also based on a strong recognition of the role of the organisation in supporting the employee with any specific issues or circumstances, in order to make them feel more valued (Abendroth et al, 2012). A failure to manage the psychological contract can result in perceptions by employees that the organisation and its managers have broken the contract, which can increase levels of stress and the negative impacts of stress on organisational outcome (Houston et al, 2006). This indicates that managers must be attuned to the implied promises in the psychological contracts they have developed with their employees and must honour these promises or risk high levels of employee stress and associated dissatisfaction.

The ability of managers to identify and address these issues is also linked strongly to the level of managerial understanding around stress as an emotional issue. This in turn leads to the argument that managers who are able to deal better with stress and other emotional issues will be better at controlling them and reducing any associated negative impacts, causing Goleman et al (2002) to argue that emotional intelligence is now a vital competence for modern leaders. This argument is supported by Hughes et al (2005), who use theory to argue that emotional intelligence will help leaders to improve their level of understanding of the emotional behaviours and needs of employees, and thus allow them to respond to these issues in a supportive manner, building a more genuine relationship. This will thus improve the ability of managers to understand and address the causes of stress, helping to pre-empt the emergence of stress in the workplace. Managers can thus look to develop their emotional intelligence in order to improve their management of stress.

Unfortunately, whilst emotional intelligence is one of the areas of management competence which is seen as amongst the most prominent in the management of stress, it is also one of the most controversial. On the one hand, Sadri (2012, p. 535) states that “the components of emotional intelligence integrate with contemporary leadership development practices”, which supports the argument that emotional intelligence is key to the development of effective leadership which can help manage stress. However, research and arguments by both Antonakis et al (2009) and Lindebaum (2009) indicate that whilst there are strong theoretical arguments for emotional intelligence, there is very limited statistical evidence to support these arguments. In particular, Lindebaum (2009) argues that the value of emotional intelligence is generally supported through the use of hyperbolic claims around the value of this competence in the management of stress and achievement of positive employee outcomes, however the empirical support for these arguments is very limited. As such, whilst the management of emotional issues and their potential negative impacts is widely supported in the literature as a method of managing employee stress, the existence of a single competence or capability which can ensure effective management of these complex issues is less clear.

In conclusion, the literature indicates that there are a number of methods, techniques and approaches which can be used to ensure the effective management of stress. These include ensuring that line managers are empowered and trained in dealing with stress and are themselves protected from stress, and also ensuring that leadership styles are participative and transformational to ensure pressure to perform does not turn into high levels of stress. In addition to this, the organisation and its managers must support positive individual level factors such as work life balance and a psychological contract which establishes clear expectations and meets said expectations. There is also a strong argument that leaders and managers need to develop higher levels of emotional intelligence if they are to understand employee needs and emotional requirements and thus develop appropriate responses to address these needs and the stress they may cause. However, this argument is not well supported in the empirical literature, which indicates that the development of emotional intelligence may not be possible or feasible. Instead managers should look to respond to each situation individually and manage the stress which can result in order to keep overall levels of stress in their organisation at an acceptable level.

References

Abendroth, A. Lippe, T. & Maas, I. (2012) Social support and the work hours of employed mothers in Europe: the relevance of state, the workplace, and the family. Social Science Research. 41(3) p581-597

Antonakis, J. Ashkanasy, N. and Dasborough, M. (2009). Does leadership need emotional intelligence? The Leadership Quarterly. 20, p247-261

Castledine, G. (2004). Role of hospital nursing in promoting patient recovery. British Journal of Nursing, 13 (7), 353

Crawford, R. (2013) Line managers too stressed to help staff. Employee Benefits. 11/22/2013, p3

Donaldson-Feilder, E. Yarker, J. and Lewis, R. (2008) Line management competence: the key to preventing and reducing stress at work. Strategic HR Review. 7(2) p11-16

Goleman D, Boyatzis R. and McKee R. (2002) The New Leaders: Transforming the art of leadership into the science of results. London: Sphere. Boston: Harvard Business School Press

George, E. and Zakkariya, K. (2015) Job related stress and job satisfaction: a comparative study among bank employees. Journal of Management Development. 34(3) p316-329

Gregory, A, & Milner, S. (2009) Editorial: work life balance: a matter of choice? Gender, Work and Organisation. 16(1) p1-13

Houston, D. Meyer, L. & Paewai, S. (2006) Academic Staff Workloads and Job Satisfaction: Expectations and values in academe. Journal of Higher Education Policy & Management. 28(1) p17-30

Huczynski, A. & Buchanan, D. (2010) Organizational behaviour. 7th Edition. Harlow: Financial Times Prentice Hall

Hughes, M. Patterson, L. Bonita, Terrell, J. (2005) Emotional intelligence in action: training and coaching activities for leaders and managers. London: Pfeiffer

Lindebaum, D. (2009). Rhetoric or remedy? A critique on developing emotional intelligence. Academy of Management Learning & Education. 8, p225-237

Moyle, P. (2006) How to…reduce stress in the workplace. People Management. 12(16) p48-49

Northhouse, P. (2011) Introduction to Leadership: Concepts and Practice. 2nd Edition. London: Sage

Robbins, J. Judge, T. & Campbell, T. (2010) Organisational behaviour. Harlow: Prentice Hall, Financial Times

Sadri, G. (2012) Emotional Intelligence and Leadership Development. Public Personnel Management. 41(3) p535-548

Sturges, J. & Guest, D. (2004) Working to live or living to work? Work/life balance early in the career. Human Resource Management Journal. 14(4) p5-20

Watson, B. (2001) Report: A New Deal? Understanding the Psychological Contract. Public Money & Management. 21(3) p57

Farm Management Essay

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Farm Management
Assess the current capacity of ‘Holly Farm’ and critically evaluate the optional ways of achieving the intended growth in the number of visitors, bearing in mind that capital investment is not available, although self-financing revenue earning ventures can be considered.
1. Introduction

This piece examines the case of Holly Farm, and the plan proposed by Gillian Giles to attempt to boost the number of visitors attending the farm. Holly Farm is currently quite a successful example of a farm that has diversified into visitor activities to boost its overall revenue levels. However, the farm has now reached a point at which visitor levels are relatively steady, and hence the farm is failing to grow its revenue significantly. This piece will thus investigate the current situation at the farm, including the current visitor numbers and the projected capacity for the farm. This data will then be used to determine the extent to which the farm can try to attract more visitors and the strategies that could be used to achieve this. This analysis will take place assuming that the farm is unable to raise further capital investment, other than through additional services that will also generate revenue.

2. Analysis and current situation
Car park capacity

Coach spaces

6

Car spaces

40

Average visitors per coach

35

Average visitors per car

3

Daily coach visitor capacity

210

Daily car visitor capacity

120

Total daily capacity

330

Current visitor numbers

April

May

June

July

August

September

October

Total

Visitors

1,200

1800

2800

3200

3400

1800

600

14,800

Days open

16

16

16

16

16

16

16

112

Weekend days open

8

8

8

8

8

8

8

56

Week days open

8

8

8

8

8

8

8

56

Average weekend day visitors

100

150

233

267

283

150

50

176

Average weekday day visitors

50

75

117

133

142

75

25

88

Daily car park capacity

330

330

330

330

330

330

330

330

Weekend utilisation

30.3%

45.5%

70.7%

80.8%

85.9%

45.5%

15.2%

53.4%

Weekday utilisation

15.2%

22.7%

35.4%

40.4%

42.9%

22.7%

7.6%

26.7%

Daily milking parlour capacity

200

200

200

200

200

200

200

200

Weekend milking parlour visitors

80

120

187

213

227

120

40

141

Weekday milking parlour visitors

40

60

93

107

113

60

20

70

Weekend utilisation

40.0%

60.0%

93.3%

106.7%

113.3%

60.0%

20.0%

70.5%

Weekday utilisation

20.0%

30.0%

46.7%

53.3%

56.7%

30.0%

10.0%

35.2%

The analysis of the current situation is based on the following assumptions:

On average, each coach visiting the farm will contain 35 visitors, and each car will contain 3 visitors. This is to account for the number of single parent families and families with only one child that may visit the farm.
The proportion of visitors by coach and by car are roughly proportional to the respective visitor capacity for coach and car visitors
The car and coach spaces cannot be used flexibly, i.e. coaches cannot park in the car spaces and vice versa
The milking sheds can support 80 people per hour for a period of two and a half hours, thus they have a daily capacity of 200
The visitors are spread roughly evenly throughout each month
90% of visitors arrive after 12:30pm, and the visitors that arrived before 12:30pm at still there at this time. As such, around 1pm all visitors to the farm are at the farm and hence all need a car park space

The analysis indicates that the farm is currently very close to its maximum visitor capacity in July and August, with 80.8% and 85.9% capacity utilisation in the car park on these days. With 80% of visitors going to the milking parlour, the parlour itself is already over capacity on these days, with capacity utilisation levels of 106.7% and 113.3% respectively. It must be assumed therefore that some visitors that would have liked to have visited the milking sheds were unable to do so due to the capacity constraints.

3. Different scenarios

Two primary scenarios have been considered. The first is where the farm engages in widespread promotional activity designed to boost overall levels of attendance by 50%. The second is where the farm engages in targeted promotional activity designed to encourage school visits during the week, thus boosting weekday attendance levels by 50%. The analysis for these two scenarios is shown below:

3.1 Boost visitor demand by 50% on all days
Projected visitor numbers

April

May

June

July

August

September

October

Total

Visitors

1,800

2,700

4,200

4,800

5,100

2,700

900

22,200

Days open

16

16

16

16

16

16

16

112

Weekend days open

8

8

8

8

8

8

8

56

Week days open

8

8

8

8

8

8

8

56

Average weekend day visitors

150

225

350

400

425

225

75

264

Average weekday day visitors

75

113

175

200

213

113

38

132

Daily car park capacity

330

330

330

330

330

330

330

330

Weekend utilisation

45.5%

68.2%

106.1%

121.2%

128.8%

68.2%

22.7%

80.1%

Weekday utilisation

22.7%

34.1%

53.0%

60.6%

64.4%

34.1%

11.4%

40.0%

Actual average weekend day visitors

150

225

330

330

330

225

75

238

Actual average weekday day visitors

75

113

175

200

213

113

38

132

Total weekend day visitors

1200

1800

2640

2640

2640

1800

600

13320

Total weekday day visitors

600

900

1400

1600

1700

900

300

7400

Total visitors

1800

2700

4040

4240

4340

2700

900

20720

Daily milking parlour capacity

200

200

200

200

200

200

200

200

Weekend milking parlour visitors

120

180

264

264

264

180

60

190

Weekday milking parlour visitors

60

90

140

160

170

90

30

106

Weekend utilisation

60.0%

90.0%

132.0%

132.0%

132.0%

90.0%

30.0%

95.1%

Weekday utilisation

30.0%

45.0%

70.0%

80.0%

85.0%

45.0%

15.0%

52.9%

It should be noted that, for this scenario, as the capacity of the car park is limited to around 330 people per day, some visitors who wish to visit the farm on weekends in July and August will be unable to do so. The farm will thus have maximum average daily weekend visitor numbers during these months of 330. A plan should thus be put in place to manage capacity on these days, and ensure that visitors do not travel a long way only to find there is no space in the car park.?

3.2 Boost visitor demand by 50% for weekdays only
Projected visitor numbers

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Example Management Essay

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Evaluate how approaches to managing people differ and how these differences can be explained by cultural context.”
Introduction

In this international age of business where firms operate in many different parts of the globe, it is important to note that approaches to management may differ across cultures. In setting up a new office in, for example, China or Japan, potential managers should seek to adapt to the different cultural practices of the host country in order to better manage their workforce and achieve productivity.

In this essay, we shall, firstly, discuss methods of measuring key dimensions of culture, and then using said dimensions, look at the different management styles between three countries; China, Japan and the US, currently the three largest economies in terms of GDP, and seek to determine how each approach is shaped by the unique cultural contexts of each country.

Measuring Key Dimensions of Culture

In order to measure the potential effects of culture on the behaviour of said culture’s firms and managers, Geert Hofstede (2001), while working for IBM in the late 70s and early 80s, identified six key dimensions of culture that could be measured through use of survey data and indexed values, namely;

Time Orientation (Long Term vs Short Term); a measure of the extent to which each society values history, heritage and tradition – whether it prefers to uphold traditional values and is more resistant to new ideas and technology (Long Term Orientation) or whether it is more fluid, less focussed on the past and more open to change (Short Term Orientation);

Power Distance (High vs Low), which measures how well the society in question handles uneven distributions of power; whether it is generally accepted and understood as a fact of life (high power distance) or whether it is held to be deeply unfair, unnatural, and something to be railed against (low power distance);

Individualism vs Collectivism; a measure of the extent to which a sense of community and collective responsibility exists, and whether it is thought to be more important than individualist beliefs and desires. Individualist societies tend to value independence, privacy and personal fulfilment, while collectivist societies tend to value group interdependence and a repression of personal ambition when it is misaligned with communal values;

Uncertainty Avoidance (Weak vs Strong), which measures the extent to which each society is comfortable dealing with risk, uncertainty and ambiguity –societies with high degrees of uncertainty avoidance tend to be highly regulated and value careful planning and structure, while societies with low degrees of uncertainty avoidance tend to be more pragmatic, and accept change and risk as factors of life;

Masculinity vs Femininity; a measure of societal gender differentiation – in ‘masculine’ cultures, gender roles are highly differentiated and society as a whole places higher values on competition, ambition, and personal achievement whereas in ‘feminine’ societies gender roles are less starkly defined and more equal, and society tends to place higher values on relationship building, modesty and group harmony (Hofstede and Minkov, 2010).

The US

American society traditionally has a tendency to value individualism and personal freedoms – indeed, such ideals can be seen in the idea of ‘The American Dream’, which postulates that anyone can achieve great wealth and success through individual hard work and determination. With regard to the Hofstede (2001) dimensions of cultural influence;

Source: Gallant (2013)

The United States scores low on the measure of Power Distance, suggesting that American culture is generally intolerant of uneven distributions of power and prefers to see all men as equal (as is laid out in the American Declaration of Independence). It also scores low on Time Orientation, suggesting US society prefers to embrace change and adapt to new ideas rather than sticking to more traditional approaches. It scores quite highly on Masculinity vs Femininity, which is perhaps a reflection of the traditional American respect for competition and ambition. Unsurprisingly, it scores very highly in the measure of Individualism vs Collectivism, a reflection of the deeply held belief in individual freedoms and independence which has been a mainstay of American culture since the war of independence.

This strong sense of individualism is reflected in the American approach to management. Generally, American managers are expected to deal with employees as individuals, rather than as a collective – the ‘open door’ approach to management, where employees are free to approach and discuss issues, suggestions and ideas with upper management, is a uniquely American approach to management that has gained traction in other parts of the world (Laurent, 2006) as it allows employees to feel that their ideas and opinions are valued by those higher up the corporate ladder. American managers are often viewed as facilitators, helping employees to develop personal talents and understanding the individual strengths and weaknesses of those they oversee (Lewis, 2000). Indeed, many American employers use psychometric tests in their hiring process, to determine an applicant’s individual skill level and expected role within the team (Jenkins, 2001). Indeed, skill-based human resource management theories and practices have quickly gained traction in many American firms (Lawler, 1992), reflecting the US cultural practice of embracing new ideas and valuing individual contributions.

There is also a strong sense of competition prevalent in the American approach to management, with promotions tending to go to those who have been seen to ‘rise above the rest’, rather than merely to those who have had the longest tenure (Morris and Pinnington, 2012). The study by Morris and Pinnington (2012) shows that many US manufacturing firms (around a third of those studied, including several of the largest) have an “up-or-out” approach to employee promotion, whereby if an employee has not risen to the next level of the career ladder by a specified time, they are asked to leave the firm. A study by Gibbons and Waldman (1999) shows that workers in US firms who receive promotions early in their career tend to then be promoted quickly to the next level again, suggesting that individual achievement and ambition is both recognised and rewarded.

China

Chinese society is highly influenced by the teachings of Confucius, where all relationships are seen as inherently unequal; both elders and superiors are to be automatically given the utmost respect, and where the group is held to be far more important than the individual (Yum, 2009). This emphasis on group cohesion over individual freedoms was further influenced by the advent of Chinese communism in 1949, and the formation of the People’s Republic of China. While China has become decidedly less socialist economically over the past two decades, owing mainly to Deng Xiaoping’s economic reforms of 1978 and 1992, it still remains a communist country, and its socialist ideology is still highly prevalent in everyday life (Yum, 2009)

With regard to the Hofstede (2001) dimensions of cultural influence;

Source: Gallant (2013)

China scores highly on the measure of Power Distance, reflecting the fact that Chinese society inherently accepts uneven power distribution and inequality as a fact of life. Unsurprisingly, China scores very low on the measure of Individualism vs Collectivism, given both the Confucianist and the ruling Communist Party’s emphasis on obedience to the state and group cohesion. It scores relatively highly on the measure of Masculinity vs Femininity, suggesting that gender roles are fairly strictly defined, and that ambition and assertiveness are valued, although mainly when they are used for the benefit of the group/state. China scores very highly on Time Orientation, suggesting that Chinese culture is very traditional and conservative, placing great emphasis on traditional values and methods. They also score very low on Uncertainty Avoidance, suggesting that Chinese society generally does not tolerate uncertainty, and prefers rules and strict structures to be in place.

This can be seen in the fact that Chinese organisations tend to be highly structured and hierarchical, with each individual having a strict distinct role within the organisation (Lewis, 2000). Chinese managers tend to be very autocratic, and most decision-making is made from the top-down with little consultation (Gallant, 2013). Chinese decision making tends to be highly directive, task-oriented and low in cognitive complexity, with little room for interpretation (Martinson and Davison, 2005). Senior managers often have close ties to the Communist Party, and often important business decisions – especially those related to international trade – are scrutinised by party officials before being made (Osland, 1990).

Chinese society emphasises the need for social cohesion, and the avoidance of conflict. Lockett (1988) suggests that the Chinese approach to management is much more people and relationship-oriented, and less performance-driven than in the West. When it comes to promotion, managers tend to promote those who are seen to be trustworthy and reliable rather than those who have sought to ‘rise above the rest’ at the expense of others (which is seen to be harmful to group cohesion), and length of tenure is also a highly important factor in determining promotion prospects (Ding et al, 1997).

Japan

Japanese society in general emphasises politeness and modesty as key virtues to be upheld – in a country with one of the highest urban population densities in the world, such virtues are important in maintaining social cohesion (Clammer, 2011). Japan was essentially closed to the outside world, apart from occasional contact with Dutch traders, until 1854, when the US Navy forced it to open its borders to trade (Totman, 2005). Since then, it has established itself as the third largest economy in the world in terms of GDP, behind the US and China at first and second place, respectively.

With regard to the Hofstede dimensions of cultural influence;

Source: Gallant (2013)

Japan scores low on the measure of Individualism vs Collectivism, suggesting that Japanese society values group cohesion and social relationships over individual desires and accomplishments. Japan scores very highly on the measure of Masculinity vs Femininity, suggesting a high emphasis on fixed gender roles and on competition. It also scores very highly on Uncertainty Avoidance suggesting a high importance placed on the value of structure and rule formation, which can be interpreted as a holdover of its imperial past and its emphasis on a strict social hierarchy (Benedict, 1967). This is unsurprising given the high score for the measure of Time Orientation, which demonstrates Japanese culture is generally rather traditionalist and conservative.

Although Japan scores low on the measure of individualism, Japanese managers tend to invest a great deal in their employees’ skills and development – in many Japanese firms, new employees spend around six to twelve months in training in each division of the company, so they can understand the different aspects of the firm’s organisation (Gallant, 2013). This ties in to the Japanese emphasis on structure and collectivism – each employee knows their role, and understands the role others play in the firm’s activities. Japanese decision making tends to be very collaborative – the Japanese concept of ‘hourenshou’ captures this perfectly. It refers to the necessity of reporting on both your own work and that of others, in ensuring everyone involved in the process is kept informed on how each piece of work is progressing (Clammer, 2011). Often, decisions are made at the middle management level, after consulting with subordinates, and are then passed up the chain to upper-level management to implement. Top management is seen as more of a facilitator than as a strictly authoritarian body. This idea of group responsibility is also upheld in the Japanese concept of ‘genchi genbutsu’ which translates roughly as the need to get one’s hands dirty when one spots a problem, regardless of role or level. Thus, top-level management are often willing to pitch in on a project to help it succeed, even if said project is many levels below (Clammer, 2011).

The Japanese approach to promotion emphasises both seniority, maintenance of group cohesion, and modesty – the higher a manager rises, the more modest and unassuming he needs to appear (Suzuki, 1986). In Japan, it is generally expected for an employee to spend his working life at one company, slowly developing their individual skills and moving up the ranks, reflecting both the Japanese cultural preference for strong structure and organisation and avoidance of ambiguity, and in Japanese society’s preferred long-term approach to Time Orientation.

Conclusion

While links can be drawn between each country’s unique cultural dimensions and its approach to management, care should be taken when applying such knowledge. As with any sweeping generalisations, there are many exceptions to the rule. However, such generalisations can still be useful – as Lewis (2000) notes, “Determining national characteristics is treading a minefield of inaccurate assessment and surprising exception…there is, however, such a thing as a national norm” (Lewis, 2000, p3). So while not every Japanese manager will be modest, self-effacing and open to collaborative decision making; or every Chinese manager autocratic and avoiding of conflict; or every American manager highly competitive and performance-focused; such archetypes are generally successful in each area of cultural context, and the conscientiousness manager would do well to keep these national differences in mind while dealing with one of the aforementioned nations.

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Employee Participation & Performance

This work was produced by one of our professional writers as a learning aid to help you with your studies

In the first instance is necessary to define both employee participation as well as what is meant by performance. Employee participation may be defined as the process by which employees are involved in the decision making process of a business rather than merely being expect to following instructions (Times 2009) and as such this forms what is referred to in HR as empowerment. Performance on the other hand can be considered from two perspectives, firstly there is the performance of the individual in question and how their personal performance is affected by the concept of employee participation. Secondly there is the performance of the organisation as a whole to consider and how this will change with varying degrees of employee participation. As such the essay will analyse performance from these two perspectives before drawing a conclusion as to the perceived benefits for both parties.

Approaches to employee participation:

Traditional views of the organisation and approaches to management have seen a clear distinction between the tasks of managers and those of the grass roots level employee. Advocates of this view such F W Taylor (1911) and others within the scientific management school of thought sought to increase productivity and thus performance by deskilling the workforce and breaking tasks down into the most minuet component jobs so as to take advantage of specialisation of labour. The policies implemented by such advocates may be seen as the exact opposite of those who support the theory of employee participation as the scientific school of management sought to centralise power and control into the hands of managers rather than devolve it to the workforce. From a performance perspective the introduction of scientific management techniques saw significant dividends yielded to those who employed them for instance production at the Bethlehem steelworks was maintained with a reduction of labour from 500 to 140 (ACCEL 2009) meaning that performance per employee had increased significantly. However these early developments in management theory previous to the conception of employee participation should not be used to discredit the theory due to a number of special considerations. In the first instance such theories were applied to manufacturing operations and heavy industry and whilst these operations still form a large part of the economy today there has since been a large shift towards service industries requiring differing management styles and techniques. In addition at least part of the success of the scientific management may be associated with the technological developments of the day such as the introduction of the production line as highlighted by Ford’s success at the River Rouge plant in Detroit.

At the other end of the scale the “self-directed work team” as defined by (Williams 1995) may be seen as the ultimate exercise in employee participation and has been implemented by companies such as 3M. Under this system teams are essentially left to fulfil the role of both the managers and employees of an operation with a significant input in production techniques, scheduling and improvement initiatives. Advocates of this approach to employee engagement highlight that were the theory has been put into practise productivity has increased between 30 and 50% (IIE 1996). However on the other side of the spectrum such a high level of employee engagement may have negative consequences including lack of strategic focus as individual teams become ever more productive in their own areas of expertise but forget to consider how their individual team fits into the wider context. The lack of direct leadership can also be seen as providing an opportunity for accountability to be lost and thus falling performance, Bruce (2005) indicates that it is often the accountability of a leader which drives the particular individual to spur on a team or group to the successful completion of a task. Finally as indicated by Robbins (2003) teams have a tendency to “self-reinforce” behaviour, were the general attitude of a self-directing work team is generally positive this will increase the performance of both individuals and the organisation as a whole. On the other hand were the initial attitude and performance of the team is poor in the first instance and with no intervention from outside this can lead to a downward spiral of performance both for the individual and the team as a whole.

However not all approaches to employee participation may be seen as quite so radical in their nature. A more frequent approach may be seen as involving employees to a greater degree without taking such a radical devolvement of control as in the self-directing work team approach. For instance Toyota may be seen as one of the leading companies in developing employee participation, Toyota’s commitment to employee participation goes so far as to be formally a part of the company’s code of conduct (Toyota 2006). Strategies which may be seen as falling under the umbrella of employee engagement pursued by such companies include Kaizen the practise of including employees in quality improvement initiatives such as quality circles and other forms of consultation directly related to their area of work (Shimizu 2009).

Potential benefits:

One must now go on to identify the general potential benefits of employee participation both to the employee and the organisation. One of the key arguments for employee participation is that a every organisation contains a significant amount of knowledge, information and know how that is often present in grass roots level employees as much as in those occupying management positions (Adair 1989 p32-34). By encouraging employees to participate in the decision making process advocates argue that the organisation performs better as it is now making decisions based upon a much wider range of knowledge that would have been unavailable if decisions were solely made at the management level. As such the process of involving employees in the decision making process may be seen as to a large extent associated with the function of communications. Good communications are by definition a two way process (McLaren 2000 p3) which encompasses not only the sending and receiving of messages down a hierarchy but also the sending and receiving of messages back up the hierarchy and in horizontal communications. Despite the benefits of such employee participation which may be attributed to the need for an effective communication channel commentators such as Leigh (2009 p15-29) indicate that organisations are often relatively poor at the embracing the two way nature of communications leading to poor listening skills at an organisational level and thus a missed opportunity for improved performance.

Another potential area for increased performance at the organisational level is that of reduced costs owing to lower labour turnover. As to the question of whether or not employee participation helps to reduce labour turnover is a debating point and depends which school of management thought is applied. On the one hand the classical schools of management theory such as those of F W Taylor would suggest that employee participation is not the most important factor in labour turnover since the most important factor in maintaining staff loyalty was how much money they earned. On the other hand others such as Maslow argued that people do not go to work simply to earn money as in the Taylorite model but that there are several other reasons which are can be seen in the pyramid of needs:

Under Maslow’s theory employees are not simply motivated by the need to earn money which represents only the first and possibly second stages of the pyramid. Maslow also highlights the fact that people after securing the basic needs which are provided for in the form of a salary then have additional aspirations. Using Maslow’s pyramid as a basis for evaluating employee motivation levels one could argue that the specific practises of employee participation constitute various stages of the pyramid beyond that of the first two stages which is considered under the classical view of management. For instance one way in which an organisation may choose to implement employee participation is in the form of focus groups with reference to a specific issue such as production line down time. In this case previous to the focus group one may view the average assembly line worker as having the first two needs met owing to receiving a regular monthly salary. However once a focus group has been set up to consider a specific issue such as that mentioned it is conceivable that the next two steps of the pyramid are fulfilled as the line worker now becomes part of a team fulfilling the third need and also is given some status as the organisation by the very act of asking for their opinion is giving them a status within the organisation as someone with technical knowledge and thus a valid opinion. In theory one could argue that as an increasing number of the employees needs are met this will lead to increased motivation and morale and thus reduce the possibility of the individual wanting to leave the organisation.

Costs associated with labour turn over can represent a considerable expense for organisations under two headings. In the first instance there is the financial cost to an organisation which includes costs associated with re-recruitment as well as any lost revenue associated directly with the loss of an employee. Secondly there is the cost to the business in disruption and lost knowledge. Research suggests that the average cost of replacing an employee is around ?3,546 which rises to around ?5,206 for more highly skilled employees (Thornton 2000). From a scale perspective the CBI (1997) estimates that in the UK labour turnover stands at 16% which rises to 25% in part time workers leaving significant room for improvement and thus a significant opportunity for cost savings especially in the part time sector. As such one can see that by reducing staff turnover by even a small amount this can deliver significantly higher financial performance for an organisation.

Method:

Finally having considered the potential benefits and drawbacks of employee participation one must consider the methods used in order to undertake employee participation. In many instances the benefits an organisation can gain from employee participation come from extracting knowledge from the workforce which already exists. As such many of the methods which need to be considered are issues in communications since the knowledge and information already exists but is often not being extracted and used by those higher up the corporate structure. One key method highlighted by Adiar (1989 p32-34) is that of consultation, consultation may be interpreted as any genuine attempt to gain the knowledge, feelings and opinions of the workforce which may then be used in the decision making process. As such the methods used may be broad in range from quality circles and focus groups through to town hall style meetings or suggest box schemes. However to qualify as true consultation each of these acts must take place before decisions are made. It is often felt by many that consultation takes place after decisions have already been made by those in senior management positions. In these cases performance may actually decrease as the workforce perceives a lack of commitment from the management within the organisation, were consultation is undertake after decisions have already truly been made this may also be seen as a misallocation of resources by the company.

Another consideration of employee participation is that of employee reward. There are many options for encouraging employees to take a greater level of responsibility for their actions and thus increasing their overall level of participation. Such considerations may include share schemes, bonuses or additional annual leave related to certain performance levels. Regardless of the method employed the mechanism may be seen as a function of agency theory in which the interest of the employee and organisation can be harmonised thus increasing performance. By linking the employees personal performance to the ability for the employee as an individual to benefit the belief is that performance will increase as the employee peruses a personal opportunity.

Conclusion:

One conclusion would be that increased employee participation has the potential to create significant increases in performance for both the individual and the organisation as a whole. From the organisational perspective there may be significant increases in financial performance as the high costs of labour turnover are reduced as part of the increase in participation. Secondly the organisation is likely to experience a significant increase in performance with regard to its competitive advantage as the organisation will now be using its labour in potentially a more efficient way in the form of a strategic resource as opposed to a simple cash for labour transaction. From the individual perspective increased participation can lead to increases in performance as firstly an improved attitude to work increases output and secondly the benefits of the individual being able to organise their work in the way they see best contributes to work being organised in a more efficient way.

However whist it is acknowledged that increased employee participation can contribute significantly to increased performance it is by no means either a panacea for all organisational ills nor is it a necessity for improving performance in all instances. One should remember that whist some companies such as Toyota have adopted a positive attitude towards employee participation there are still many successful companies which maintain a tradition approach towards the division of management and employee tasks. Furthermore companies operating such traditional approaches to the management of their employees are not limited the manufacturing sector with call centres being a prime example of were the service sector has failed to embrace increased employee participation choosing alternative methods to improve performance.

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Employee Commitment to an Organisation

This work was produced by one of our professional writers as a learning aid to help you with your studies

‘A key aspect of the management task is to secure employee commitment to the organisation. Critically comment on some of the various forms of commitment and outline the problems involved in gaining employee commitment to an organisation’.
Introduction

Employee commitment is a crucial ‘work attitude’ (Morris et al, 1993:22). It has been defined in several similar ways to emphasise its behavioural and psychological moorings. For instance: “… a stabilizing force that acts to maintain behavioural direction when expectancy/equity conditions are not met and do not function” (Locke, 1976: 1298) and; “… a psychological state that binds the individual to the organization” (Allen & Meyer, 1990:4).

The level of commitment relates to several aspects such as satisfaction, turnover, cognitive resonance between different hierarchical levels, and performance on the job (Kreisman, 2002). The complexity in and importance of understanding employee commitment thus makes it a key feature of managerial task. This essay examines the body of knowledge from past research to reflect on such commitment and issues in harnessing it.

Forms of Employee Commitment

There has been extensive work in the area of dimensionality or typology of employee commitment (e.g. Vandenberg and Scapello, 1994; Williams and Hazer, 1986; Johnson and Yang 2010). This is drawn from, and has also in turn informed the understanding difficulties in gaining managerial commitment. Employees maybe committed for different reasons and thus different forms of commitment need to be contextualised. There is considerable overlap in the ‘architecture of forms’ posited by different writers as they have come to grips with this concept that is crucial for organisational performance (e.g. Bennett, 2000; Meyer et al., 2004).

The three dimensional framework presented by Meyer and Allen (1997) and taken further the workplace model of Meyer and Herscovitch (2001), are central to most conceptualisations presented in extant research.

The three dimensional framework posited the following as dimensions based on employee mind-sets:

1. Affective commitment: Is understood as the employee’s constructive emotional bonding to the organisation. Such an employee strongly associates himself/ herself with organisational goals and seeks to stay with the organisation because he/she wishes to do so.
2. Continuance commitment: Here the emotional quotient is largely moot and the employee perceives it to be very costly to lose organisational membership. This could be for a host of reasons – right from financial costs of salary and benefits to social costs of ties and reputation. Such an employee stays with the organisation because he or she is tied in.
3. Normative commitment: There is an obligatory notion at play here. The employee feels to return the value commitments made in him/ her by the organisation. The loyalty aspect is strong- either due to individualised value perceptions that direct behaviour or due to social norms that apply to the context and relate with the environment the organisation belongs to.

The fundamental basis of distinguishing between these is that they have very contrasting impacts on/ implications for behaviour (Meyer et al, 2004). This behaviour in turn has very important implications for the work environment and subsequent performance. Extant research indicates that affective commitment is strongly associated with not only job performance, but also with organisational citizenship, and often is a precursor to normative commitment. Continuance commitment is negatively associated with these aspects and usually needs to be moderated in favour of the other two forms of commitment (Johnson and Yang, 2010; Morris et al, 1993). This assertion also suggests that while all three forms of commitment are useful to operationalise they need to be scoped and balanced carefully.

Employee commitment: The Pillars of Conceptualisation

Another significant development in understanding employee commitment has been the approach to directing commitment towards specific targets or “foci”, that relate to employee behaviour at workplace (Johnson and Yang, 2010:230; Meyer et al, 2004:998). The theorisation in the area of employee commitment thus stands on two pillars- that of form and of focus. There is an arguably third pillar that is about the “bases of commitment” (Allen and Meyer, 1990: 3). These bases refer to factors that lead to development of the aforementioned forms of commitment. For instance, affective commitment can seem to be developed based on alignment of individual values with organisational values, and extent of personal involvement. On the other hand, normative commitment can be seen to be a function of social processes and cultural orientation that orients individuals towards reciprocation (Bennett, 2000). Continuous commitment which is a contrast to these two more constructive forms of commitment is a function of stakes that an employee builds in, or employee investment in a course of action (Meyer et al, 2004).

The essence of conceptualisation around employee motivation is thus about variables of ‘form’, ‘foci’ and of ‘bases’. Recent work has tried to integrate commitment and motivation theories. This is to posit that there is a recursive and mutually enabling relationship between the two (Johnson and Yang, 2010). The contribution of this research has been to embed commitment as a subset of motivation and explain how “employees’ relationships with social foci influence behaviour relevant to the foci” (Meyer et al, 2004: 1003). Such integration provides for levers to augment commitment by providing variables such as goal choice, self-efficacy and goal directedness. It is particularly useful in developing the directional paradigm that is associated with commitment towards tasks or ‘foci’ (Johnson and Yang, 2010; Lawson and Price, 2003).

Good Practice Prescriptions for Managers

Such recent research has also followed up on Meyer et al, (2004) call for examining the motivation and commitment nexus to operationalise and deliver practice relevant levers for employee commitment. Johnson and Yang (2010) provide a perspective in this light by explicitly pinning down different motivations that influence the different forms of commitment. Their empirical analysis provides a model that can predict behavioural response to initiatives directed towards augmenting, reinforcing or balancing the different forms of motivations.

Based on work that seeks to identify levers behind employee commitment the following practice relevant aspects can be identified for improving commitment (e.g. Vandenberghe et al, 2007).

• Clarity in communication about how organisational goals align with individual goals. This calls for the right-kind of “capacitated middle managers (Shibata et al, 1991).
• Building a legacy, and working on developing value based practices that see the organisation as a function of its members.
• Developing a trusting environment where communication is seen, heard and decisions are perceived as being fair.
• Building a community structure around work processes and across disciplinary areas- where people share and relate to their team and the broader organisational context.
• Enrich employee development on the job and through the job. This is by a reward and challenge environment -where developmental needs are encouraged to arise from the employees themselves

Barriers to/Problems in achieving Employee Commitment

The barriers or difficulties in eliciting employee commitment stem from several sources. The most cited one is that of organisational focus on achieving short term performance goals at the expense of long term employee development, and low investment in building shared vision and community like schemas (Breukelen, 1996). This barrier is manifested more specifically in the role description and performance assessment criteria of middle managers that are both highly measurable and short term oriented. The leadership role that the middle manager needs to play in aligning individual goals with the organisational goals is often on a back burner (Shibata et al, 1991; Locke, 1976).

Another barrier that follows is the potentially low importance given to: internal signals about reputation; management’s demonstration of concern for employees’ vis-a-vis concern for performance and; willingness of top management to be inclusive of views and opinions of employees. Such signals directly affect employee perception of their position in the organisational scheme of things. In context of the forms of commitment discussed before this can be about: being an integral part of the organisation contributing to something they value; feeling gratitude for what the organisation has offered to them and/or being tied in only for the direct benefits they receive from what is they perceive as their best choice as an employer given the risks of disassociation (Lawson and price, 2003; Johnson and Yang, 2010).
It is clear that poorly managed signals can lead to lower levels of commitment or a sub-optimal balance between favourable and less favourable forms of commitment.

Still another difficulty relates to the right kind of employees and the right kind of mix of employees that is created overtime. Lack strategic thinking on recruitment policies to align with the requirements of the organisation – as a social milieu and as an economic entity may also create a mismatch between the organisation and its employees (Allen and Seinko, 1997).

The organisational appeal to the employees for contribution and performance is usually leveraged on explicit or implied tangible outcomes for the employee. This is a barrier in itself as it leads to sub-optimal performance outcomes. Psychological attachment led on the job performance by employees improves overall organisational performance. This is because the employee feels to have shared the outcome in a more socio-cognitive manner by having a feeling of belongingness (Bennett, 2000; William and Hazer, 1986). This right kind of commitment is also compromised by a legacy of rewards to tangible outcomes and target achievement vis-a-vis say good citizenship behaviour (Wright, 2001).

Barriers to or difficulties in employee commitment are also contextual, and have been of particular interest in extant research with reference to management of change (Strebel, 1996)*). In the case of the turnaround undertaken at Lufthansa in early 1990s research has identified the emphasis on communication and capacitated middle managerial roles as crucial to sustaining and garnering employee commitment during the turnaround. A similar emphasis on employee commitment was seen at Saatchi and Saatchi for regaining a focus on its creative businesses portfolio albeit with a drive on aspects to do with the right signalling mechanisms to create greater trust (Mintzberg et al., 1990) getting it had been seen at Saatchi and Saatchi but with an emphasis (Mintzberg et al, 2003)change.

The difficulties identified in light of the above instances, because of which the relevant drivers of commitment were focussed upon, fall under what are identified as generic barriers to employee commitment in times of change. These are ‘disruptions to relationship’; threat of statuses; the desire to retain status-quo’ and; ‘tangible benefits’ related adverse consequences (Bennett, 2000:127,128). Different forms of commitment are affected differently in times of change, and overall commitment and its impact on change itself is a function of existing levels and combination of the different forms. The nature of business and industry culture also influence such an impact. However, there is some consensus in research that the initial levels of commitment, if not overtly led by the form of ‘continuance commitment’, tend to contribute affirmatively to change (Zell, 2001:78; Caldwell, 1990).

Conclusions

It has been clearly established that the different forms of commitment demand a balancing act by managers so that a right mix is arrived at. While ‘continuance commitment’ is one form that is not seen in very positively light- it is also a lever to be engaged when an organisation wants quick and organisation-wide uptake and sanction for initiatives. That affective and normative commitment should lead the mix is irrefutable. However, initial dispositions of the employees, the legacy of organisational human resource strategy, and the social and culture milieu influence and pre-ordain a lot of what can be done to influence such a mix (Caldwell, 1990).

Garnering employee commitment is a process that requires time and conscious effort, and because it is not (usually) subjected to measurement, managerial roles and tasks oriented towards it suffer because of the “objectivity of performance parameters” that are set for managers (Allen and Meyer, 1990: 4). Advances in measurement of employee commitment, and in predictive models that provide a cause effect relationship to inform the highly socio-cognitive arena of employee commitment, have changed this scheme of things. A better interface with the field of motivation, task mandates (foci), and understanding of the bases behind forms has also matured in research. This has bridged the gap between theory and practice. Middle managers are becoming very central to employee commitment related initiatives. The ever important top management sanction for investment in time and resources towards employee commitment is also at an all-time high. This is particularly because of the present recessionary times where the pressures of change and adaptation have amplified the difficulties in and importance of harnessing and sustaining employee commitment.

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Effective Management and Leadership Programme

This work was produced by one of our professional writers as a learning aid to help you with your studies

The purpose of the presentation is to present the key recommendations for developing an effective management and leadership programme.

Make a presentation including bibliography/references which will show your source of information gathered.

Details about the reliability of your information, why did you choose the source, and to what extent can you trust the source and why- e.g. a company report might be more upbeat about the situation of the company than an externally conducted analysis similarly. Similarly you might identify conflicting information from different newspapers on their political biases etc how did you get around this.

Leadership and management have been amongst the most studied and controversial topics of the study of business and management for the last century. The body of theory which has grown up around the subject reflects the change in thought on management theory and can be distilled into a framework which shows the evolution f the ideas of what makes a good leader and management, and by proxy of this one can define with reference to the theory the key skills which need to be developed in order to produce good leaders. Broadly there have been a number of movements in the thought on leadership and management, beginning with the ‘great man’ approach, defined in a number of studies on the history of leadership and management studies as the belief that leaders are exceptional people born to great innate abilities, this reflects the early school of militaristic styles of leadership, reflected in the organisation as a male dominated and hierarchical structures to business as a whole. This data is drawn from two key studies, one a study of the comparisons of more modern transformational leadership compared with previous styles, which allows one to assess the need for key innate personality traits, the other a modern study of an attempt to define a universal framework of leadership. Both of these studies argue that a key part of the management and leadership of an organisation, despite the move from the great man approach, is still rooted in the idea of an inspirational character with innate abilities. These abilities have also been studied with some detail and indeed the evolutionary process in management thought moved from this point to study the traits that made an effective leader and manager. The table shown below comes from an extensive study on the skills and traits of leaders, and is still used in theory to define those skills advantageous to leaders and managers.

Leadership Skills and Traits (Stogdill, 1974)

Therefore it can be argued with reference to the literature that the first steps in designing an effective leadership and management programme is to identify by aptitude and ability the kind of people who are going to make good leaders. In the past it was thought that leadership was something that one was born to, but as will be seen the relationship to leadership of the personality is not as clear cut and much depends on the type of leadership one wishes to develop, and indeed the organisational factors.
The movement away from the individual qualities of leadership began with the behavioral school, according to much of the literature the move is seen as a departure from the militaristic style of the study of management and leadership. Theories of the subject include the now standard McGregor’s X and Y beliefs, shown below;

Theory X and Y Managers (McGregor, 1960)

And Blake and Mouton’s Managerial Grid, as depicted below;

The Blake Mouton Managerial Grid (Blake & Mouton, 1964)

This move away from seeing the organization as more than a hierarchy with leaders at the top of the pile and workers as subservient to them is a dramatic change in management theory and suggests that in designing any effective leadership or management structure and training the type and classification of the organization and the people involved become central to the success. Clearly this is demonstrated by a body of literature on the subject of behavioral management, and it is easy to see why the move become more popular than traditional management as it follows a move in the philosophy of management as a whole. The behavioral School I still important, but the consensus has been that it cannot explain everything in the leadership and management paradigm. Modern thought has centered on a contingency paradigm, which begins from the point that there is no one way to manage or lead, and the correct style is contingent on the nature of the organization, the external needs of the business and society and the internal needs of the workers and management. A number of models have been produced, from ones dealing with social enterprise and the public sector, of which this example from the National College for School Leadership is an example of the types of leadership they have identified;

“•

Emergent leadership

, when a teacher is beginning to take on management and leadership responsibilities and perhaps forms an aspiration to become a headteacher

Established leadership

, comprising assistant and deputy heads who are experienced leaders but who do not intend to pursue headship

Entry to headship

, including a teacher’s preparation for and induction into the senior post in a school

Advanced leadership

, the stage at which school leaders mature in their role, look to widen their experience, to refresh themselves and to update their skills

Consultant leadership

, when an able and experienced leader is ready to put something back into the profession by taking on training, mentoring, inspection or other responsibilities.”

To frameworks developed for the professions especially in terms of ethical leadership and responsibilities, as this one from the Institute of Chartered Accountants in England and Wales;

Through to the guidance and descriptions issued by the IMPM for its advanced leadership and management course;

“The International Masters Program in Practicing Management is designed to be the “Next Generation” Masters Program, combining management development with management education. It is a degree program that focuses directly on the development of managers in their own contexts – their jobs and their organizations. The IMPM is therefore deeper than conventional programs of management development and more applied than traditional degree programs. It was launched in March of 1996 to acclaim from participants and their companies alike, as well as from the international business press.

“The IMPM seeks to break the mould of the functional “silos” so common in management education – marketing, finance, organization behaviour, and so on. Instead, the Program is structured around managerial “mindsets”, one for each module. It opens in Lancaster with managing in general and the

reflective

mindset in particular. Then it moves to McGill, where attention turns to Managing Organizations and the

analytic

mindset. Bangalore follows with Managing Context, the

worldly

mindset. In Japan, it takes up Managing Relationships, the

collaborative

mindset. The Program closes at INSEAD with Managing Change, the

action

mindset.
More detail is given about each of these mindsets by Mintzberg and Gosling (2003):

• The

reflective

mindset refers to “managing self” – developing the ability to reflect and make meaning – a form of emotional intelligence.

• The

analytic

mindset refers to “managing organisations” – developing the ability to analyse and synthesise not only the hard data, but also the soft – “to appreciate scores and crowds while never losing sight of the ball”.

• The

worldly

mindset refers to “managing contexts” – to appreciate cultural and local differences and similarities and respond accordingly.

• The

collaborative

mindset refers to “managing relationships” – developing partnerships and networks; working with people – managing “relationships” not “people”.

• The

action

mindset refers to “managing movement” [or “change and continuity”, or “mobilization”] – managing change without losing track of continuity.

It is argued that the good manager/leader must master and integrate each of these mindsets and so offers a more cognitive and reflective approach to management development than more traditional behaviour and skills-based programmes.”
In conclusion the recommendation of this presentation is to consider three areas of design. Firstly to consider the criteria for considering an applicant’s needs and suitability, reflecting the traits, in relation to the needs and requirements of the organization, reflecting the contingency of the organization and society. Secondly to look closely at the needs of the organization, especially at the needs of subordinates and the overall strategic direction of the organization, which reflects both behavioral and the specific needs of the organization in relation with the external environment. Lastly To examine the type of leadership needed, with specific reference to the examples from the public, private and professional examples given above, which show that the ideal leadership and management style is very specific to the sector in which the organization is based.

References

Blake, R.R. and J.S. Mouton (1964) The managerial grid. Houston TX: Gulf.
Gronn, P. (1995) Greatness Re-visited: The current obsession with transformational leadership. Leading and Managing 1(1), 14-27.
Gosling, J. and Mintzberg, H. (2003) Mindsets for Managers. Working paper, Centre for Leadership Studies.
Hamlin. R. (2002) Towards a Universalistic Model of Leadership: a comparative study of British and American empirically derived criteria of managerial and leadership effectiveness. Working paper WP005/02, University of Wolverhampton.
McGregor, D. (1960) The Human Side of Enterprise. New York: McGraw Hill.
Stogdill, R. (1974) Handbook of Leadership (1st Ed.). New York: Free Press.

Critically Discuss Corporate Social Responsibility

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Critically discuss Corporate Social Responsibility (CSR). What are the implications for a firm that does not conduct CSR?

Date authored: 08 th August, 2014.

This essay will commence with showing that a definition of Corporate Social Responsibility (CSR) is required and will then provide a definition and an indication of the scope. CSR will then be broken down into groupings and each looked at from a company perspective to show the advantages of CSR and disadvantages when not using CSR. Companies have a choice; and the implications of not conducting CSR will also be considered.

There is very little legislature on the subject of CSR. The nearest available is environmental standards in the UK and Internationally by the International Organisation for Standardization (ISO). (ISO 14000, 2006). The newer Social Responsibility standards (ISO 26000, 2010) are only guidelines, with no fixed rules or framework for an organisation to certify to the standards. It is no surprise, therefore, that many companies define CSR in their own way, and thus can set their own objectives which they can easily attain. When it is born in mind that CSR can have such a wide range of practices that support it, it is easy for a company to pick and choose what it does.

So, for a discussion of CSR, a single consistent definition is required. The definition that will be used here is from the European Commission’s 2011-14 corporate social responsibility (CSR) strategy, which defines CSR as “a concept whereby companies integrate social and environmental concerns in their business operations and in their interactions with stakeholders on a voluntary basis” (UK Government, 2014: 3).

According to the Business Minister, Jenny Willott, MP “Corporate responsibility is at the heart of successful businesses.” (Willott, 2014). That means that it refers to a set of actions performed by a company, over and above its normal business, that contributes towards sustainable development.

Corporate Social Responsibility can include a wide range of factors, from ethical and fair trade to reputation and brand management. The UK Health and Safety Executive (HSE, 2014) identifies additional issues as part of CSR, including animal welfare, diversity and equal opportunities, community investment, giving aid to local organisations and communities in developing countries and helping to build the skills of the local people through community based development.

CSR can affect goodwill, employment practices, expansion, stakeholders, company standards, company strategy and much more. One survey on the main reasons that companies engage in CSR puts top management interest as the number one reason, with company reputation, profit, customers’ expectation and attracting employees following close behind (Habisch, et al., 2005).

It is usual to identify these factors in a good light (as a bonus to the companies) and it is common to see CSR statements in companies’ annual reports and glossy handouts. However this can draw attention to a company’s practices and can be disastrous when non socially-responsible practices are exposed in the media. For example Nike when they were accused of using child labour in the production of its soccer balls in Pakistan. (Urip, 2011). Note that Nike went through a huge transformation as a result and are now considered an industry leader in the area of CSR (Ferrell, Fraedrich & Ferrell, 2013).

So CSR has a very wide remit. Buy why should companies take on CSR? To analyse this, it is necessary to group all the parts of CSR so that each one does not have to discussed individually. For the grouping, we use Schwartz (2011), who breaks down CSR into three distinct parts; these being legal, economic, and ethical. Each of these will be addressed in turn.

Addressing those parts of CSR which are covered by UK law, there is limited legislation in the UK on the subject of CSR. One reference is in section 172 of the companies Act, where it says:

“A director of a company must act in the way he considers, in good faith, would be most likely to promote the success of the company for the benefit of its members as a whole, and in doing so have regard (amongst other matters) to … the impact of the company’s operations on the community and the environment” (Companies Act, 2006).

Other countries have more strict legislation, for example in Denmark, there has been an obligation for larger businesses to consider and report on CSR since 2009 (Gorrissen Federspiel, 2014). In California, large manufacturers and retailers have to disclose what actions they are taking to address the risks of human trafficking and forced labour in their supply chains (Altschuller, 2011). It is clear that non-compliance with any legal requirements (whether CSR or otherwise) carries great risk and can cause the company to be prosecuted and potentially put out of business.

The economic issues would appear to make sense in that when following a CSR practice, the company can also save money, which translates to increased profit. One example is hotels that allow you to choose between reusing your towel and having it replaced depending on where you leave it after you have used it. This can save the hotel water and electricity to wash it, while still offering the guest the choice (McElhaney, 2008).

However where Pernecky and Luck (2013) suggest holding Virtual Meetings rather than physical meetings, thus saving travel, meals, hotels, etc. looks like it is a CSR policy that just saves money. However it is important to measure whether the virtual meetings attain the required objectives. Thus it is not always obvious which practices will lead to economic advantages, or which economic CSR approaches will meet the requirements of the business.

The ethical issues, such as a company taking a CSR approach without having to or clearly having economic benefits can also be used to gain positive publicity (Idowu & Filho, 2009), which can raise the image of the company, thus providing longer term benefits, such as increased goodwill. Idowu & Filho go on to say that this can be used for marketing to show that the company is ahead of its rivals due to its CSR approach.

One advantage of CSR is brand demarcation. Many companies look for something which will set them apart from the competition. For example the Excel centre, a large conference venue near Canary Wharf in London has achieved six awards relating to CSR, for example The Sunday Times “Best Green Companies” award (Excel, 2014). If a company is looking for a conference venue in London, and Excel is implementing CSR whereas another venue is not, this gives the client a reason to select Excel, and something extra the company can say on its marketing. So it is an advantage for Excel to support CSR which can lead to directly affecting the bottom line.

Local support and getting licences can be made easier for a company if it has a CSR policy. Such a company is seen locally as a good company and this can improve how the company is seen by locals and can help to provide support for the company’s plans where local support is an advantage (e.g. a new building, opening late into the night).

Having a CSR policy which is implemented and draws people’s attention to it can help to distract the public from other things that could have negative implications for a company. For example if a company have very high board members pay, this can lower the public’s view of the company. However if the company is seen to put the environment first, and it puts resources directly into supporting this, this can overshadow the board members pay (Grayson & Hodges, 2004).

A company that has a CSR policy throughout the company can improve the staff’s attachment to the company. They believe that their work partly helps the community and can do much to improve morale. Also they may be keener to participate in events such as fundraising which they may do in their own time and gain the company goodwill whilst costing the company nothing (ibid).

There is a trend moving towards CSR (Fiorina, 2003). With national and international standards on CSR related issues becoming more common, and laws likely to follow, there is a large bonus in getting CSR well embedded in a company before a law demands it. When laws are passed, this puts a fixed timescale on the changes to CSR. This can cause CSR to be implemented at an inopportune time, and a time when other companies are doing the same, and potentially costing many times more.

However the situation is not all good. There are considered to be disadvantages of CSR and these must be understood and addressed before a company implements CSR. There are those who say that the sole purpose of a business is to make money (e.g. Friedman, 1970). Anything that detracts from that is considered to be a distraction from the business’s core function. This can make share-holders get fewer dividends because the company is involved in a scheme which costs money and resources to implement but does not directly add to the bottom line. This point can be countered by a company implementing CSR policies in order to reduce excessive inputs and wastes in their supply chain, which saves them money (Idowu & Louche, 2011).

To take a more recent example, the Commission for Green Tax Reform in Portugal put forward a proposal on 9th July 2014 for a package of environmental taxes. These would include additional taxes on fuel, air travel and the use of plastic bags (Lomas, 2014). In fact, Fleming & Jones (2012) claim that CSR is fatally compromised and, when applied to large multinational corporations, does more harm than good. The claim says that many companies are not taking CSR seriously and only implement a few measures that help them make money and stop there rather than implementing a comprehensive CSR approach.

One question is whether a company’s CSR policy should also apply to all of its suppliers down the line. One example of this was in 2012 when Tazreen Fashions factory, a clothing making factory in Bangladesh caught fire and caused the death of 112 workers. The working conditions were appalling. This reflected badly on their customers, such as Wal-Mart and Sears, who sold products made in this factory. In the investigation, it was revealed that neither Wal-Mart nor Sears even knew that the products they sold were being made in this factory (Crane and Matten, 2012).

However in general, CSR is becoming more and more important. If we just take environmental issues as an example, Bowdin, et al. (2006) shows that considerations of environmental issues are increasingly paramount.

Without a set of standards there are no requirements from the government or standards organisations on implementation. Although there are demands from customers for CSR values (ibid), and as has been shown, the benefits are considerable, it falls to the companies themselves to implement CSR. And within the companies, it falls to the management of the company to set a CSR policy and use it to guide them throughout their company.

If management plan and implement a CSR policy, it can be rewarded. For example some companies have CSR targets and executives who deliver or exceed these targets are rewarded (Horrigan, 2010). Alternatively, CSR can be built into the plan right from the start. An example of this is the Olympics, where a philosophy is so much built into the Olympic Games that it is built into their charter. (International Olympic Committee, 2014).

As has been shown after mistakes such as at Nike, it can be critical to implement CSR policy throughout the organisation. Failure to do this can cause problems that can greatly affect the company’s goodwill and thus its sales.

All showing that a CSR philosophy can be vital for organisations and actually implementing the philosophy can lead to rewards whereas failure can lead to disaster.

These days, all major companies have a CSR statement (Musafer, 2014). And their CSR statement is being looked at to see if it is really authentic or just superficial. Musafer (ibid) also claims that if a company is not implementing CSR in a genuine way, it can be very damaging to that company.

To summarise, although CSR is not a panacea for any company, there are many CSR options that can be taken by companies which would benefit their company. In addition a failure to implement CSR approaches can be costly. However each company procedure should be considered as to whether it best suits the company to take a CSR approach depending on the costs and benefits (or risks).

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An informed and thought-provoking analysis of what lies behind the headlines and headaches of business ethics and corporate social responsibility [Accessed 3 August 2014]

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Business Ethics: Ethical Decision Making & Cases Mason, Ohio: South Western Cengage Learning

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The End of Corporate Social Responsibility: Crisis and Critique London: Sage Publications

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“The Social Responsibility of Business is to Increase its Profits” New York: The New York Times Magazine

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Specialisation: Compliance & CSR Available from [Accessed 1 August 2014]

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Corporate Social Responsibility! Sheffield: Greenleaf Publishing

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Corporate Social Responsibility Across Europe Heidelberg: Springer

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Corporate Social Responsibility in the 21st Century: Debates, Models and Practices Across Government, Law and Business Cheltenham: Edward Elgar Publishing Ltd

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Meeting your Corporate Social Responsibility (CSR) Available from [Accessed 2 August 2014]

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Global Practices of Corporate Social Responsibility Heidelberg: Springer

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Review of Contemporary Management Ideas and Practices

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At the heart of any organisation lies its culture in which are found the philosophies on how to work together and individually, how to treat customers, and how to generate revenue or keep the business operating successfully. Leaders and even middle managers are concerned with meeting some key goals tied to customers, products, and revenue, but they sometimes do not pay attention to the culture. The overriding beliefs and behaviours in the organisation that truly determine the ability to hit those key goals or not (Ford 2008: 1). It is the culture that determines how things get done, whether it is in a good or bad way, and it provides the mechanism for changing strategies and responding to competition or causing the demise of a merger or creating silos of isolation and conflict (Ford 2008: 2).

Therefore, effectively managing culture in a way that addresses problems and helps everyone in the organisation embrace this culture will provide a strong foundation for accomplishing all the organisation’s strategic objectives. This paper will critically evaluate both the assumptions and methods put forward by various writers, including Edgar Schein, to effectively manage organisational culture as an integral component of management practices and strategic success.

Understanding Organisational Culture

As part of social science, the study of culture has been around for many decades as a means of better understanding how it plays a role in the “functioning of society” (Denison and Mishra 1995: 204). In recent years, business theorists began to look at the organisation of companies in the same manner, understanding that the same socialisation process could be applied to a business that previously might have just been seen as an intangible thing rather than a living organism that was made up of individual and collective behaviours.

One book described culture as the result of “group learning experiences in which a number of people face a problem and work out a solution together” (Miner 2007: 321). This could mean that one organisation develops a culture that can provide them with a competitive advantage whilst another may focus on ethical or environmental standards and still another may look to create a culture that is geared toward customers or technological innovation (Sims 2002: 301). Whatever the case, the culture is directed toward a particular belief about one of those areas that serves to direct all the organisation’s approach to strategy as well as its interaction with the external and internal environments.

That would certainly describe what is happening with business today as products and services are framed around finding solutions whilst internal processes are devised to solve internal problems. Other issues on an internal scale are also being linked to culture, especially when it comes to large firms caught up in scandals riddled with a lack of ethics like Enron and many of the recent lending practices in the U.S. and the U.K. that led to the credit crunch, in which the blame was placed firmly on the shoulders of the leaders and the culture that they had developed that might have promoted greed and a lack of ethical behaviours (Pfister 2009: 2).

Now that this understanding is becoming more readily accepted within organisational studies, theories on business culture and how it is being managed have begun to be formulated with a diverse array of ideas about how it plays out within management practice and organisational development (Martin 1992: 4. One of the earliest proponents of an organisational culture theory was Edgar Schein who believed that organisational culture was comprised of “assumptions, values, and artefacts” (Hatch 1993: 657). His perspective was based on a functional perspective in which these three components, which help to explain specific standards, beliefs, and ideals, form the basis of how to react to and cope with other factors that would help existing workers and new members to perceive and think about these factors in the same way to achieve a “normal” way in which to address existing problems or issues (Schein 1988: 12).

In this way, Schein’s theory illustrated that culture was a multi-layered intangible within a company that was first based on visible organizational structures and processes known as artefacts that were then connected to the organisation’s values (the strategies, philosophies, and goals) as well as to the basic underlying assumptions in an organisation, which is comprised of those beliefs that are “a given” or that are “taken for granted” (Schein 1992: 2). Similarly, Rousseau saw culture as a multi-layered, ring-like framework in which there are both visible and invisible signs and feelings of an organisation’s culture both of which must be addressed (1990: 158), illustrating that it is both tangible and intangible aspect of daily operations.

Since then, a number of theories have evolved from this early definition to envision organisational culture as a combination of these components as well as symbols and processes, which provide fluidity and flexibility for cultures to shift and change based on both dynamic internal and external factors (Hatch 1993: 657). There are three key theoretical views of culture in organisations that help to explain how culture works and what it achieves. First, the integrative theory sees culture as a means of achieving some sort of a consensus across the organisation in which there is general agreement and united effort toward a common goal and purpose (Martin 2002: 94).

The differentiation theory maintains that there may be subcultures or groups within an organisation that share a common belief but that may diverge from an overall consensus (Martin 2002: 94). Then, there is the fragmentation theory, which maintains that there may always be ambiguity and conflict within any type of culture but that it is necessary in order to adapt, be flexible, and be open to change (Martin 2002: 94). These last two theories contend that these types of organisational cultures are often found in large organisations, particularly those that are global in nature (Bush 2003: 160).

There are also typologies of organisational cultures that have been developed within theoretical frameworks as a way to categorise certain approaches to developing a culture. For instance, Quinn & McGrath (1985: 318) created four types of organisational structures–Hierarchy, Market, Adhocracy, and Clan) that correlated with four cultural types–Hierarchical, Rational, Ideological, and Consensual. These have then been used as benchmarks for organisations that are looking to adapt their cultures or bring structure to what has become a fragmented culture in order to take advantage of the of cultural types and accompanying behaviours and ideals in hopes of improving their performance.

Theories on Managing Organisational Culture

Since many theorists contend that organisational culture very much impacts an organisation’s ability to attract and retain talent, achieve specific performance levels that achieve profitability, and grow and expand operations (Denison and Mishra 1995: 204), it is clear that culture must be crafted, shaped, and managed in an effective way in order for it to help those within the organisation realise certain strategic objectives.

This is especially important in a business environment that is becoming more turbulent and unstable as well as one that requires specific cultural change when the external environment and demands shift as well as dynamic internal changes occur, especially when dealing with mergers of two organisations with different cultures (Ashkanasy et al. 2000: 261).

For example, one study found a direct correlation between company performance, using annual growth rates in sales, equity ratio, and the rate of return on its total assets, when study 88 Japanese organisations of various sizes (Kono 1990: 11). The highest performance rates were in those companies that had a vitalised, follow the leader culture and a vitalised culture versus those cultures that were stagnant, follow the leader and stagnant, and bureaucratic (Kono 1990: 12). Often, the cultures that were stagnant and bureaucratic were found in the larger organisations as well as those that had older employees versus those organisations that were newer, younger, and more flexible in their cultures (Kono 1990: 17).

Hence, a number of traits have to be in place and carefully managed to formulate an organisational culture that will become embedded in the organisation and become part of the daily behaviours of all that work there. One theory of organisational culture suggests that there are four key traits that management must nurture, namely consistency, adaptability, involvement, and mission (Denison and Mishra 1995: 204). These traits also involve other effective behaviours that have been identified for helping an organisational culture focus on the right aspects of business, and these include “flexibility, openness, and responsiveness” as “strong predictors of growth” (Denison and Mishra 1995: 204). Additionally, other behaviours that are essential with a business culture include profitability predictors, such as “integration, direction, and vision” (Denison and Mishra 1995: 204). Even more current literature suggests the need for an organisational culture to focus on these three behaviours as a formula for success.

Schein referred to the development and management of these traits as cultural embedding, which is primarily the responsibility of an organisation’s leader and management team based on what they determine are the most important values, traits, and goals to have for the organisation to achieve what it intends to do (Miner 2007: 321). It is the set of ideologies that an organisation’s leader has, according to existing theories on the subject, which will direct how the culture is developed and what ideals and values are encouraged (Ashkanasy et al. 2000: 262).

In order to maintain the cultural embedding and ensure the right culture is developed at both the overall level and among the developing subculture framework, it is then up to the leader and management to ensure some types of control mechanisms are in place over the tangible and intangible aspects of the organisation, including the “(1) organizational structure and design, (2) organizational procedures and systems, (3) the design of buildings and physical space, (4) stories and myths regarding important people and events, and (5) formal statements of organizational philosophies and missions” (Miner 2007: 321).

A similar school contends that the notion of organisational culture is based on the premise that people within an organisation act out their roles and responsibilities in response to how they define the concept of work and how their organisation rewards or punishes that definition of work, which then determines how they respond to those cultural beliefs (Chan 2000: 83; Alvesson 1993: 118). As such, managers would need to shape their organisational culture in such a way to help influence their workers’ definition of the concept of work so that they can maximise their talent and increase productivity in order to achieve their objectives. Again, this returns to the notion of cultural embedding where the management and leadership must imbue this culture into each individual within their organisation to influence beliefs and behaviours (Chan 2000: 83).

Because many of the concepts involved in culture tend to be intangible and somewhat hidden, including beliefs and values that may be hard to discern or articulate, the available management theories contend that it is up the leadership to take up the cause and communicate what the values and beliefs mean on a regular and consistent basis as part of the embedding process (Bush 2003: 160; Smircich 1985: 58). Additionally, the theories contend that leadership must also take up the cause of culture by creating and encouraging specific rituals and ceremonies, such as reward programmes, employee meetings, and other tactics that are designed to reinforce the values and beliefs of the organisations (Bush 2003: 161).

Effective intervention by leadership in an organisation can help adjust the culture to where it should be in order to meet strategic objectives. Theorists believe that leadership can enact this type of cultural shift through consensus building with the organisational members, focusing on trust and relationship-building both internally and externally, directing high levels of communication and feedback throughout the organisation, providing the necessary training and knowledge transfer, and, most importantly, leading by example (Deal and Kennedy 1982: 189). These tactics by management are particularly essential for larger organisations that may have subcultures, including those with multiple locations, which may need to change or adapt to an overall organisational shift in strategy or beliefs, such as a movement to an environmentally sensitive culture or a culture that is more customer-focused.

Conclusions

It is important to remember that, more often than not, theory is one thing and practice is something that is usually entirely different because it involves the dynamics of the real world as well as a wide range of human personalities, behaviours, and leadership styles that make organisational culture into its own specific process within a wide array of organisations. However, these theories provide a foundation for organisations to learn how to adapt their behaviours and beliefs to better achieve their performance goals and strategic objectives.

It is the leadership that sets the tone and shapes the cultural structure just like the leader of a country convinces the majority of its citizens to uphold certain beliefs and values. So, too, will those managing the masses within an organisation as they are responsible for guiding how work is perceived—and this can be in a positive or negative way—which then determines how those within the culture will enact it with each other, customers, and other stakeholders. Leading the way must be the head of the organisation along with the entire management team who can articulate and reward the behaviours and beliefs that they see as their ideal organisational culture, helping those within the organisation better understand the types of tangible and intangible components are essential for success.

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Cultural Variations in Approaches to Managing People

This work was produced by one of our professional writers as a learning aid to help you with your studies

For the United States, Japan and China, evaluate how approaches to managing people differ and how these differences can be explained by cultural context.
Introduction

In this international age of business where firms operate in many different parts of the globe, it is important to note that approaches to management may differ across cultures. In setting up a new office in, for example, China or Japan, potential managers should seek to adapt to the different cultural practices of the host country in order to better manage their workforce and achieve productivity.

In this essay, we shall, firstly, discuss methods of measuring key dimensions of culture, and then using said dimensions, look at the different management styles between three countries; China, Japan and the US, currently the three largest economies in terms of GDP, and seek to determine how each approach is shaped by the unique cultural contexts of each country.

Measuring Key Dimensions of Culture

In order to measure the potential effects of culture on the behaviour of said culture’s firms and managers, Geert Hofstede (2001), while working for IBM in the late 70s and early 80s, identified six key dimensions of culture that could be measured through use of survey data and indexed values, namely;

Time Orientation (Long Term vs Short Term); a measure of the extent to which each society values history, heritage and tradition – whether it prefers to uphold traditional values and is more resistant to new ideas and technology (Long Term Orientation) or whether it is more fluid, less focussed on the past and more open to change (Short Term Orientation);

Power Distance (High vs Low), which measures how well the society in question handles uneven distributions of power; whether it is generally accepted and understood as a fact of life (high power distance) or whether it is held to be deeply unfair, unnatural, and something to be railed against (low power distance);

Individualism vs Collectivism; a measure of the extent to which a sense of community and collective responsibility exists, and whether it is thought to be more important than individualist beliefs and desires. Individualist societies tend to value independence, privacy and personal fulfilment, while collectivist societies tend to value group interdependence and a repression of personal ambition when it is misaligned with communal values;

Uncertainty Avoidance (Weak vs Strong), which measures the extent to which each society is comfortable dealing with risk, uncertainty and ambiguity –societies with high degrees of uncertainty avoidance tend to be highly regulated and value careful planning and structure, while societies with low degrees of uncertainty avoidance tend to be more pragmatic, and accept change and risk as factors of life;

Masculinity vs Femininity; a measure of societal gender differentiation – in ‘masculine’ cultures, gender roles are highly differentiated and society as a whole places higher values on competition, ambition, and personal achievement whereas in ‘feminine’ societies gender roles are less starkly defined and more equal, and society tends to place higher values on relationship building, modesty and group harmony (Hofstede and Minkov, 2010).

The US

American society traditionally has a tendency to value individualism and personal freedoms – indeed, such ideals can be seen in the idea of ‘The American Dream’, which postulates that anyone can achieve great wealth and success through individual hard work and determination. With regard to the Hofstede (2001) dimensions of cultural influence;

Source: Gallant (2013)

The United States scores low on the measure of Power Distance, suggesting that American culture is generally intolerant of uneven distributions of power and prefers to see all men as equal (as is laid out in the American Declaration of Independence). It also scores low on Time Orientation, suggesting US society prefers to embrace change and adapt to new ideas rather than sticking to more traditional approaches. It scores quite highly on Masculinity vs Femininity, which is perhaps a reflection of the traditional American respect for competition and ambition. Unsurprisingly, it scores very highly in the measure of Individualism vs Collectivism, a reflection of the deeply held belief in individual freedoms and independence which has been a mainstay of American culture since the war of independence.

This strong sense of individualism is reflected in the American approach to management. Generally, American managers are expected to deal with employees as individuals, rather than as a collective – the ‘open door’ approach to management, where employees are free to approach and discuss issues, suggestions and ideas with upper management, is a uniquely American approach to management that has gained traction in other parts of the world (Laurent, 2006) as it allows employees to feel that their ideas and opinions are valued by those higher up the corporate ladder. American managers are often viewed as facilitators, helping employees to develop personal talents and understanding the individual strengths and weaknesses of those they oversee (Lewis, 2000). Indeed, many American employers use psychometric tests in their hiring process, to determine an applicant’s individual skill level and expected role within the team (Jenkins, 2001). Indeed, skill-based human resource management theories and practices have quickly gained traction in many American firms (Lawler, 1992), reflecting the US cultural practice of embracing new ideas and valuing individual contributions.

There is also a strong sense of competition prevalent in the American approach to management, with promotions tending to go to those who have been seen to ‘rise above the rest’, rather than merely to those who have had the longest tenure (Morris and Pinnington, 2012). The study by Morris and Pinnington (2012) shows that many US manufacturing firms (around a third of those studied, including several of the largest) have an “up-or-out” approach to employee promotion, whereby if an employee has not risen to the next level of the career ladder by a specified time, they are asked to leave the firm. A study by Gibbons and Waldman (1999) shows that workers in US firms who receive promotions early in their career tend to then be promoted quickly to the next level again, suggesting that individual achievement and ambition is both recognised and rewarded.

China

Chinese society is highly influenced by the teachings of Confucius, where all relationships are seen as inherently unequal; both elders and superiors are to be automatically given the utmost respect, and where the group is held to be far more important than the individual (Yum, 2009). This emphasis on group cohesion over individual freedoms was further influenced by the advent of Chinese communism in 1949, and the formation of the People’s Republic of China. While China has become decidedly less socialist economically over the past two decades, owing mainly to Deng Xiaoping’s economic reforms of 1978 and 1992, it still remains a communist country, and its socialist ideology is still highly prevalent in everyday life (Yum, 2009)

With regard to the Hofstede (2001) dimensions of cultural influence;

Source: Gallant (2013)

China scores highly on the measure of Power Distance, reflecting the fact that Chinese society inherently accepts uneven power distribution and inequality as a fact of life. Unsurprisingly, China scores very low on the measure of Individualism vs Collectivism, given both the Confucianist and the ruling Communist Party’s emphasis on obedience to the state and group cohesion. It scores relatively highly on the measure of Masculinity vs Femininity, suggesting that gender roles are fairly strictly defined, and that ambition and assertiveness are valued, although mainly when they are used for the benefit of the group/state. China scores very highly on Time Orientation, suggesting that Chinese culture is very traditional and conservative, placing great emphasis on traditional values and methods. They also score very low on Uncertainty Avoidance, suggesting that Chinese society generally does not tolerate uncertainty, and prefers rules and strict structures to be in place.

This can be seen in the fact that Chinese organisations tend to be highly structured and hierarchical, with each individual having a strict distinct role within the organisation (Lewis, 2000). Chinese managers tend to be very autocratic, and most decision-making is made from the top-down with little consultation (Gallant, 2013). Chinese decision making tends to be highly directive, task-oriented and low in cognitive complexity, with little room for interpretation (Martinson and Davison, 2005). Senior managers often have close ties to the Communist Party, and often important business decisions – especially those related to international trade – are scrutinised by party officials before being made (Osland, 1990).

Chinese society emphasises the need for social cohesion, and the avoidance of conflict. Lockett (1988) suggests that the Chinese approach to management is much more people and relationship-oriented, and less performance-driven than in the West. When it comes to promotion, managers tend to promote those who are seen to be trustworthy and reliable rather than those who have sought to ‘rise above the rest’ at the expense of others (which is seen to be harmful to group cohesion), and length of tenure is also a highly important factor in determining promotion prospects (Ding et al, 1997).

Japan

Japanese society in general emphasises politeness and modesty as key virtues to be upheld – in a country with one of the highest urban population densities in the world, such virtues are important in maintaining social cohesion (Clammer, 2011). Japan was essentially closed to the outside world, apart from occasional contact with Dutch traders, until 1854, when the US Navy forced it to open its borders to trade (Totman, 2005). Since then, it has established itself as the third largest economy in the world in terms of GDP, behind the US and China at first and second place, respectively.

With regard to the Hofstede dimensions of cultural influence;

Source: Gallant (2013)

Japan scores low on the measure of Individualism vs Collectivism, suggesting that Japanese society values group cohesion and social relationships over individual desires and accomplishments. Japan scores very highly on the measure of Masculinity vs Femininity, suggesting a high emphasis on fixed gender roles and on competition. It also scores very highly on Uncertainty Avoidance suggesting a high importance placed on the value of structure and rule formation, which can be interpreted as a holdover of its imperial past and its emphasis on a strict social hierarchy (Benedict, 1967). This is unsurprising given the high score for the measure of Time Orientation, which demonstrates Japanese culture is generally rather traditionalist and conservative.

Although Japan scores low on the measure of individualism, Japanese managers tend to invest a great deal in their employees’ skills and development – in many Japanese firms, new employees spend around six to twelve months in training in each division of the company, so they can understand the different aspects of the firm’s organisation (Gallant, 2013). This ties in to the Japanese emphasis on structure and collectivism – each employee knows their role, and understands the role others play in the firm’s activities. Japanese decision making tends to be very collaborative – the Japanese concept of ‘hourenshou’ captures this perfectly. It refers to the necessity of reporting on both your own work and that of others, in ensuring everyone involved in the process is kept informed on how each piece of work is progressing (Clammer, 2011). Often, decisions are made at the middle management level, after consulting with subordinates, and are then passed up the chain to upper-level management to implement. Top management is seen as more of a facilitator than as a strictly authoritarian body. This idea of group responsibility is also upheld in the Japanese concept of ‘genchi genbutsu’ which translates roughly as the need to get one’s hands dirty when one spots a problem, regardless of role or level. Thus, top-level management are often willing to pitch in on a project to help it succeed, even if said project is many levels below (Clammer, 2011).

The Japanese approach to promotion emphasises both seniority, maintenance of group cohesion, and modesty – the higher a manager rises, the more modest and unassuming he needs to appear (Suzuki, 1986). In Japan, it is generally expected for an employee to spend his working life at one company, slowly developing their individual skills and moving up the ranks, reflecting both the Japanese cultural preference for strong structure and organisation and avoidance of ambiguity, and in Japanese society’s preferred long-term approach to Time Orientation.

Conclusion

While links can be drawn between each country’s unique cultural dimensions and its approach to management, care should be taken when applying such knowledge. As with any sweeping generalisations, there are many exceptions to the rule. However, such generalisations can still be useful – as Lewis (2000) notes, “Determining national characteristics is treading a minefield of inaccurate assessment and surprising exception…there is, however, such a thing as a national norm” (Lewis, 2000, p3). So while not every Japanese manager will be modest, self-effacing and open to collaborative decision making; or every Chinese manager autocratic and avoiding of conflict; or every American manager highly competitive and performance-focused; such archetypes are generally successful in each area of cultural context, and the conscientiousness manager would do well to keep these national differences in mind while dealing with one of the aforementioned nations.

References

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Clammer, J (2011), Contemporary Urban Japan, John Wiley and Sons, Oxford

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An analysis of the social housing industry

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Abstract

The social housing industry continues to struggle in the UK to provide the most appropriate amount of quality housing stock necessary to serve the growing number of citizens that seek these affordable housing options. The existing housing stock has often suffered from poor quality because there has not been the reinvestment in these assets to maintain their quality in terms of health, safety, comfort and environmental concern. Now, with the need to create a decent home standard and fulfil stringent sustainability measures to improve the environmental record of the UK, more attention has turned to the concept of building maintenance management. This aims to create a formalised approach and set of standards that can unify the way in which these houses are maintained and improved for use by needy residents. To look for ways that might offer a formal process for doing so through the building maintenance management concept, this research study aims to critically review of building maintenance management within social housing to determine the best approach. To carry out this research aim, the research study methodology uses a literature-based approach to investigate difference theoretical concepts and a case study approach to examine empirical evidence, including maintenance management in the construction industry, the challenges in asset management, the current state of maintenance management in social housing, and the real world application of how social housing stock is managed. The case studies examine specific housing authorities charged with maintaining social housing as seen through the assistance of their professional building maintenance management companies that deliver a standardised, multi-criteria approach for faster, more efficient delivery of high-quality housing stock. Conclusions focused on the finding that there is no standardised, formal whole life asset management approach that integrates strategy with the perspective that a specific building maintenance management programme could provide cost-effective solutions to help an industry burdened by budget cuts and challenging economic conditions. Recommendations and proposed future research endeavours were also developed.

Chapter 1: Introduction
1.1 Background and Research Rationale

As a long-held programme in the UK, social housing is a term which makes reference to housing which is managed and supplied by Local Authorities (LA), housing associations, and various other organisations throughout the United Kingdom (SHARE, 2011). Also known as council housing, the homes are often found within council estates or clustered areas of homes overseen by voluntary organisations that are charged with managing and providing the housing to qualified candidates (SHARE, 2011). The last few years have seen a sharp rise in the demand for these homes as more people fall below the poverty line and cannot afford rent or ownership on a private basis (Hills, 2007).

In recent years, more attention has been made to ensure that these homes are of a decent standard so that even those without funds have the right to enjoy comfortable, safe, and healthy accommodations whether they come from a voluntary organisation or that are now even supplied by a private landlord (SHARE, 2011). Improvements have been made as reports show that social housing is now “more likely to meet the new ‘decent homes’ standard than private rented housing, particularly for disadvantaged households” (Hills, 2007: 9).Yet, there is still a policy discourse in place that relates to the public and even government perception about those in need of social housing that slants toward ‘individual responsibility’ rather than just receiving social housing (Haworth & Manzi, 1999). This attitude borders on animosity that spills over into the management of social housing that acts as though it is an additional burden to maintain these properties on top of providing them rather than see the asset value to maintaining them (Haworth & Manzi, 1999).

There are also significant challenges that remain before the objective has been met to provide all citizens in the UK with decent homes no matter what their income because of the lack of housing stock and the poor quality of what is often available (SHARE, 2011). Just in 2000, it was reported that 1.5 million homes in the UK did not qualify as a decent home (SHARE, 2011). The reports also show that those in social accommodation are actually more likely to feel dissatisfied with the experience due to the fact that houses are not repaired or upgraded in a timely manner (Hills, 2007).

Because the budget and financial means have not been available to undertake new social housing stock, the existing stock becomes more important than ever before and, therefore, the need to maintain these houses to last over the longer term has as well (Hills, 2007). As the problem grows, the government and organisations involved in housing, including the construction industry, are beginning to pay attention to the problem with the lack of decent social housing (Chanter & Swallow, 2008). Despite the understanding that maintenance must be addressed, it is still not looked upon fondly because it is thought to consumer 40 to 50 per cent of an operating budget but, at the same time, is the most controllable of all expenses if addressed appropriately through planning (Mather, 2010). As such, there is a growing understanding that the process of building maintenance management need to be more formalised within the social housing sector in order to achieve the decent homes standard (Changer & Swallow, 2008). With this need, there is a rationale to research the factors involved, including challenges, opportunities, and proposed solutions to assist with the process of creating a model that can effectively achieve a higher standard of social housing in the UK.

In conducting a research study on this topic, there is an opportunity to expand the knowledge base available on a subject that does have considerable literature but not many solutions that have been enacted from the building maintenance management side of the social housing dilemma. By looking into how maintenance is perceived and incorporated in the social housing environment, this may provide some new insights on how it could be more effectively incorporated into the overall asset management framework that is overseeing how social housing is managed and provided to those that need it throughout the UK. And, with the uneven delivery of quality social housing and formalised building maintenance management programmes, there is additional rationale for conducting a specific research study into this area of housing research.

1.2 Research Aim and Objectives

The research aim is to critically review of building maintenance management within social housing to determine the best approach. The research objectives are to:

Evaluate maintenance management in the construction industry.

Critically assess the challenges in asset management.

Determine current state of maintenance management in social housing.

Understand the real world application of how social housing stock is managed.

1.3 Research Methodology

This research study uses a qualitative framework because the focus is on a social issue that does not need to be quantified in any way but must be approached in a way that assesses the intangible concepts involved (Tellis, 1997). The issue of social housing involves social, economic, and political issues that are not necessarily alleviated or addressed by simply quantifying the problem and may involve aspects that are not easily disseminated. To frame the research study, the qualitative tools include a literature review format as well as a case study that addresses local councils and how they are managing or maintaining social housing stock. Both qualitative tools provide a way to explore the concepts on a theoretical and empirical level, creating new levels of insight through identifiable patterns that arise from the evidence collected (Tellis, 1997).

There are advantages and limitations to using a literature review and case study approach, which focuses entirely on secondary research. First, the advantages are that these tools help to generate a picture of the issues, challenges, needs, opportunities and solutions to a social problem by creating a wider picture of the evidence. This is in contrast to using a research tool that is focused on primary data and that could be limited by narrow or biased opinions (Yin, 1993). Second, reliance on secondary sources in the literature review and case study are time and cost-effective research strategies because they do not require as many resources as would be demanded by a primary research focus (Yin, 1993). Third, the use of two different research tools – literature review-based study and case study – offer a way to raise the level of validity by expanding the number of sources and information to deliver a more balanced and diverse approach to the findings that may not be possible from primary research where there are so many things that could be open to interpretation or misrepresentation, thereby impacting the results (Tellis, 1997).

In terms of data collection, the information was gathered by referring to journal articles, online sources, documents, reports, surveys and books that focused on housing management, social housing, facilities, management and building maintenance management. These were also key terms used to locate the appropriate literature that aligned with the research aim and objectives. The information was then segmented into key concepts for further analysis and then linked together in a way that presented the connections and barriers between the various areas of building maintenance management and social housing.

In addressing research limitations that arise from this research framework, the researcher noted limitations with time and available data as potential issues. While the ability to gather more data in a shorter time is one of the advantages to this strategy, there are still time limitations in reading, collecting, and assessing all available research, especially when there appears to be a considerable amount of information available. In addition, the type of available data may not have been created or intended for the specific research aim and objectives of this study, so there may be limitations in terms of the conclusions that can be drawn from what is available. A further assessment as to how these potential research limitations have impacted the findings are found in the final chapter of this research study.

Chapter 2: An Evaluation of Maintenance Management in the Construction Industry

To begin the exploration of social housing and building maintenance management, this chapter explores the current strategies in place around the concept of maintenance management as it applies to the construction industry.

2.1 Maintenance Defined

The general term of maintenance has been defined many ways. In offering one definition that summarises many of those ideas, maintenance involves “re-installing physical condition to a specific standard” and “preventing further deterioration or failure (Dept. of Public Works, 1999: 3). There are many diversions where some definitions of maintenance include the idea of refurbishment and upgrades done to fulfil certain requirements whilst other organisations do not include this as part of the scope of maintenance (Dept. of Public Works, 1999).

2.2 Maintenance Management Defined

Maintenance management is a concept that was conceived from within the manufacturing industry that was then adopted by the construction trade. The objectives associated with maintenance management can also vary just like the definition of maintenance. For instance, a public department in Queensland, Australia set its own very specific set of maintenance management objectives, including the idea of linking it with continual improvement processes for asset planning and management, risk management processes, and strategic objectives (Dept. of Public Works, 1999). This particular example has also emphasised the value of finding key maintenance service providers that could deliver on these objectives and fill in the voids in skills and expertise in maintenance management (Dept. of Public Works, 1999). Other perceptions of maintenance management for buildings focuses on making them fit for use in terms of health and safety, the ability to help the structure retain its value, and the ability to actually increase its quality and value (El-Haram & Horner, 2002).

2.3 Types of Maintenance Management

There are two primary types of maintenance management, namely planned and unplanned. Planned maintenance management is defined as a system where all work is planned – pre-planned or planned during the execution stage (Taylor, 2003; Dept. of Public Works, 1999). The advantage to this type of maintenance management is that “pre-planning insures needed parts, materials and skills are available” (Taylor, 2003: 1). It should have a combination of preventative and predictive measures to minimise unplanned repairs (Taylor, 2003). Unplanned maintenance management is essentially maintenance that must be performed when equipment or a structure unexpectedly breaks down, has created a safety hazard, or led to some other type of low-quality environment that impacts the overall environment (PEMMS, 2012).

There is also reactive and proactive maintenance management. Whilst reactive maintenance involves taking care of repairs in the event of breakdown (Zhang et al., 2009), the concept of maintenance move toward effective management when Japanese engineers looked to the idea of preventative maintenance by making observations and taking actions in advance of a breakdown (TPM Online, 2011). It was intended to decrease downtime, but it also led to an increase in costs that made it unpopular when it was first introduced and that even has its sceptics today (TPM Online, 2011). Part of the issue with preventative maintenance is the idea of replacing parts, equipment, or materials when they could potentially last longer (TPM Online, 2011).

After this concept came that of productive maintenance, which was intended to alleviate the costs and concerns by formalising maintenance as a technical skill and as a continuous improvement process (TPM Online, 2011). Reliability-Centred Maintenance (RCM) is another dimension of maintenance management that is focused on making improvements at the operating and procedural level to ensure proper working order to machines, tools, and materials to maximise the capital costs of those assets and retain their value by evaluating risk for breakdown and creating a standardised minimum maintenance level (Pride, 2010). As an engineering framework, it has been used primarily for machinery applications but can be applied to other maintenance environments (Pride, 2010).

Maintenance management can also be defined by its many stages or steps. According to Mather (2010), six fundamental steps have been identified. These start with establishing a certain set of rules and guides that formalises the inclusion of maintenance into the process of overall operations management (Mather, 2010). This can be done through a paper-based or automated system that then links to the next step of defining all work processes involved in operations so that there is a better understanding of how a control system for maintenance management could be incorporated into a system (Mather, 2010). Another stage in the process is to have a specific strategy for equipment, which is part of both an implementation and operational stage that is dependent upon certain criteria like the current state of equipment, structures, and materials (Mather, 2010). From there, the next stage is to design exception and functional reports that create a hierarchical structure of reporting and tracking of maintenance needs and concerns (Mather, 2010). The last stage involves tying all maintenance management activities to the company’s strategic direction by integrating it with all current and future goals (Mather, 2010).

In relation to a maintenance management programme tied directly to asset performance management, Damm (2005) provided a maintenance approach model where each stage is viewed as an evolutionary process that can be incorporated to enhance the ability of maintenance to serve an organisation in a way that is both productive and cost-effective. Stage one is reactive repair where work is done as things break whilst stage two is demand maintenance, which involves more planning (Damm, 2005). Stage three is then preventative maintenance where equipment is managed by looking directly at those issues or amount of time that could precipitate repairs so that they are addressed prior to occurring (Damm, 2005). From there, stage four is predictive maintenance, which is based on statistical analysis wherein historical data is analysed to predict when breakdowns or maintenance would be needed in the future (Damm, 2005). Stage five is reliability centred maintenance “where engineering based maintenance programmes are complemented with operational performance trends to ‘push’ the maintenance cycles to the max within the context of an overall system risk assessment” (Damm, 2005: 1). Finally, stage six is the most advanced stage in the maintenance management system and is known as life cycle management where the focus becomes more comprehensive around maximising the useful life of what is considered an asset, whether that be a machine or a structure (Damm, 2005).

Damm (2005) also identified three key elements that characterise a ‘fully evolved maintenance management system,’ which include a performance management framework, practices and processes, and data and technology. The performance management framework is identified as “a clear set of asset specific strategies, objectives, initiatives and goals, where meaningful targets can be established and progress measured” (Damm, 2005: 2). The practices and processes are “a set of common work methods and asset specific management practices with a target of implementing defined industry best practices” (Damm, 2005: 2). Finally, the data and technology component are defined as “an integrated set of information, engineering, and communications technologies use to gather, store, interpret and report performance data and information” (Damm, 2005: 2).

2.4 Construction Industry and Maintenance Management

The construction industry has a significant role to play in building maintenance management in terms of how it has evolved and responded to various economic cycles, including maintenance during recessionary periods and boom year construction periods. Despite the influence, there have also been some noticeable conflicts between the construction industry and maintenance management, according to available research. For instance, Chanter & Swallow (2008: 19) noted the lack of value provided to maintenance management by the construction industry: “This manifests itself in a general lack of understanding of both its scope and its significance by all parties to the building procurement, construction, and management processes. In consequence, the backlog of repair and maintenance work required to bring the country’s building stock to a minimum acceptable level continues to grow at an unacceptable rate.”

The construction industry must address and reconcile the fact that it often faces numerous factors when looking at ways to handle the costs involved with housing maintenance. This is especially true as research suggests that the costs associated with building maintenance continue to rise and consumer a larger percentage of the budget (El-Haram & Horner, 2002). These costs are found to be primarily affected and dependent upon certain factors, such as human aspects, building characteristics, the way and frequency of the building maintenance, government policies that guide building maintenance standards and the related costs (El-Haram & Horner, 2002).

The UK government has put pressure on the construction industry to do their share in achieving the goals and objectives for the decent home standard, which has dictated that homes must be in a reasonable state of repair, have modern facilities and services, and provides a reasonable degree of thermal comfort (CLG, 2006). To achieve this, the construction industry must be relied upon to use their expertise and training to quickly upgrade and refurbish a social housing stock that is often considered very old, in disrepair, and lacks modern amenities that make them decent (CLG, 2006). Often, the construction industry is challenged by its scope of what building maintenance means in terms of their responsibilities because they must consider the government standards, tenants’ wishes, the social housing landlords’ expectations and environmental considerations (CLG, 2006). However, beyond a somewhat reactionary building maintenance framework described here, the construction industry is also charged with having the ability to deliver a higher level of sophisticated building maintenance that includes predicting future progress and deterioration, the impact of specific investment and funding cycles to maintain predictive and preventative maintenance strategies (CLG, 2006).

Chapter 3: A Critical Review of the Challenges in Asset Management

Asset management has been defined as “strategic discipline which gives rigour and accountability to the way organisations decide” on a number of areas, including what to invest in and when, what are the most critical assets, what risks need to be managed, how performance should be measured and what improvements must be made to maintain or improve that asset (Lloyd, 2010). The asset management framework holds all these decisions together so that an organisation has a way to look at the whole picture of what may need to be done within an operation or a structure (Lloyd, 2010). This chapter covers the many challenges in asset management in relation to maintenance in terms of both physical challenges and perceptions that hinder effective management of assets.

3.1 Perspective Challenges

One of the biggest problems is how the idea of maintenance is viewed, which is as a problem rather than something that is simply part of taking care of an asset and ensuring that it keeps or increases its value. As one source explained, “Property Maintenance has long been viewed by many as a necessary evil; something that, grudgingly, has to be done; a source of complaints from customers; a headache for the Board or Council and a constant source of gripes for tenants” (NHMF, 2004: 1).

With this perception, the concept of asset management cannot be properly fulfilled. In order to achieve a proper level of asset management and therefore achieve the intended standard of decent property standard, the right perception of asset management is that it “looks beyond the traditional property management approach of bricks and mortar. Successful asset management requires a thorough understanding of all issues that could affect a property; the physical, structural, economic and demographic needs of a property and its surrounding community” (NHMF, 2004: 1).Within the area of perspective challenges is the idea of conflicting goals related to financial targets, different timelines and forecasting conclusions, and contrasting approaches to work toward asset management on a network versus project viewpoint (Vanier, 2001).

3.2 Fundamental Operations Challenges

Beyond the perspective challenges, there are also fundamental operations challenges that exist with asset management (Lloyd, 2010). As one source noted, “For most organisations, the adoption of asset management will mean developing mechanisms to enhance, encourage and facilitate coordination between previously distinct functions” (Lloyd, 2010: xix). Overall understanding of asset management is often weak, which creates challenges in terms of making smart decisions and investments. Technical challenges include determining exactly what they own, the true value or worth of those buildings, their current condition and expected service life, and what types of repairs should be the priority over others (Zhang et al., 2009). Nath (2009) also identified specific challenges with asset management tied to lack of information, integration, technology, balance and risk. The result is miscommunication and incompetence, which further exacerbates these challenges and leads to less support (Nath, 2009).

Like maintenance management, the problem lies in the lack of a formal set of tools to collect, assess, and track data about properties to better understand when and where maintenance might be needed in advance so as to cost effectively uphold the value of these assets (NHMF, 2004). This includes the inability to model different scenarios in relation to repair and maintenance because there lacks the resources to create such a tool box (NHMF, 2004). For instance, if owners and operators of buildings incorporated such tools as Building Information Modelling (BIM) or GIS into their asset management processes, they could “facilitate data collection, processing, and display” as well as “integrate asset mapping with project management and budgeting tools so maintenance, inspections, and expenses can be accounted for in the same place” (Zhang et al., 2009: 13). This challenge is also linked to the fact that maintenance management may not be integrated within the overall asset management system again due to the aforementioned perception, making it less efficient and reinforcing the opinion that it is a ‘necessary evil’ rather than essential tool (NHMF, 2004). This includes both process and operational integration, including existing “computerized maintenance management systems, geographic information systems and corporate legacy systems” (Vanier, 2001: 35).

3.3 Overcoming Barriers

In order to maintain a consistently high value on these assets, there are many barriers that can get in the way, including the characteristics of the tenants and their viewpoint of the care and concern of the building (El-Harman & Horner, 2002). There are also political and regulatory measures that have put greater pressures on the construction industry, including energy costs and sustainability measures (El-Harman & Horner, 2002). Budget constraints due to economic pressures, such as lack of financing and investors, are further challenging the construction industry and leading them to minimise their focus on maintenance as an integral aspect of social housing. Further challenges are the idea that the construction trade is fully aware of the consequences of what could occur if they decide to cut out maintenance, which is greater costs in the future (Horner et al., 1997). However, they are willing to risk those costs in light of saving money in the short term (Horner et al., 1997).

Other research has identified critical success factors that play a role in overcoming building maintenance management challenges, which can help address all perspectives involved – from the customer to the internal to the financial (Zulkarnain et al., 2011). These critical success factors have some patterns that overlap perspectives, including customer satisfaction and complaints, service quality, staff development, technology capability and asset utilisation (Zulkarnain et al., 2011). These factors are embedded into a larger framework known as a whole life asset management approach to maintenance management that addresses the challenges listed in this chapter and provides a way to spend less whilst getting more with each maintenance action, managing risks in order to not waste resources, taking a whole systems approach rather than an equipment or component approach and ensuring all stakeholders share the same perspective (Lloyd, 2010).To adopt this approach and work through the asset management challenges, research has recommended restructuring organisations to work as a whole life asset management model (Lloyd, 2010).

Chapter 4: Maintenance Management in Social Housing

Maintenance management, as linked to an overall asset management system, has become increasingly important in relation to social housing because UK government initiatives are driving the goal for more efficient and economical means of creating high-quality housing stock (Kempton & Chapman, 2003). Yet, the literature suggests ongoing challenges with making this work in a way that leads to the higher social housing stock. Problems identified include an ongoing short-term perspective about the social housing assets by those in charge of them despite being directed to take a more long-term strategic approach to maintaining these assets (Kempton & Chapman, 2003). Additionally, there is a large discrepancy in the standard of quality in regards to maintenance management across the geographical area of the UK, reflecting the fact that there is no formal framework in place to guide the maintenance management process (Kempton & Chapman, 2003).

4.1 Key Challenges

There is considerable maintenance management that goes into taking care of the UK’s sizable social housing stock, including repairs and improvement work to bring it up to a certain standard as the homes age or undergo abuse from tenants (Audit Commission, 2000). The level of care and uptake also varies widely across the UK in terms of performance and quality due to a number of reasons, including uneven resources, ill-conceived maintenance programmes, and lack of control and oversight when it comes to repairs (Audit Commission, 2009). Other problems include a lack of participation by tenants and leaseholders in the process, no use of performance management tools and basic monitoring or feedback mechanisms as well as a lack of value for money when establishing letting contracts (Audit Commission, 2009).

As part of the maintenance requirements issued by the UK government for social housing has been for landlords to provide what are known as Energy Performance Certificates (EPCs), which is intended for the potential tenant to understand what type of energy efficiency upgrades have been completed on the housing and ensure that it is decent (Macphail, 2009). However, the challenge has been for landlords to be able to gather the energy data, understand how to do so and how it needs to be used and presented, and decided on how this should be integrated with other maintenance management responsibilities that should be undertaken (Macphail, 2009). This is one example of the challenges faced with social housing in terms of making it both decent and now fulfilling the UK government’s energy initiatives.

The challenges associated with achieving this by social landlords was documented in a comprehensive set of interviews conducted by researchers at the University of Greenwich (Cooper & Jones, 2009). The conclusions from the interviews with social landlords about the various responsibilities and challenges they face were that the government’s sustainability agenda is beginning to impact the scope of what social housing maintenance managers must do and make decisions on in regards to social, economic, and environmental aspects of this new agenda (Cooper & Jones, 2009).

4.2 Integration Approach to Challenges

Despite the challenges, new models of maintenance for social housing have been proposed that are aimed at integrating sustainability objectives into the decent homes initiative in order to fulfil all levels of responsibility placed on the social housing sector. The University of Greenwich presented a performance-based sustainability housing maintenance model that linked policy/strategy, needs identification, causes, actions, solutions and evaluations/feedback (Cooper & Jones, 2009).

This level of integration has been viewed as the only identifiable means of addressing all the factors and issues that have now become embedded