FMCS1100 Communication and Culture | IT Service Provider Company
Using the knowledge that you have gained from the topic and other resources that you locate, answer the following questions:
- What conflicting values are evident in this case?
- What advice would you give Indira Pandit and Sudhir Gupta about a way forward that resolves the values conflict?
- What management competencies do you believe this case highlights that are important for the 21st century leader-manager in VUCA world?
Answer:
Conflicting values evident in the case
The case study focuses on the culture of the Parivar company, which is an IT service provider company based in Chennai. The top management is trying to find the solutions to the problems they are facing. Their primary challenge being losing their employees at a faster rate than the rate at which new employees join (Garvin, 2014). Every business has a set of beliefs and principles that are followed by all the workforce. The culture of the company, therefore, revolves around the values they hold. At Parivar company, the top management seems to have incompatible belief systems such as practices, principles, and preferences. The most conflicting value that stands out is the leadership conflict (Zhong-wei, 2008). For instance, when Nisha was presenting her ideas and Kumar started asking questions, Sudhir indicated with just a glance that no more interrogation and for sure Kumar never asked another question. The junior employees fear Sudhir. Sudhir as well is not honest with the younger employees. He seems not to agree with what Nisha was saying, but he kept on encouraging her. He is seen thanking Indira for not grilling Nisha but still expects Indira to give him an honest opinion. Workstyle conflict is also seen whereby the leaders don’t seem to agree on how the activities of the company should be carried out (Zhong-wei, 2008). The leaders do not agree on the People Support Idea proposed and as well does not seem to come into a collective agreement.
Resolving the values conflict
Mobility versus loyalty is the greatest challenge the Parivar company is facing. Employee turnover may or may not reinvigorate the company’s culture. A huge one usually drains the energy and focus of the remaining employees as they have to train and orient new ones over and over. Therefore, to overcome this challenge and the conflicts arising within the organisation, it is crucial for Sudhir and Indira to listen to the ideas and suggestions of other junior leaders and put them into consideration (Ayoko & Härtel, 2006). For instance, Kumar and Vikram were rising critical queries, but Sudhir and Indira never listened to them. If they can hire for values and also manage their rations in such a way that the needs of every worker are listened and catered for, then the company is guaranteed for growth.
Management competencies crucial for a leader-manager
In the current 21st Century, the Leader-Manager approach is preferred in VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) business as compared to Manager-Leader. A Manager who has leadership skills as the primary role can employ skills that can oversee and understand the future challenges that may face businesses due to significant shifts and changes that can occur (Nandram & Bindlish, 2017). Leading change, retaining and developing talents, and developing next-generation leaders are the key management competencies that can be deduced from the case study. These are some of the areas that the leaders of Parivar company are working on to ensure the growth of the company. For instance, Sudhir is concerned with developing young talents and leaders that’s why he was encouraging Nisha with her idea. Retaining employees is very important ((Nandram & Bindlish, 2017), and that’s why the company is working in providing a conducive environment through the People Support idea.
References
Ayoko, O. B., & Härtel, C. E. (2006). Cultural diversity and leadership: A conceptual model of leader intervention in conflict events in culturally heterogeneous workgroups. Cross-Cultural Management: An International Journal, 13(4), 345-360.
Garvin, D. A. (2014). Can a Strong Culture Be Too Strong? Harvard Business Review.
Nandram, S. S., & Bindlish, P. K. (2017). Managing VUCA Through Integrative Self-Management. Springer.
Zhong-wei, L. H. S. C. (2008). An Empirical Study of the Relationships Between Emotional Conflicts and Entrepreneurship of Top Management Team and Business Growth Performance [J]. Finance and Trade Research, 2, 018.Buy FMCS1100 Communication and Culture | IT Service Provider Company Answers Online
Talk to our expert to get the help with FMCS1100 Communication and Culture | IT Service Provider Company Answers to complete your assessment on time and boost your grades now
The main aim/motive of the management assignment help services is to get connect with a greater number of students, and effectively help, and support them in getting completing their assignments the students also get find this a wonderful opportunity where they could effectively learn more about their topics, as the experts also have the best team members with them in which all the members effectively support each other to get complete their diploma assignments. They complete the assessments of the students in an appropriate manner and deliver them back to the students before the due date of the assignment so that the students could timely submit this, and can score higher marks. The experts of the assignment help services at urgenthomework.com are so much skilled, capable, talented, and experienced in their field of programming homework help writing assignments, so, for this, they can effectively write the best economics assignment help services.
