Sunteți pe pagina 1din 18

UNIVERSITI TEKNIKAL MALAYSIA MELAKA

ENGINEERING AND TECHNOLOGY MANAGEMENT


MARKING GUIDELINE INDIVIDUAL ASSIGNMENT

MPSW 5033 SEMESTER 1 2017/2018

Student Name : Muhammad Wazir Shafiq Bin Aripin


Matrix Number : M0151620029

Needs more
Rating Excellent Very Good Good Satisfactory
work
10 9 8 7 6 5 4 3 2 1
1. Structure and culture
(10%)
2. Teamwork and
Leadership (10%)
3. Performance and
motivation (10%)
4. Skills, training and
development (10%)
5. Communication and
influencing (10%)
6. Quality and number
of references (10%)
7. Analysis / Critics /
Suggestion (20%)
8. Supporting case
studies / Appendices
(10%)
9. Effort / Presentation
Format / Neatness
(10%)
Marks
Total Marks /

Comments:
UNIVERSITI TEKNIKAL MALAYSIA MELAKA

MPSW 5033 - ENGINEERING AND


TECHNOLOGY MANAGEMENT

BUSINESS PLAN FOR


EMIR BRAND GROUP

NAME : MUHAMMAD WAZIR SHAFIQ BIN ARIPIN


IC NO. : 841213105217
MATRIX NO. : M051620029
COURSE : MASTER IN MANUFACTURING ENGINEERING
(INDUSTRIAL ENGINEERING)
LECTURER NAME : ASSOCIATE PROF DR EFFENDI B MOHAMAD
Assignment:-

Your Company:-

You should assume that you are a senior manager that reports to Managing Director of

your company. Eimtiyaz Automotive Sdn Bhd (EA). Your company assembles a range a luxury

cars, using a programmed management system coupled with team based. Just in Time (JIT)

manufacturing processes. Your company operates to the international quality standard, ISO/TS

16949:2002, for automotive companies.

Your company, Eimtiyaz Automotive Sdn Bhd (EA), is a subsidiary of a parent group that

is one of the worlds largest automotive groups. The parent group has just purchased Emir Brand

Group (EBG) and expects your Managing Director at EA to be accountable for managing to be

accountable for managing the changes at EBG.

Your Task:-

You task is to prepare a discussion document that is expected to contribute to a business

plan for the next five years at Emir Brand Group (EBG). The document is your assignment and

you must show human resources management can be improved EBG, which was recently been

acquired by your company.

EBG information assumed to have been collected by you

Assume that you have visited EBG and interviewed a wide range of people. This has enabled you

to collect some information.

For the project, you may make any other assumptions about your own company and the

company in the project


Your findings

EBG has been in business for many years and has a large number of loyal customers. The

range of vehicles is very different from those at Eimtiyaz Automotive Sdn Bhd (EA). Unlike your

company that makes luxury cars, EBG offers a range of sport cars.

The brand name is well known throughout the world but the reputation is declining because of the

relatively high price and poor reliability. In recent years, the company has been seriously

undercapitalised. At least one of the models is aging and desperately need to be replaced with

newer product.

The working environment at EBG is very different from EA. There is hierarchical structure

with number of functional department. At EBG, the workforce has been challenged by uncertainty

about future job prospects. As a consequence, the relationship between managers and worker is

weak and several attempts to introduce new form of organization have failed. Most people believe

that systems for communications are poor and news is often published in local newspaper before

it is announced to employees.

Product quality has been variable. The company has certification for ISO 9000:2000 but not for

ISO/TS 16949. In practice, most people treat the quality management system as a nuisance,

especially senior managers.

There are known to be several, specific skill shortages. Operations managers and personal

managers share senior managements commitment to extend team working and employee

empowerment into all areas. However, this enthusiasm is not evident from other employees who

not directly involved in production, such as design, purchasing staff and other.
There are a low percentage of female employees in the production workforce. Women are almost

exclusively employed in traditional office roles.

Your Report

The main points in your report must include assessments of the current status and proposals

for the future. You will need to include the following:

Your assessment of the current structure and culture and proposals for improvement in

future. Show why you are recommending particular solutions.

Make an evaluation of the leadership and team working, showing how they can be

improved. Detailed remedies for implementing empowerment and team working need to

be included.

Outline a possible programmed for performance and motivation.

Outline how you expect to increase the number of employees, including a plan a changing

shift patterns, and show ang legal issues that might arise. Part of the group policy is to

employ a larger percentage of female labour throughout the company.

Address how you recommend that the company solves the problem of skill shortage.

Detailed remedies will almost certainly include aspects of training and development.

Show your proposed plans for enhancing communications.


BUSINESS PLAN FOR EMIR BRAND GROUP.

1.0 INTRODUCTION

As a company that have been involve in automotive industry for that long and have a large

number of loyal customers, Emir Brand Group (EBG) should investigate what problem occurs in

this company. Unprofitable business until situation undercapitalized is a very serious problem.

This paper will give some alternative solution based on the current situation happen in EBG.

A managers primary challenge is to solve problems creatively. Principles of management

have been categorized into the four major functions of planning, organizing, leading, and

controlling (the P-O-L-C framework) to help managers respond to the challenge of creative

problem solving.(Carpenter et al, 2012)

2.0 PLANNING

Planning is the function of management that involves setting objectives and determining a

course of action for achieving those objectives. Planning requires that managers be aware of

environmental conditions facing their organization and forecast future conditions. It also requires

that managers be good decision makers. (Carpenter et al, 2012)

Goals and objectives are an essential part of planning. Planning typically starts with a vision

and a mission. All vision and mission must to be clear to all department. Goals are typically

outcome statements. Objectives are very precise, time-based, and measurable actions that support

the completion of goals.


EBG must setup new goals and must investigate decline their reputation. It very important

to new step in make change in planning framework. To stay competitive and survive in core

markets, EBG should exert its best efforts to improve technology and quality. Quality and high

technology are preconditions for survival. EBG also must improve their own image, which is a

reputation for poor quality cars in the main export market. EBG can succeed with appropriate

human resource development in order to improve quality.

3.0 ORGANIZATION STRUCTURE AND CULTURE CHANGE.

When considering the structure of an organization, there are two basic organizational

paradigms to examine. Organizations will basically be either mechanistic or organic. A

mechanistic organization is one with a rigid structure that is somewhat inflexible and bureaucratic.

An organic organization is one that is loosely designed with few levels of hierarchy and a lot of

flexibility. These two basic paradigms will impact the effect the contextual variables have on the

structure of an organization.

Lean management can be a very effective management method, but, as the practice shows,

it must be treated as a holistic approach directed to changing the whole company. Having the

knowledge about the principles of the method, there is no doubt that when going deeper into lean,

a traditional, highly hierarchical structures are not effective, and can be even an obstacle to further

changes. It means that organizational structures should gradually change toward more flexible

solutions. As the research conducted by the author showed, this can only bring positive effect and

augurs well for the future. (Faron, 2012)


Hierarchy organization that have been use in EBG is not relevant any more. Top management

should change their organization structure. The degree to which a company is centralized and

formalized, the number of levels in the company hierarchy, and the type of departmentalization

the company uses are key elements of a companys structure. These elements of structure affect

the degree to which the company is effective and innovative as well as employee attitudes and

behaviors at work. These elements come together to create mechanistic and organic structures.

Mechanistic structures are rigid and bureaucratic and help companies achieve efficiency, while

organic structures are decentralized, flexible, and aid companies in achieving

innovativeness.(Carpenter et al , 2012)

The best example for organic organization is W.L Gores organization. There are no

traditional organizational charts, no chains of command, nor predetermined channels of

communication. Each person in the lattice could interact with every other person without an

intermediary. All employees were known by the same title, Associate. There was no hierarchy

of communication. Associates were free to go directly to whoever they believed had an answer

(Rao, 2012).

4.0 LEADERSHIP AND TEAM WORKING

The importance of business leadership is well articulated by this observation: A good leader

can make a success of a weak business plan, but a poor leader can ruin even the best plan. Thats

why developing effective leadership by using a consistent talent management program at all levels

across the organization can return significant business value. To identify, attract, fill, and retain

corporate leadership talent, companies need leadership development programs focused on hiring

strategies, employee development, and career and succession planning. (ORACLE, 2012)
EBG leadership and teamwork must change following these key attributes for successful

teamwork:

a. Commitment to team success and shared goals - the team was highly focused on

delivering a quality product, and not pre-occupied by personal issues that might have

interrupted this objective. They facilitated and nurtured positive, cooperative-working

relationships based upon the focus of developing a quality final product that would

impress their client tutor, peers and end users. The whole team was strongly motivated

to out-perform other teams and shared a strong common goal of wanting to develop a

product that would support their chances of gaining employment at the end of the course.

This was evident in almost all of their responses;

b. Interdependence the team members felt that they had a responsibility towards the other

members of the team and that the success of the project was based upon each team

members contribution. Team members were always happy to help peers when they were

experiencing difficulties. The team would proactively brainstorm problems individuals

team members were having and offer assistance if needed;

c. Interpersonal skills the team recognized that team members had different personalities

and experienced problems at different stages. They showed consideration for each other,

respected and supported others in difficult times.

d. Open communication and positive feedback the team recognized that it was a healthy

thing to discuss problems or difficult issues and try to offer constructive help/criticism

in trying to resolve these. They strongly valued open dialogue that enabled team members

to express their concerns in a non-defensive manner. They were open and truthful about

all aspects of the project;


e. Appropriate team composition this team was proactive in selecting their team members

well in advance for this unit. They had carefully considered the skills needed for each

team member, and also the type of personality for each team member. These were

carefully discussed and considered by two team members four months before the unit

commenced;

f. Commitment to team processes, leadership & accountability - team members were all

aware of the importance of everyones role within the team and the process used by the

team to plan and track the timing and quality of required tasks. The project manager was

well respected by the team, and always consulted the team before making any major

decisions. Also, the team had a number of quality assurance procedures which helped

monitor activities as well as individual team members accountabilities;

(Tarricone and Luca, 2002)

5.0 PERFORMANCE AND MOTIVATION

EBG has certification for ISO 9000:2000 but most staff treat the quality management system

as nuisance and it factor for decline their performance. The seven quality management principles

are Customer focus, Leadership, Engagement of people, Process approach, Improvement,

Evidence-based decision making, and Relationship management. (ISO, 2015). All these element

indicators for their performance.

Other certification for ISO under automotive production is ISO/TS 16949:2002. This

certification that have been apply in Eimtiyaz Automotive Snd Bhd (EA). The goal of this

Technical Specification is the development of a quality management system that provides for

continual improvement, emphasizing defect prevention and the reduction of variation and waste
in the supply chain. This Technical Specification, coupled with applicable customer-specific

requirements, defines the fundamental quality management system requirements for those

subscribing to this document. This Technical Specification is intended to avoid multiple

certification audits and provide a common approach to a quality management system for

automotive production, and relevant service part organizations.(ISO, 2003).

Successful organizations need both leaders and managers, but there are fundamental

differences between a manager and a leader. Whereas leaders influence, inspire, and drive people

to a common goal, the role of a manager is to keep the day-to-day operations of an organization

running smoothly. Employee development must reflect these differences and provide development

of both sets of skills. (ORACLE, 2012).

Managers and employees have the responsibility to make sure that the work place can be the

best that it can be. It has been explained what the managers can do to make sure that employees

are happy and motivated, but employees also have a responsibility to make sure that they accepting

the motivation from within. (Burton, 2012).

There are three technique of employee motivation approaches; Job Enlargement, Job

Enrichment and Job Rotation. Job enlargement involves expanding the job of an employee that

has them doing more work of a similar nature to what they already do. This may be allowing them

to complete the whole task instead of just part of it, for example, packaging the products as well

as manufacturing them. This process ideally removes the boredom out of the job by eliminating

the repetitiveness out of tasks and allowing them to complete the whole process, further increasing

their responsibility. Job enrichment is an attempt to give workers more control over their tasks and

more responsibility for design, execution, and output. The worker assumes some of the functions

previously carried out by his or her immediate supervisor or by other staff. Job rotation is a practice
whereby each employee learns several operations in manufacturing process and rotates through

each in a set period. Job rotation has important implications for firm learning. On one hand, when

employees rotate, the firm receives information about the quality of various jobs - employee

matches. On the other hand, without rotation, the firm receives only direct information about one

match, but the information it gets about this one match is very reliable.

Employee motivation can be increase with reward system. Reward system is very crucial in

any organization as the process that is in control of human attitude within organization. It helps to

assert not only performance in relation to present goals but also deter- mines the possibility of

people joining and remaining in an organization. (Nduka, 2016)

6.0 EMPLOYEES

There are more female auto technicians in the field than at any time in history. Truth is, there

will always be an open number of employment slots that will be available for both men and women

to fill. As long as there are vehicles on the road, there will be a need for qualified technicians.

There's no denying that the automotive industry is male-dominated. But the industry is shifting

gears. Women are entering the field in record numbers and taking leadership roles in everything

from manufacturing to design. Women leading the pack and breaking down barriers in the auto

world., it certainly has been getting more and more cracks as an increasing number of women have

been achieving top level positions in many areas such as automotive journalists, owners, and

industry executives. Working in the automotive industry can be extremely challenging task,

especially because so many people have negative perceptions and opinions about the industry

because women educates the customers, helping them to change their perception or attitude about

auto repair (Sultana et al, 2013).


The involvement of women as operator workers should be reviewed. Company policy should

be considered when making decisions. Three things most important to women stay in

manufacturing industry are:

i. Opportunities for challenging and interesting assignment,

ii. Attractive payment.

iii. Work-life balance.

(Deliotte, 2015)

Shift systems involve periods of 612 hours work at a time with the shift crews alternating

on two, three, or four shifts in any 24 hours period. The traditional three shifts start at 0600, 1400,

and 2200 hours but there are many variations on this. Some workers only work on the two days

shifts, some only nights, while others rotate through all three shifts with variable degrees of speed

of rotation and direction of rotation. Extended hours of work is generally accepted to mean working

more than 48 hours a week. This can occur on either day work or shift work due to either a high

number of hours worked per day or a higher number of days worked per week (Harrington, 2001).

EBG should take the health of its employees as a main consideration in determining the

working hours. This is because the inappropriate working hours can affect quality and productivity.

EBG must consider the local culture before setting up new working time.. Keep in mind that

employees are company assets and not tools.

7.0 SKILL UPGRADING

Productivity improvements can also be understood at different levels. The productivity of

individuals may be reflected in employment rates, wage rates, stability of employment, job

satisfaction or employability across jobs or industries. Productivity of enterprises, in addition to


output per worker, may be measured in terms of market share and export performance. The benefits

to societies from higher individual and enterprise productivity may be evident in increased

competitiveness and employment or in a shift of employment from low to higher productivity

sectors (International Labour Office, 2008).

Effective training and development programs aimed at improving the employees

performance. Training refers to bridging the gap between the current performance and the standard

desired performance. Training could be given through different methods such as on the coaching

and mentoring, peers cooperation and participation by the subordinates. This team work enables

employees to actively participate on the job and produces better performance, hence improving

organizational performance (Elnaga and Imran, 2013)

To company recruiting workers cannot easily know the skills an individual worker has

acquired or know for sure whether a newly trained worker will stay in the company long enough

to recover training costs. Such problems reduce incentives for employers and workers to invest in

training. Interventions need to change the incentive structures to encourage an efficient level of

investment in education and training and effective use of skills in enterprises. Institutions such as

apprenticeships, high-performance workplaces (HPWs), accountable public training institutions

and assessment and certification systems overcome uncertainties and incentive problems

(International Labour Office, 2008).

Collaboration between industry and Technical Institution give many advantages to each

party. Industry can provide the new technology or new equipment, meanwhile Technical

Institution can setup platform for competent skill worker. This win-win situation can be one of a

plan for EBG to solves the skill shortage problem.


8.0 COMMUNICATION

The other issue in EBG are poor communications, lack in information and goals/objective

companys. Firstly, EBG needs to be setting a clear company strategy and having each department

align its individual goals to the company's helps minimize the problems. In a divisional

organizational structure, each employee works to meet the division's needs. This works well when

each division works separately. However, when divisions need to interact, this works less

effectively.

Organizational communication is a system of networks linking the three hierarchical levels

(management, union and staff) together in order to enhance productivity. The two major types of

communication channel within an organization are: formal and informal patterns of

communication. (Okyere, 2011)

Three types of communication; written communication, oral communication and non-verbal

communication. Nowadays, written communication include memo in digital application such as

WhatsApp or Telegram have been used. Social media can be used in practically every industry

from automobiles to airlines, from manufacturing to service, from marketing to finance, and from

public sector to private. There are wide applications of social media for managing customer

relationships, innovation, operations, and leadership. The potential use of social media is almost

endless. It is up to the organization to determine how they want to benefit from this phenomenon.

The social media technologies available today are transformative. (Naik, 2015).
9.0 CONCLUSION

As an automotive company, EBG should have a transformation plan to sustain in this

business. A lot of discussion about a companys strategic in term of planning, leadership,

organization and control can be as references to EBG company to follow or take it as lesson.

EBG also must be clear about a vision, mission and goals before delivered to all staff.

Unclear information can be worst scenario to the company because it can be many aims and break

the organization. Each department must communicate with each other.

Employee must increase their skill to make sure all new technology can be adopted to the

company. Always remember that worker is asset to company, and company should take care about

them. It also can make a performance increase and their motivation also increase.

All point above show how to increase our profit and stay sustain in this field. EBG must

have change and must take an opportunity from the subsidiary this company to a largest automotive

company in the world.


REFERENCES

Burton, K. (2012) A Study of Motivation: How to Get Your Employees Moving, Indiana

University, (May), p. 33. doi: 10.1061/40671(2003)125.

Carpenter, M., Bauer, T. and Berrin, E. (2012) Management Principles v. 1.0. Available at:

http://2012books.lardbucket.org/pdfs/management-principles-v1.0.pdf.

Deliotte (2015) Women in Manufacturing Study 1, Delloitte. Available at:

https://www2.deloitte.com/content/dam/Deloitte/us/Documents/manufacturing/us-mfg-

women-in-manufacturing-2015-study.pdf.

Elnaga, A. and Imran, A. (2013) The Effect of Training on Employee Performance, European

Journal of Business and Management, 5(4), pp. 22222839. doi: 10.2991/gecss-14.2014.90.

Faron, A. (2012) Relations Between Lean Management and Organizational Structures, 2(1), pp.

103114.

Harrington, J. M. (2001) Health effects of shift work and extended hours of work,

Occupational and Environmental Medicine, 58(1), pp. 6872. doi: 10.1136/oem.58.1.68.

International Labour Office (2008) Skills for improved productivity, employment growth and

development., Skills for improved productivity, employment growth and development.

ISO (2003) Technical Specification ISO, Ts, 2002.

ISO (2015) Quality management principles, 2015, p. 20. doi: ISBN 978-92-67-10650-2.

Naik, D. A. (2015) Organizational Use of Social Media: The Shift in Communication,

Collaboration and Decision-Making, Masters Theses, p. 54.

Nduka, O. (2016) Employee Motivation and Performance, (December), p. Thesis.

Okyere, Y. O. (2011) The Impact of Effective Communication on the perceptions of employees:


Impact of Communications, 3(3), pp. 165. doi: 10.18535/ijsshi/v3i3.1.

ORACLE (2012) Seven Steps for Effective Leadership Development, (June), pp. 123.

Rao, J. (2012) W . L . Gore Culture of Innovation, pp. 117.

Sultana, M., Shafii, S. and Hussain, S. (2013) Women Professionals in Automotive Industry

through International College of Automotive (ICAM), Pekan, Malaysia.\n, IOSR Journal of

Business and Management (IOSR-JBM), 14(1), pp. 5055. Available at:

http://www.iosrjournals.org/iosr-jbm/papers/Vol14-issue1/H01415055.pdf?id=7380.

Tarricone, P. and Luca, J. (2002) Successful teamwork: A case study, Proceedings of the 25th

HERDSA Annual Conference, Perth, Western Australia, 7-10 July 2002, pp. 640646.

S-ar putea să vă placă și