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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
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UNIVERSITI TEKNIKAL MALAYSIA MELAKA
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
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
Your Task:-
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
Assume that you have visited EBG and interviewed a wide range of people. This has enabled you
For the project, you may make any other assumptions about your own company and the
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,
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
Your Report
The main points in your report must include assessments of the current status and proposals
Your assessment of the current structure and culture and proposals for improvement in
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 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
Address how you recommend that the company solves the problem of skill shortage.
Detailed remedies will almost certainly include aspects of training and development.
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.
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
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
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
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
When considering the structure of an organization, there are two basic organizational
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
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
innovativeness.(Carpenter et al , 2012)
The best example for organic organization is W.L Gores organization. There are no
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).
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
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.
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
c. Interpersonal skills the team recognized that team members had different personalities
and experienced problems at different stages. They showed consideration for each other,
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
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
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
Evidence-based decision making, and Relationship management. (ISO, 2015). All these element
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
certification audits and provide a common approach to a quality management system for
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
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
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
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
be considered when making decisions. Three things most important to women stay in
(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
individuals may be reflected in employment rates, wage rates, stability of employment, job
to societies from higher individual and enterprise productivity may be evident in increased
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
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
and assessment and certification systems overcome uncertainties and incentive problems
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
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.
(management, union and staff) together in order to enhance productivity. The two major types of
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
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
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
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