Management Of Organization And Its Challenges University Essay Example

A company is a business structure with separate legal entities from the owners. In a accompany, primary operations are run by the company directors while the company’s ownership is often in the hands of shareholders. In a company, the human resource manager holds major duties, including planning, coordinating, and directing most administrative functions in an organization. In this case, the routine by which the human resource function, its management, and its direction are often in the hands of the human resource. As the human resource manager continues to perform managerial duties, several challenges are faced in developing policies, strategies, and company programs. If the problems are not worked upon, they can lead to the immense failure of the business. This paper provides the analysis of issues that face an organization, the concept to understand the issue, and the appropriate recommendation to help improve the organization’s functioning.

The poor recruitment and selection of workers is a challenge that the human resource manager faces. Finding suitable candidates for specific job vacancies is always a factor that undermines human resource management. In their managerial duties, human resource managers are often forced to make tough choices, including making suitable changes to employee functions and personal responsibilities according to business structure (Oh, 2017). Poor choice of employees might affect the division of labor or specialization as most selected employees might have experience in one sector of the company. This might lead to confusion and workplace imbalance hence low workforce productivity. Furthermore, human resource managers are also faced with balancing between management and employees. Human resource managers are expected to portray commitment, cooperation with employees, loyalty, and sincerity in the management process, which often becomes difficult for managers.

Other challenges that affect human resources during policy development include industry interference, lack of adequate resources, poor enforcement, and lack of clear policymaking rules. Human resources often lack the adequate resources necessary for formulating and implementing policies. The resources include a proper advisory committee and adequate manpower to conduct employee research on the challenges they face at the workplace. Moreover, the resources necessary to collect employee opinions on what should or should not be added to the policy are also lacking for human resource managers. This leads the human resource to vague conclusions during policy formulation that might not improve the company’s activities. Furthermore, the other challenge that highly affects human resources during policymaking is poor policy enforcement. This challenge occurs when the policies in place by the human resource management are not properly directed on what particular way they will be enforced. For example, a policy of employee routine is created but lacks some essential factors like which rank of duty the policy will be applied. This, therefore, leads to confusion at work.

The lack of appropriate policymaking rules is another elemental factor that widely affects policymaking. The policymaking rules are those guidelines that guide the clarity of the policymaking process. The rules include the procedure, what it should contain, in what circumstances the policy should be changed, and who should be included in the process (Chams & Garcia-Blandon, 2019). The lack of such rules will lead to the formation of policies that will not fit the employees’ needs, affecting their attitude towards work; hence, the company’s productivity will reduce. The employees might also refuse to work if the policies affect their social lives at work. The lack of proper policymaking rules might also lead to the development of a business a new business culture that surprisingly can be laziness or fear of the employee workforce.

Industrial interference is when the organization has failed to accept the new policy, leading to strikes by the worker. Leadership struggles in an organization are another example of industrial interference. It often leads to the temporary halt of the organization’s operation, giving the human resource manager a rough time creating its policy.

Inadequate capital to run the organization is a factor that undermines the human resource managerial function. The implementation of strategies in management, such as the use of technology to improve the workforce output, often requires capital. In most organizations, the human resource management department is not always channel enough funds to finance its course. This denies the human resource to implement new projects. The underfunding also denies the human resource manager an opportunity to add more employees to the existing workforce if the number of workers is low. The human resource also finds it difficult to hire experienced workers because most of them demand high salaries that the human resource manager cannot meet due to the low funding of the department.

Low funding of the human resource manager crimples some key functions like worker motivation, offering advance payment, and workers’ compensation in case of any tragedy. When such factors are not rendered to the employees, most of them get demoralized hence lowering the work output of the human resource. Employee motivation forms a major factor in the managerial process of human resource managers. When the human resource is unmotivated, the employees might fail to obey the policies imposed by the human resource, hence undermining its activities.

In understanding the problems faced by human resource managers, course concepts like business management, which includes the business’s effective running and planning, are applied. In this concept, human resource managers do play a major role. The concept of business culture is another factor in which that human resource managers do affect most in their managerial function. Furthermore, the concept of business structure, which is the general arrangement of business activities, is applied in the identification of the challenges faced by human resource managers, especially in the formulation of strategies.

The recommendations to help improve the organizational functioning is proper funding of the human resource department to enable the human resource department to properly manage its activities like recruitment of skilled workers, motivation of workers, and financing of research activities that will enhance proper choice of organization policy. The human resource manager should also be granted assistance during policymaking for efficiency. Furthermore, the human resource manager should have constant interaction with the workers to exchange ideas applied in the policymaking process. In enhancing efficient human resource management, the department should be made independent of others to reduce the effect of industrial interference during its normal managerial activities.

To sum up, proper employee assessment techniques should be applied during employee recruitment and selection to avoid the problem of lack of division of labor and specialization, which might be caused by employees clogging one career sector more than the other. The policies formulated by the human resource manager should link with the organization’s structure and culture. To avoid confusion in the organization, the human resource manager should adopt technology to help balance duty, hence providing effective management.


Chams, N. & Garcia-Blandon, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.

Oh, I. S. (2017). Human capital factors affecting human resource (HR) managers’ commitment to HR and the mediating role of perceived organizational value on HR. (2017). Human Resource Management, 56(2), 353-368.

International Expansion And Ethical Values

The difference between international and global corporations is essential to consider in the business environment. While an international corporation is defined as a company that operates in at least two different countries, a global corporation is involved in the market of several world countries (Abraham, 2012). In addition, international corporations are typically controlled by domestic companies which distribute their products abroad. Contrastingly, a global corporation is originally established as a firm that will compete in the global market and manage its representations in multiple states (Abraham, 2012). Such involvement requires a significantly better-developed organizational system and increased resources to ensure prosperity.

Two international strategies that a corporation’s executives can implement are exporting and strategic alliances. Exporting is a method that does not demand the company’s immediate presence and can be conducted through shipping and distribution (Abraham, 2012). Strategic alliances, on the other hand, are a type of international expansion that facilitates a partnership between a domestic enterprise and a local firm (He et al., 2020).

Exporting is beneficial due to the opportunity to establish international operations without creating a local representation, which is valuable in standardized manufacturing industries, namely clothing, food, and metal production (Fitjar & Jøsendal, 2016). However, if a distributed product is unique or the local market is challenging to enter, the executives are more likely to choose a strategic alliance to mediate possible risks (Fitjar & Jøsendal, 2016). This is often evident in the automobile, technology, and chemical industries.

Nevertheless, during international expansion, it is also crucial to consider cultural and ethical values. First of all, the organization must ensure the fulfillment of ethical requirements, which might delay the integration to resolve possible issues. Secondly, as the company must maintain its corporate social responsibility (CSR), it might encounter legal business obstacles or social predispositions. For example, in the case of exporting, the corporation must make sure that the distributor behaves ethically toward the community and that the exporting process will not be hazardous to the environment (Dewhirst et al., 2016).

In the case of strategic alliances, the executives should respect the ethical values and beliefs of the local partner (He et al., 2020). From this perspective, while exporting demands a strategic evaluation of possible scenarios that could emerge after the expansion, a strategic alliance necessitates flexible strategic planning to adapt to the local partner’s requirements.


Abraham, S. C. (2012). Strategic management for organizations. Bridgepoint Education.

Dewhirst, T., Lee, W. B., Fong, G. T., & Ling, P. M. (2016). Exporting an inherently harmful product: The marketing of Virginia Slims cigarettes in the United States, Japan, and Korea. Journal of Business Ethics, 139(1), 161–181. Web.

Fitjar, R. D., & Jøsendal, K. (2016). Hooked up to the international artistic community: External linkages, absorptive capacity and exporting by small creative firms. Creative Industries Journal, 9(1), 29–46. Web.

He, Q., Meadows, M., Angwin, D., Gomes, E., & Child, J. (2020). Strategic alliance research in the era of digital transformation: Perspectives on future research. British Journal of Management, 31(3), 589–617. Web.

Lego Company’s Core Values And Ethical Dilemmas

Some of the core values of the Lego company include Imagination, Creativity, Caring, Learning, and Quality. The company’s sustainable competitive advantage is based on its founding principles of transparency, integrity, worker rights, well-being, and caring for the environment. Lego’s marketing strategies include paying close attention to all the Ps of the marketing model. Having a sufficient number of distribution centers across the globe, the company manages to cut the costs of logistics and ensure the global flow of goods and information. Place strategy also allows Lego to use promotion strategies more efficiently by advertising to a broader range of target audiences. Compared to similar products in the category, Lego’s value-based pricing presents a number of essential advantages, which include improving the quality of the company’s products and promoting customer loyalty.

The main ethical dilemma that is a challenge for the Lego company is the fact that its products do not biodegrade rapidly, which has a negative environmental impact. This is likely to result in customer complaints in the future, which poses particular risks for the company. Lego has developed goals and strategies to address this issue and become sustainable by 2030. Ethical decision-making tools that Lego management uses to achieve its environmental sustainability goals include setting ethical priorities and establishing partnerships that would support and enforce those priorities.

However, the company’s product is not the only factor that can be considered an environmental issue. Another major problem is the packaging: most of the Lego bricks and other parts are sold in single-use plastic bags. Finally, some of the manufacturing processes can also prevent the company from moving forwards in terms of reducing its environmental footprint. It can be argued that Lego will need to introduce additional changes to its factories and distribution centers, such as solar panels and LED lighting.

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