Unit 4 – Individual Project

Diagnosis
AGC Capital is experiencing multiple problems that centre on the management of
human resources. The company has three subsidiaries located in various parts of the
world. The first subsidiary is located in Asia, while the second and third subsidiaries are
located in Asia and South America, respectively. The company relocated people to the three
subsidiaries. The company aimed to ensure that it created a unified culture across all its
subsidiaries. The company employs approximately 84,000 employees. With each employee
being trained for three to six months. Some employees have left the organization, citing
various reasons. Retraining new employees takes time and resources, and therefore the
company is facing problems that relate to the retention of employees.
AGC has failed to meet its financial obligations, with profits declining and failing to
hit the targets. The failure to meet its financial goals indicates a huge problem at AGC. The
company is not performing well, and this can be traced down to human resource problems.
While the company has been a market leader, the position is under threat due to
underperformance. Employees are drawn from different cultures. The decision to create a
unified culture has resulted in intercultural communication issues. The company is also
unable to accommodate diversity and handle different cultures well in the workplace setup.
Employees are demotivated and, as a result, are dissatisfied with the current managerial
decisions. The company has also failed to adopt an appropriate human capital management
strategy that will suit the company’s global operations.
Intervention
The company needs to adopt a different strategy that will ensure that the organization
is more responsive to different cultures. It is important for the organization to break both

UNIT 4 – INDIVIDUAL PROJECT 3
cultural and language barriers. In each of the subsidiaries, the leadership should work towards
ensuring that a common language is identified. A common language will help ensure that all
employees can communicate with ease (Barak, 2016). The language should be selected based
on what the majority are comfortable with. Further, the language selected should be used in
all meetings as well as formal events. It is also important to consider different cultural
communication styles. Every culture places weight on different communication styles. It is
important for the leadership of each subsidiary to ensure that these styles are considered. The
company needs to hire leaders drawn from the host country. Having a member of the host
country in the leadership position will help breakdown cultural barriers that could be
experienced in the workplace. The decision to create a unified culture has created additional
problems in the workplace, and it, therefore, needs to be reversed.
It is important to ensure that the training process includes interpersonal skills. With
employees being drawn from different cultures, it is important to improve the levels of
cultural sensitivity in the workplace (Barak, 2016). Training is important since it provides
clear career paths for advancement. Employee retention can be improved through proper
training. Sensitivity training will help ensure that both the management and the employees
focus on the achievement of company goals (Barak, 2016). Through sensitivity training and
multicultural training, the employees will be more sensitive to individuals drawn from
different races, religions, or ethnicity. The management needs to have a meeting with the
employees where the issues that the employees face will be raised and addressed. Involving
the employees in the decision-making process helps ensure that employees feel empowered
and motivated (Barak, 2016). It is important for the management to ensure that the
communication channels are opened. The contribution of employees towards the decision-
making process will help in maximizing productivity.

UNIT 4 – INDIVIDUAL PROJECT 4
In addition, it is important to provide employees with appropriate benefits. AGC
needs to ensure that it pays competitive salaries. The strategy will not only boost the morale
of the employees but also ensure that all employees. It is important to ensure that a friendly
work environment is created. Employees need to be recognized for their hard work
(Hanaysha & Majid, 2018). It is therefore important for AGC to create a friendly workforce
that will ensure that employees are recognized for their hard work. A friendly competition
should be encouraged to ensure that all employees strive to ensure maximum productivity.
Evaluation
There are many ways of evaluating the success of the program implemented. One
method is analyzing retention rates. The aim is to improve the retention rates; therefore, the
number of employees that leave the organization will be contrasted with the ones that
continue being part of the organization. The previous retention rate will also be compared
with the current and future retention rate. Another method of evaluating the effectiveness of
strategies implemented is performance. The company has not been meeting its financial
goals. An evaluation of performance will help in gauging whether or not the strategies
implemented are effective or not. The performance will be evaluated at both the
organizational; level and individual level. The level of motivation will also be considered.
Currently, the motivation levels in the organization are low. As a result, the implementation
of the strategies is expected to result in an improvement in the levels of employee motivation.
An interview of the employees will help in revealing the levels of employee motivation.
Communication between employees and the management will also help in assessing the
effectiveness of the strategies implemented. In the organization, communication has been one
of the major problems being witnessed. It is therefore important to weigh in on the level of
communication and the success of the strategies implemented with regard to improving
communication.

UNIT 4 – INDIVIDUAL PROJECT 5

References

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Hanaysha, J. R., & Majid, M. (2018). Employee motivation and its role in improving the
productivity and organizational commitment at higher education institutions. Journal
of Entrepreneurship and Business, 6(1), 17-28.