OMAN FOOD INVESTMENT

HOLDING CO.
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Part A

Organizations around the world are currently facing challenges everyday Due to, technology and

innovation, globalization and uncertainty in the global market regulations and policy. There

foremost goal is to overcome these problems and focus on finding the solution. Just like the rest

of the corporations and organization, Oman Food Investment Holding, too is facing the

challenges depicted above. Consequently, the organization has certain measures and strategies to

face and overcome these problems. They are trying to thoroughly understand the trends of the

national as well as international market, the diverse culture of the industry, to adapt into the

government policies and to keep up with innovation while still keeping control. In order to deal

with the uncertainty of policies and trends, they have embarked short-term strategies to devise

new ones in need. In addition, the have developed flexible long-term strategies allowing them to

keep up with the ever-growing and ever-changing technology, innovations and market

complexity, without having to redesign their infrastructure. Moreover, they are expanding their

take up on ideas and points of views in order to adapt to the increasing cultural diversity both

externally and internally. The innovations in knowledge and information has also had an impact

on the Oman Food Investment holding. It has not been easy to absorb gallons of information, to

analyze it and distinguish the required information from the irrelevant one. To tackle this,

management has been set up to review data and information. Another challenge faced nowadays

is cybersecurity. Keeping the corporation’s data safe is a priority as it contains personal

information regarding the investors as well as clients. To overcome this, IT Executives is made a

part of the management team and safe automation strategies have been set in place. Their

information is kept safe and there is no danger of leaks. When it comes to the employees, another

challenge comes up, to ensure their compliances and fulfill their requirements and needs. This
has become a challenge due the fast-changing innovation and policies. This has made it difficult

to report the performances of the various employees. Hiring the right kind of taskforce, training

them and recruiting them at positions that fits their talents best is not an easy task. For this, the

Oman Food Investment Holding has set up managers to recognize and employ the individuals

systematically. In order to increase their trade and to expand their services, OFIC signed an

agreement with Indian Dairy Machinery Company to enhance their dairy sector, has expanded

partnerships with private agriculture sectors in line with the Government policies and have

complied with request to coordinate the initiatives in establishing a Sardine / Seafood Cannery

with ancillary plant and facilities in Oman[ CITATION AlS18 \l 1033 ].

Furthermore, in order to maintain the work-life balance of employees, OFIC has introduced

certain policies with limit the work time allowing all employees to not get overloaded with work.

They are also developing strategies to help employees balance their work life to provide comfort

and easy both at work and private life due to the virtual workplace.

There has been an astonishing improvement in each angle of life due to innovation and

advancement which needs to alter the working nature of commerce and individuals. Due to the

market complexity, customer diversity, cybersecurity danger, pulling in the right talent and due

to the changing nature of the work and budgetary complexity, it’s so challenging for the

organizations and enterprises to create the proper framework for them which compelling,

proficient and beneficial.

Thus, in order to adapt to all these issues, Oman Food Investment Holding Corporation has and

is designing strategies to meet all the demands.

Part B

In contemporary Organization structures, the traditional structure which consisted of the top-

down model are replaced with a more team involving model in which the team works together on

the project eliminating the vertical model and giving the team the ownership. There are six types

of contemporary organization designs[ CITATION AlR19 \l 1033 ].

1. Team Structure

A group structure is a plan in which an organization is made up of groups, and each group works

towards a common objective. Since the organization is made up of groups to perform the

functions of the company, groups must perform well since they are held responsible for their

performance. In a group organized organization there's no progression or chain of command. In

this manner, groups can work the way they need to, and figure out the foremost compelling and

productive way to perform their errands. Groups are given the control to be as imaginative as

they need. A few groups may have a group leader who is in charge of the gather.

2. Matrix Structure

A matrix structure is one that relegates specialists from distinctive useful offices to work on one

or more projects. In an organization there may be diverse projects going on at once. Each

particular project is doled out a project director and he has the obligation of apportioning all the

assets required to achieve the venture. In a matrix structure those assets incorporate the diverse

capacities of the company such as operations, accounting, sales, marketing, engineering, and

human resources. In this structure there are two supervisors, the project manager and the

department or functional manager. Basically, the project director has got to accumulate pros

from each work in order to work on a project, and complete it effectively.

 3. Project Structure

A project structure is an organizational structure in which representatives persistently work on

projects. This can be just like the matrix structure; however, when the project closes the

representatives don’t go back their divisions. They ceaselessly work on projects in a group like

structure. Each group has the vital workers to effectively complete the project. Each worker

brings his or her specialized expertise to the group. Once the project is wrapped up at that point

the group moves on to another project[ CITATION Cle18 \l 1033 ].

4. Autonomous Internal Units

A few huge organizations have embraced this sort of structure. That is, the organization is

comprised of numerous autonomous decentralized commerce units, each with its own items,

clients, competitors, and profit objectives. There's no centralized control or asset assignment.

5. Boundary less Organization

it is an unstructured plan. This structure is much more adaptable since there's no boundaries to

bargain with such as chain of command, departmentalization, and organizational chain of

command. Rather than having divisions, companies have utilized the group approach. In order to

dispense with boundaries supervisors may utilize virtual, measured, or arrange organizational

structures. In a virtual organization work is outsourced when essential. There are a little number

of permanent representatives, in any case specialists are contracted when a circumstance

emerges.

The Oman Food Investment Holding follows the Matrix Structure of Organization. They

combine their functional and product forms of departmentalization. Both of these have their own

weaknesses as well as strengths. People from the various divisions are brought together to work
on whatever the new project is given. These divisions include Research, Sales, Engineering,

Production and Finance and Administration. Following these guidelines, Oman Food Investment

Holding Co. Has a Chief Executive Officer, Chief Operating Officer, Chief Investment Officer &

CFO, Corporate Communication Manager, Finance Manager, under which there are Investment ,

Internal Audit, Senior Internal Audit managers and an Accountant, an Administration Manager, a

Project Manager, Executives and Secretaries. By following this structure, Oman Food

Investment Holding Co. has benefited in the following ways:

 Teamwork – As all the specialists with unique and essential skills and abilities work in

the form of a team, tackling problems and attending to projects becomes a reliable and

unchallenging.

 Resources – the resources are efficiently used as the head of division builds a team

rightly fit to complete the job, allowing the team members to work effectively instead of

building large groups with underused members[ CITATION Col17 \l 1033 ].

 Flexible Structure – using the matrix structure, OFIC has allowed itself to become

flexible. This structure can be molded in accordance with the changes occurring

internally or externally.

 Balance – OFIC has created a balance using this structure, the client needs a quality item

and predictable costs. The organization needs high profits and the improvement of

specialized capability for long-standing time. These competing objectives serve as a

central point for coordinating activities and overcoming conflict. The marketing

representative can speak to the client, the finance representative can advocate high

profits, and the engineers can thrust for technical capabilities.

  Efficiency – Since the employees are given a sense of ownership, the performances

increases yielding efficiency through motivation, encouragement and commitment.

 Development of Skills – allows the employees at each level to learn, develop and

strengthen their skills.

Part C

Organizational Culture can be defined as “Essentially, organizational culture is the values,

behaviors, and shared vision that contribute to the environment of an organization.”

Organizational Culture plays a very vital role in determining success of a corporation or

company. It consists of the norms that form the part of the employees’ everyday work life. These

cultural aspects mold their performances and play an essential as well as an apparent role on the

corporation’s overall performance and output[ CITATION Cox17 \l 1033 ].

Organizational cultures can have shifting impacts on representative execution and inspiration

levels. Oftentimes, representatives work harder to attain organizational objectives in the event

that they consider themselves to be portion of the corporate environment. Distinctive cultures

working in one company can moreover affect representative execution. Permitting a region to

set up their possess culture can influence the execution of the workers conveyed somewhere else

within the company. Organizations must structure their enrollment processes to draw in and lock

in incumbents with the same convictions and values that constitute the organization’s culture.

This guarantees the unused employee’s absorption to the company and assist fortifies corporate

culture. Companies ought to moreover guarantee that they adjust corporate culture with

execution administration frameworks. When culture and administration frameworks are not
adjusted, administration must divert them so that worker conduct comes about within the

accomplishment of organizational objectives.

Thus, from the above depiction, the importance and impact of organizational culture become

apparent. These impacts form the foundation of the performance of a company. Organizational

culture also impacts Oman Food Investment Holding Co. In many ways. Organizational culture

can enhance the ability of Oman Food Investment Holding Co. if the culture is strong and

regulated. This means that the culture should be in accordance with the working abilities of the

employees instead of being opposite to that. The company can benefit from its culture by

integrating the following characteristics and tipping the corporation towards achieving it goals.

 Reaching goals and attaining objectives requires the employees to be committed and

motivated to carry out their respective tasks. This can be attained by involving them and

allowing them a sense of ownership instead of ordering them around.

 For a corporation to develop an effective culture, there is a need of consistency. The

leaders must remain consistent with their attitudes and norms that they set around. This

clarifies the objectives leading to efficient achievement of goals.

 The structure of the culture set out to be embarked must be flexible, versatile and

adaptable. It should possess the ability of being changed in case of innovation. If there is

a lack of flexibility, the change will be abrupt and the employees will not be able to make

adjustments[ CITATION Ham19 \l 1033 ].

 The most essential part of building a culture or an atmosphere which can help the

corporation achieve its goals, is making sure that every individual of the corporation,

from intern to the VP, are on the same page regarding the goals and objectives of the

corporation. The mission, the plans, the strategies, all must be clarified and
 communicated effectively. This will engage a sense of acknowledgment among the

workers, motivating them into working towards the mission as one, instead of forming

rivalries amongst themselves due to different viewpoints and approaches.

In these ways, the impact on the ability of Oman Food Investment Holding Co. To achieve their

desired goals and ambitions will be positive as well as effective allowing them to achieve their

future projects, such as establishing an integrated coconut farm, establishing a food innovation

complex, establishing an integrated system for collecting, sorting, packaging, and marketing of

vegetables and fruits etc. with full potential[ CITATION Lac20 \l 1033 ].

Conclusion:

In this report we have discussed many things. In the first part we have discussed that how Oman

Food Investment Holding Co. is addressing the challenges and the impact of those challenges on

the organization as well as employees. Organizations around the world are currently facing

challenges everyday Due to, technology and innovation, globalization and uncertainty in the

global market regulations and policy. There foremost goal is to overcome these problems and

focus on finding the solution. Just like the rest of the corporations and organization, Oman Food

Investment Holding, too is facing the challenges depicted above. Consequently, the organization

has certain measures and strategies to face and overcome these problems. They are expanding

their take up on ideas and points of views in order to adapt to the increasing cultural diversity

both externally and internally[ CITATION Tit16 \l 1033 ]. The innovations in knowledge and

information has also had an impact on the Oman Food Investment holding. In the second part I

have talked about the design and structure of Oman Food Investment Holding Co. The Oman

Food Investment Holding follows the Matrix Structure of Organization. They combine their

functional and product forms of departmentalization. Both of these have their own weaknesses as
well as strengths. People from the various divisions are brought together to work on whatever the

new project is given. These divisions include Research, Sales, Engineering, Production and

Finance and Administration. Following these guidelines, Oman Food Investment Holding Co.

Has a Chief Executive Officer, Chief Operating Officer, Chief Investment Officer & CFO,

Corporate Communication Manager, Finance Manager, under which there are Investment ,

Internal Audit, Senior Internal Audit managers and an Accountant, an Administration Manager, a

Project Manager, Executives and Secretaries. In the last part I have discussed about the impact of

organizational culture on the organization. Organizational culture also impacts Oman Food

Investment Holding Co. In many ways. Organizational culture can enhance the ability of Oman

Food Investment Holding Co. if the culture is strong and regulated. This means that the culture

should be in accordance with the working abilities of the employees instead of being opposite to

that. The culture of organization needs to be consistent, flexible and acceptable if the

organization wants that the employees work effectively[ CITATION Uzo16 \l 1033 ].
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