Managing People at Work

Individual Essay 1

Managing People at Work

Student name

Date

Word Count: 1518

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 Managing People at Work

Introduction

The selected topic for this essay is managing people at Qatar airways. The main
reasons to choose Qatar airway is to analyze that how company manage the cultural
diversity and motivate workforce. For the long term survival of both business and
employees the employee’s management is vital. Parashar, (2016), stated that there are
three main elements i.e., human assets, process and structure to achieve the end goals
of organization (Islam, 2020). Human assets include values, ethics, feelings and
sentiments and these assets are motivated to achieve the targeted goals of
organization. To manage people at workplace culture, employee’s development and
their motivation is necessary. The network Qatar airways spread over 120 global
destination so, difference are accepted and diversity is promoted. Qatar airways
motivate employees for their well being and culture is well diversified and flexible to
make workplace more productive. Company always creates right equilibrium between
reward and penalties to create balance in motivation. However, due insufficient
workforce, employees feel stressed and highly pressurized which cause health issues
for them.

This essay will cover the motivation program and cultural diversity to manage and retain
employees at Qatar airways. The essay will reflect the personal experience at Qatar
airways along with supporting evidence through secondary research.

Analysis

To achieve the end goals and ensure the long term productivity at any business the
management of employees is necessary. For this purpose HR manager integrate
different strategic action plans that are suitable according to the current situation.

According to Gao and He, (2017), positive culture and diversity management are the
best managerial practices which ensure engagement, appreciation, respect and equality
for majority and minority (Mousa, 2020). So, positive culture and diversity managements
not only ensure productivity and justice at workplace but also create balance among
minority and majority through ensuring trust and fairness. Moreover, positive culture at

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workplace attract talent, boost performance, drives engagement and high satisfaction
level.

The employee’s level of interest and satisfaction can build through motivation.
According to Scott, (2015) employees productivity and motivation are correlated (Fan,
2018). Lack of motivation, compensation and reward leads the poor performance and
productivity. Beside this, motivation, appreciation and incentives stimulates better work
quality, ensure high job satisfaction and employees retention.

Accoridng to Gamage and Imbulana, (2013) the employee’s morale, motivation and
overall skills boost if organizations conduct training for their development (Jaworski,
2018). This is because training enhance employees confident, break barrier and
hesitation through which the hurdles can overcome and work performance significantly
enhance. Adequate knowledge and expertise relevant to job can enhance overall
productivity and meets the targeted goals.

Qatar airways operate with culturally diverse workforce. Although the cultural artifacts
are difficult to interpret but dress code, office layout and open door policies of Qatar
airways reflects the flexible culture and diversity managements. Working at Qatar
airways the positive work environment has been observed due to high inclusion, high
value for individual and managerial role to set strategic goals for diversity management.
Core values of Qatar airways are leadership, integrity, passion, collaboration, quality,
accountability and diversity. On job training are provided to enhance the interpersonal
skills of employees (Martin, 2014). At Qatar airways i observed that HR manager set
common measurement standards to measure the individual performance. Moreover,
different situational factors are consider and polices are revise to handle the workforce
issues. The common challenge that i face at Qatar airways is insufficient workforce to
handle the operational activities timely and accurately. Due to time management and
work pressure the stress level and mental illness of employees increase. It leads poor
health and low job satisfaction level.

The organization structure at Qatar airways was centralized but employees going
desires for empowerment and autonomy leads the company to shift centralized system

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to decentralize. At Qatar airways the professional attitudes highly promote and are no
specific obligation for workforce to behave in specific way. Through diversity
managements Qatar airways promote open communication, flexible culture, and best
workplace and drive innovative thinking’s. Executive of Qatar airways valued individual
which reduce the conflicts and bias. 6-8 week training is providing to each employee but
due to rigid managements style leads the fast turnover. After hiring training are
providing on monthly and quarterly basis to provide the adequate knowledge regarding
to the latest updates. On job training, financial rewards and efficient revenue
management system at Qatar airways increase the level of motivation and employees
satisfaction toward the company (O’Grady, 2019).

To handle the diversity and reward the employees the manager at Qatar airways are
well trained, knowledgeable and skillful with diversified background. As Qatar airways is
multinational, and the customer behaviors, belief and desires of different geographic
areas are change. So, the manager train workforce and handle the global customer
efficiently. HR manager at Qatar airways set different rewards and compensation plans
based on the employee’s performance. Although the workload is high due to insufficient
workforce but employee’s efforts and performance always rewarded. As an employee,
financial reward, exclusive benefits and appreciation enhance the interest and job
satisfaction. Company management use Theory Z through which they analyze the
individual interest and loyalty toward the goals of organization (Zhang, 2020). Based on
the employees’ holistic concerns, performance and productivity the rewards are
decided. Beside this punishment and penalties are also set to create the equilibrium and
justice between the best and poor performer at Qatar airways.

I ask many of my friends about the work culture, motivation and employees training at
their work setting. I concluded that the internal bias based on the work setting, reward
and work distribution is high. Although companies set rewards for their employees but
they are fail to provide proper training for their development. Moreover, work culture is
highly biased with high discrimination. The rewards, leave and work distributed based
on the personal relations of managers instead of company polices and favoritism is
highly promote. The positive thing that i observe in my colleagues work setting is that

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the employees are hired according to the requirement and existing employees are not
pressurized to accomplish the task. Beside this, according to my personal experience at
Qatar airways the work culture is highly flexible, culture diversity is positively promoted
to enhance the employees well being and employees are rewarded based on their
performance without any personal conflict. Serving as the employee of Qatar airways
my interpersonal and professonal skills also boost due to monthly and quarterly training
about the latest updates in the company system (Perčević, 2020).

I observed that the goals of Qatar airways are aligned according to the cultural values,
employee’s capacity and skills (Sulistya, 2020). The employees are manage and
allocated by task according to their knowledge, expertise and experience. It reflects that
Qatar airways ensure the employees well being along with the productivity. Beside this
due to rigid management system and insufficient workplace according to work the
employees face high work pressure, mental illness and fatigue due to over pressure. To
overcome all the related challenges and issues there are following recommendation that
can help the Qatar airways to mitigate the impact of these issues.

Recommendation

Although HR department of Qatar airways set more transparent and fair policies to
empower and valued their employees but there are some issues that are need to
overcome. To empower employees in realistic manner company must set SMART goals
and realign them according to the employee’s capacity. There must be real tracking
system through which individual performance can track and each employee must inform
about their weaknesses. To satisfy employees HR manger hires more competent
employees and sufficient workforce which can handle task. To foster positive and best
work Environment Company must build team and ensure high collaboration through
open communication (Bhana, 2020).

Currently a Qatar airway is using Daniel Pink's theory and theory Z to motivate and
punish employees. According to the situation the best and suitable theory for Qatar
airways is Maslow Hierarchy of needs (Ștefan, 2020). This is because the employees of
Qatar airways are not only concerned about the positive work culture, motivation and

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rewards but they also want to meet their self actualization and physiological needs. In
this way employees not only get motivated but they can also enjoy their social life,
stability and safety.

To ensure the consistent growth proper feedback must be taken from employees in
which they can openly tell about the job satisfaction, challenges and issues they face.
So, the feedback must be constructive and anonymous which can help employees to
disclose the real based issues. It can help the managers to avoid the current challenges
d realign existing employees policies to better serve the employees. For effective
workforce planning Qatar airways must incorporate 4Cs i.e., communication, critical
thinking, creativity and collaboration (Aftab, 2019). In this way the employees’
succession planning, talent managements and employees development can easily
integrate.

Along with employees training and education the consistent assessment is also
necessary to evaluate their strength and weakness. So, for future success and effective
managements of future challenges the employee’s continuous assessment is
necessary. Through these suggestions the distractions can reduce, open
communication boost and overall performance of employees also enhance significantly.

References

Aftab. (2019). 4C’S OF WORK ENVIRONMENT AND ORGANIZATIONAL

PERFORMANCE: MEDIATING ROLE OF INDIVIDUAL PERFORMANCE. Int.
Trans. J. Eng. Manag. Appl. Sci. Technol , 11.

Bhana. (2020). The relationship between ethical leadership styles and employees
effective work practices. International Journal of Higher Education , 46.

Fan, D. L. (2018). The impact of corporate label change on long-term labor productivity.
Journal of Business Research , 86.

Islam, M. E. (2020). Assumptions of theory Z: A tool for managing people at work. The
Asian Journal of Professional and Business Studies , 50.

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Jaworski, C., Ravichandran, S., Karpinski, A. C., & Singh, S. (2018). The effects of
training satisfaction, employee benefits, and incentives on part-time employees’
commitment. International Journal of Hospitality Management , 74.

Mousa, M. M. (2020). Gender, diversity management perceptions, workplace happiness

and organisational citizenship behaviour. The International Journal , 42.

Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of diversity
management (JDM), 9(2), 89-92.

O’Grady. (2019). Enabling control in a radically decentralized organization. Qualitative

Research in Accounting & Management.

Perčević. (2020). Internal and external communication of the cabin crew within'Qatar
Airways' airline. Marketing , 51.

Ștefan. (2020). Implications of Maslow’s hierarchy of needs theory on healthcare

employees’ performance. Transylvanian Review of Administrative Sciences , 16.

Sulistya. (2020). Corporate social responsibility implementation on aviation company: a

case study in Qatar Airways. International Journal of Green Tourism Research
and Applications , 46.

Zhang. (2020). Promoting knowledge sharing in the workplace: Punishment v. reward.

Chaos, Solitons & Fractals , 131.