HRM Issues and Diversification Strategies Thesis

Micro control refers to the formation and the type of "clan" within the organization and the behaviour of the employees. It could be stated that, focusing the attention towards the internal functioning of the organization is a method of controlling the outcome of the company's efforts regarding the services which it provides its clients with. In other words micro control operations are necessary as a sort of basis for the macro control ones.

It is true that in terms of efficacy the company should focus more on the difference between input and output, but it is just as true that the internal management of the human resources is fundamental, especially under the circumstances in which the company has changed its approach to business and pretends to value the employee just as much as the customer. This is all the more true if we take into consideration the fact that the company serves several lines of business, not just one. Therefore all the services must be strategically coordinated and in perfect synergy in order to provide the company with a solid identity.

Since related diversification is the strategy that the company under discussion needs, it is obvious that there are some structural changes that should be made. The managers should act as power nodes, coordinating all the other members of the organization. Communication should function more efficiently within the parties which are directly collaborating to the achievement of a common goal. In addition, the members of the staff should have a clear idea about whom they have to respond for their actions, whom they can collaborate with and whom they can ask advice from.

In addition to being power nodes which make sure that an efficient collaboration is achieved between the members of the staff, the managers should have the role to motivate the employees. Teams should be created in order to work on separate projects. At the same time it would represent a supportive element allowing the company to provide the desired value-added service to all its customers, regardless of their business operating sector.

Creating separate teams for separate projects allows for a greater specialization and the delivery of a better quality service, especially when the members of the teams are encouraged to give their best and to come up with initiatives. Furthermore, managers with similar know hew will have to unite their forces in order to stimulate people with similar abilities and end up creating very successful teams.

Bibliography

Baron, James (1999). Strategic Human resources: frameworks for general managers. Wiley Lopes, Teresa da Silva. "Diversification strategies in the global drinks industry." Said Business School, University of Oxford, retrieved March 12, 2009 at http://www.aueb.gr/deos/EIBA2002.files/PAPERS/C52.pdf

Zachary, G.G., Molenkamp, R.J. (2005). The BART system of group and organizational analysis. Retrieved March 9th, 2009 from www.academy.umd.edu/tle/BART