Management of Telstra Free-Samples for Students Myassignmenthelp

Questions: 1.Define, describe and discuss academic theory/concepts on the Purpose of an Organisation. Identify the purposes of your chosen Organisation. 2.Define and describe academic theory/concepts on an Organisations general environment. 3.Define and describe academic theory/concepts on Organisational Corporate Social Responsibility (CSR) and Ethics. 4.Define and describe academic theory/concepts on Organisational culture. Answers: Introduction The business reports form an integral part of the management of an organization. In order to assess as well as track the company, and its progress, it is highly important that a company maintains its business reports. The business report of a company enlightens each of its stakeholders about the current business scenario, revenue generating capacity as well as the future sustainability prospects of the company. The present business report intends to offer a critical analysis and evaluation of the market scenario of Telstra, the largest telecommunication and Media Company of Australia. Telstra Corporation Limited also referred to as Telstra, since its inception in the year of 1975, has been achieving unprecedented recognition and success. The range of services offered by the company includes a variety of entertainment products and services, such as telecommunication networks, internet access, pay television service, mobile service and markets voice. However, despite its organizational success, the future sustainability of any company depends on a number of factors that can only ensure its long-term sustainability. Accordingly, the present business report intends to critically analyze the future sustainability of Telstra depends on the effectiveness of the organizational culture, suitability of the business environment, and the sustainable approach undertaken by the company. 1.The importance of strategic management while managing business activities in an organization cannot be overstated. It should be remembered that each organization has a mission statement and a vision statement. While the mission statement of an organization helps it determine its immediate objectives and goals and work towards the accomplishment of the same, the vision statement of the organization help it develop the desired future position (Rothaermel 2014). As far as the immediate Mission Statement of Telstra is concerned, the organization intends to build the technology and content solutions in the most innovative way so that the company can serve its consumers better, and hence knowing and comprehending the demands of the customers form an important aspect of their Mission Statement as well (Telstra.com.au, 2017). As far as the vision of the company is concerned, it is based on three strategic pillars. Telstra intends to drive value and growth right from the core and for ensuri ng long-term sustenance the company intends to offer exceptionally high quality customer experience to the consumers. Telstra is a profit oriented organization as it operates with the primary objective of making money. By providing high quality personalized service to each client, and by becoming more responsive to the consumer needs, Telstra has succeeded in generating a striking growth in its profit. However, in this connection, it is important to mention here that the company has recently witnessed a drop in its profit from $2.09 billion last year to $1.79 billion this year (Letts 2017). 2.The general environment of the company is related to the different types of features such as workforce diversity, technological dimension, employee, labour market, unions, strategic partners, sustainability, political environment, stakeholders, customers, suppliers, specific environment, etc. Global leadership and Organizational Behaviour Effectiveness is a program that effects in the cultural aspect of the program. The general environment of the organization is considered as the important aspect of it as it is related to the development of the organization. The specific environment of Telstra consists of the groups, organizations and they interact in the business that is responsible for building business operations. The stakeholders of the organization are also included in the external environment of Tesco are engaged in the workplace diversity of the organization (Chrobot-Mason Aramovich 2013). The element of diversity and inclusion is the main aspect of the different types of o perational branches. The external environment of workplace diversity among the other aspects of external environment has been considered. Workplace diversity is an aspect that is recognised as a most beneficial aspect that is not only deals with the employees but also it deals with the stakeholders of the organization. Both internal stakeholders and external stakeholders of the organization i.e. Telstra comes under the aspect of the theories and organizational policies of the company (Rice 2015). Diversity management of Telstra is a complex and globalized theory of the company that creates a good workplace culture within the organization. It can be said that the company has many workplace issues related to the employees of different branches of Australia. The issues are also with the suppliers and the customers of Telstra and different kinds of other shareholders of the company. The diversity management theory of Thomas and Page are to be implemented in this perspective in order to solve the aspect of workplace diversity management and issues with the company. As it is a multinational company, hence it can be said that, mostly the cross cultural issues with the customers, suppliers and the employees are occurring that is responsible for the lower quality service in the country (Bond and Haynes 2014). The theoretical framework of diversity management of Thomas incorporates the following practices such as: Management of the inevitable diversity of the ever changing workforce is recognized as a necessary skill in terms of leaders and managers. The goal of diversity management results into better business results. If diversity management is maintained properly, then it is responsible of allowing every personnel to contribute in the organizational goals. A successful diversity management system is not responsible for the impact of bad image of one group into the other groups of the organization (Wambui et al. 2013). It is seen that the multinational organizations like Avon, Procter Gamble, Xerox, Digital Equipment Corporation, Corning, etc. are responsible for using the theory of diversity management in their organizational context. The theory of Thomas in diversity management is based on few tenets such as relationship with the increasing diversity in order to improve the business outcomes of the company. Telstra can implement the theoretical frameworks while managing the issues of the organization both in its headquarters and in other subsidiary offices of the country. Another theoretical concept of diversity management of Page is a concern for the different types of workplace issues related to inclusion and diversity. The principles of the theory and management of the diversity stated by Page is described below. In a problem solving group consists of people from mixed cultures, there is an increased problem complexity that is essential for the diversity in the group (Alvesson and Sveningsson 2015). Inclusion and diversity includes heuristics, diverse perspectives, models and categories that is not limited in the perspective of superficial characteristics. It can be said that a logical approach in terms of different types of practices of diversity management in the organization. Diversity and inclusion usually trumps ability (Barak 2016). The problem solving groups of organizations are known for the outstanding performance when they are following the practices of the diversity management theory of Page. It can be said that the theoretical frameworks of Pages theory of diversity management is considered as a set of processes of diversity management that is responsible for evaluating the efficiency and the different effects of inclusion and diversity within the organizational perspectives. 3.While profit maximization is the ulterior goal of any business organization, in order to ensure long-term sustenance an organization must conduct in the most responsible way. In case the employer metes out unethical treatment to his employees, the employees might feel de-motivated and leave the company. In case, the organization is focused more on making instant money, overlooking the satisfaction of the consumers, it is very likely that the consumers will switch to its rival company. Herein lays the importance of Corporate Social Responsibility. First of all, in order to create a culture of social responsibility within the organization, the managers will have to assume the role of ethical leaders, formulating effective ethical codes of conduct within the organization, guiding and shaping the attitude of the employees, and encouraging them to behave in a responsible way. While speaking of CSR and the role of ethical leadership in it, it is important to mention here that an organization can conduct its business in a responsible and ethical way, in two broad ways: By ensuring the well-being and overall sustainability of the community one is conducting business in By adopting an ethical approach while dealing with the staffs and consumers As far as Telstra is concerned, the company has already created its own Telstra Group Code of Conduct and Policy Framework that defines the standards of behavior that should guide and determine the managerial decisions taken by the company. Needless to state that the companys CSR initiatives have been recently acknowledged as the company has bagged the 2015 Ethical Boardroom Best Corporate Governance Award for the Telecoms market. However, recently the company has started outsourcing its customer care service, resulting in the loss of 326 customer care jobs (Verbos et al. 2007). The managerial decision to cut down the operational cost by terminating the employees came as a shock to the employees, and this resulted in the loss of talented workforce as well. Since the company has been too focused on generating huge profits at the expense of its consumer satisfaction and employee security, the company has ended up leaving many employees de-motivated. It is needless to state that such ra ndom dismissal of experienced employees does affect the brand reputation of the company, negatively affect the consumer experience and leads to low rates of employee productivity. It is completely understandable that at times, the managers encounter ethical dilemma and have to compromise with employee well-being for ensuring higher profitability. However, the company needs to conduct the ethical analysis of the situation rather than taking hasty decisions, especially when the decision concerns the well-being of stakeholders. It should be noted that apart from ensuring community sustainability, the organization needs to safeguard the well-being of its employees as well. The company, however, has a distinct Supplier Code of conduct that safeguards the human rights, health and overall well-being of the suppliers of Telstra. The consumers are the real assets of an organization, and hence it is highly important that the organization ensures integrity and transparency of facts, while deal ing with the consumers. Accordingly, considering the extent to which the electromagnetic energy can be detrimental to the consumers, Telstra offers relevant and up-to date information to its consumers regarding the use of mobile phones and the ways of ensuring mobile safety (Carroll and Shabana 2010). involved in working for the community affected with disasters. For example, in the recent Indian Ocean Tsunami, Telstra with the help of its responsible employees had donated a sum of $1,561,280.27 (Davidson et al. 2014). Again, the company is also known for arranging mental health campaigns, celebrating National Skin Cancer Action Week, as well as Womens Day and International Disability Day for encouraging a diverse workforce. It is important to mention here that Telstra does adopt a sustainable approach while dealing with the community it conducts trade in (Ferguson et al. 2016). The company is dedicated to conserve as well as protect the Banksia attenuata woodlands, classified as a threatened ecological community, and further the organization does work in collaboration with Perths Newman College students for rehabilitating an old access road into the International Telecommunications site (Clarke 2014). 4.Organizational culture is a perspective that is present within every organization for completing the business activities of the company. It can be said that it is the lifeline of the company in order to sustain the company in the competitive business world. The companys organization culture is responsible for meeting the organizational goals of the employees associated with it. It is evident that the companies having a strong organizational culture within the company are found to yield more productivity not only in terms of market but in case of the employees perspectives. In this situation, the organization culture of Telstra will be described that will focus on various operational activities of the company (Hogan and Coote 2014). The organizational culture of Telstra is represented by the collective beliefs, values and the working principles of the employees, etc. It is depended by many factors such as technology, product, market, management style, systems, norms, language, belie fs, habits, national culture, etc. However, it can be said that the aspect of organization culture of Telstra is the resulting factor of the production rate of the employees in the company. It is a proven fact that companies having cross-culture practices within the organizational context are having better relation with the employees as well as the customers. They will have a better understanding of the market (Nica 2013). By doing an interaction with the employees and other external stakeholders of Telstra it can be said that the organizational culture of Telstra is not strong in many aspects. The employees of different operational branches do not cooperate properly with the international clients properly that is the result of the weaker performance of the groups. However, the theory of Scheins organizational culture will be useful in the perspective of the organizational cultural issues of Telstra in the customer interaction. Schein model of organizational culture is divided into three groups such as artifacts, basic underlying assumptions and espoused values. Artifacts are the visible elements of the company that can be heard and felt. They are offices, facilities, recognitions, visible awards, furnishings, etc. Espoused values are the organizational goals and the values that the companies are practicing while establishing the organizational goals as well as team production (Glisson 2015). The basic underlying assumptions of the company are the normal assumptions that the strategic management department of the company assumed that it may create a problem in the future perspectives. The strategies of conserving the organizational culture of Telstra are formulated in a way so that it can be maintained from the core business levels. Conclusion It can be concluded that the Telstra Corporation is the leading provider of information and telecommunication services to the small businesses, consumers, government organizations and large enterprises. The company has a strong brand value and position in the telecom market of Australia. It is a competitive advantage to the telecom market of the country in terms of external environment, corporate social responsibility, strong market position, bundled service offerings, etc. The intense competition of the market is the reason of the development of the company in terms of solving the problem. The investment of the company in terms of the various types of building networks leadership. The company continues in developing into the strategic growth plan in terms of the Asia Pacific region of the world. Telstra has issues in the significant aspects of organizational culture and diversity that are solved in using theoretical frameworks. References Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bond, M.A. and Haynes, M.C., 2014. Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), pp.167-201. Carroll, A. and Shabana, K., 2010.The Business Case for Corporate Social Responsibility: A Review of Concepts, Research and Practiceijmr_275 85. 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