— The role and responsibilities of a leader in the current globalised marketing scenario must concentrate in maintaining strategic leadership features. As noted by Morrill (2010), there is the need to maintain strategic leadership approaches. Under this provision, the leaders of the organisation must remain aware of all the international updates and capable of maintaining cross-cultural differences without discriminations. Added to these features there is also the need to remain positive towards subjective as well as informal kinds of feedbacks from the clients and even the employees of the organisation. Morrill (2010) adds that the leaders in modern trend must be able to train and motivate the employees for meeting the organisational goals with quality oriented margins.
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— The research based identification of the emerging trends of Human Resource Management or HRM can be noted in the writings of Armstrong and Taylor (2014) and Armstrong (2016). As mentioned in these literatures, the current HRM is under severe pressure of globalization, and is without any nationally restricted boundary. This refers that the current mode of HRM are free to expand the business and recruit people from any corner of the world. Adequate knowledge and skills for the job, and having appropriate sense of cultural adaptability in the employee are the keys that make HRM go international in offering best employees to the organisation. Acceptance to diversity among the workforce makes HRM more responsible in creating the right transparency in the working ambience of the organisation. There remains no space for discrimination based on any particular difference in the employees. Arranging appropriate trainings and seminar sessions for changing skills and adding multi-tasking abilities among the employees, are some of the major trends that are followed on worldwide basis.
With the availability of knowledgeable and skilled employees on global basis, the modern trend of HRM is getting very selective and is more inclined in down-sizing the organisational intake. As the down-sizing takes it turn, the HRM starts getting into the mode of offering quality oriented services. There is the continuous approach in terms of generating better and improved programs to the employees and re-engineering the proceedings of the work for an improved mode of productivity and sustainability. Adding transparency between the management and the employees, adding technological support to the organisational functionalities, and customising services are some of the increasing demands for HRM, by the organisations in the international frontier.
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— The term Production Management makes a direct reference to the production of services or goods by a company. Under the influence of globalisation, the system of production management is gaining wide ranged expansion and thus in demand of systematic strategies for the management of the same (Foropon and McLachlin, 2012). There are various functions of production management that are gaining significant importance in the recent time.
The very important function of production management must remain inclusive of designing and further developing the process of production for extensive outcome. The planning and control of the production process remains the vital means of investigation for the management of the company. The checks on quality, quantity, and control over the modes of production are the core functions to be emphasised professionally.
As these functions get into the move, the responsibility of the management gets serious in terms of implementing the strategic plan for developing all those activities that are liable in producing the desired production output. These activities comprises of HR related concerns, technology related domains, and departments dealing with legal and economic issues of the company. Pricing the products and handling the policies of selling are usually not part of production management, yet are dependent on reports offered by the department (Foropon and McLachlin, 2012). This is the reason that the functionalities of the production management remains vital among all the other departments of the company. The administration as well as the act of co-ordinating all the other activities related to production is part production management.
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A.Some of the growth avenues US Telco should look at are:
i)Enhancement of its wireless (Wi-Fi) spectrum.
Smartphone penetration in US has reached nearly saturation levels. However, at the same time Wi-Fi (Wireless Fidelity) is maturing. Also, currently telecom sector in US witnessing significant spectrum and capacity constraint. US Telco, being having strong asset base and ability to cater new tenants and equipment can cash on the untapped market of Wi-Fi service provider by leasing out its services.
ii)Upgradation of its towers to provide wi-max services.
New network technologies such as Wi-Max will attract more subscribers, as demand for high speed internet and broadband services is increasing at a rapid speed. It is expected that in coming five years, consumer spending is expected to increase at a annual rate of 2.8%. Which is a good sign for the industry who is experiencing decline at a annualized rate of 4.6%.
iii)Upgrading its capacity to provide 4G services.
4G also provide high speed internet with a capability to switch to video calls form voice calls during a ongoing calls (known as VoLTE). This technology is sure to attract subscriber who make long distance calls. Also, VoLTE will be a major contributor for revenue growth.
Q4a. What will be the key integration risks and considerations that US Telco will have to consider to integrate successfully with your chosen target.
Some of the key integration Risk with the chosen targets may be:
•Business Stabilization and Continuity Risks: Since both the companies operates in different geographical locations with different technology, business stabiliasation may take time. Also, in case of ASA Tower this risk is more since it is a new company.
•Technology and Systems Risks: US Telco basically is a leasing company. Where by it leases its towers to other wireless communication companies. However, both ASA Towers and BBA Africa Limited provides mobile telecommunication services with various offerings. This can lead to risk of better integration and functioning of the company.
•Change Management Capability & Readiness Risks: Since management of the target company will get changed after the integration, employees of the target company may feel depressed and may not come up the terms of new management.
•Regularity Environment and Legal Protection risk: US Telco, currently operated in US, which is rated excellent in terms of regularity environment and legal protection. Same will not be the case with BBA Africa Ltd as both these are not very promising in Namibia. Argentina fares well as compared to Namibia in this regard but it is not as good as US.
Q4b. Please provide recommendation that US Telco will have to execute in the short term (30 Days) and long Term (180 Days).
SHORT TERM:
•US Telco should share its vision with the employees of merged company to keep them motivated.
•Employees and management of the should be engaged with all the new decisions taken.
•Analysis of future plans and sharing of the same with all concerned.
•Preparation of action plan with achievable short term targets.
LONG TERM:
•Focusing direction and energy of New corporate Identity
•Re-evaluation and re-creation of unaccomplished plans.
•Dreaming the dream of the new future with all the stakeholders.
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