Combo Offer 30% Off + 5% Extra OFF

Contemporary Hrm & Leading, Managing And Human Resource Development

Order on WhatsApp Get Upto 50% off
Securing Higher Grades Costing Your Pocket? Book Your Assignment At The Lowest Price Now!
  • Order on Whatsapp
X

Contemporary Hrm & Leading, Managing And Human Resource Development

Introduction

Get free samples written by our Top-Notch subject experts for taking online assignment help & australian assignment help services 

This present report is based on the leading management and the development of Human resources. To identify the strategies to develop human resource management and Turkey’s organization has been selected to analyse its economic growth. This report covers the organization’s background and the PESTLE along with STEEP and SWOT analysis to understand the internal and external factors of the organizations that create an effect on their business development. The selected organization is Turkish Airlines, one of the largest organizations worldwide with 37000 employees. They have expanded their business in Africa, America, and Europe. This study also covers the HR professional's role and responsibility to develop the business in the organizational context. This organization is internationally well known for its aircraft services, and its primary focus is to satisfy customers with their luxurious service. 

Background of Organization

Turkish Airlines is one of the largest organizations worldwide, established on the 20th of May in 1933 with five aircraft[1]. This organization started working with 30 employees, and right now, they have around 37,000 employees in their organization. At present, this organization’s aircraft are flying across the globe and are celebrating 87 years of this renowned organization. In 1947 this organization had conducted its first overseas flight from Istanbul to Athens’ foreign country by flying its national flag. In 1951 the number of aircrafts was increased from 5 to 33. This was the beginning of their achievement. In 1955, they got a rank in the International Air Transport Association. In 1958, the number of aircraft in this organization was 794, and since and gradually, they became one of the largest airline organizations in the world. In 1983 with 5000 employees, they had delivered around 2.5 million passengers through their aircraft service.

(Figure 1: Annual Report of |Turkish Airlines)

(Source: Satista.com, 2021)

 Since 2000, they have launched their websites, and passengers have been booking their tickets online. Their main priority is to satisfy their customers by providing luxurious services throughout the entire journey. In 2019 they reached an incredible peak in generating revenue of around 13.6 billion. This organization wants to expand its business more widely throughout the world by providing international aircraft services[2].

 

PESTLE Analysis

 

Political

  • Government schemes have launched for the micro and macroeconomic sector[3]
  • Launching unemployment schemes for increasing employment rate

Economical

  • The economic freedom score of Turkey is around 64.0
  • Overall score has been decreased by 0.4 points[4]

Social

  • Customers prefer online shopping
  • The tourism industry is increasing in the middle east [5]

Technological

  • Continuous developing business through utilizing innovative ideas
  • Building the infrastructure for supporting advanced technologies in business[6]

Legal

  • Employment and labor law has been published in 2021

Environmental

  • Risk management through carbon emission
  • Turkey has started a fuel efficiency program [7]

Table 1: PESTLE Analysis

(Source: Created by Author)

PESTLE can help to identify the external factors that can affect the business industry of Turkey. Turkey's airline industry has faced a severe decrease in its profit margin due to the Covid-19 pandemic situation. In the report of 2019 the profit of Turkish airlines was around 13.6 billion dollars, whereas, in 2020, the profit margins fell severely. This profit which has been generated in 2020, is approximately 6.7 billion. Due to the pandemic situation, the unemployment rate has increased drastically. Therefore the government of Turkey has taken the initiative through launching unemployment schemes to reduce the unemployment rate. The economic growth of the organization is slowing down by 0.4 points. Among the 45 countries of Europe, Turkey has ranked 37 as per economic growth. The tourism industry’s value is increasing daily in the Middle East; therefore, there is a massive opportunity for Turkish Airlines to develop its business. The Turkey government's management is creating an infrastructure to advance the new technologies for growing the business. Most of the organizations of Turkey have implemented the technology with high utility to flourish their business.[8]

In the legal perception, Turkey wants to support the employees by implementing the law on their behalf. It can help them to adapt to the changes of the organizations. Turkey has taken initiatives to maintain the environment safe through efficient fuel service, and they are managing the risk of climate theory reducing carbon emission.

STEEP Analysis

 

Factors

 

Social

Continuous improvement in the tourism industry in the Middle East

Customers prefer to follow trends

Technological

Technology is improving day by day

Turkish Government is started to build infrastructure to advance the technologies with high utility [9]

Economic

The ranking is 37 out of 45 countries in Europe

The airline industry has faced a severe decrease in profitability due to the covid-19 pandemic

Environmental

Taking the initiative to decrease carbon emission

Fuel efficiency program [10]

Political

The government has taken the initiative to reduce the unemployment rate

Table 2: STEEP Analysis

(Source: Created by Author)

The present study identifies the external factors through steep analysis. The external factors can help to understand the factors that are affecting the business of the Turkey industry. Most customers prefer to follow the present trends; therefore, to satisfy the customers and fulfill their needs, organizations have to make their products and services based on the current trends. The tourism industry is increasing day by day. The airline industry of Turkey has the opportunity to develop its business in the Middle East. The government has taken the initiative to build the infrastructure to advance technology in growing the business. Due to the pandemic situation, the economic growth of the Turkey industry has fallen drastically. Therefore, they need to focus on their activity to increase economic growth. In 2020, Turkish airlines generated a profit of around 6.7 billion dollars. As per the environmental aspect, the management of Turkish Airlines has taken the initiative to reduce carbon emission and have started a fuel efficiency program to save the environment. The government has taken a drastic step to decrease the unemployment rate in Turkey.

SWOT Analysis

 

Strength

  • High customer base across the globe

Having an extensive network in Africa, Europe, and America [11]

  • The cost structure is relatively lower than other airlines organization
  • Generating high Profit

Weaknesses

  • Network in Asia pacific is respectively weak
  • Inconsistency in terms of financial performance
  • Constraining capacity in Istanbul

Opportunities

  • Increasing expansion of their business in Africa [12]
  • The utilization of technology need to be improved
  • Istanbul airport needs to be expanded

Threat

  • Competitors are growing day by day
  • Inconsistency in the profit [13]
  • Transfer traffic is continuously increasing

 

Table 3: SWOT Analysis

(Source: Created by Author)

A SWOT analysis helps Turkish Airlines identify the internal factors that can create an effect in this organization. Turkish Airlines is one of the largest organizations all over the world. Their primary focus is to satisfy the customers with their services; therefore, the number of customers increases day by day. The report of 2018 revealed that around 75 million passengers had made their journey through Turkish airlines, which is one of the most significant achievements[14]. The organization’s cost structure is relatively lower than other airline companies are and has generated immense profit through an increasing customer base[15]. As per the report of 2019, around 13.6 billion of revenue is generated as a profit in the organization. They have expanded their business in Africa and Europe, and America; still, the Asia Pacific industry is comparatively weak. There is no consistency in their financial performance; in 2014, their economic growth fell. The new airport has launched in Istanbul. However, it is not internationally expanded. There is a high opportunity of developing business in Africa. Therefore, they need to focus on growing their business in Africa and Asia pacific. Competitors such as Gulf Airlines are increasing their business day by day, which can threaten this organization. The organization improves the traffic transfer system; therefore, their cost is gaining. This gaining cost can be a severe threat to this organization. They need to focus on their business by implementing innovative ideas and technology with high utility.

Response of HRM to environmental Forces

HRM refers to Human Resource Management, a practice to manage people for developing performance in the organizations' business. HRM is an essential department of the organization because it can build a professional bond between employees and organizational management. The response of the HRM is different from the environmental forces. There are different kinds of ecological details such as technical and economic changes and globalization and the nature of work culture. The points are discussed briefly below.

Technical and economic change

At present, there has been observed a drastic change in the technical aspects. Organizational management has implemented technology with high utility to develop the business. The information about the customers and the products can be derived in a minute through using computers. Security-related technologies are developed by applying new technologies. Therefore, to mitigate the change, the HRM of the organization has decided to select the people who are skilled in using the technology in their work; they are also choosing those who can adapt to frequent changes to perform better in the organization. At present, in the Turkish organization, HRM has selected those people who are skilled and experienced. Therefore the airline industry has reached an excellent level of success[16].

To maintain economic growth, the organization needs to adapt to the changes as per the economic perception. Human resource management takes some responsibility to grow financial strength by increasing the productivity of the organization (Patel et al. 2020). To increase productivity, this management gained several skilled and experienced employees to perform their work. Due to the covid-19 pandemic economic growth has been fallen severely. Therefore, HRM has taken the responsibility to increase productivity for developing the economic structure

Globalization

Globalization is an essential process for the organization to expand the business across the globe. To globalization, HRM has to select the overseas people in the organization for building the professional bond with other countries. HRM management decides to outsource the business throughout the world to globalize their organization all over the world.

Change in Nature of Work Culture

Technological and economic changes can change the work culture, sometimes employees cannot handle the different work culture. In order Britain the employees, HRM tries to make a positive environment by motivating the employees and starting to train the employees to develop their performance. Motivation and encouragement can enhance their quality of productivity.

Stakeholder analysis

Turkey airlines are one of the most renowned organizations all over the world. The primary stakeholders of this organization are passengers, government authorities, investors, and local communities. The other stakeholders are suppliers and environmental auditors. The stakeholders are divided into two parts one is internal, and the other is external. The investors and the employees are the internal stakeholders[17]. Government, local community, and passengers are external stakeholders.

Stakeholders’ Analysis

 

 Stakeholders

Effects

Customers, local community

In the report of 2018, the organization has delivered services to 75 million customers.

 

shareholders, suppliers, government authorities

Turkey’s management has been seeking around 2.5 billion dollars in bank loans from their government authority to develop their business. The primary investors are the Turkey wealth fund, and Turkey’s republic is the company’s shareholders[18].

Employees

Employees are effective internal stakeholders of this organization. Currently, they have around 37000 organized employees. They need to focus on their employees' satisfaction in developing their business.

Environmental Auditors

Environmental auditors are the part of external stakeholders who are reporting as per measuring the business’s effect in the environment

Table 4: Stakeholders’’ Analysis

(Source: Created By Author)

Customers are one of the main stakeholders in this organization. Their primary focus is to satisfy the customers then,

 

 only the business can be developed as per their expectation. In the report of 2018, the organization has delivered services to 75 million customers[19]. The local community is also a significant stakeholder. To develop the business, this organization maintains a professional relationship with the local community Investors, a major internal stakeholder of this organization. Through investing a considerable amount, the company has reached this expected achievement. Government authority is a part of external stakeholders[20]. Turkey's management has been seeking around 2.5 billion dollars in bank loans from their government authority to develop their business. Employees are effective internal stakeholders of this organization. Currently, they have about 37000 employees who are giving their effort to establish the organization. Employees are one of the main assets of the organization. They need to focus on their employees' satisfaction in developing their business. Environmental auditors are part of external stakeholders[21]. This Organization has to inform the auditors about their initiatives to create a positive effect on the environment.

 

Environmental Audits

Being one of the largest organizations in the airline industry, Turkish Airlines has taken initiatives to save the environment from poisonous fuel[22]. In 2008, this organization joined with the green team of the IATA to start the fuel efficiency program to gain the efficiency of energy. It can help to decrease carbon emissions to save the environment from pollution. To reduce the carbon footprint, the organization has been optimizing the operations of its 70 projects. The operations cover the optimizations of Auxiliary PowerPoint as well as the reduction of aircraft weight and flight planning system. Through fuel efficiency programs they have increased the awareness of the employees for creating a positive effect in the environment.

Figure 3: Fuel Efficiency Programme

(Source: Cui and Li, 2018)

 

As per the environmental audits, Turkish Airlines is ISO certified for maintaining the safety of the environment in 2013. To maintain sustainability in the environment, they have improved their infrastructure by managing the traffic management system in both domestic and international areas. At present this airline is flying 19% more efficiently per ATK after launching the program of fuel efficiency. They are using alternative fuels to decrease the rate of carbon emissions to manage the environment. They have followed the waste management procedure to reduce the cost of their productivity. Their fuel efficiency program is also effective for the cost reduction policy. As per the environmental report of 2013 around 28% of employees are trained to perform their work through implementing natural resources. The paper consumption and environmental effect are reduced by 5%. The organization has maintained its activities to manage the environmental state of society. As per the environmental report they need to be more focused on reducing carbon emission.

Role of HR professionals in implementing strategies

To improve the quality of performance in business, HR professionals play an important role in implementing the strategies. The strategies are implemented in collaboration and partnership, change the organizational structure, and measuring progress[23].

Collaboration and partnership

To develop the business, collaboration is one of the most important strategies that are to be maintained by the employees of the organization. HR professionals create sessions and meetings to inform them about the importance of collaboration. They also try to make harmony among the employees, therefore, they can work together to develop the business.

Change in the Organizational Structure

HR professionals create organizational policies to maintain the ethics of the organization. Sometimes employees are not maintaining moral principles in the workplace. It can create a severe effect on the other employees. HR professionals have to maintain equality among the employees through making standard policies (Trullen and Valverde, 2017).

Measuring the progress

The progress has to be measured daily therefore the HR professionals measure the progress of the development of the organization as well as the individual employees. HR professionals measure the development and they are rewarding employees who are maintaining their performance in the organization. The reward can encourage the employees to perform better in the organization.

Range of Organizational Context

This study is based on the internal and external factors of Turkish Airlines which is one of the largest companies around the globe. As per the annual report of 2019 the organization has generated around 13.6 billion of profit. This organization has around 37000 employees and their business is expanded in Africa, America, and Europe. This organization had started its business with 5 aircraft and 33 employees. At present this organization is internationalizing its business around the globe. As per their report of 2018, this organization has delivered around 75 million customers through providing aircraft services. At present due to the covid-19 pandemic, their business has fallen drastically however they want to improve their business by enhancing their quality of performance. The main focus of the organization is to satisfy its customers by providing luxurious services. They are maintaining multiculturalism for globalizing their business. The organization has created a partnership with star alliance to enhance their business worldwide. The organization has taken initiative to reduce carbon emission and started the program of fuel efficiency to decrease the carbon footprint.

Response of HR functions in organizational Context

Turkish Airlines is one of the largest organizations all over the world, at present this organization has 37000 employees[24]. HR professionals of this company have played an important role in their success. The company had started in 1933 with 5 aircraft and 33 employees in Istanbul. However, the company has spread its business worldwide. HR management has changed traditional management into strategic management. Strategic management helps to improve environmental status as well as social responsibility. The HR professionals are managing the productivity of 37000 employees[25]. Strategic management helps to increase productivity through powerful technologies. At present, the organization is well known throughout the world. The HR management should take the responsibility to increase the productivity in Asia specific to spread their business throughout the globe because Asia is the biggest continent of the world therefore if they can spread their business in Asia then they can achieve huge development in their business. The HR professional maintains the collaborative working strategy of this organization to develop the business. Through strategic management, they have created a partnership with the Star Alliance which is one of the most renowned companies across the globe.

 

Task 2

Introduction

The report consists of a brief discussion about HR strategies and their effect on high-performing organizations. Approaches for effective HR management are discussed in brief, along with their role in high-performance organizations. The link between HR strategies and the performance of Turkish Airlines is concerned with the relation to HR’s strategy. Leadership in organizations and strategic approaches for including leadership in high-performance organizations are also mentioned and some approaches. The need for organizational changes in Turkish Airlines is discussed with an evaluation of the contributions of leadership, management, and development of the employees in it. The next part of the report consists of a brief explanation of Turkish Airlines HRM and organizational dynamics. At the end of this part, there is a critical evaluation of the strategies in different functions of HR. There is also an explanation of the HR functions’ ethical approaches and assessing the HR function’s role in an organization, followed by a personal analysis.

1. HR Strategies and High Organizational Performances

1.1 Approaches for HR Strategy

Management Approach is just as its name suggests. It means being able to manage the people in the workplace. Managers are responsible for managing their subordinate employees at all levels. HR must address the people around them to ensure that there is smooth functioning in the workplace. The management approach will help the managers of all levels to conduct a smooth organizational performance[26].

Human Resource Approach is a strategic approach for the management of employees in Turkish Airlines or company. Managers must be able to appreciate the intellectual abilities and potentials of the employees he is working with. It is essential that the manager can respect and treat people with dignity. This will help the employees to work in a better way by communicating in a better way. The approach shall also improve the overall performance of the employees in the long run.

A proactive approach is an approach that will enable managers to predict issues or challenges before their arrival. This will help the managers to take care of the issues and to be prepared for them beforehand[27]. A proactive approach is a practical approach, as it will help Turkish Airlines save time and money both in the short and long run. The process will also help the organization to predict the top talents of their organization[28].

Figure 4: Approaches for HR Strategy

(Source: Created by Author)

 

1.2 Link between HR Strategy and Organizational performance

Apart from the organizational structure, HR strategies are also crucial for determining Turkish Airlines’s success rate. Different human resource strategies help Turkish Airlines achieve its desired goals in the expected time[29]. This is because processes enable the organization to avoid internal issues that prevent the organization from achieving its objectives. HR strategies help employees to give their best in their work by encouraging them. As a result, employee satisfaction and retention are also maintained. This allows the organization from multiple sides to reduce employee turnover rates and increase employee satisfaction. However, if the strategies are not developed and not applied in the organization, there might be serious issues that the organization has to face in the future. Problems such as employee dissatisfaction, lack of employee retention, inability to work collaboratively might occur due to no or lack of HR strategies. HR strategies can have multiple positive effects on the skills and abilities of employees. Besides, it also helps organizations to maintain sustainable competitiveness in the market.

1.3 Role of Approaches for high performances

A high-performance organization is an organization that can achieve both its financial and non-financial goals compared to the other organizations in its peer group. It is generally done based on the results of the organization for five years. A high-performance organization has a different set of HR strategies that help it to achieve its goals. It is essential to understand that the Turkish Airlines will only succeed in the market if it can achieve its goals and compete with its competitors[30]. High-performance organizations can achieve their goals as a result of solid HR strategies and approaches. HR approaches make organizations able to work smoothly. Organizations can develop their decision-making skills with the help of effective HR strategies. Organizations must perform smoothly and ensure that HR strategies must be applied in the organization. HR strategies make employees encouraged to do their job, which improves employee retention and satisfaction. Having a majority number of experienced employees in an organization is always better than having many inexperienced employees. HR strategies also help the managers of Turkish Airlines to anticipate issues. This also allows the organization to be prepared for it beforehand to handle the problems better.

2. Leadership in Organization

2.1 Nature and Approaches to Leadership

Transformational Leadership is an approach to leadership where the leaders focus on improving the team’s job performance[31]. The leader’s primary idea in a team is to identify the change that is needed in the team. The motive of transformational leadership is to encourage critical thinking and new ideas[32].

Value-based leadership is all about encouraging other team members to work according to their core values. The leaders are supposed to focus on the organization’s goals and purpose instead of focusing on metrics. The leader here is driven by his core values that are somehow aligned with the principles of the organization he is working in[33].

2.2 Significance of Leadership role to sustain high performance

Leadership motivates people to give their best to the work they are doing. It is all about trying to bring out a higher level of performance from an individual. There are certain approaches to leadership that enable a person to become a strong leader. This positively affects organizational performance by increasing the efficiency of the employees of the Turkish Airlines. It is an essential function of management as it helps Turkish Airlines achieve its expected time. Therefore, the manager of Turkish Airlines must have the traits of leadership in themselves. Leadership also enables an organization to sustain high performance in the market. With the help of different leadership approaches, an organization will be able to avoid internal problems regarding employee clashes and lack of coordination among team members[34].

3. Human Resource Management

3.1 Aims, Objectives, and Practices of HRM

3.1.1 Aim

HRM aims to develop and utilize policies that can help build an organization. The HRM seeks to improve an organization’s productivity and communication, and coordination within the organization.

3.1.2 Objectives

To enable the organization to achieve its desired goals in the stipulated time[35]

  • To motivate the employees of an organization to give their best performance
  • To ensure employee satisfaction[36]
  • To maintain the culture and environment of the workplace
  • To train and develop inexperienced employees

3.1.3 Practices

Security- The HR manager has to ensure that there is security in the workplace. They must also provide the necessary protection to the employees of the Turkish Airlines.

Hiring- It is one of an HR manager’s many jobs to hire the right people suitable for the job. It is essential that they can employ the correct persons for the job they will be able to train later. The managers must also understand the potential of the people they are hiring as a failure to do so shall affect the long-run organizational performance[37].

Training- It is another practice of an HR manager to train the employees after hiring them. They must be able to give them the proper training that is required for their job. The manager must also prepare the employees about the essential factors and importance of teamwork.

Managing- The HR manager of Turkish Airlines is also expected to manage the organization’s employees to work smoothly. It is the responsibility of the manager to ensure the smooth functioning of the organization.

3.2 Organizational dynamics

The process by which an organization’s employees’ performances are continuously strengthened is known as organizational dynamics. In simple words, it is the process by which an organization promotes its performance. There are numerous benefits of organizational dynamics. It helps an organization adapt better practices regarding the business, which helps them perform in an organized manner in the long run. The organization is also able to develop strategic management with the help of organizational dynamics[38]. Four different elements help in the contribution to the organizational dynamics. The first element is planning the decisions and actions for the future. The second element is the execution of the plan. The third element is innovation, and the last element is the control of resources. These four elements help an organization function correctly and meet its goals in its expected time. The responsibility of organizational dynamics is for the HR manager. Managers are trained to improve the effectiveness of employees and the organization. Project managers can have a drastic impact on the overall performance of the Turkish Airlines. 

3.3 Strategies in the function of HR

Strategic Human Resources is a connection between the objectives of Turkish Airlines and the objectives of its employees. Strategic human resource aims to develop organizational performance. Apart from the organizational structure, the organization has to focus on the internal factors that will maintain functional growth. The organization will avoid internal clashes among employees and issues that prevent the organization from achieving success. The organization will be able to develop systematically with the help of strategic human resource management[39]. The organization’s employees will be able to communicate in a better way with the other employees of the organization. Therefore, there will be less confusion and clashes among them. This will increase employee retention and decrease the employee turnover rate. With a majority of experienced employees, Turkish Airlines will focus on its goals and compete with its competitors.[40]

4. Role of HR in Organization

4.1 Changing role of the HR function

Human resources’ role has changed as they have become strategic and lined up to their objectives. The role of HR previously was to anticipate talent strategies and support the results of the organizations. However, the primary function of Human Resource managers is to play the designers, marketers, and experts of supply and demand. They mainly have to speed up the existing employees' working speed and encourage new employees to enhance their skills and learn from their experiences. The HR department is also responsible for encouraging trainees to get the training program that they organize. Their overall job is to promote human resource managers’ primary function to work systematically and ensure that they are ankle to follow the workplace’s rules and regulations. The new employees must also adapt to technological changes easily to ensure that the organization is working smoothly. The HR manager must also be able to encourage employees to work collaboratively in a team. It is generally expected now that the HR manager will take full responsibility for employee issues. He shall ensure no internal clashes in the organization and the short-term goals are met on time.

4.2 Ethical Approach to HR functions

Ethics are the primary requirement of an organization these days. Organizations want their company to grow ethically and so do their stakeholders. The customers of the organizations especially expect that the organizations they are getting services from are using ethical ways to conduct their business. Therefore, the Human Resource Department of the organization must make sure that there is no use of unethical ways to achieve the goals of the business[41]. The HR manager shall always promote the use of values and ethical ways among the employees and ask them to promote it. There must be an encouragement of ethics and values among the employees to ensure the well-being of all the workers of the organization. The employees of the organization shall also understand that they will be able to achieve success in a better and quicker way with the use of ethical ways rather than unethical ways the ethical approach shall apply to all the sectors of the organization including the stakeholders, employee practices, corporate governance, and corporate responsibility[42]. This shall also strengthen the trust of the customers of the organization. The organization can implement ways that will encourage the employees of the organization to use ethical ways to do their jobs. The organization can introduce rewards for employees who use ethical ways in their work. This shall encourage other employees to follow ethics and promote it as well.

4.3 Reflection

There is a need for Human Resource Management in every organization for the better functioning of the organization. It is also important to understand that with the help of a strong HRM an organization will be able to work more smoothly. They shall also be able to focus on their decision-making capabilities. Therefore, they will be able to reach the goals of the organization in the expected time. There will be fewer internal issues in the organization and more ethical values. The organization will also be able to easily adapt to organizational changes and maintain teamwork. There will be fewer problems in the Turkish Airlines if there is an implementation of leadership, management, and development. It is also important that the HR manager of the organization has strong leadership qualities to ensure better functional growth.

Organizations can implement strategies and approaches to get effective leadership and HRM in their organization. Organizations must also be able to encourage their employees to use ethical ways to do their job. They can do it with the help of giving rewards to the employees and encouraging them. The organizations must also be able to stick to their objectives to ensure that the employees are also aligned with those objectives. They must also look after employee satisfaction to ensure low employee turnover rates. These are some of the internal factors that HRM must take care of to ensure steady organizational growth.

5. Organizational Changes

5.1 Need for Organizational Change

Organizational changes refer to any changes that are made in the organization regarding the work environment. It is an essential characteristic of almost all types of organizations. Organizations must be able to easily adapt to changes[43]. They will have to face numerous issues if they fail to do so. There might be a chance of the organization getting completely swept away by competitors[44]. There might also be a chance that the organization will lose its competitiveness as a result of not being able to adapt to the organizational changes. Organizational changes can be structural, technological, and changes regarding people or other elements. The members of the organization must learn to adapt to those changes so that the functional development of the organization is not hampered. The employees are generally expected to improve their adaptability to organizational changes. They must be able to adapt to the changes as they are also the stakeholders of the organization. They must understand that downfall of the organization will also mean the downfall of them.

The survival of the organizations depended upon their way of adapting to organizational changes. Therefore, it also depends upon the changing behavior of the employees of the organization. Naturally, most of the changes will affect the equilibrium of the organization. However, the employees must be able to adapt to those changes. The employees must be assured from the side of the HR manager that adapting shall become easier in the long run. The employees will have less difficulty each time they successfully adapt to organizational changes.

5.2 Contribution of Leadership, Management, and Development

Strategic organizational change is an approach that is implemented by organizations to avail a successful organizational change. Organizations must be able to successfully adapt to changes or else they might have to face issues regarding organizational performance[45]. The organizational changes can be of four types and they are people-centric changes, technological changes, structural changes, and remedial changes. However, the employees of the organization must be able to adapt to chosen changes. Leadership, management, and development play a major role in the development of the Turkish Airlines. They enable the employees of Turkish Airlines to be able to adapt to changes easily. With the help of effective leadership, employees will be able to work systematically. Organizational changes hamper the system of the organization. However, it can be resolved with the help of effective leadership, management, and development[46]. Effective leadership skills in managers shall also enable the employees to get effective decision-making suggestions and guidance. This is the reason why HR managers must have the qualities of leadership. Therefore, the managers shall be able to guide the employees and help them to easily adapt to the new changes. These are the reasons why Leadership, management, and development are important for the strategic organizational change of organizations.

Conclusion

Human Resource Management has numerous benefits and contributes in multiple ways to the organizational growth of a company. It enables an organization to reach its desired goal in an organized manner. The decision-making capabilities of the organization are also improved with the help of HR management. The role of leadership in Turkish Airlines also has similar benefits as it encourages the employees of the organization to work under a leader. HR managers must have strong leadership qualities to ensure that they can take the correct decision for its betterment. The company will also benefit from implementing and promoting Human Resource Management and Human Resource Development in their organization. HRM makes the Turkish Airlines able to become a high-performance organization. However, it is essential to understand that there will be specific changes in every organization at a particular time; employees and managers of the organization must adapt to those changes. Leadership and management of the organization will make it easier for the employees to adapt to those changes in less time.

Bibliography

Ahmad, R. and Scott, N., 2019. Technology innovations towards reducing hospitality human resource costs in Langkawi, Malaysia. Tourism Review.

Day, A., Crown, S.N. and Ivany, M., 2017. Organisational change and employee burnout: The moderating effects of support and job control. Safety science100, pp.4-12.

Mahmood, M., Uddin, M.A. and Fan, L., 2019. The influence of transformational leadership on employees’ creative process engagement. Management Decision.

Nykyforenko, V., Kravchenko, V., Zbrytska, T., Kryvtsova, M. and Svorobovich, L., 2019. Motivational monitoring as a component of effective human resource (HR) strategy of company. Academy of Strategic Management Journal18(2), pp.1-6.

Ramsundarsingh, S. and Shier, M.L., 2017. Anti-oppressive organisational dynamics in the social services: A literature review. British Journal of Social Work47(8), pp.2308-2327.

Torlak, N.G., Kuzey, C. and Ragom, M., 2018. Human resource management, commitment and performance links in Iran and Turkey. International Journal of Productivity and Performance Management.

 

Reference list

Ahammad, T., 2017. Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing, 13(9), pp.412-420.

Anaz, N. and Akman, E., 2017. Turkey's Soft Power Capacity: Geopolitics of Aviation and the Turkish Airlines. The Arab World Geographer, 20(4), pp.303-316.

Andriani, S., Kesumawati, N. and Kristiawan, M., 2018. The influence of the transformational leadership and work motivation on teachers performance. International Journal of Scientific & Technology Research7(7), pp.19-29.

Arshad, M.A., Kalimullah, Khan, S. and Shahid, Z., 2020. High performance organisation: the only way to sustain public sector organisations. International Journal of Public Sector Performance Management6(6), pp.806-816.

Asma, S., Dine, M.S.B., Wafaa, B. and Redouan, A., 2018. The effect of perception quality/price of service on satisfaction and loyalty algerians customers evidence study turkish airlines. International Journal of Economics & Management Sciences, 7(1).

Bilgel, F. and Karahasan, B.C., 2019. Thirty years of conflict and economic growth in Turkey: A synthetic control approach. Defence and Peace Economics30(5), pp.609-631.

Bozoklu, C.P., 2018. The Effects of Social Responsibility Activities on Stakeholders’ Purchase Intention. Business and Economics Research Journal, 9(4), pp.889-900.

Bozoklu, C.P., 2018. The Effects of Social Responsibility Activities on Stakeholders’ Purchase Intention. Business and Economics Research Journal9(4), pp.889-900.

Bretos, I., Errasti, A. and Marcuello, C., 2018. Ownership, governance, and the diffusion of HRM practices in multinational worker cooperatives: C ase?study evidence from the M ondragon group. Human Resource Management Journal28(1), pp.76-91.

Ciftci, I., Tatoglu, E., Wood, G., Demirbag, M. and Zaim, S., 2019. Corporate governance and firm performance in emerging markets: Evidence from Turkey. International Business Review28(1), pp.90-103.

Della Corte, V., Del Gaudio, G., Sepe, F. and Zamparelli, G., 2017. The role and implications of values-based leadership. Journal of Organisational Transformation & Social Change14(3), pp.187-213.

Diaz-Fernandez, M., Bornay-Barrachina, M. and Lopez-Cabrales, A., 2017. HRM practices and innovation performance: a panel-data approach. International Journal of Manpower.

Durante, R., 2017. Value-Based Leadership and Personality Type: The Influence on Organizational Change. In Encyclopedia of Strategic Leadership and Management (pp. 662-685). IGI Global.

Garavan, T., McCarthy, A., Lai, Y., Murphy, K., Sheehan, M. and Carbery, R., 2021. Training and organisational performance: A meta?analysis of temporal, institutional and organisational context moderators. Human Resource Management Journal31(1), pp.93-119.

Hedberg, L.M. and Luchak, A.A., 2018. Founder attachment style and its effects on socioemotional wealth objectives and HR system design. Human Resource Management Review28(1), pp.33-45.

Jyoti, J. and Rani, A., 2017. High performance work system and organisational performance: Role of knowledge management. Personnel Review.

Kamrani, M., Wali, B. and Khattak, A.J., 2017. Can data generated by connected vehicles enhance safety?: Proactive approach to intersection safety management. Transportation Research Record2659(1), pp.80-90.

Karabag, S.F., 2019. Factors impacting firm failure and technological development: A study of three emerging-economy firms. Journal of Business Research98, pp.462-474.

Logothetis, M. and Miyoshi, C., 2018. Network performance and competitive impact of the single hub–A case study on Turkish Airlines and Emirates. Journal of Air Transport Management69, pp.215-223.

Mazareanu, E., (2021). Annual revenue of Turkish Airlines from 2012 to 2020. Available at: https://www.statista.com/statistics/891157/turkish-airlines-annual-revenue/ [Accessed on 10.04.2021]

Patel, B., Patel, A. and Sharma, A., 2020. Examining the Role of HR Professionals in Developing Efficient and Effective Performance Management Systems. AAYAM: AKGIM Journal of Management, 10(1), pp.17-24.

Pirie, G., 2017. Persian gulf and Turkish airlines in Africa. The Economics and Political Economy of African Air Transport. Routledge, pp.80-98.

Ringle, C.M., Sarstedt, M., Mitchell, R. and Gudergan, S.P., 2020. Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management31(12), pp.1617-1643.

Rjoub, H., Odugbesan, J.A., Adebayo, T.S. and Wong, W.K., 2021. Sustainability of the moderating role of financial development in the determinants of environmental degradation: evidence from Turkey. Sustainability13(4), p.1844.

Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management.

Safaeva, S.R., Ishankhodjaeva, D.A., Juraeva, N.A. and Matyunina, O.E., 2019. Economic and Legal Aspects of Tourism Regulation in the New Economy: International Practice. Journal of Environmental Management and Tourism2(34), pp.460-465.

Selcuk, E.A. and Kiymaz, H., 2017. Corporate social responsibility and firm performance: Evidence from an emerging market. Accounting and Finance Research6(4), p.42.

Somarathna, K.U.S., 2020. An agent-based approach for modeling and simulation of Human Resource Management as a complex system: Management strategy evaluation. Simulation Modelling Practice and Theory104, p.102118.

Stahl, G.K., Brewster, C.J., Collings, D.G. and Hajro, A., 2020. Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Human Resource Management Review30(3), p.100708.

Tambe, P., Cappelli, P. and Yakubovich, V., 2019. Artificial intelligence in human resources management: Challenges and a path forward. California Management Review61(4), pp.15-42.

Trullen, J. and Valverde, M., 2017. HR professionals' use of influence in the effective implementation of HR practices. European Journal of International Management, 11(5), pp.537-556.

Turkheritage.org, (2020). TECHNOLOGY . Available at: https://www.turkheritage.org/en/issues/technology [Accessed on 9.04.2021]

Turkishairlines.com, (2021). Our success story. Available at: https://www.turkishairlines.com/en-us/press-room/about-us/our-story/ [Acessed on: 10.04.2021]

Unal, B., 2020. Enhancement of communication between game officials and coaches & players: case of Turkish Airlines EuroLeague.

Yang, L.X., Li, P., Yang, X. and Tang, Y.Y., 2018. A risk management approach to defending against the advanced persistent threat. IEEE Transactions on Dependable and Secure Computing17(6), pp.1163-1172.

Yasar, M. and Gerede, E., 2020. Identification of factors affecting competitive tension in the domestic air transport market in Turkey. International Journal of Management and Economics56(2), pp.118-139.

 

 



[1] Turkishairlines.com, (2021). Our success story. Available at: https://www.turkishairlines.com/en-us/press-room/about-us/our-story/ [Acessed on: 10.04.2021]

 

[2] Mazareanu, E., (2021). Annual revenue of Turkish Airlines from 2012 to 2020. Available at: https://www.statista.com/statistics/891157/turkish-airlines-annual-revenue/ [Accessed on 10.04.2021]

 

[3] Ciftci, I., Tatoglu, E., Wood, G., Demirbag, M. and Zaim, S., 2019. Corporate governance and firm performance in emerging markets: Evidence from Turkey. International Business Review28(1), pp.90-103.

[4] Bilgel, F. and Karahasan, B.C., 2019. Thirty years of conflict and economic growth in Turkey: A synthetic control approach. Defence and Peace Economics30(5), pp.609-631.

[5] Selcuk, E.A. and Kiymaz, H., 2017. Corporate social responsibility and firm performance: Evidence from an emerging market. Accounting and Finance Research6(4), p.42.

[6] Karabag, S.F., 2019. Factors impacting firm failure and technological development: A study of three emerging-economy firms. Journal of Business Research98, pp.462-474.

[7]Rjoub, H., Odugbesan, J.A., Adebayo, T.S. and Wong, W.K., 2021. Sustainability of the moderating role of financial development in the determinants of environmental degradation: evidence from Turkey. Sustainability13(4), p.1844.

 

[8] Anaz, N. and Akman, E., 2017. Turkey's Soft Power Capacity: Geopolitics of Aviation and the Turkish Airlines. The Arab World Geographer, 20(4), pp.303-316.

 

[9] Turkheritage.org, (2020). TECHNOLOGY . Available at: https://www.turkheritage.org/en/issues/technology [Accessed on 9.04.2021]

[10] Rjoub, H., Odugbesan, J.A., Adebayo, T.S. and Wong, W.K., 2021. Sustainability of the moderating role of financial development in the determinants of environmental degradation: evidence from Turkey. Sustainability13(4), p.1844.

 

[11] Turkishairlines.com, (2021). Our success story. Available at: https://www.turkishairlines.com/en-us/press-room/about-us/our-story/ [Acessed on: 10.04.2021]

 

[12] Logothetis, M. and Miyoshi, C., 2018. Network performance and competitive impact of the single hub–A case study on Turkish Airlines and Emirates. Journal of Air Transport Management69, pp.215-223.

 

[13]Pirie, G., 2017. Persian gulf and Turkish airlines in Africa. The Economics and Political Economy of African Air Transport. Routledge, pp.80-98.

 

[14] Turkishairlines.com, (2021). Our success story. Available at: https://www.turkishairlines.com/en-us/press-room/about-us/our-story/ [Acessed on: 10.04.2021]

 

[15] Anaz, N. and Akman, E., 2017. Turkey's Soft Power Capacity: Geopolitics of Aviation and the Turkish Airlines. The Arab World Geographer, 20(4), pp.303-316.

 

[16] Anaz, N. and Akman, E., 2017. Turkey's Soft Power Capacity: Geopolitics of Aviation and the Turkish Airlines. The Arab World Geographer, 20(4), pp.303-316.

 

[17] Unal, B., 2020. Enhancement of communication between game officials and coaches & players: case of Turkish Airlines EuroLeague

[18] Bozoklu, C.P., 2018. The Effects of Social Responsibility Activities on Stakeholders’ Purchase Intention. Business and Economics Research Journal, 9(4), pp.889-900.

 

[19] Logothetis, M. and Miyoshi, C., 2018. Network performance and competitive impact of the single hub–A case study on Turkish Airlines and Emirates. Journal of Air Transport Management69, pp.215-223.

 

[20] Unal, B., 2020. Enhancement of communication between game officials and coaches & players: case of Turkish Airlines EuroLeague.

[21] Logothetis, M. and Miyoshi, C., 2018. Network performance and competitive impact of the single hub–A case study on Turkish Airlines and Emirates. Journal of Air Transport Management69, pp.215-223.

 

[22]Asma, S., Dine, M.S.B., Wafaa, B. and Redouan, A., 2018. The effect of perception quality/price of service on satisfaction and loyalty algerians customers evidence study turkish airlines. International Journal of Economics & Management Sciences, 7(1).

 

[23] Trullen, J. and Valverde, M., 2017. HR professionals' use of influence in the effective implementation of HR practices. European Journal of International Management, 11(5), pp.537-556.

 

[24] Asma, S., Dine, M.S.B., Wafaa, B. and Redouan, A., 2018. The effect of perception quality/price of service on satisfaction and loyalty algerians customers evidence study turkish airlines. International Journal of Economics & Management Sciences, 7(1).

[25] Ahammad, T., 2017. Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing, 13(9), pp.412-420.

 

[26] Somarathna, K.U.S., 2020. An agent-based approach for modeling and simulation of Human Resource Management as a complex system: Management strategy evaluation. Simulation Modelling Practice and Theory104, p.102118.

 

[27] Kamrani, M., Wali, B. and Khattak, A.J., 2017. Can data generated by connected vehicles enhance safety?: Proactive approach to intersection safety management. Transportation Research Record2659(1), pp.80-90.

[28] Jyoti, J. and Rani, A., 2017. High performance work system and organisational performance: Role of knowledge management. Personnel Review.

[29] Diaz-Fernandez, M., Bornay-Barrachina, M. and Lopez-Cabrales, A., 2017. HRM practices and innovation performance: a panel-data approach. International Journal of Manpower.

 

[30] Yasar, M. and Gerede, E., 2020. Identification of factors affecting competitive tension in the domestic air transport market in Turkey. International Journal of Management and Economics56(2), pp.118-139.

 

[31] Della Corte, V., Del Gaudio, G., Sepe, F. and Zamparelli, G., 2017. The role and implications of values-based leadership. Journal of Organisational Transformation & Social Change14(3), pp.187-213.

 

[32] Andriani, S., Kesumawati, N. and Kristiawan, M., 2018. The influence of the transformational leadership and work motivation on teachers performance. International Journal of Scientific & Technology Research7(7), pp.19-29.

[33] Arshad, M.A., Kalimullah, Khan, S. and Shahid, Z., 2020. High performance organisation: the only way to sustain public sector organisations. International Journal of Public Sector Performance Management6(6), pp.806-816.

[34] Garavan, T., McCarthy, A., Lai, Y., Murphy, K., Sheehan, M. and Carbery, R., 2021. Training and organisational performance: A meta?analysis of temporal, institutional and organisational context moderators. Human Resource Management Journal31(1), pp.93-119.

 

[36] Ringle, C.M., Sarstedt, M., Mitchell, R. and Gudergan, S.P., 2020. Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management31(12), pp.1617-1643.

[37] Tambe, P., Cappelli, P. and Yakubovich, V., 2019. Artificial intelligence in human resources management: Challenges and a path forward. California Management Review61(4), pp.15-42.

[38] Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management.

 

[39] Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management.

[40] Hedberg, L.M. and Luchak, A.A., 2018. Founder attachment style and its effects on socioemotional wealth objectives and HR system design. Human Resource Management Review28(1), pp.33-45.

 

[41] Yang, L.X., Li, P., Yang, X. and Tang, Y.Y., 2018. A risk management approach to defending against the advanced persistent threat. IEEE Transactions on Dependable and Secure Computing17(6), pp.1163-1172.

[42] Safaeva, S.R., Ishankhodjaeva, D.A., Juraeva, N.A. and Matyunina, O.E., 2019. Economic and Legal Aspects of Tourism Regulation in the New Economy: International Practice. Journal of Environmental Management and Tourism2(34), pp.460-465.

 

[43] Durante, R., 2017. Value-Based Leadership and Personality Type: The Influence on Organizational Change. In Encyclopedia of Strategic Leadership and Management (pp. 662-685). IGI Global.

[44]  Della Corte, V., Del Gaudio, G., Sepe, F. and Zamparelli, G., 2017. The role and implications of values-based leadership. Journal of Organisational Transformation & Social Change14(3), pp.187-213.

 

[45] Diaz-Fernandez, M., Bornay-Barrachina, M. and Lopez-Cabrales, A., 2017. HRM practices and innovation performance: a panel-data approach. International Journal of Manpower.

[46] Bretos, I., Errasti, A. and Marcuello, C., 2018. Ownership, governance, and the diffusion of HRM practices in multinational worker cooperatives: C ase?study evidence from the M ondragon group. Human Resource Management Journal28(1), pp.76-91.

 

Free Download Full Sample Free Download Full Sample
Get best price for your work

offer valid for limited time only*

Get a callback
In a Hurry-Get a Callback

© Copyright 2021 | New Assignment Help | All rights reserved