The Recommendations to the Metro Company - Essay Sample

A report by the TTI suggests that the number of travellers increased between 1985 to 2005 larger cities and metropolitans. There was only 45% in the free-ways and other streets, with an overall rise in travellers by public means (Krol, 2016). Similarly, the research study points out that there is also a deteriorating situation of reliability. According to Krol (2016), the study argues that in most of the metro regions, travellers and freight shippers need to double plan an extra time of travel once they have a crucial trip. This Decreased traffic congestion will help minimize traffic travel congestion and hence saving time.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

Problem Statement

Due to increased traffic congestion, many cities are looking forward to mitigating the congestion by improving public transport means such as trains to ease congestion in cities. Victoria states are one of such states which are looking forward to reducing congestion. The state has contracted Metro Trains Melbourne (known as Metro) to run the city's rail network in 2009 on a contract that runs up to 2024 (Who we are, 2020). The fleet that is run by Metro is costly as it consists of 220 six-car trains, which are covering a distance of 965 kilometres (Who we are, 2020). The Victoria state has, in the recent past, resolved into the construction of a new train tunnel. This anticipated advancement is expected to affect the management of the company and hence the need to institute some of the strategies which will ensure the effective management of the company. This paper studies some of the recommendations to the Metro company for effective management after the expansion of its operation.

Research Question

This study aims at finding the most appropriate strategies to be applied at Metro company to achieve sustainable leadership. The research will, therefore, aim to answer the following question

How can Metro company build sustainable leadership to achieve organizational goals?

Literature ReviewThe expansion of any company comes along with challenges in the management, which should be addressed for the company to move on smoothly (Ward, 2006). Some of the possible changes are related to the expected increase in the employees and even the structure of the management. For a company to effectively deal with such a company, the following theories can be used in effecting changes within the company, which will make it possible for the company to cope with the possible changes (Ward, 2006).

• Change management
• Human resource management theory
• Team leadership theory

Change Management

The success of any organization is heavily vested upon the shoulders of its leadership. When pursuing to bring onboard new changes in operations, it is crucial to factor in the present administration versus the anticipated task implementation. Effective leadership is pivotal in heightening productivity and ensuring organization goals are realized (Shanafelt et al. 2015). For effective implementation of new organizational policies, it becomes indispensable to do change management.

Change is a very constant phenomena in any given organization as it is motivated by a variety of factors such as new patterns, globalization, social factors, government policies, market trends, and technological inventions (Ward, 2006). According to recent research, many companies fail to achieve their anticipated plan based on people's potentials. Lack of change management can have far-reaching, long-lasting challenges in any organization (Ward, 2006). Change is therefore necessary so that the professionals can understand current issuers and be equipped with techniques required in support of new initiatives (Ruta, 2005).

The global internetworked dependence upon the flow of resources and products in the market and business necessitates a change in organizations (Ruta, 2005). Computing technology has been at the helm of global fast transactions and informed decision making among companies making it very necessary to enhance computing literacy for better organizational outcomes. Social and ethical responsibilities also necessitate change shape behaviour to that which is anticipated by the society (Ruta, 2005). The central focus of expected organizational change revolves around people, tasks, technology, culture, and structure. Planned change is always a response to the already identified existing performance gap. Change that occurs spontaneously without being intrigued by the change agents is referred to as unplanned change. Such changes are such as strikes, plant closure, or interpersonal conflicts (Ruta, 2005).

The planned change goes through three stages. The first step is the unfreezing phase, where the need for change is developed. This stage is followed by the changing phase, where the change is implemented with the managers initiating a shift in culture, people, tasks, structure, and technology (Ruta, 2005). The last stage is the freezing stage, where change becomes stabilized, and conditions necessary for its long-time sustainability are created.

Team Leadership Theory

According to Parker (1990), the team refers to a group of members of an organization who depend on each other, share similar goals, and interlinked activities determined to achieve their goals. More effective teams express greater productivity, advanced decision and problem-solving, outstanding quality services and products, and better innovations and creativity (Parker, 1990).

Effective teams are created when the organizational structure and culture are in strong support for the employees (Zaccaro et al., 2001). Effective team leadership should be process-oriented. In a shared team leadership, team members take on leadership features to rally influence and maximize the effectiveness of the team. The team leadership model depicts distributed leadership roles. For groups that are coordinating virtually, shared leadership is essential. Shared leadership prevents team conflicts, increase trust, and enhance cohesion (Zaccaro et al., 2001). However, it has several risks as it requires members to step up boldly to give leadership besides their formal roles in the team. It also necessitates that individuals be freely willing to share up in the leadership role.

The team leadership model empowers team leaders or designated team members with powers to weigh team problems and act accordingly to rectify the issues. The effectiveness of the performance of the team emanates from the leader's mental model of the overall difficulties. The leader reflects upon the details of the problem, organizational and environmental contingencies (Hackman, 2012). This model is useful based on its goal clarity, result-driven, the competence of team members, unified commitment, collaborative climate, and high standard of excellence (Zaccaro et al., 2001).

The team leader has to decide whether to monitor the team they are working with or take action by themselves (Zaccaro et al., 2001). They must establish when to intervene in meeting tasks or rational needs. Their intervention can also be either internally or externally. Problem monitoring is the responsibility of the leader, after which he/she rallies focus on that problem and make appropriate choices to offer timely and accurate solutions to the issues at hand. The effectiveness of leaders is seen by their ability to establish the required interventions to solve particular problems (Zaccaro et al., 2001). All of the team members are at liberty to take part in problem monitoring.

Human Resource Management

To realize its objectives, an organization must staff itself with committed and able individuals. People are the most valuable assets of any successful organization. In successful organizations, managerial practices such as teamwork, decentralization, job security, good salaries, detailed training, and information sharing are always prioritized (Khan, 2013). Human resource management theory brings along the diversity of workers, which is always associated with competitive results. It draws variations in talents, experiences, perspectives, and problem-solving strategies (Khan, 2013).

Human resource management is the process of outsourcing, developing, managing people in a structured way to realize the strategies, objectives, and missions of an organization (Khan, 2013). It depends on workers with exceptional skills and ensures the required workers are outsourced and found. The process of HRM includes attraction, development, and maintenance of a quality workforce (Khan, 2013). The attraction is done through the recruitment and selection of workers. Workforce development is done through training and orientation of employees while maintenance is achieved through retention, appraisal of performance, and reasonable salary payments.

According to Khan (2013).), recruitment is the first step in attracting competent workers in an organization. It involves job advertisements, initial contact, and initial screening of job candidates. The recruitment can either be internal or external. Selection should be made from the category of the best-qualified applicants (Khan, 2013)). The selection parameters should be reliable over time without manipulations whatsoever.