Crisis Management and Resilience Research †MyAssignmenthelp.com

Question: Discuss about the Crisis Management and Resilience Research. Answer: Introduction: Managing the performance of the employees is one of the important areas that every business sector needs to be addressed. Without the proper motivation of the employees, organisations cannot be successful (Reeve 2014). The success of an organisation depends upon the employees that contribute to the success of the business. Hence, every manager irrespective of the type of organisation and the business they run need to be fully aware of the factors that help in the motivation of employees. To ensure that proper motivation is provided to the employees, it is necessary for managers to undertake certain methods that highlight the motivational factors of an organisation. In the words of Peters (2015), it is seen that the motivation of employees is a major function that every manager need to perform. Other managerial functions are also important but motivation helps employees to feel wanted in the organisations and thereby help in increasing the productivity of the employees. Hence, some of the factors that encourage employees to work include belief in the strengths of the employees by the managers, enquiring about the needs of the employees, treating employees with respect, incentive and many more. In this regard, it can be said that certain initiatives can be taken to help in motivating employees. The performance of the employees depends upon the manner in which they remain motivated in the business. As stated by Pinder (2014) a motivated employee performs well in an organisation than de-motivated employees. This is mainly because of the fact satisfied employees will provide more care to the kind of work they do for the organisation. Thus, this can help organisations to progress and be competitive in the market. Hence, initiatives such as performance management can be used to motivate the employees and ensure that the work done by the employees help in the growth of the organisations. Performance management involves the activities that are involved in the effective and constant meeting of goals. It focuses on the performance done by employees, organisations or a department (Miner 2015). It is also considered as a process by which organisations tend to align the resources and strategic objectives. However, it is needed to be kept in mind that the performance management initiative undertaken in organisations cannot be biased. To ensure such biases does not exist organisations managers need to maintain certain protocols while conducting performance management system in organisations. This can help in making the employees motivated to continue to get better appreciation from the managers. In the words of Botvinick and Braver (2015), the performance management can help employees to understand their values. Perception of the value of the employees can help them to understand their position in an organisation and consequently contribute to the effective productivity in organisations. The initiation of the performance management initiative is seen as a means of developing an influential practice in the organisation. This is mainly because the level of transparency is revealed that can help in evaluating the performance of the employees. In the case of MiningCo, the company need to implement this process so that the employees can be judged based on the factors that affect their performance. Some of the factors that may affect the effective contribution of the employees include the improper balance between work and personal life, job dissatisfaction, unfriendly work atmosphere and unfriendly behaviour of the managers. These factors help are important as it diminishes the work of the employees and thereby the production of organisations decreases (Wigfield et al. 2015). Therefore, MiningCo needs to ensure that such factors do not exist in the organisation so that employees are not treated in an improper manner. Performance management can help in ensuring that the employees get the benefits that they deserve. The benefits include an increase in a paycheck or being recognised in the organisation. As stated by Cherry (2016) performance management allows employees to be evaluated based on the work done and not by following any other criteria. The impartial manner in which the performance management of the employees is carried out provides an understanding of the effectiveness of the process. MiningCO needs to ensure that the performance management is done on the employees based on the performance given by them. However, it needs to be kept in mind that the performance management system is conducted without biases. The biased nature of managing employees is one of the most de-motivating factors for an organisation. Every employee needs to be aware of the type of behaviour and work that is expected out of them in an organisation. Csikszentmihalyi (2014) stated that the performance management of the employees is based on all types of a level that are used to evaluate an employee. MiningCo needs to evaluate the performance of the employees after every completion of a project to identify the shortcomings of the projects. After having analysed the importance of motivation and the manner in which performance management initiative can be used it can be said that MiningCo needs to apply to prevent the dissatisfaction of the employees. The employees need to travel in an excessive manner to move from one place to another and this may be a cause of dissatisfaction among the employees. Hence, it is recommended that MiningCo continues with the evaluation of the performance of the employees so that they do not get frustrated with the excess travelling that they need to undertake. At the same time, it is also required that MinimgCo need to sustain the interest of the employees. The managers need to ensure that the safety of the employees is met and that the performance of the employees is judged based on the safety of the tasks undertaken. The performance management initiative needs to have facilities that provide medical treatment, bonus, leaves and profit sharing of the company. The intrinsic and extrinsic motivational factors need to be provided that can support the productivity of the organisations. Thus, it can be said that the performance management initiative of the employees working in MiningCo involves motivating of the employees. In the modern world, the development of religion and political turmoil has resulted in many countries being on the verge of an economic breakdown. The impact created by ISIS in the European countries has resulted in most of the countries to be economically underdeveloped. Therefore, countries in Europe along with USA and Australia are the prime targets of the ISIS that are present in the Middle Eastern countries. Hence, countries need to be more focused on developing anti-countering weapons against the terrorist activities. As stated by Hernndez and Kriesi (2016) the United States have a higher form of anti-terrorism community that can help in mitigating such threat. Thus, due to such restrictions from the United States, the wrath of the ISIS people is borne by the countries in Europe. Recent attacks on Paris and London are prime examples of the terrorism that are caused in the European continent due to the presence of ISIS. Thus, the economic conditions of the countries decrease due to the development of high tech weapons and forces that can counter the activity of the terrorist groups (Arslan et al. 2013). In the light of this, it can be said that some of the countries in Europe have formed allies with the United States to mitigate the threat of the ISIS attack. Greece is one of the countries that are targeted by ISIS and is considered as a gateway to the European countries. The dominance of the country can provide ISIS with the opportunity to gain control in the economic and business markets and thereby drain on the wealth of the country. According to Rachiotis et al. (2015), in the aftermath of the economic crisis of 2007-08, Greece faced a huge crisis in the Government debt that resulted in an economic depression in the country. This had a huge negative impact on the economy of Greece and therefore, the country itself has suffered from being financially competitive with other countries in Europe. Thus, it is seen that with the threat of the ISIS and the poor economic returns from Greece, organisations remain reluctant to invest in any type of project in the country. Simou and Koutsogeorgou (2014) stated that the companies investing in Greece take into consideration the economic and political factors that threaten the existence of a successful organisation. The companies that have already invested in the country look to rotate the number of employees working on a project so that safety can be guaranteed along with the preservation of the finances. Knight (2015) stated that a single entity business organisation has many external threats that cause hindrance to the business. Less number of employees could mean a disadvantage for an organisation as the staff rotation can be difficult. Therefore, threats from the external factors such as the economic condition cannot be dealt in an effective manner by organisations. Hence, the motivational factors come into the limelight that underlines the effectiveness of the managerial difficulties that are enforced upon the organisations. Thus, the general threat that is prevailed in an organisation is the economic factors. In the case of MiningCo, set up of a base in Greece can have a huge impact on the finances of the organisation and the manner in which it can increase its reputation in the market. One of the major issues of MiningCo is the fact that the company have limited number of employees and therefore, it becomes difficult for the managers to continue with the staff rotation policy. According to Thomson et al. (2015), the terrorist threats in Greece can pose a concern for the employees working in Greece, as the presence of the ISIS is strong in the country. Hence, the business has the right to leave the project behind, as it does not guarantee a safe working environment. In addition to the terrorist attack, the economic condition of Greece acts as a de-motivating factor for the employees. As stated by Laitsou, Kargas and Varoutas (2017) the Greek economy has suffered a debt crisis that was triggered by the turmoil of the Great Recession in the early part of 2009. From this impact, the country was unable to recover and provide assistance to the organisations on a financial basis. Thereby, the investors in Greece have suffered heavy loss in the country. MiningCo seems to be suffering the same fate, as the employees are reluctant to continue work in Greece. The continuous impact of the threats from the economy and from the terrorist may create a sense of negative competency in the decision-making process of the organisation. According to Karanikolos and Kentikelenis (2016), the single entity may have a slightly better business advantage than other business sectors, but the lack of employees in the organisation pose threat in the expansion of the organisation. Hence, it can be said that the companies particularly MiningCo may face major issue while trying to rotate staff. Hence, it can be recommended that MiningCo need to ensure that the psychological needs of the employees are fulfilled. This particular need fulfils the safety and security of the employees at a workplace. The safety and security of the workers are an important factor particularly with the threat of the terrorists in Greece. The lack of economy proves to be a de-motivational factor for the employees as low economy means less financial stability of the company and the employees. The financial problem can be maintained by conducting a performance management after the project. Another recommendation that can be provided is based on the Hawthorne effect that suggests that the workplace need to be attractive. The participation of the group, attention of the management, appreciation of work done can help the employees of MiningCo to continue work in the challenging environment. Due to the lack of employees, the company can undertake this particular recommendation to manage any type of external threats in the business. The communication and coordination between every employee need to be strengthened so that the people in a base and the people in the field can maintain an effective conversation. In the words of Booth (2015), a crisis management team is a structured group of people that help an organisation with support during any issues in the organisation. The crisis times in organisations may be in the form of the external factors that affect proper growth of employees and organisations. These include political, economic and technological factors that mostly cause hindrance to an organisation. Hence, a proper team need to be formed so that the crisis can be managed effectively. In the case of MiningCo, the crisis management team need to cover the increasing risk that may be involved in the talent management. The transferring of knowledge and the retention of the employees are two other most effective factors that need to be addressed in the crisis management technique. According to Bundy et al. (2017), one of the main requirements of managing a crisis management team is the fact that the gap between the departments needs to be fulfilled. Every team need to fulfil the gap that exists after the retirement or termination of employees. This can help as the initial formation of a guide to managing a team. The crisis management gap settling need to be done keeping in mind the talents and skills of the employee being replaced. To meet the talent it is important for organisations to analyse the market and ensure that the talents that are leaving the organisation can be quickly replaced. The transfer of adequate knowledge and experience from one organisation to another may be adequate and thus, the managers of organisations need to ensure that every talent that exists in the market are brought in (Jin, Liu and Austin 2014). In the case of MiningCo, the company have a huge talent gap, as the number of employees is inadequate in the organisation. Hence, it is necessary for the organisation to maintain a standard that can help in managing the talent of the employees. In this regard, it can be said that the team structure and function of a crisis management team can be similar to the organisational structure that exists in the departments. As stated by Liu, Shankar and Yun (2017) the employees need to have adequate knowledge of the information that exists in an organisation. The inflow, transfer, and communication process of the employees and employers need to be analysed before the formation of the team. The selected members of the team need to have adequate knowledge about the methods that are being implemented in an organisation. At the same time, the team developed by the company such as MiningCo need to have a knowledge and provide support in the case of an emergency in the organisations. In the case of continuing with the project in Greece, MiningCo needs to develop a team that has the capability to predict any crisis that may befall the project. As stated by Drennan, McConnell and Stark (2014), the knowledge will act as training function for the employees that are present in the organisation. Hence, it can be said that such a knowledgeable and effective team need to be selected based on the talents possessed by the employees and the manner in which it can be developed in the organisation. The people involved in undertaking the emergencies in a particular region can be referred to as the regional crisis manager that focuses on the transformational and participative behaviour of the employees (Williams et al. 2017). Thus, appropriate selection of the members is necessary for conducting a crisis management team in an organisation. The selection needs to be based on the employees having the ability to think critically so that the challenge can be analysed. According to Alexander (2014), the selection criteria need to have employees that possess the capability to take responsibility for the actions that are undertaken in an organisation. The skilled criteria need to be developed keeping in mind the critical factors that are involved in a project. The ability to think critically can provide an opportunity for the employees to take spontaneous decisions that cover the effectiveness of the retention policies in an organisation. In the case of MiningCo, the company need to ensure that the staffs that are selected by the managers possess good knowledge about the region of Greece and can predict the threats that may occur in the country. As stated earlier, the team format needs to constitute the employees and employers that exist in an organisation. The structuring and hierarchy of the crisis management team need to be a reflection of the organisational team (Lachlan et al. 2016). This can help an organisation to maintain control over the team and direct the functioning by imposing organisational rules and reporting structure. However, it has been seen that a couple of positions are important within a crisis team management. This includes the position of the regional manager and the human resource manager. Apart from the two most important positions, the crisis management team need to include an evaluator of the environment so that the changes can be analysed and predicted. In the case of MinningCo, the company can implement this position for effectively contributing to the planning and decision-making prowess of the organisations. The environmental analyst helps to mitigate the challenges that are certain as well as uncertain. At the same time, legal and financial advice can be provided to the organisations. MiningCo needs to ensure that the continuous decline in the technological system in the country needs to be mitigated by the crisis management team so that predictions about the external environment can be maintained. In this regard, it can be said that the reward scheme for the crisis management includes proper responsibility of the employees. The task provided to the critical management teams is crucial to the success of an organisation. The leaders involved in the critical management team need to provide rewards to the employees so that they can remain motivated. 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