Essays on Key Stakeholders and Human Resource Challenges Case Study

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The paper "Key Stakeholders and Human Resource Challenges" is a great example of a Management Case Study. Mergers are major projects that are undertaken by firms and as such their success or failure depends on the stakeholders involved (Leenheer, Christiaens & Meersman, 2010). Project stakeholders refer to all entities whether within or without the firm which are involved in the sponsorship of the project or have an interest in the success of the project or who may influence the project completion whether positively or negatively (Fenwick, & Bierema, 2008).

A project stakeholder can also be defined as an individual or a firm that is involved actively in a project or whose interests could affect either positively or negatively the execution or successful implementation of the project (Luftman, Brown & Balaji, 2011). Projects need stakeholders for the successful execution and completion of the project. Thus, it is extremely important that project stakeholders be identified and managed appropriately (Ulrich & Brockbank, 2005). This is because their influence can be either negative or positive (Jackson, Schuler & Werner, 2011). In the case of All-Star University, stakeholders include the government, private investors who had invested in Redbrick Institute.

Other stakeholders are employees from both Sandstone University and Redbrick Institute of Technology and the respective students as the main consumers. The final stakeholders, in this case, are labor unions and the business community. Government interest in All-Star University is to please the consumers, in this case, being the students and their sponsors (parents and guardians). They are also interested in the promotion of public interest, in this case, ensuring that graduates from the University are able to be absorbed in the labor market and spur economic growth of the country (Leenheer, Christiaens & Meersman, 2010).

The government is also interested in helping out the disadvantaged groups such as marginalized communities (Reilly & Williams, 2006). Private investors at All-Star University are interested in the provision of quality education to its consumers. This is exemplified by the way pay system at previously private-owned Redbrick Institute of technology where lecturers were paid based on their performance implying that performance is emphasized (Fenwick, & Bierema, 2008). They are also interested in getting returns on their investment and that is why they are interested in delivering quality education that can attract more students and for its graduates to be absorbed in the labor markets as a marketing strategy (Leenheer, Christiaens & Meersman, 2010).

This is why practical experience and teaching experience were emphasized at Redbrick Institute of Technology. The employees’ interests’ at All-Star University are conflicting based on the differences in their previous employers. The culture of employee relations that existed in Sandstone University and that at Redbrick Institute of Technology is different and as such, the interests of respective employees from these firms differ (Leenheer, Christiaens & Meersman, 2010).

Whereas employees from Redbrick are interested in the practical preparation of students for job market employees from Sandstone are interested in research and publications (Buono, 2009). In addition, employees whose background is Redbrick Institute of Technology have developed a culture of being rewarded for the work performed and as such are interested in being top performers (Fenwick, & Bierema, 2008). On the other hand, the culture cultivated at Sandstone University is for equality, and as such expect that employees in the same rank and classification be paid the same rate of salary and hence are not interested in performance.

It seems as if Redbrick University was customer-oriented while Sandstone University was firm oriented (Luftman, Brown & Balaji, 2011). This is because Redbrick Institute of Technology valued the interests of its customers (students) and hence emphasized on the need for quality practical education for its students to ensure a smooth transition into the job market (Ulrich & Brockbank, 2005). On the other hand, Sandstone employees were interested in the reputation of the firm as a research-oriented firm that emphasized the lecturer’ s research and publication.


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