Report on Amcor Technologies
Introduction
Learning is not just about how one talks or dresses or furnishes their home; it is also not about what type of job the person does are how much money the person makes, or even not on whether the individual is an A grade student or someone who merely have gone to schools. Adult learners learn the best through personal experience throughout their long life. In this assignment, there are brief discussions on the Elaine Cox cross-culture competency reflections, organizational cultural environment, and managerial work motivation, followed by a relevant conclusion.
Task 1
The learning that we achieve from individual efforts through work-based activities is known to be unique and uniquely experienced by the individual. It includes a mixture of intuitive reasoning and the induction thinking process, which generally implicit and is not for analysis purposes. In the article by Elaine Cox, the research presentation took people from groups of adult students, where we were trained to work as mentors on various projects of community mentoring. In an attempt that we made to explore to know how we have learned from the training that we are provided from the monitoring encounter, we took the help of reflective practice to evaluate the same (Abugre 2016). There are several models of contemplative practices that have been discussed in the paper that was written by Cox. These models are presented with a briefing, which has helped our students to understand the concepts of processes and presentations that are required to monitor the community project. Don't use plagiarised sources.Get your custom essay just from $11/page
Moreover, the addition of discussion made earlier with the group of students taking the placement industry (Cankaya and LeFevre 2016). This was done to get to know how the utilization of all these models reflects the structure of the relevance of work-based learning in numerous contexts. As the literature on adult learners has been reviewed, mainly two models of adult learning are developed wherein Demographic, social, or any other trends initiates the increasing demand for the learning opportunity for a community. As the views that we see as dangers that emerge because of the new pressure on us adults to learn are reviewed rigorously, and also the profiles of the adult learners in the forms of adult training such as degree credit or organizational instructions are formed to ask questions about whom all are participating in the learning training. The reasons why sure adults participate and indeed do not lie in synthesis training about motives or deterrents in adult training. Various models and theories are also there in motivation, and what is known from the training and researches are integrated into the models of motivation besides the active participation of adults in training and learning (Gu et al. 2019). The additional areas of research are also reviewed, concluding the functions of the learning process as aging, development of adult stage, the various phases of the life cycle, and the practices of adult trainers in matters of such issues as a teaching method, subject, scheduling, etc. A conceptual structure can be provided for analysis of the conversation between us as learners and our environment, which includes physiological and psychological dimensions. There are different theories are models that show how lifelong learning goes on and can also list the scholars which concepts supports the idea of long-life education (Hobbs et al.2019).
Elaine Cox mentioned how coaching and training could be so useful in this context. This can be brought about by both questionnaires and listening and placing them as the center of practicing the training. However, training text fails to address the difference between the objectives of surveys and their suitability to different training or coaching paradigms. More it is also not known how learning has created a different emphasis in the various training settings. She mentioned how training could mainly and primarily aims to achieve. In goal-focused coaching, the questionnaires are given for two primary purposes that are to raise awareness about the practice and to promote clarity about goals. She focused on the knowledge that highlights how transparency generating high-quality questions can act as a valuable tool in the coaching tool kit.
Along with her other writers also aggressed that training and coaching aids a more profound role, and questionnaires act as an essential tool. There is also a part where the insight drove questions in every individual’s mind, which generates deeper awareness and personal reflection. She suggested that items from the questionnaires such as “if you were able to change the view of certain situations what you that be “ or “what if you were made possible to change the things according to you as you are describing” this is the questions in the training section of the questionnaires that help an individual to open up about themselves from the self-limiting briefs or the constricted thought process. In the process of developing therapeutic paradigms like training, coaching, or attending knowledge is the main element that stimulates to generate more significant insights within an individual. In contrast, the goal focused standards are designed not to encourage the idea that much but to give more focus on ensuring greater clarity in terms of goals. The questions of the GFC facilitate the effectiveness to analyses our situations rather than stimulating the sudden remembrance or perceptual organization(Bennett et al. .2017)
Task 2
The cultural and organizational environment of Amcor technologies
The cultural critics are highly prevalent as the complaints about the weather. These are all effective. Thus frequently, it is seen from particular open-minded aspirations to take specific significant steps regarding the changes in organizational culture. Thus the cultural change manages to understand the behavior of the people and the way they work in this regard. Hence this process calls for specific long term improvements. The corporate culture is highly swift, and thus, there is a possible change in the corporate culture. The literature discusses all its basic personality and the essence to which people strive and work. Hence this process is considered to be highly complex while the definition is straightforward. The corporate culture determines the ways the works are done every time.
Similarly, unlike other companies, the corporate culture of Amcor technologies is intrinsic, and it gathers specific emotional responses. The perceptions of this organization are pinned down or copied. These can be self renewed and upgraded timely. The belief is based on the way people react over it and how they drive their operation in their business. Self-managing looks to motivate the employees working in this company as well as new values, and ethics are regularly reported to be effective in disbursing costs and operational procedures as a whole. In the context of leadership, it can be said that corporate cultures are considered to be effective in operating the values and managing its processes by establishing their emotional sources of attachment. From Amcor technologies, it can be said that there are certain principles regarding essential business processes and procedures. These are as follows-
Working with cultural values and managing current situations
In the company like Amcor, deeply embedded cultures cannot be replaced only with up-gradation or with some significant changes. Hence there are specific components that resist the shift in cultural aspects, and these are based on the overall situations.
Moreover, these components provide natural advantages to the companies and their components in the braking move towards the system. The corporate culture is neither bad nor good. Hence it is essential to make used to this culture and try to fit oneself into it. The traits of this culture are needed to be understood based on what type of changes are required to be implemented. Thus these conditions can help to understand the hindrance caused and suffer the cultural traits caused as on
For example- in a pharmaceutical company of the UK who has a robust product line tended inward-looking.
Moreover, the company has excellent execution capabilities and outstanding compliance records. Since the new products are ready to be launched, thus the collected tendency will look to feature its overall cultural changes as an advantage. Moreover, the company is a powerful emotional trigger, and they are engaged in specific new and effective sales force driving techniques.
Changed behaviors and other mindsets
In a company like Amcor, the changed behavior is related to its overall implementation of the mindsets by communicating values and putting them into realities. For example, in the case of Enron, this process did not correctly work since the company had accounted for fraud and scandal in its operations. Moreover, the changed behavior practice effectively calls for its excellence in operational mindsets. Thus it can be said that the concept of culture associated with Amcor technologies. Therefore, in reality, the cultural aspects are useful in understanding the changes required in the literature. These changes are helpful in the case of people’s behavior in the way of acting the changes. Furthermore, it can be said these changes are tangible, actionable, repeatable, and measurable at the same time. Thus there are interpersonal relationships that have effectively implied certain respectful practices based on the operational procedures as a whole (Miao et al. 2019).
Focusing on critical behaviors
Since everyone is not perfect in this world, then it is essential to understand the rigorous behavior when it comes to the identification of the right sort of actions. Hence all these behavioral changes are useful in understanding the critical factors among the process. Moreover, in the case of Amcor, there are a few things that generally affect the company’s overall performance. Considering an example, in this case, is that the employees working in Amcor can try to meet people and talk to the customers regarding their product satisfaction and whether they are expecting more from the product. Hence the next selected group will be useful in understanding the significantly changed aspects, and these significant business aspects will likely try to meet up the major basic requirements of its customers who are deprived of their essential needs. Moreover, these people who have recorded for this process will surely try to get into this behavior profoundly and try to implement those changes to spread them (Ciobanu et al.2019).
For example, in a bank, rapid growth had led the process where there are certain diversified ways of working under specific units and geographies. Thus it is essential to create a good team and create a satisfied customer outcome as well as to realize synergies as a whole. Thus the leadership techniques based on the overall operation procedures have helped to understand the manners regarding critical behaviors and take specific extra steps to deliver customer satisfaction as a whole. Hence all the delighted customers to implement the new and improved techniques based on the operational procedures as a whole. Thus by modeling to all these functional aspects, it is essential to understand the changes that have showcased its real example where the people of Amcor technologies by modeling all these effective behaviors based on their operation. Hence it is highly essential for the company to properly understand the primary requirements based on the aspects of cultural leadership techniques as a whole. These relationships are client-oriented, and these can influence the people based on their frontline operational aspects (Sari and Dwirandra 2019).
Managing work motivation
In the current working scenario, motivation is considered to be one of the most potent tools for continuing operations. This is also one of the important tools to bring people back into their work. Hence the management role helps in increasing stimulus through creating specific motivation from its overall shared motivation and other communication channels based on the global operational workforce.
Hence the employees and workers of Amcor technologies can express their overall leadership roles that can be held sufficient to meet the operational aspects based on simple actions and commitments. Thus care for employees, investing time for them, and establishing certain positive cultures in its operation can be helpful to induce positive changes in their services. Therefore this process can introduce positive vibes in the overall operational procedures, and it can also reward some positive work experience (Ugaddan and Park 2019.).
Management through motivation
Management in the organization like Amcor has some key roles to play in case of developing specific changes in the core operations. Hence some major factors make or break the motivational barriers as a whole. Thus the perfect source of environmental changes in the operational procedures. Therefore it can be said that the culture of greatness will need to be fostered and embraced. Therefore the employees need to be rewarded for accomplishment in a way the process truly matters in this context (Van Dijke et al., .2019).
Creation of environment
It is also essential to create a productive business environment to foster movement. Hence the setting is active first and foremost that needs to be centered, and around that process, it is essential to create a good work time. However, it can be said that employees need to portray a false sense of happiness. Thus it merely means that there should be positive reasons to accept the overall changes as well as meet specific casual conversions or allow other processes on the working conditions forwarded to. It is also essential to show application to its employees for their daily work. Thus every employee creates a defined contribution to the overall operation from meeting its overall performances as a whole. However, it is to be kept in mind that there is not everyone in the company who are top performers. There are some average and some low performers. Hence, in this case, every performance and every people needs to handle effectively.
The organization needs to be adequately goal-oriented. All the employees needed to be worked under the objectives. The goals need to be defined as proper teamwork. Thus here, every department of Amcor technologies needs to redefine the challenges enforced under the overall processes. Hence it can be said that the goal setting and other technological aspects have properly implemented specific goal setting and other celebration aspects. Therefore it is essential to provide environmental abilities where the people are correctly ready to grow. Thus the same kind of issue is considered to be effective in generating its proper feedback in case of increasing motivation (Tamilman et al.2019).
Creation of a culture of greatness
Greatness is considered under the aspect of the beholder. Hence a culture of importance is showcased on the eye of the employees. Thus such employees are hard to define organizational success overall. Furthermore, a defined culture is considered to be useful for determining the success of the organization.
Moreover, to focus on the employee perspectives, it is essential to a program that can develop the skills and talents that the Amcor technologies employees are having. Since a business cannot grow without proper skill sets, hence it is essential to understand the successful changes which the company can bring for success. Therefore a suitable rewarding system is required, and the same needs to be implemented from the organizational point of view. Consequently, the leaders need to understand as well as embrace on its overall success factors, and it is expected that these factors can decide success (Conrad 2019).
Employee reward system
The concept of rewarding employees is one such useful business idea for Amcor. Hence this process works on challenging works, and receiving appreciation or awards will be useful in understanding the possible major changes based on its operational perspectives. This is one of such useful concept or idea, and from the peer’s point of view, this concept needs more changes. It can be said that the employees need to understand and enhance the total understanding, which is worth using. Hence this process also can thrive to social recognition. When the process is still valued in this context, the studies have shown more and more concern regarding providing much-needed attention as a whole. Furthermore, it can also be said that the overall alleged thought is regarded under keeping more values and appreciation from its overall course of action (Desmidt and Prinzie 2019).
Alienation of employees
The motivation concept is also held useful in understanding the rules and recognition. Thus the mistake which is commonly made by the managers is related to the course is that it is essential to motive those people by treating them properly. Hence if the employees are undervalued or underrated, then it is tough to survive all the challenges enforced to the employees by its competitors. However, properly motivating the employees is essential to accomplish every strict and lousy timing. Moreover, constant motivation increased efficiency to the employees and made them give their hundred percent to their organization (Liou et al.2019.).
Values and mission
The concept of values and purpose is also related to motivating the employees in a proper sense. Moreover, many corporate working under this organization feels that the shared vision and mission are useful in understanding the needs and requirements of the consumer. The consumers can try to value the process implemented thus far. There are many definitions regarding the concept of defining the mission and vision techniques. These overall missions and visions are helpful as well to motivate the persons working in the organizations. Thus all these aspects can make Amcor a great place to work on (Gheitani et al.,2019).
Conclusion
It can be concluded that adult learning is very different from how the children learn more of the learning od adults comes about from the experiences that they have throughout their life. The leverages of an adult individual’s eagerness to learn specific work material or the need for them to connect with their experiences and the overall purpose of transformative changes in reflective cross-culture competencies, organization culture environment, and in managerial work and motivation of the individual employees. Suppose if a corporate training program is created based on adult training, then there should be both mandatory in house, and self-directory training are recommended.
Reference list
.
Abugre, J.B., 2016. The Role of Cross-Cultural Communication in Management Practices of Multinational Corporations (MNCs) in Sub-Saharan Africa. In Sustainable Management Development in Africa (pp. 135-152). Routledge.
Bennett, D., Power, A., Thomson, C., Mason, B., and Bartleet, B.L., 2016. Reflection for learning, learning for consideration: Developing Indigenous competencies in higher education. Journal of University teaching & learning practice, 13(2), p.7.
Ben-Shalom, U., and Benbenisty, Y., 2019. ‘A Time of War’: contextual and organizational dimensions in the construction of combat motivation in the IDF. Journal of Strategic Studies, 42(3-4), pp.371-394.
Cankaya, O., and LeFevre, J.A., 2016. The home numeracy environment: what do cross-cultural comparisons tell us about how to scaffold young children’s mathematical skills?. Early childhood mathematics skill development in the home environment (pp. 87-104).
Ciobanu, A., Androniceanu, A., and Lazaroiu, G., 2019. An integrated psycho-sociological perspective on public employees’ motivation and performance. Frontiers in Psychology, 10, p.36.
Conrad, P., 2019. Involvement-Forschung: Motivation und Identifikation in der verhaltenswissenschaftlichen Organisationstheorie (Vol. 14). Walter de Gruyter GmbH & Co KG.
Cook, L.A., 2016. The Development Of Global Competencies And Global Mindedness Through Global Education. International Journal of Global Education, 5(2).
De Cieri, H., 2017. International human resource management: from cross-cultural management to managing a diverse workforce. Routledge.
Desmidt, S., and Prinze, A., 2019. Establishing a mission-based culture: Analyzing the relation between intra-organizational socialization agents, mission valence, public service motivation, goal clarity, and work impact. International Public Management Journal, 22(4), pp.664-690.
Gheitani, A., Imani, S., Seyyedamiri, N., and Foroudi, P., 2019. Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in the banking sector. International Journal of Islamic and Middle Eastern Finance and Management.
Gu, F.F., Wang, J.J., and Wang, D.T., 2019. The role of sales representatives in cross-cultural business-to-business relationships. Industrial Marketing Management, 78, pp.227-238.
Hobbs, R., Seyferth-Zapf, C., and Grafe, S., 2018. Using Virtual Exchange to Advance Media Literacy Competencies through Analysis of Contemporary Propaganda. Journal of Media Literacy Education, 10(2), pp.152-168.
Homberg, F., Vogel, R., and Weiherl, J., 2019. Public service motivation and continuous organizational change: Taking charge behavior at police services. Public administration, 97(1), pp.28-47.
Hughes Sr, M.K., 2017. The power of empathy: A critical narrative inquiry of cultural competencies in new teachers.
Liou, Y.H., Canrinus, E.T., and Daly, A.J., 2019. Activating the implementers: The role of organizational expectations, teacher beliefs, and motivation in bringing about reform. Teaching and Teacher Education, 79, pp.60-72.
Miao, Q., Eva, N., Newman, A., and Schwarz, G., 2019. Public service motivation and performance: The role of organizational identification. Public Money & Management, 39(2), pp.77-85.
Sari, I.G.A.D.I. And Dwirandra, A.A.N.B., 2019. The ability of organization commitment and moderate worked motivation by the effect of budget goal clarity in budgetary inaccuracy—international research journal of management, IT and social sciences, 6(3), pp.11-17.
Tamilmani, K., Rana, N.P., Prakasam, N., and Dwivedi, Y.K., 2019. The battle of Brain vs. Heart: A literature review and meta-analysis of “hedonic motivation” use in UTAUT2. International Journal of Information Management, 46, pp.222-235.
Ugaddan, R.G., and Park, S.M., 2019. Do trustful leadership, organizational justice, and motivation influence whistle-blowing intention? Evidence from federal employees. Public Personnel Management, 48(1), pp.56-81.
Van Dijke, M., Leunissen, J.M., Wildschut, T., and Sedikides, C., 2019. Nostalgia promotes intrinsic motivation and effort in the presence of low interactional justice. Organizational Behavior and Human Decision Processes, 150, pp.46-61