Case Analysis The International Committee of the Red Cross Essay

Case Analysis The International Committee of the ablaze(p) Cross - Essay ExampleThe case study demonstrates how the ICRC established a strategy that promoted utilizeees into management and take in that there is continuity of the values and tradition of the organizations method of management (Forsythe, 2005). The restructuring provided a tender dimension of management in ICRC, which would ensure that employees are encouraged to work for the comp all. The case study illustrates the impressiveness of continuity in an organization and establishing a system of promotion as a method of actuate employees. Initial Problems in Management Prior to 2007, the International Committee of the Red Cross (ICRC) utilized a poor structure of management, which did not foster any form of ontogeny. The problem stemmed from the ideology of employees works in the same group for less than a year. From the on-set, it was evident that the companys strategy was flawed, because employees were a great dea l re-assigned or placed in new teams on regular intervals, which limited their ability to develop all-important(prenominal) skills relevant to the ideologies of the organization (Deresky, 2008). ... The latter can identify a problem of a somebody, give advice and the person can change their behavior. This illustrates development using a co-worker. However, constantly changing groups will limit the reflection of a person being able to receive tips or advice on how they can change certain elements of how they operate. This was the main problem that demonstrated the poor management strategy implemented by the ICRC prior to 2007. (Merson, 2006) some other problem stemmed from the aspect of bias in the organization. ICRC was originally considered a Swiss Company, hence their focus related to having Swiss individuals in high positions in the organization, regardless of qualification. This proved to be a hindrance for several employees, who were eager to move on if they found promoti on close to impossible. The bias influenced the development of the organization, because on Swiss individuals had a chance of becoming managers in the company. Another problem was ICRC was gender bias. ICRC centre on promoting male individuals to higher positions in the organizations, the Swiss males were the only individuals that would demise for a long date in the field before gaining promotion in the firm, and it limited the womens ability to develop any adequate experience in the field. The main management strategy focused on Swiss males, and it pushed other employees to work short-term for the ICRC. (Forsythe, 2005) The Restructure of Management In 2007, ICRC developed a strategic plan, which was intended to last the following three years. The organization focused on improving the Human Resource Management (HRM) to employ quality managers. ICRC concentrated on three aspects accountability, multidiscipline, and