1.What is the Case about?
2.What techniques did you learn from the case?
3.Apply anyone factor of HR Competencies?
4.What HR practices do you believe are critical for Mars Incorporated to maintain the culture and product quality and growth it’s known for?
5.Could Mars be successful without its current HR Practices? Explain.
6.Do you think that Mars’s culture and HR practices can also help the bottom line at companies in other industries such as health care, Manufacturing, or research and development? Explain why or why not.
7.Mars is a privately held company and a family-owned business. What advantages (or disadvantages) can this provide for developing effective HR Practices compared to a public company “owned” by its shareholders?
8.your opinion on the future of the Company?
1.The case study is about Mars, the third largest private company in the United States operating business segment of food, drinks, chocolate, gum and confections, pet care and symbioscience. The case gives detail about the success of MARS due to its effective HR practices. The five principles of Mars along with HR practices like providing an egalitarian workplace, providing unifying values to all, bonus options and career and development opportunities is the major reason for the success of the company.
2.From the case study, I have learned that providing unified values and principles to all employee makes everyone clear about their own responsibility and everyone use this values as a guide to influence their work (Alessandri et al., 2015). For example, Mars started with the five principle of quality, responsibility, mutuality, efficiency and freedom. All employees were familiar with these principles and incorporated them effectively in their own work. Another reason for the success of the company was that it did not differentiated between workplace staffs and managers and all enjoyed equal perks and chance to speak up or mentor other employees irrespective of their work. All employees enjoyed equal benefits and the egalitarian work culture promote equality shared recognition of responsibility and accountability in work (Vischer & Wifi, 2017). Hence, such workplace design contributed to high motivation and engagement of employees in work.
3.One factor clearly displays HR competencies of Mars are the development of egalitarian work culture and presence of appropriate bonus option for a team giving good performance. This is reflective of HR competency of relationship management in organization. The egalitarian work culture helped to minimize conflict as all employees irrespective of their position got the same benefits. This ensured equality in workplace and rewarding employees only by means of their performance. In addition, the move to provide bonus option to employees and continuous availability of performance data enhanced the motivation of employees to perform well and earn their bonuses. Olafsen et al., (2015) has also showed that outcomes associated with amount of pay and distributive and procedural justice regarding pay act as intrinsic work motivation factors for employees.
4.The HR practices that is critical for Mars Incorporate to maintain the culture includes striving to maintain the egalitarian culture and promoting professional development of employees during their employment. Career development opportunities in relation to the context of work done at Mars will critical for continued employee engagement. After recognition of performance of employees, career development is regarded the second most crucial HR practice that enhance performance and engagement of employees in workplace (Patton & McMahon, 2014). The organizational hierarchy of providing a flat structure instead of a pyramid structure is likely to help Mars to maintain their position for which they are known.
5.No, Mars could not be successful without their current HR practices. This is because HR practice was the main reason that triggered good revenue and desired performance from employees. The five principles of Mars ensured that all equipment for quality brands and efficiency is work was known to all. Secondly, the egalitarian workplace and principle of responsibility for all employees helps to maintain low turnover rate and high revenue for the company. In addition, continuous availability of performance data such as sales and factory efficiency promoted awareness aboit overall team performance and amount of efforts needed in the future to perform well. Hence, effective HR practice in favor of employee engagement and career development was the main reason for success of Mars.
6.The HR practices and culture will also help bottom line at companies in other industries too. This is because the HR practices at Mars gave employees the opportunity to speak up and express their concern in order to provide an inferior service. Secondly, they favored the practice of including employees in decision making. The advantage of such practice is that it helped build an exclusive workplace where employee had the option to express challenges in their work and well as share their knowledge to improve team work. This kind of practice will be highly beneficial for bottom line employees in any industry.
7.The advantage that private and family owned company like Mars gets in developing effective HR practices is that it has the freedom to take their own decision without any dependence on short term financial reports. They can get access to their own financial report anytime and use it to change HR practices. Private companies get the advantage of more autonomy and less bureaucracy during the development of new HR practices (Bloom, Sadun & Van Reenen, 2015).
8.I have a very positive opinion about the future of the company because it is moving in the right direction in terms of its HR approach and efforts to maintain the sustainability of their brand. The presence of five principles and the focus on career development opportunity is their biggest strength that will help them overcome future challenges in business.
Alessandri, G., Borgogni, L., Schaufeli, W. B., Caprara, G. V., & Consiglio, C. (2015). From positive orientation to job performance: The role of work engagement and self-efficacy beliefs. Journal of Happiness Studies, 16(3), 767-788.
Bloom, N., Sadun, R., & Van Reenen, J. (2015). Do private equity owned firms have better management practices?. The American Economic Review, 105(5), 442-446.
Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), 447-457.
Patton, W., & McMahon, M. (2014). Career development and systems theory: Connecting theory and practice (Vol. 2). Springer.
Vischer, J. C., & Wifi, M. (2017). The Effect of Workplace Design on Quality of Life at Work. In Handbook of Environmental Psychology and Quality of Life Research (pp. 387-400). Springer International Publishing.