Shipping Company, Business Plan Example

Introduction

Companies worldwide strive to improve their profitability and create a basis for a sustainable growth and financial stability for future. The economic potential for economies as well as companies depends on their balanced acquisition of labor and other resources. Gender equality in employment and in top managerial positions in particular is an issue that needs to be addresses extensively.

Women in particular, and their available opportunities in management is of focus and this report aims to provide the benefits and increased profitability chances associated with the incorporation of more women in Sea Pass company here in Tianjin.

The report covers the business situations, analysis, and recommendations regarding the adoption of the minimum requirement increase of employees by 15% in a period of 12 months. The continued economic crunch biting into the company`s finances and operations worldwide has brought into focus the loop holes and gaps in the business segments, managers and the conspicuous difference in the minimal number of women employees working for Sea Pass company.

The population of women employees in top university positions as is witnessed in Australia has increased over the past few years for instance; in senior management the number of women has risen from 230 to 437, from two women vice chancellors to eleven.

For a balanced and a healthy organization to exist there needs to be a distinctly healthy balance between the male and female employees. Sea Pass Company realizes the impending problem of few female employees and the management advices on a 15% annual increase in recruiting and promotion of female employees.

Women have the burden and tendency to fail in top job position application and they equally have a high turnover while on job. This causes a reduction in the number of female employees limiting diversification in job handling this reduces the quality of performance in the work place.

In a male dominated world, it had been widely considered that the resolute image of leaders are the males hence hindering posing a challenge to the ambitious woman aspiring to manage a corporation. They also face the challenge of bearing and looing after children who hinder their opportunity to work in positions that demand total time and resource commitment.

In addition, female employees in top positions are prone to high turnover and this is attributed to factors such as; individual-level, environmental-level, and organizational level hence influencing their chances of missing out on crème` level positions.

Planning

Planning as described by O`Donell and Koontz is the advance decision on what to do, how to do it, and who is to do it. It bridges the gap between where we are headed and where we are. Planning assists in making things occur.

As it is one of the management`s basic function, it involves mapping out of the future course of action for Sea Pass attain there set out objectives. It systematically describes the work specification of each and every employee.

Several strategies and tools are available for Sea Pass to effectively construct and maintain a diverse workforce that includes female employees even in top positions best managed in cautious planning and analysis of employee trends and prognoses. Critical steps are adopted in the determination of skill niches and needs and formulating strategies and plans to be used in business planning.

Sea Pass Company has to plan to develop the design of an effective future state so as to bring out the anticipated prospect state in accomplishing the company`s goals. The information therein assists the company in understanding where the retention and recruitment emphasis should lie and the required resources for the organization`s high performance.

Planning is an important managerial function provides Sea pass Company the foundation for success. Since well-planned diversity programs of the company such as the incorporation of a minimum increase of 15% in employee recruitment and promotion will serve and maintain a quality workforce to enable it scathe through the challenges of the economic downturn.

Organizing

This function succeeds planning and is important in the identification of different roles, selection of roles for the employees, delegation of tasks, and ensuring that the employees are adequately resourced to perform effectively.

For Sea Pass Company branch in Tianjin to attain success and increase profitability, the organization of a high quality workforce and consideration of gender equality in recruitment for top position is required. Organization for Sea Pass` internal human resource processes, policies, and operations ensures that qualified female candidates are not mislaid to competitors.

The company Sea Pass in Tianjin ensures that the competition process is customized through processes such as hiring authorities and staffing flexibilities. In addition, women employees have to be retained as the organization adjusts their benefit pay, remunerations and salaries as this result in the cultivation of comprehensive rewards that are more prone to retaining the diverse workforce for the company to develop on.

Environmental factors

The environmental factors influence the computation of dynamism, munificence, and complexity of organizations. Munificence is a situation whereby the environment provides abundant resources that is able to support an unremitting growth and stability. Dynamism on the other hand is a state of relative instability in an environment that is as a result of the interconnectedness of the various elements of the environment. Finally, the heterogeneity of and the range of the company`s activities is referred to as complexity.

The top management team of Sea Pass Company in Tianjin, possess diversity that enables them adapt and succeed in the current business environment. The top management team manages the environment with the organization`s interface.

The environment plays a vital role in influencing the ability of the organization to retain talented female employees and hiring of the same. The munificent environment provides minimal room for company shift since the excess and abundant resources produced buffers the organization from both internal and external risks and threats. Also, politicking is minimized hence conducive environment for women leadership to operate effectively.

Women are skilled enough to handle unstable environments hence they are able to resolve conflicts, produce high quality work, and adapt to change, inspiring fellow employees, and developing their capabilities. This in turn boosts the morale and productivity of employees at sea Pass.

Conclusion

It is without doubt that women have treaded a distant path to attain the acceptance status in upper management. The gap seems to be narrowing but the effect compared to the general population is by far minimal hence tentative measures need be taken in so as to promote gender equity in recruitment and promotion in various workplaces.

Sea Pass adopts techniques that ensure quality and talented employees are recruited and a balance of gender also considered as this increases efficiency in the workplace. This balance has resulted in increased earnings as women are top performers and strict instillers of essential work ethics. Hence, Sea Pass is best to adopt the planning technique as this incorporates the aspect of gender balance that increases efficiency and productivity in operation.

References

Gatrell, C., & Swan, E. (2008). Gender and diversity in management: A concise introduction. Los Angeles: SAGE.

Ocon, R. (2006). Issues on gender and diversity in management. Lanham, MD: University Press of America.

Wirth, L., & International Labour Office. (2001). Breaking through the glass ceiling: Women in management. Geneva: International Labour Office.

Davidson, M., & Burke, R. J. (1994). Women in management: Current research issues. London: P. Chapman.