B716 - Perspectives and Practices - Management Assignment Help

Assignment Task

Task 1
Describe the unique DNA of Apigee. Examining the strengths and weaknesses of Apigee’s culture of freedom and empowerment, what specific HR management activities should Apigee follow to support its core values of passion, a bias for action, and respect?
Task 2
Identify a theoretical framework that would help to explain the people management practices at Apigee. Could Apigee’s human resources strategy be examined in view of specific theoretical models? Give reasons for your answer.

Task 1: 

Describe the unique DNA of Apigee. Examining the strengths and weaknesses of Apigee’s culture of freedom and empowerment.What specific HR management activities should Apigee follow to support its core values of passion, a bias for action, and respect?

Answer:
Apigee is a growing company that continually meet the business needs through its operations and management practices. Application Programming Interface (API) is the key practice of business for the company that allows innovative leadership practices in the industry. Technology remained at the higher priority of the organization to follow unique management practices for the individuals that can help in meeting the core business values. The unique DNA of Apigee can be understood through its design and established management practices to rely on people. Under the directions of Grandhi and Kapoor, Apigee has emphasized on empowering employees to bring innovative capabilities in the organization through higher autonomy. The key focus of the management is to bring out "magic of people" through autonomy and providing the right environment for people to nurture in the environment and unfold the magic. Employees can work to their potential with a positive environment and autonomy provided by the management. Employee management practices of Apigee continually revolve around the best approaches to bring out the magic of individuals that can enhance innovation. Strong belief on employees and prioritization of people over processes enhances an effective process that suits the needs of individuals. The people-centred approach of work allows an effective culture in the organization based on the core values (Mäkikangas 2018). It represents the uniqueness in Apigee through its culture and effectiveness of working. The model of defined success is changed with the growth of Apigee and its popular work culture. 
Apigee’s culture is unique in its way through the benefit of higher productivity and innovative services. Core Values of the company is based on the culture-building exercises that can approach an autonomy-based environment (Mäkikangas 2018). The concept of building culture in the organization is different from other organizations with its bottom-up approach. It captures the sentiments, beliefs, and values of the individuals to work with the defined culture of the firm. This culture provides an opportunity to work according to the freedom and maintain employee satisfaction (Bennett et al. 2016). Three key values of Apigee’s culture are based on respect, a bias for action and passion. The organization believes in delivering the best practices to its clients with innovative solutions. Quick decisions for the organization are highly approached based on hyper-focused, smart and value-based individuals (Mäkikangas 2018).

The key strengths of the company promote an extensive advantage through higher productivity and positive image in the industry (Diehl, Richter and Sarnecki 2018). Its unique and unconventional culture brings quality business practices for clients through a trustworthy environment. Organizational effectiveness increases with the benefit of lower attrition in the organization. Employees can not feel pressure for work while providing quality and innovative services with their autonomy. However, this culture can also lead to a risk of loafing and lower benchmarks. Excessive empowerment and freedom and impact the overall results of the organization. It can also lead to lower productivity which can impact the competitive position of the firm (Bennett et al. 2016; Diehl, Richter and Sarnecki 2018). 

HR management practices of Apigee are based on its unconventional and unique culture which supports the core values of the firm (respect, a bias of action and passion). Distinguished HR management practices of the organization can be identified as follows:
• Performance management: Apigee is focusing on the performance management system for analyzing the employee’s performances through the use of mobile application while other IT companies use bell curve or forced ranking system for performance management. Bonus decisions are taken by evaluating the self-ratings, reviews and coach ratings as provided by function head. For the mobile application based performance management system, five customized themes are used wherein the goals of the employees are reviewed by their coaches at the beginning of each month. Innovative technology is available for performance appraisal with real-time feedback. 
• Working hours: The employees at Apigee take benefit of an ideal work-life balance with flexible working hours and freedom of working from home. It enables employees to take vacations with their families.
•  Employee empowerment: Employees can easily manage their work-life balance with their facilitation and collaborative efforts. Employees plan their workday with specific tasks and they don’t need any excuses for absence. 
• Annual incentives: Apigee provides compensation to employees according to their contribution to success. Self-ratings are promoted by the management to reward employees and evaluate their efforts. Greater equity is approached by the organization among its employees with customized experiences as recognition and reward.
• No policy of leave: Apigee does not believe in leave policy as the employees are highly matured to take care of their work and promote efficient results through their experience and interest.While the average leaves taken by employees in the company were below 30. 
• No travel approval policy: Employees can reimburse all the amount of travelling without any question or bills. 
It can be recommended that Apigee should follow significant management practices for maintaining the core values in the business. These HR management activities can be identified as follows:
• The appropriate reward system is necessary to meet the needs of the employees rather than the self-rating system because employees can easily update their efficiency and it can create a barrier in the identification of performance gaps (Warrick 2017). 
• Absence of leave policy can impact the hard-working employees while some employees can enjoy leaves as per their freedom. There should be a system for equal leaves for all employees and requires continuous monitoring to attainquality results (Warrick 2017). 

Task 2
Identify a theoretical framework that would help to explain the people management practices at Apigee. Could Apigee’s human resources strategy be examined given specific theoretical models? Give reasons for your answer.

Answer:
A theoretical framework is based on the standard HR practices in organizations based on significant theories. People management practices or human resource management practices are based on organizational effectiveness to enhance organizational performance (Latorre, Guest, Ramos and Gracia 2016). Human resource practices are based on managerial planning, policies and decisions that can influence the individuals. People management practices at Apigee are reliant upon freedom and empowerment. Flexible and autonomy are encouraged by Apigee for effective utilization of human resources. Appropriate practices satisfy the work relationships and integrate individual and organizational goals in the organization (Mom, Chang, Cholakova and Jansen 2019). HR management follows the below-mentioned roles:
• To motivate individuals with a positive environment and keeping their morale high. 
• To focus on organizational effectiveness by taking appropriatedecisions for managerial functions. 
• Compensation, HR development, safety and security needs of employees and gaining job satisfaction are key operative functions of HR management which are necessary for a firm. 

The management of Apigee believes in ‘Path goal theory of leadership’. This theory specifies the behavior of a leader based on 
Hework environment and the needs of the employees. It concentrates on the desired goal through directive, supportive and participative leader behaviors (Chang, Chen and Chiou 2015). The people management system is identified as flexible in Apigee that changes with the situation. This theory certainly proposes two contingency variables which are follower characteristics and environment. 

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