Individual Assignment MGT162 Maxis Bhd PDF

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FACULTY OF ACCOUNTANCYDIPLOMA IN ACCOUNTING INFORMATION SYSTEMFUNDAMENTAL OF MANAGEMENTMGT 162INDIVIDUAL ASSIGNMENTPREPARED FOR:MISS ZULAIHA BINTI AHMADPREPARED BY:NAME STUDENT ID GROUP NUR ARIQAH SOFIA BINTI MOHD YUSAINI 2021897418 RAC1201FDATE OF SUBMISSION21/01/ACKNOWLEDGEMENTIn the name of Allah...

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FACULTY OF ACCOUNTANCY DIPLOMA IN ACCOUNTING INFORMATION SYSTEM

FUNDAMENTAL OF MANAGEMENT MGT 162

INDIVIDUAL ASSIGNMENT

PREPARED FOR: MISS ZULAIHA BINTI AHMAD

PREPARED BY: NAME NUR ARIQAH SOFIA BINTI MOHD YUSAINI

STUDENT ID 2021897418

DATE OF SUBMISSION 21/01/2022

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GROUP RAC1201F

ACKNOWLEDGEMENT

In the name of Allah, the Most Gracious and the Merciful First of all, I would like to express my gratitude to Allah SWT, Most Merciful and Most Compassionate, who has granted me the ability and willingness to initiate and complete this task. May peace and prayers be on his last prophet and messenger Muhammad, the ideal model for human beings. My sincere thanks to my teacher, Miss Zulaiha Binti Ahmad for her support and guidance in completing this report on time. May Allah reward you abundantly for your efforts. I also want to thank the Maxis Sdn Bhd company for such a wonderful contribution. Last but not least, my family and dear friends who have supported me emotionally are valued and will be remembered forever, Insha’Allah. Thank you very much.

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TABLE OF CONTENTS

NO.

CONTENTS

PAGES

1.

INTRODUCTION

4

2.

PLANNING

5-6

3.

ORGANIZING

7-9

4.

LEADING

10 - 11

5.

CONTROLLING

12 - 13

6.

CONCLUSION

14

7.

REFERENCES

15

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1. INTRODUCTION

Maxis become set up in 1995 and has been one of the main vendors of cellular communications in Malaysia. the employer is constantly renewing its commercial enterprise version and become one of the first operators to introduce 4G offerings in 2013. Its 4G carrier reaches 15% of the Malaysian population, making Maxis a marketplace chief in this sector. Maxis collectively gives cloud computing to small and medium-sized businesses. The employer's 2G and 3G networks cowl 95% and 83% of the Malaysian population, respectively. The Managing Director of Maxis is the Norwegian Morten Lundal, former CEO of DiGi.Com, some other Malaysian telecommunications employer. He becomes an additionally senior authority respectable at Vodafone, the UK's main movable belongings employer. Maxis is over 60% owned through Usaha Tegas, a privately owned subsidiary of a rich character from the Asian nation Ananda Krishnan. Maxis Bhd. is a related pleasant funding employer that offers incorporated telecommunications offerings. It operates in geographic segments of Malaysia and numerous countries. It gives post-paid, prepaid, telephone, and broadband offerings. the employer is founded on August 7, 2009, and is founded in Kuala Lumpur, Malaysia.

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2. PLANNING

VISION ➢ Bringing the future to the life and radiance of our customers in a simple, personalized, and rewarding way. By efficiently and creatively harnessing cutting-edge technology and delivering a trustworthy and enchanting service experience.

MISSION ➢ Become the country's leading provider of integrated communications services.

OBJECTIVES ➢ Linked

to

the

improvement

of

conventional

statistics

and

communication technologies (ICT) Enable and empower these "interdependent groups". ➢ Promotes the socio-financial improvement of those groups in numerous sectors including agriculture, education, health, and business, amongst others. TYPES OF PLANNING There are kinds of making plans, specifically strategic making plans and operational making plans. Strategic making plans entails growing particular commercial enterprise strategies, imposing them, and comparing the consequences of executing the plan, primarily based totally on long-time period dreams or desires. The standard period of a company. Three kinds of strategic making plans are tactical plan, short-time period plan, and long-time period plan. For the Maxis tactical plan of the strategic plan, they introduced their partnership with GCH Retail Sdn Bhd in 2012 to increase their distribution network. This collaboration delivered the full quantity of telecommunications distribution channels in Malaysia to greater than 22,000 factors of sale. The collaboration with GCH Retail is an initiative of MAXIS to attain greater clients and offer extra convenience. Therefore, via way of means of the quit of this year, Maxis

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pay as you go SIM playing cards can be to be had for buy at 151 outlets, inclusive of Giant, Cold Storage, and Mercato supermarkets in Peninsular Malaysia, Sabah, and Sarawak. This crucial partnership additionally marked a turning factor for the company, making Maxis the primary telecom operator withinside the location to provide pay-as-you-go SIM applications in hypermarkets, supermarkets, and massive supermarkets throughout the country.

TYPES OF OPERATIONAL PLAN Operational making plans is a completely complete plan that gives a clean imaginative and prescient of the way a team, section, or branch will contribute to attaining organizational goals. There are varieties of operational making plans. Permanent first floor. Permanent flooring needs to be used numerous times. Examples consist of hiring policies, regulations, worker interactions, processes for reporting inner troubles or lawsuits to human resources. Then, disposable plan. Disposable plans also are called “precise plans” due to the fact their reason is to remedy a selected problem. Some examples are budgets, applications, projects, and reports. For Maxis Berhad, they've processes or ways to acquire non-public statistics from their subscribers, which is certainly considered one among their ongoing plans. Information is acquired without delay via exclusive strategies and platforms. For example, whilst subscribers use the web websites or offerings of the Maxis institution via cookies and different associated technologies, Maxis facts how the subscribers use the offerings or 0.33 parties. In addition, Maxis Berhad additionally has regulations for its employees. In addition to the everlasting plan, Maxis additionally gives a disposable plan. They offered the “Bonanza Week Campaign” which begins off evolved at 00:00:00 on May 17, 2021, and ends at 11:fifty-nine: fifty-nine PM on August 7, 2021. This is certainly considered one among their applications in a one-off plan. For this campaign, subscribers who top-up RM30 and past can have a danger to win prizes. For example, a coin’s prize of RM500, a 13-inch MacBook Air, a Huawei Mate book D15, and lots of different prizes.

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3. ORGANIZING

ORGANIZATIONAL STRUCTURE For corporation types, Maxis Berhad carried out a narrow span of management. The period "span of manage" is typically utilized in enterprise control and human aid control. Since this period pertains to the control and management of personnel, the means of the phrase is the full wide variety of subordinates that a supervisor or manager can manipulate. A narrow span of management is described as a control fashion wherein supervisors manipulate handiest a restrained wide variety of personnel. The tracking c programming language refers back to the wide variety of personnel who record to a manager in a corporation. Narrow inspection periods are the other of lengthy inspection periods, wherein many personnel records to at least one supervisor instead of a few. There are numerous motives because a corporation may also select to put into effect a good perimeter of management, consisting of supervisor experience, proximity to direct reports, degree of interaction, range of tasks, new operations, and training. The benefit of a slender span of management that may be related to Maxis Berhad has an advanced conversation. Improving conversation is one of the important blessings of a slender variety of management. This is associated with Maxis Berhad as our pinnacle managers have acquired worker referrals and they can spend extra time with their crew individuals and growth the frequency of their interactions. This is due to the fact there are just a few personnel in a branch. For example, in our corporation, if the operations branch has problems, then the top of the branch will contend with the problems. This indicates that normal touch can assist personnel in sense cushty of their roles and enhance the self-belief of their dating with their supervisor. On the pinnacle of that, growth worker morale and productiveness. Supervisors can reveal them closely, letting them higher help personnel and enhance each morale and efficiency. For the Maxis Berhad, we requested to praise personnel for growing the productiveness of our personnel, that the praise be public popularity of an activity nicely executed and a present card to restaurants. From our enterprise perspective, often profitable personnel enable raise morale. We additionally inspire comments, soliciting sincere comments, and resolving problems will grow your crew's happiness and self-belief which you are on their aspect and need to assist them to be successful.

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It is plain that each one matters have their drawbacks. First, the narrow control window has multiplied expenses. While it may once in a while be useful to have fewer personnel assigned to an unmarried supervisor, the expenses of hiring won't be potential for a few companies. Hiring extra managers can grow the overhead expenses of your enterprise. To input right into a dating with our corporation, we ought to undergo the expenses due to the fact we've got numerous degrees of control. For example, our corporation wishes to offer an administrative fund for our control degrees and every branch has special wishes and expenses. We additionally grow the expenses via way of means of hiring skilled managers and call for an excessive salary, in order a developing corporation we ought to meet their call for so that we will have a sustainable administration.

In addition, inefficient use of resources. Depending on the

enterprise and the goals, a slender variety of management won't be the perfect allocation of resources. Some personnel in the corporation won't want a great deal of guidance, and executives won't have sufficient paintings to supervise. For our corporation, a few personnel ought to do the equal or something similar, ensuing in wasted knowledge amongst our personnel. Excessive management over personnel ought to impede their unique expertise and creativity. It is due to the fact they cannot follow their expertise to something.

TYPES OF DEPARTMENTALIZATION There are six sorts of organizational structure, which include practical structure, product structure, purchaser structure, geographic structure, matrix structure, and community structure. For Maxis, they use the practical structure, which is one of the maximum not unusual place organizational systems. In this structure, the business enterprise organization's personnel are in line with a specialized or associated set of roles or tasks. When Maxis makes use of a practical structure, it's far less difficult for personnel to emerge as professionals in their field. In addition, the specialization that practical systems assist convey in approximate information and superior capabilities some of the personnel, to assist them to obtain the practical dreams of the company. However, it can assist make decision-making gradual and inflexible. As its far greater bureaucratic, practical devices are frequently now no longer answerable for every other, and coordination at the extent of the bad inside departments can occur.

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CEO MORTEN LUNDEL

CHIEF MANAGEMENT OFFICER

CHIEF INFORMATION OFFICER

CHIEF FINANCIAL OFFICER

NASUTION BIN MOHAMED

SANDIP DASS

ROBERT WILLIAM BOYLE

CHIEF SALES OFFICER

CHIEF TECHNOLOGY OFFICER

CHIEF CORPORATE SERVICE OFFICER

ARSHAD RAJA TUN UDA

DAVID MOSCA

LEONARD RALEY

Based on the practical structure, the Chief Executive Officer (CEO) is Morten Lundel Since he joined Maxis Berhad in April 2014, his management and strategic imaginative and prescient have made a distinction in controlling Maxis' sales improvement and marketplace improvement to conquer the enterprise average. Next, the Chief Information Officer (CIO) is Sandip Dass who changed into appointed as CIO in February 2018. Sandip Dass joined Maxis from MTN Next, the South African-primarily based multinational telecoms company. Which operates in 22 international locations and has an annual turnover of USD15 billion. Beyond that, Maxis Berhad's Chief Financial Officer (CFO) is Robert William Boyle, who joined Maxis in March 2017. He is an accountancy graduate from the National University of Singapore and changed into maximum currently with the Star Hub Group earlier than becoming a member of Maxis. Apart from that, they've Chief Sales Officer (CSO).Arshad Raja tun Uda has over 25 years of experience in various industries including Fuji Xerox, Citibank, Standard Chartered Bank and TM Sdn Bhd. Furthermore, they've Chief Technology Officer (CTO), David Mosca who changed into appointed as CTO in August 2018. David Mosca joined Maxis with a long time of associated revel in with organizations which include Access Communication (Dtac) in Thailand, TM, Malaysia in addition to Ericsson, Malaysia. Lastly, they've Chief Corporate Services Officer (CCSO). Leonard Raley. He changed into appointed as CCSO in December 2019. After graduating with a Bachelor of Business Administration (BBA) in Human Resource and Finance from Washington State University, He has near to twenty years of HR revel in.

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4. LEADING

Leading is the manner of guiding and shaping the paintings of the network participants or the approach of dealing with human sources sports in the direction of organizational strategy. There are 3 kinds of management, inclusive of an individual idea, behavioral idea, and contingency/situational idea. But they used the behavioral ideas in Maxis Berhad. They have been the usage of the idea of conduct primarily based totally on Michigan Studies. Michigan Studies become initiated through Rensis Likert, a researcher at the University of Michigan. Two simple varieties of management conduct in Michigan Studies are job-focused management conduct and worker-focused management conduct. When Maxis started their transformation adventure in past due 2013, their primary consciousness become on developing a wonderful workplace. Maxis spent a massive quantity of strength and sources on it and nonetheless is persevering with to do so. To create certainly wonderful paintings calls for developing a wonderful lifestyle. A lifestyle that maintains attracting clever and gifted human beings from various backgrounds, to return and be a part of Maxis, had additionally truly mentioned its ambition to be a business enterprise widespread for excellence. Maxis tightly hyperlinks rewards to effects and behaviors.Instead of seniority and status, Maxis prioritizes overall performance and capabilities and sells them through several incentives and rewards applications, and advantages that are standardized throughout all tiers of personnel. This is a part of our lifestyle extra manner to get our human beings centred on actual fulfilment and growth. Making worker rewards as aggressive as viable and a truthful mirrored image of personnel’ overall performance and ability, is an important part of our efforts. Through its annual record in 2014, Maxis additionally decreased the tiers and levels of their organizational hierarchy to higher mirror real contribution and competence as opposed to a couple of micro-promotions due to seniority. Maxis now have a smaller quantity of successful managers to guide our groups of personal contributors.

Through those applications and restructuring plans, it suggests that Maxis motivates its personnel thru variable-pay applications. It additionally suggests that Maxis relatively appreciate. and take care of their personnel as they have a tendency to paintings on developing a brand new and wonderful workplace. This additionally motivates the personnel as they could 10

sense a good deal greater preferred and cherished through the business enterprise. Lastly, as in step with the remaining paragraph, Maxis motivates its personnel thru worker Involvement. Employee involvement is a participative manner that makes use of workers enter to boom their dedication to the organizations' success. As said, that is to higher mirror the real contribution and competence of the personnel from unique ranks as opposed to a couple of micro promotions due to seniority.

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5. CONTROLLING

BOARD RESPONSIBILITY Controlling is the manner managers undergo to manipulate. The Board of Maxis, in discharging its responsibilities, is completely dedicated to articulating, implementing, and reviewing sound danger control and inner manipulating the environment. The Board is accountable for figuring out the Group’s stage of danger tolerance and in conjunction with Management, actively identify, check and reveal key enterprise dangers to guard shareholders’ investments and the Group’s assets.

The danger control and inner manipulate structures are designed to identify, check and control dangers that could obstruct the fulfilment of the Group’s enterprise goals and techniques in place of to put off those dangers. They can best offer affordable and now no longer absolute warranty towards fraud, fabric misstatement, or loss, and that is accomplished via a mixture of preventive, detective, and corrective measures.

RISK MANAGEMENT The Board regards threat control as a necessary part of the Group’s enterprise operations and has oversight over this crucial region via the Audit Committee. The Audit Committee, supported through the Internal Audit department, presents an independent evaluation of the effectiveness of the Maxis Enterprise Risk Management (“ERM”) framework and reviews to the Board each year. The Maxis ERM framework is constant with the ERM framework of the Committee of Sponsoring Organisations (“COSO”) and includes systematically identifying, analysing, measuring, monitoring, and reporting the dangers that could affect the success of its enterprise objectives. This framework allows lessening the uncertainties surrounding the Group’s inner and outside environment, as a result permitting it to maximize possibilities and decrease unfavourable incidences that could arise. The most important dangers which the Group is uncovered are strategic, operational, regulatory, financial, market, technological, products, and reputational dangers.

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The ERM procedure is primarily based totally on the subsequent principles: • Consider and control dangers enterprise-wide; • Integrate threat control into commercial enterprise activities; • Manage threat with the aid of using the ERM framework; • Tailor responses to commercial enterprise circumstances; • Regularly determine the fame of dangers and threat responses; and • Monitor and record compliance with the ERM framework.

There is an ERM department that administers the ERM machine to ensure that the risks that may affect the fulfilment of the wishes of the industrial company Maxis are recognized, assessed, and managed. An established machine has been established where ERM discussions

are regularly held between devices within the

department/section to select potential risks that could influence the department/section to undertake its industrial enterprise desires. The ERM department participates in these discussions every quarter. “MMT”) and the Audit Committee. quarter to ensure that certain key risks are recognized, analysed, monitored and th...