MANAGE PEOPLE EFFECTIVELY
Table of Contents
A. The ways in which the workplace diversity of our organisation is different to the diversity of the local community involves:
● The Company is headquartered in Sydney, Australia and it is a known fact the problem of aborigines is the greatest issue in the nation. The company in comparison to the local community provides respect and work opportunity to the aborigines.
● The Company is providing equal pay scale and work to the employees based on their eligibility and not restricting the aborigines to take part in the engagement at workplace.
● Just like the local community do not allow the aborigines to stay and enjoy the equal rights and benefits of the society the organisation is also doing the opposite (Barak, 2016, p.85).
The workplace diversity specifically when it comes in terms of gender it is very much under represented (Boulouta, 2013, p.11). This is mainly due to the old traditional belief that the females are a subject to household work and does not need to go to office. The male members of the household are represented as the earning member of the family. The use of gender diversity policy will enhance the work engagement.
More preference needs to be given to female workers in place of male workers in order to balance the workplace engagement. The organisation should focus on the implication of diversity in the industry or location. This is because being in an insurance company the organisation will require to sell its services to people of different origins. In a business race and culture does not matter much. What matters in a business is profit margin by the increase in sale of products and services and equal availability of the service to all. In order to do so the organisation employs aborigines that can make them understand the benefits of the service in an effective manner.
B. The benefits of diverse workforce are ample like:
It increases productivity
It increases creativity
It enhances language skills
It helps the organisation to build good reputation (Chapple and Humphrey, 2014, p.709).
C. As a people and cultural manager, I usually create a supportive and consultative workplace by adapting to the strategies that attract and retain women as the independent directors as well as the members of the senior management team (Cumming et al. 2015, p.1572). The organisation is applying the strategy of advertising and short listing for the effective recruitment.
A. The organisation manages internal and external communication by the use of the internal and external communication strategies like the involving of daily report of work progress, emails, board meeting and telephonic conversations in internal environment. However, the organisation uses the email, telephonic conversation and video conferences for the external communication.
B. The organization makes the use of emails, intranets, poster and banners, newsletters and magazines either in printed form or in electronic form, network message (computer pop up message), events, galas and town halls, team meetings, corporate games, social media and videos as a form of internal communication for communicating with the employees and the managers of the organisation.
For the external communication purpose, the organisation makes the use of telephone, telex or fax, postal and telegraphic service, local messenger, face-to-face communication, mass communication, internet and others. The company also uses satellite communication and courier service in order to reach out to the clients.
C. My organisation measures the effectiveness of the internal and external communication process by measuring and analysing the performance of the company. The internal effective communication process measurement involves the identification of the performance level of the employees and the organisation by the use of Brand guidelines, document verification process Stationary templates and Business writing courses due to which the organisation has been able to make its goals and objective clear to the employees. The external communication is measured by the increasing reliability of the client, increase in profit and productivity of the company.
A. The source information was obtained for the organisation in an effective manner. For the collection of external information, the company has IT department, which provides it with the information of the market and the competitors. For the gathering of relevant information in relation to the internal environment, the company has departmental report section, which provides information relevant to the internal environment.
B. The information regarding my workplace is written in a suitable manner for different sections of people.
For Audience analysis the products and service provided by the organisation as well as the success story and practise is written.
For interpretation the data or the important information related to the finance, investment, revenue and profit margin are written.
For the dissemination the benefits associated with the availing of goods and services, the comparison of the company’s offering and workplace diversity with other organisation are written.
C. The ethical consideration involves:
The preservation of the data of the employees [u12] is in the organisation.
Using the data gathered only for the survey purpose and not passing it to the other organisation.
A. The emotional intelligence deals with the capability of the individual to recognize the people as well as own emotions (Harvey and Allard, 2015, p.110). Each of the genos can be applied in workplace by following the six main components: self awareness, awareness of others, authenticity, emotional reasoning, self management, positive influence.
B. The process of self-evaluation develops emotional intelligence. A self‐evaluation is a great opportunity for employees to honestly and objectively consider and document their performance. The self-evaluation process needs the employees to be realistic, to be specific, to be honest, to be clear and to be constructive.
C. The benefit involves the easy identification of the issues within the organisation. The other benefits are greater productivity, greater sales, and stability of staff, work satisfaction, improved risk management, amazing customer service and better organisational communication.
D. the emotional intelligence affects the workplace environment by providing workplace and the employees with sense of insecurity and jealousy.
- Thebenefits associated with the consulting of issues and the decisions at workplace with team members involve – Easy solution to the issues and availability of new ideas is included.
Thechallengesassociated with the consulting of issues and the decisions at workplace with team members involves – the ideas and measures suggested may not be successful
B. The common causes of conflicts are poor leadership, poor communication, clash of values with the employees and competition this can be resolved by bringing diversity at workplace.
C. I can promote gender as well as other
forms of diversity practices in organisation. For building trust, I would bring
transparency in the organisation. For the promotion of collaborative working, I
will provide proper training and counselling session. For the improvement of engagement,
I will provide equal work to each member.
B. In order to deal with the emotions, the following techniques can be used:
For irritation or frustration, the technique involves the process of stopping and evaluating whether the actions taken are correct in sync with the situation, to find something positive about the situation as this may help in reducing the pressure on mind. The other technique involves remembering the last time frustration occurred and how much impact it had in finding the solution to the problem. In situation of nervousness worry and anxiety needs to be avoided, deep breath should be taken and thought should improvised over the finding of ways in which the situation can be improved. In order to deal with situation of dislike we need to be respectful and assertive. Disappointment can be dealt by adjust the goals and changing the mindset. Smiling is considered as the best remedy to deal with these kinds of emotions.
I. The work related issue that I witnessed in my organisation while working as people and work culture manager was that the performance of the employees was degrading day after day, as the employees lacked motivation. The potential solution of the issue is provide equal importance to the employees and involve them in the decision-making process of the organisation. This process will make the employees feel as a part of the organisation.
II. The issue mainly developed due to the lack of transparency within the organisation, as the employees are unaware of the business proceedings of the organisation. The issue was identified by decrease in the level of performance by the employees, which resulted in drop of productivity and growth of the country.
III. The key factors that need to be considered in order to maximise the understanding of the employee or the audience involves:
● The maintenance of transparency within the organisation
● Effective solving of the conflicts between the employees
● Providing performance report to the employees and informing them how their contribution has led to the success of the organisation
● Motivating the employees by giving them perks
or benefits that enhances the emotional bonding of the employees and the
|Individuals||Skills and attributes||Communication technique||Goal for presentation||Questions||Objections faced||Challenges faced in communication|
|CEO||To keep track over the entire business activity of the organisation||Arranging meeting at board room, email, face to face, communication over telephone||The goal for the presentation deals with informing the CEO about the rising issue related to employee emotions in organisation||a) What impact are the emotional issues having on the organisation? b) what are the root cause of emotional issue to occur within the organisation? c) what effect the issue is having on the growth and productivity of the company? d) what measures can be taken to solve the emotional issues? e) recommendations for the future prevention of occurrence of such kind of issue.||The objections faced in the strategy proposed by me involves 1)the provision of equal importance to the employees and 2) maintaining transparency at all levels||The challenges faced in the communication involves 1) all the important persons were not available at the same time for meeting. 2) the CEO was busy with other important matters related to business|
|Production Manager||Analysing the production of goods and service of the organisation , proper utilisation of the resource, maximising profit by using sustainable resource||Arranging meeting with the production manager, using e-mail and writing letters||To ask the production manager to understand and evaluate the ways in which the production of the company be increased by managing the emotions at workplace|
|Operation Manager||To keep in check the proper functioning of the business||Arranging meeting with the operation manager, using e-mail and writing letters||To analyse and find ways in which the effect of emotion over the business operation of the company can be nullified|
|Human Resource Manager||To recruit talented individuals||Arranging meeting with the human resource manager, using e-mail and writing letters||To identify the reasons leading to the generation of emotional issues in the organisation and finding ways to solve them|
|Client relationship Manager||To handle client grievances||Arranging meeting with the client relationship manager, using e-mail and writing letters||To ensure that the emotional issue does not affect the relationship of the organisation with the client|
I. The documents used for the research over proposed strategy include the utilisation of feedback forms, and agendas. The agenda was used in order to specify the issues and the proposed strategy for the issue respectively.
|Professionalism of the overall presentation||Y|
|Aids used (e.g. Visual)||Y|
|Relative positions on the ‘idea’ were argued||Y|
|Conversations about other ideas were conducted||Y|
|A critical analysis of the ‘idea’ was established||Y|
|Different concepts and approaches to the ‘idea’ were established||Y|
|A critical analysis of other ideas was established||Y|
|Questions from the group were responded to confidently and with relevant information||Y|
Key: 1 Very unsuccessful, 2 Unsuccessful, 3 Unsure, 4 Successful, 5 Very Successful
|Dimension of Communication||Level||Direction||Participants||Context|
|Corporate Communication||Strategic Management/ Senior Management||Predominantly one-way||Board Strategic leaders All employees||Organisational/corporate issues, e.g. organisational performance, strategic and business plans, goals, objectives, policy directives, new developments, ‘state of the industry’.|
|Management Communication||Executives Mangers||One-way||Human resource managers, production manager, operation manager, client relationship manager,||Organisational/corporate issues, e.g. organisational performance, strategic and business plans, goals, objectives, policy directives, new developments, ‘state of the industry|
|Team Communication||Work groups, employees working as team, HR team Management||Two way||Human resource team, client relationship development team, customer service team||The work or project related issues, conflicts between employees in team, performance of employees working as a team, efficiency of a team.|
|Peer Communication||Strategic management, executive management and workforce||One way||CRM managers||Making building relationship a priority, giving worthy information at right time, aim towards encouragement, promotion of honesty and straightforwardness|
|Other (please specify)|
B. Internal communication is highly effective for every business organization including Clear-View. Internal communication is required to plan rewarding working procedures for the achievement and improvement of the business segments. In this respect, it must be specified that this organization is also helped by this internal communication system as the employees are able to connect with their employer of managers. I am also playing a crucial role in this respect of helping the employees. Working as a people and culture manager, I always need to keep contact with my colleagues and employees in order to help them regarding their working profile and concept. Not only this much, I never keep my phone switched off to avoid the employees and their required help for the business.
Employees also need to keep in contact with their colleagues, as in a team, there are a number of employees. For a particular project, if they do not have a discussion or planning, they cannot be able to get achieve for that project work as well. In this respect, it must be highlighted that team members need to be connected with each other. However, this is not be possible without internal communication at the same time. I play a major role as a people and culture manager regarding this internal communication among the teammates. I, sometimes, arrange meetings with them in order to discuss about particular project works and also to resolve their issues as well. This is because; issues and problems may drive them to ultimate failure in business. This will hamper the business perspectives. As a result, our organization, Clear-View cannot be able to improve in near future.
The diversity policy used in my organisation focuses on the gender diversity.
I. The diversity policy based on gender was designed to develop a framework of diversity and the documents required for the development of objectives that are measureable (Liao et al. 2015, p.409). The diversity policy in my organisation works by complying with the recommendations given by the ASX Corporate Governance Council and under the Corporate Governance Principles
II. The strength of the diversity in my organisation deals with the provision of equal employment opportunity to all people including women. The policy enables the managers to handle diversity by providing them with proper training (Rao and Tilt, 2016, p.327). As a People and Culture Manager I have also gained knowledge for the management of diversity by the training provided. The policy helps in developing and implementing mentoring programmes for women.
III. The diversity policy of the organisation can be further improved by the adoption of the strategies in recruitment process like the process of advertising and shortlisting, selection training and awareness.
I. I, as a people and culture manager, have the responsibility of developing a team that needs to manage the working procedures of the company and culture of business. I usually include a team of four members with two female members and two male members. However, the male members were reluctant to work with the female members as they felt jealous of equal importance being given to female members. I warned them of strict action if they do not cooperate and work together.
II. I told them that if they do not want to work with the female colleagues and give equal importance to all, they are in wrong place and they should step down.
III. I did it because in order to bring diversity in workplace strict actions are needed to reduce the obstacles.
IV. The action worked well, they recognized their mistake and understood the importance of gender diversity.
V. The higher authorities were informed of the incident and they decided to make the colleagues aware of the benefits of workplace gender diversity by providing them effective training and making them to work with female colleagues for a week.
VI. The conflicts were handled effectively by giving proper training and making colleagues aware of the social responsibilities.
The two barriers are:
1. Objection from male employees at workplace
2. The lack of confidence in female due to their suppressive nature
The strategies identified for overcoming the barriers are:
1. Making the employees aware of the benefits of diversity
2. Ensuring them that their importance will not be compromised
3. Encouraging the females to come up by offering them attractive packages and facilities like transport
A. Sometimes conflicts are not bad as they help in bringing positive changes in the workplace. A case of conflict that I witnessed which brought positive changes in the organisation is discussed. Susan and Louise are two employees of the company working on payroll. Susan belongs to Christian community and gives vote to the republicans. She also has a religious figurine placed in her crucible. Whereas, Louise is a person, who is pure atheist as well as liberal and has a belief that people, who are extremely religious are less intelligent in comparison to the people who are atheist. Both the female member refuses to discuss over the topics of politics or religion but they can easily understand the intention of others towards the creation of a tension situation. One day Susan came to work by wearing a T-Shirt that shows her support to Republican. Louise feels that she had tolerated enough since these kind of action is alienating and more hostile. She has threatened to sue the company for permitting hostile work environment.
B. On the analysis of the situation, it was found that the women were not following the rules of the company and were at fault. Both of them were asked to report their problem and give a valid reason for them to face the problem. Both the members were asked to keep the personal belief to themselves so that it does not affect the sentiment of the other members. The outcomes were fruitful as no such further cases were witnessed since then..
C. The negotiation
strategy for the resolving of the conflict involved the use of the strategy
that asks the people to avoid being getting provoked (Hoogendoorn et al. 2013, p. 1515). This strategy was useful because Louise
was provoked to react by the action of Susan. So suggesting Louise to avoid
reacting to such situations was beneficial in maintaining peace at work
|Activities||Processes of encouragement||Possible conflicts||Progress monitoring||Feedback||Reference|
|More recruitment of female||Attractive salary and transport facility||The conflict by male person for transport facility not provided to them||Daily report to the officials||High||From the existing processes in organisation|
|Proving equal amount of work and importance||Proper allocation of work and position in organisation||Fear of losing their position to female by male colleagues||Supervision||Medium||NA|
|Giving proper training to the female employees to get them equally involved in work||Paid training for female workers||Same facility being not provided to the male workers||Daily test based on training provided||High||NA|
The was a situation
where a member of my team experienced difficulty in the working with the female
colleagues as he was the lone male member in the group and was feeling
humiliated or embarrassed to work with them as they would mock him for being
slow and of retarded nature. The person brought the issue to me; I assured him
that strict actions will be taken against such interdisciplinary acts. The
accused employees were called and asked to apologise to the person and they
were also suspended from work for a week.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Boulouta, I., 2013. Hidden connections: The link between board gender diversity and corporate social performance. Journal of business ethics, pp.1-13.
Chapple, L. and Humphrey, J.E., 2014. Does board gender diversity have a financial impact? Evidence using stock portfolio performance. Journal of business ethics, 122(4), p.709.
Cumming, D., Leung, T.Y. and Rui, O., 2015. Gender diversity and securities fraud. Academy of management Journal, 58(5), pp.1572-1593.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Hoogendoorn, S., Oosterbeek, H. and Van Praag, M., 2013. The impact of gender diversity on the performance of business teams: Evidence from a field experiment. Management Science, 59(7), pp.1514-1528.
Joecks, J., Pull, K. and Vetter, K., 2013. Gender diversity in the boardroom and firm performance: What exactly constitutes a “critical mass?”. Journal of business ethics, pp.1-12.
Liao, L., Luo, L. and Tang, Q., 2015. Gender diversity, board independence, environmental committee and greenhouse gas disclosure. The British Accounting Review, 47(4), pp.409-424.
Rao, K. and Tilt, C., 2016. Board composition and corporate social responsibility: The role of diversity, gender, strategy and decision making. Journal of Business Ethics, 138(2), p.327.