Managing and Developing People at Workplace

Managing and Developing People at Workplace
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Managing and Developing People at Workplace
Introduction
Teamwork is an essential component when organizational development is discussed. Organizational success can be attained through teamwork, coordination, dedication, and sound leadership tactics. Organizational culture refers to the values, beliefs, and behaviors defining an organization’s operations (Woodcock, n.dA). See-Me Sheffield (known as SMS) is one of the dedicated marketing companies based in the UK. The company has served and has been helping thousands of medium and small-scale companies promote their products and services. SMS has faced extensive organizational issues, including a lack of coordination, team, risk management, and efficient line management (Anonymous, 2022). Coordination refers to how an organization manages resources and ensures employees work together towards a common goal. Effective coordination requires clear communication, defined roles and responsibilities, and a culture of collaboration. Line managers must actively manage employee performance, provide feedback, and motivate employees to work toward the organization’s goals. Leaders must set a positive example, establish a culture of innovation and collaboration, and create a clear vision for the future.
Discussion and Analysis
Answer 1: Issues In-Line with Les as a Line Manager
The analysis of the case study manifests that the corporate environment of See-Me Sheffield (known as SMS) is based on employees belonging to diverse cultural and racial backgrounds. Several teams have to be managed through sound leadership tactics. SMS has been working with its employee’s reliance (Anonymous, 2022). The company has been serving small and medium-scale businesses with an extensive employee force compared with similar companies. The corporate environment of SMS lacks coordination among teams; above all, there is a severe shortage of coaching and mentoring for employees.
As a new line manager compared to experienced managers, Les managed three diverse teams. Les was facing many issues, including a high turnover rate of employees, low productivity, lack of coordination among line managers, and staggering motivation of the employees. It influences employee motivation, job satisfaction, performance, customer satisfaction, and financial performance. Line managers ensure employees align with the organization’s culture, values, and goals (Wren, n.d. A). The GROW model is a coaching framework that helps individuals and teams set goals. The model was first introduced by Sir John Whitmore in his book, Coaching for Performance, and has since become a popular coaching approach used by coaches, managers, and individuals to facilitate personal and professional development. Many companies utilize the Grow coaching and mentoring model, which optimizes organizational performance by aligning the loopholes of the working frames (Person et al., 2019). They are responsible for ensuring employees understand the organization’s culture and values and are committed to achieving its goals. Leadership is also an essential aspect of organizational culture.
Organizational culture can have a significant impact on employee motivation and job satisfaction. A positive culture can lead to increased employee engagement, reduced turnover, and higher productivity. However, a negative culture can have the opposite effect, leading to low morale, high turnover, and reduced productivity. To create a positive culture, organizations must prioritize the needs of their employees, provide opportunities for growth and development, and foster a sense of community and belonging (Kobayashi, 2019). Leaders set the tone for the organization, establish its values, and create a vision for the future. They are responsible for building a culture that fosters innovation, creativity, and collaboration. As shown in figure 1 below, Les must improve her coaching and leadership skills to implement successful earning plans ahead. The company has already been facing low employee retention rates, so the recruitment and employee welfare policies must be revised to sustain the employees.
Organizational culture plays a crucial role in shaping the success of an organization. The role of line managers in shaping corporate culture is vital. They are the primary drivers of culture change and are responsible for creating a positive work environment. Line managers are role models for employees and can influence behavior by demonstrating the desired values and behaviors. Leaders must ensure that employees understand their role in achieving the organization’s objectives and are motivated to work towards them (Wren, n.dA). Effective leadership can transform an organization’s culture and drive success. Coordination is another critical aspect of organizational culture. They can make decisions based on data and information and adjust plans as needed. They can also manage relationships with stakeholders, including employees, customers, and suppliers. Leadership and management skills are closely related, influential leaders need strong management skills, and effective managers need strong leadership skills (Wren, n.d B). Emotional intelligence is essential to leadership and management skills, enabling leaders and managers to build strong relationships with their teams and respond appropriately to their needs.
Figure SEQ Figure \* ARABIC 1: Application of GROW model of Coaching and Mentoring
Coordination is essential for achieving organizational objectives and requires the active participation of line managers and leaders. To develop a robust corporate culture, leaders and line managers must work together to create a shared vision, values, and goals. They must ensure employees understand the organization’s culture and align with its values. They must communicate effectively and provide employees with the necessary resources to succeed. Effective leadership and management skills have numerous benefits for organizations. They improve employee engagement and motivation, which leads to increased productivity and better performance. They also improve communication and collaboration, leading to better teamwork and decision-making (Woodcock, n.dB). Effective leadership and management skills also improve organizational agility, as leaders and managers are better equipped to respond to changing circumstances.
Team management, leadership, and coordination are essential elements of a successful organization. Effective team management involves establishing clear goals and objectives, communicating, providing team members with the necessary resources and support, and addressing potential conflicts. Effective leadership involves creating a clear vision, establishing a positive culture, inspiring team members, and building solid relationships. Coordination ensures that team members work together effectively and efficiently (Pellegrini, 2019). Effective team management, leadership, and coordination can lead to increased productivity, higher levels of employee engagement, and a positive work environment. However, challenges associated with managing conflicts and ensuring that team members have the necessary skills and resources must be addressed. Coordination is also critical for ensuring that employees work together towards a common goal and that resources are used efficiently. Creating a positive organizational culture requires a shared vision, values, and goals (Anonymous, 2018). Leaders and line managers must work together to ensure employees understand the organization’s culture and values and are committed to achieving its objectives. Effective communication, collaboration, and coordination are essential for creating a positive culture that promotes innovation, creativity, and collaboration.
Answer 2(a): Ways to Improve Organizational Performance
Diversity and inclusion are essential features to attain organizational optimization. By incorporating diversity and infusing an inclusive workplace culture, SMS can improve its performance in several ways.
Figure SEQ Figure \* ARABIC 2: Application of Absorptive Capacity Theory of Inclusion and Diversity
(Cohen & Levinthal, 1990)
The figure above shows that the absorptive theory of inclusion and diversity uplifts organizational performance. Technological, innovative, and developmental performances can be improved easily by applying absorptive capacity. Firstly, diversity and inclusion at SMS can lead to increased innovation and creativity. A diverse workforce brings together individuals with different backgrounds, experiences, and perspectives. This diversity of thought can lead to new ideas and approaches that may not have been considered in a homogenous group (Nejad et al., 2021). Inclusion ensures that all individuals feel valued and comfortable sharing their ideas, leading to a more collaborative and innovative work environment. Secondly, diversity and inclusion can improve customer satisfaction. As society becomes more diverse, customers expect to see a reflection of themselves in the company’s products and services. By having a diverse workforce, SMS can better understand and meet the needs of its varied customer base, leading to increased customer satisfaction and loyalty.
Thirdly, diversity and inclusion can improve employee engagement and retention, because of which the company is already facing acute problems. Employees who feel included and valued are more likely to be engaged in their work and committed to their organization. Employees who feel included in the company will sustain themselves, saving organizations significant time and money on recruitment and training costs. Team management is also critical for optimizing organizational performance. Effective team management creates a positive work environment fostering collaboration, creativity, and innovation. To improve team management, leaders can promote diversity and inclusion within the team and ensure effective coordination (Wren, 2021). Performance management and appraisal can also help organizations identify top performers and provide them with career development and advancement opportunities. It can also help organizations identify areas where they may need to provide additional training or support to employees to improve their performance. However, there are also some potential drawbacks to performance appraisal. For example, performance appraisal can lead to bias or discrimination if not implemented effectively. It can also lead to a focus on short-term goals and individual performance rather than long-term organizational goals and teamwork.
Diversity and inclusion are critical components of organizational success. By embracing diversity and fostering an inclusive workplace culture, organizations can improve their performance in several ways, including increased innovation and creativity, improved customer satisfaction, enhanced employee engagement and retention, and a positive reputation. To improve the performance of an organization through diversity and inclusion, organizations should prioritize diverse hiring, inclusive policies and practices, training and education, employee resource groups, and accountability. By promoting diversity and inclusion, organizations can create a positive and productive work environment that benefits all employees and contributes to long-term success.
Performance management is a process that involves assessing employee performance and providing feedback to help them improve their performance and achieve their goals. Performance appraisal is a key component of performance management and involves evaluating an employee’s performance against pre-determined standards or objectives. Effective performance management and appraisal can help organizations improve employee productivity, engagement, and retention. In addition to the benefits for organizations, effective leadership and management skills also have numerous benefits for individuals. Les can improve her job satisfaction and career prospects, as individuals who demonstrate strong leadership and management skills are highly valued in the workplace (Wren, n.d B). Effective leadership and management skills can also improve personal relationships with Les, as individuals with high emotional intelligence can better understand and manage their emotions and those of others. Les can take various steps to improve leadership and management skills. One critical step is to develop emotional intelligence. This can be done through training and development programs, such as coaching or mentoring (Stokes & Traynor, n.d). Individuals can also develop self-awareness, which involves understanding one’s emotions, strengths, and weaknesses. They can also work on developing empathy, which consists in understanding the feelings and needs of others.
Performance management typically involves several steps, including setting goals, providing feedback, evaluating performance, and creating developm...