4HR002 Introduction to People at Work Assignment Sample

Module code and title : 4HR002 Introduction to People at Work

1. Introductory evaluation

As a new intern, I have faced several practical incidents that are capable of influencing my employability within my future workplace. According to my thoughts, there are some important factors such as employee wellbeing, employee engagement and management effectiveness that have a great impact on my future role within an organisation. In this case, it is important to say that the contribution of organisational employees is sometimes influenced by the contribution of organisational management effectiveness. I strongly agree that the lack of management effectiveness within the organisational workplace is capable of reducing my working capabilities by affecting my productivity. Since, it is related to my contribution in my future work to achieve a high-performance level.

At the early stage, I thought there is no influence on management effectiveness to analyse the employee’s needs and demands. However, it has been found that the involvement of an effective management system helps to increase the employer’s productivity by influencing their engagement and wellbeing. According to my knowledge, involvement in proper learning and development sessions has a great influence on the organisational employee’s performance development. Since, my previous involvement in an internship has taught me about the role of learning and development in ensuring my productivity and performance improvement. These kinds of knowledge and understanding regarding the employability skills have increased my productivity as a employee.

Therefore, it is important to say that my eventual knowledge regarding the importance of employability and CPD or “Continuing Professional Development” is effective to ensure my career development at my future organisational workplace. In addition, I prefer the group working process while it is helpful for my self-reliance development. Since, effective self-reliance is effective to develop internal knowledge regarding my actual strengths and weaknesses as an employee. This section is completely focused to analyse the role of selected five effective factors at the organisational workplace to enhance the worker’s performance and productivity.

2 Entries of topics

2.1 Groups and teams

Groups and teams working in an organization can play a role in making the project work more efficient. As stated by Otaye-Ebede et al. (2020), working in a team can be beneficial in making a person more cooperative as well as gathering or sharing knowledge from others. During my previous learning session, I have learned about the team working skills and self-awareness that are influential to develop the understanding of an individual’s behaviour within their workplace. Additionally, I have learned about the fact that effectively working in a team can also play a role in making me know about different cultures as well as making me familiar with their communication style. Thus, it can be said that having practised in working in a team can make me able to be selected in the future as part of a team. In that case, social cognitive theory can be used to influence the employees. According to the learning, it can be said that personal factors such as self-reactions, moral thoughts can be influenced by the determinants such as surroundings in the organization (Otaye-Ebede et al. 2020).

I have learned from the module more on the benefits of group and teamwork such as working in a team can play a role in increasing morale such as improving cooperativeness. On the other hand, sharing knowledge in an efficient manner can be considered as another benefit of teamwork as it helps in making all the employees efficient by gathering knowledge in various fields.

2.2 Employee engagement

Employee engagement towards their organisation mainly helps in ensuring better working culture along with the increasing production in the company. During the learning session, several knowledge and skills have been developed regarding the employee skills and managing workplace behaviour. Since, there are distinct guidelines about employee skill development for better performance levels at the workplace. Learning sessions regarding employee skills have increased the in-depth knowledge which is effective in my future organisational involvement. As per the views of Itri et al. (2019), workplace performance is deeply related to the contribution capacity of the employees while the requirements of skilled and experienced employees are high. I have learned from the module that employee engagement mainly depends on the fulfilment of their needs as well as having effective leadership styles to encourage them towards their works.

Employee engagement has a great impact on organisational performance development while it contributes to the actual hard work to achieve organisational success. Developing organisational employee engagement helps the organisation to fulfil its stakeholder’s requirements accordingly. According to Johnson et al. (2018), employee engagement plays an effective mediator role in organisational effectiveness and productivity development.  Since, it influences the stakeholders by providing high contributions to ensure their profitable outcomes. Therefore, it can be said that the previous learning session has enhanced my knowledge regarding employee engagement influence at the workplace.

On the other hand, employee engagement is deeply related to organisational cultural and behavioural changes. Since, managing workplace behaviour has a great impact on the worker’s mental stability that increases their productivity with the presence of high employability skills. As per the views of Ștefan et al. (2020), implementation of the rules and disciplines regarding the “Maslow’s hierarchy of needs theory” is profitable for the modernist organisations to understand their employer’s actual needs and expectations. Since, this theory suggests that organisational managers to develop their monitoring effectiveness for analysing their employee’s needs from them. Hence, the application of this theory is also profitable for the employee’s involvement within their managerial tasks.

2.3 Employee well being

Employee wellbeing primarily indicates the maintenance of the workplace environment with the support of their actual physical and mental needs. Understanding the needs of employees and maintaining the factors that affect the well being of an employee is important for enhancing organisational performance and retaining human capital. As per the views of Thibault Landry and Whillans (2018), managing workers’ satisfaction by analysing their actual needs and expectations has a great impact on their performance level at the workplace. In this case, it is important to say that there is a high possibility of facing challenges with the group management process in a workplace. Since, lack of group managing process sometimes reduces the employee engagement with the support of proper wellbeing. Therefore, it can be stated that organisational employee engagement is also influenced by their wellbeing with the presence of high productivity.

Employee well being is related to employee engagement while it influences the employees to be involved with their managerial tasks. According to Osborne and Hammoud (2017), employee engagement is influenced by the organisation employee’s well being. Since, there is a huge requirement for developing organisational employee engagement by considering their wellbeing within the workplace. In this case, it is important to say that my previous learning regarding employability skills has taught me to understand the influence of employee wellbeing within the workplace for increasing employee engagement by considering their actual needs and expectations. As per the explanation of Zhang et al. (2019), maintaining organisational behaviour can be possible through the involvement of effective human resource management. Since, the involvement of effective HR management helps the organisational workers to contribute their hard work by considering their well being and profitable outcomes from their workplace.

2.4 Management and Hierarchy

Management and hierarchy in an organisation mainly refer to the pillar to make a decision as well as handle employees to drive the organisation to its success. According to Rožman et al. (2017), there is a huge influence of organisational employee’s satisfaction by analysing their actual needs from the organisational hierarchy. Having knowledge on the needs of employee’s management or hierarchy in an organisation can play a role in fulfilling them so that employees can be satisfied in an efficient manner. Since, employee satisfaction is deeply involved with their high contribution to achieving mutual success with the presence of high productivity.

Lack of Management and Hierarchy is capable of reducing the monitoring capabilities of the organisations which are not suitable for organisational performance growth. In order to make employees satisfied, the management of an organisation can follow the theory of Maslow’s Hierarchy needs. It can be helpful in fulfilling safety as well as personal needs such as salary, a comfortable workplace, and many more. Since, the reduction of organisational monitoring capabilities affects the effectiveness of management and hierarchy to analyse their employee’s needs. According to Armstrong (2018), Management and hierarchical control in an organisation can play a role in making employees more efficient especially by arranging training programs. This kind of issue is capable of reducing employee involvement and their performance development. Nonetheless, proper management in an organisation can also play a role in solving organisational conflicts also. I have learned from the module that organisational conflicts such as the conflict between hierarchy and employees, as well as among the team members can be effectively resolved by the management.

2.5 Learning and development

Learning and development assessment can be considered as the must-have practised in order to improve as well as fill the gaps in a person. It is important to assess the learning’s from a module in order to develop a plan for the improvement of a person. This kind of knowledge is effective to develop the eventual knowledge regarding the employee capabilities development. In addition, the knowledge regarding the CPD or “Continued Professional Development” has enhanced my employability which is important for my career development in the future. Eventual discussions about self-awareness or self-reliance have enhanced my capabilities with the support of employment skills. Therefore, it can be said that the entire discussion regarding employability skills and their influence on workplace performance has developed my interpersonal and professional skills at the same time.

In the other case, it can be said that an absence of proper skill development sessions within an organisational workplace is capable of reducing the organisational productivity and performance development process. Since, it influences the organisational employee’s working capabilities which are interlinked with the organisational employee’s performance development (Song et al. 2019). In addition, avoidance of organisational employees’ voices has a great negative impact on organisational productivity and performance development. As per the views of Kraiger and Ford (2021), the learning and development management of organisational workers within their work helps them to develop their skills, knowledge, abilities and working capabilities for ensuring a high-performance level. Since, in this current changing era, there is a high requirement of skilled and experienced employees to handle advanced technological tasks with the support of enough digitalization knowledge.

Moreover, it is important to say that the lack of proper learning development sessions within the workplace is capable of reducing the worker’s performance level by affecting their employability skills and knowledge. In this case, I have felt a strong requirement to increase the organisational manager’s monitoring process while it is involved with the valuable contribution of the organisational employees. In addition, the presence of effective group work is also helpful for organisational productivity development where it needs effective communication and team collaboration. Therefore, it has been noticed that my ultimate understanding of my future role and responsibilities has been enhanced through the entire learning session.

3. Conclusion

The above discussion has made some difference within my previous thought and understanding of employability. Discussion regarding my future aspirations has helped me to develop my understanding regarding the role of management effectiveness, group work, employee wellbeing and engagement. Since, the distinct discussion about the five selected topics has increased my capabilities which are effective for my future development. According to my previous knowledge, employee performance mainly depends on the organisational contribution that has been changed after realising the influence of group work. Since then, I have felt that the presence of effective group work sometimes inspires the organisational worker’s productivity by considering their actual realisation regarding their capabilities. The above discussion has also developed my understanding regarding the management system effectively on the employee’s performance development. In this case, I think my future organisational management system needs to apply “Maslow’s hierarchy of needs theory” to enhance their capabilities and effectiveness. 

Reference list

Armstrong, N., 2018. Management of nursing workplace incivility in the health care settings: A systematic review. Workplace health & safety66(8), pp.403-410.

Itri, J.N., Bruno, M.A., Lalwani, N., Munden, R.F. and Tappouni, R., 2019. The incentive dilemma: Intrinsic motivation and workplace performance. Journal of the American College of Radiology16(1), pp.39-44.

Johnson, A., Nguyen, H., Groth, M. and White, L., 2018. Workplace aggression and organisational effectiveness: The mediating role of employee engagement. Australian Journal of Management43(4), pp.614-631.

Kornelakis, A., 2018. Why are your reward strategies not working? The role of shareholder value, country context, and employee voice. Business Horizons61(1), pp.107-113.

Kraiger, K. and Ford, J.K., 2021. The science of workplace instruction: Learning and development applied to work. Annual Review of Organizational Psychology and Organizational Behavior8(3 ), pp.45-72.

Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the workplace. International Journal of Applied Management and Technology16(1), p.4.

Otaye-Ebede, L., Shaffakat, S. and Foster, S., 2020. A multilevel model examining the relationships between workplace spirituality, ethical climate and outcomes: A social cognitive theory perspective. Journal of Business Ethics, 166(3), pp.611-626

Rožman, M., Treven, S. and Čančer, V., 2017. Motivation and satisfaction of employees in the workplace. Business Systems Research: International journal of the Society for Advancing Innovation and Research in Economy8(2), pp.14-25.

Song, Q., Wang, Y., Chen, Y., Benitez, J. and Hu, J., 2019. Impact of the usage of social media in the workplace on team and employee performance. Information & Management56(8), p.103160.

Ștefan, S.C., Popa, Ș.C. and Albu, C.F., 2020. Implications of Maslow’s hierarchy of needs theory on healthcare employees’ performance. Transylvanian Review of Administrative Sciences16(59), pp.124-143.

Thibault Landry, A. and Whillans, A., 2018. The power of workplace rewards: using self-determination theory to understand why reward satisfaction matters for workers around the world. Compensation & Benefits Review50(3), pp.123-148.

Zhang, Y., Luo, Y., Zhang, X. and Zhao, J., 2019. How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability11(19)

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