LEADING PEOPLE IN CREATIVE TEAMS SAMPLE
Introduction
G&K is a chain management company that supplies for their customers’ needs and requirements all over the UK. The report is going to identify the command and control leadership in the management of the G&K. Discussion over the approaches of the leading people of the company G&K Limited on the basis of the creative teams will be analyzed. The commands and controls of the leadership style and the discussion of the problematic approaches of business management is going to be explained in this assignment. Command and control leaders are basically hierarchy and their leadership style will be discussed for comparing with the other retail company of the UK. The process of coping up with the ruthless competition with the other retail companies will be explained in this assignment. The human resources management practices are going to be explained which will increase the growth of business management.
The command and control leadership style
Motivation is considered to be the inducement or incitement in the context of acting and moving and it is also defined to be the process of inducing the potential employees of an organisation, it can be said that motivation within an organisation plays a key role in enhancing the level of productivity. Therefore, in the case of increasing the productivity level, it is required for all their employees to give motivation to them that will be effective for their organisation as well as for an individual. From the case study, it has been found that in G&K organisations the employees have less motivation in doing their job roles for enhancing the organisational performance. In addition to this, as opined by Graves and Sarkis (2018), motivation is defined to be the process of stimulating needed actions through understanding the requirements of employees and through utilising the motives of an individual employee. Based on the investigation it has been found that the management of the organisation follows the command and control leadership. It has been observed that near about 34% have stated that they are planning to increase their staffing for gaining more competitive advantages and expanding its share market (Statista.com, 2021).
Command and control leaders are basically hierarchical and a bit more rigid in comparison to others. It can be said that when management follows this king’s leadership style, they prefer to be observed as an authority with the final say in any decisions regarding the workplace. In the G&K organisation, it is very important to keep focused on giving motivation to the employees to give their best in their jobs. It has been found that most of the employees have resigned from the job people of the organisation and do not want to do a job in the organisation. Therefore, it can be said that the command and control leadership style can help the employee by giving motivation as leaders play a key role in the context of increasing the level of productivity within the organisation. As mentioned by Eisenberg et al. (2018), with the help of using the command and control leadership management, the organisation can increase the level of productivity as motivation helps to meet all the needs of employees and it helps to create the drive to work. On the other hand, the employees of the G&K organisation, the employees will be willing to put more effort and enthusiasm towards the betterment of the organisation in comparison to other disheartened employees within the organisation.
Figure 1: Command and control leadership
(Source: Eisenberg et al. 2018)
In this case, after getting the feedback the management of the organisation can take actions if needed for the betterment of the organization. It will be required for assuring a loyal workforce within the organisation. As per the statement of Naser et al. (2019), motivation helps to change the attitudes of the employees in the organisation and it can be said that an indifferent attitude is played most efficiently by motivation. The presence of this kind of attitude that is favourable allows the organization to be successful and to thrive towards success. A well-motivated workforce is considered to be the loyal workforce and it has been found that motivated employees have great levels of commitment and morale towards the organisation, its objectives and goals also (Ali and Anwar, 2021). Apart from these, it also can be said that the command and control are considered to be suitable for organisations that have long term employees that will help to get effective feedback from the employees.
In the organisation, following the command and control leadership style the management can handle the difficult situation. It can be handled by taking effective and innovative ideas for mitigating the problem that is required to motivate the employees to give their best in recommended job roles (Hermkens and Romme, 2020). It also has been observed that the employees of the organisation have been absent without any valuable reason and the management can use the fluid style of leadership in the context of adjusting according to the team. Thus, it would be helpful to let the employees know about the team management and an individual can get assure that the team is effectively handled by the management (Rožman et al. 2017). In addition to this, it can be said that the command and control leadership style can help to motivate a team as they are experienced and recognise the contribution of an individual person. Therefore, if employees are well motivated it will help to assure the reactive workforce.
Discussion of problematic approaches
G&K Limited is a retail chain company and has business with the entire warehouse sector and out of town branches in the UK. The company has provided all the holidays and leisure equipment in the entire UK. However, various types of workplace issues have arisen among the employees and hierarchy of the company. The competitive advantages have been decreased for the poor relationships among the employees and managers of the company. On the other hand, the entire team of a company gets the worst feedback from the customers and they frequently complain against the provided services and products (Gunarathne et al. 2018). However, the higher authority of the company has focused on mitigating the problem in the work environment.
Maintain adequate staff numbers
The unemployment of the employees has been increasing day by day as officers and managers have the approaches for resigning from the company. The employees of G&K Limited have introduced various types of business strategies for reducing the unemployment from the company. The hierarchy recruits more employees to the company for mitigating the overwork pressure of the workplace. The reduction of unemployment has increased the level of disposable income which makes the employees active for improving the business growth of the company (Bushe, 2019). The entire economy of G&K has been developed for engaging more employees in the company. The main issue of inadequate staff numbers has been solved through the higher authority which increases the customer’s engagement towards the company.
Cope up with ruthless competition with the other retail company
The company has faced ruthless competition with the other competitor companies in the retail industry in the UK. However, the managers of the company have been able to implement more strategies in business management. The competitive aspirations have been developed among the employees and hierarchy of the company. On the other hand, the company has enhanced their focus on increasing the competition level among the retailers in UK market places, especially in the field of sportswear. The employees of the company have become focused on improving the productivity of the employees and the quality of the products of the company has increased the competitive advantages of the company have increased the growth of the business of G&K.
Increasing employee recruitment numbers
The employees of the company have no job satisfaction for the poor management in the workplaces of the company. However, employees have resigned from the company as per their inactive behaviours towards the company. A new Chief Executive Officer (CEO) has been appointed because the directors have left the company for their dissatisfaction regarding business management. Some senior managers have resigned; however, the hierarchy of the company recruited more officers and employees to the company for increasing revenues of the business in the entire retail market. On the other hand, the company has developed the skills of the employees as advanced skills of the employees are the key factor for developing the business growth of the company.
Figure 2: Problematic approach made by G&K
(Source: Created by author)
Focusing on getting feedbacks from customers
G& K is the leading retail company and they specially provide the sports types of equipment and other gaming items in the UK market. Customers and all the stakeholders of the company complained to the frontline employee for the low management and low quality of products and services. However, the managers of the company started a survey of their customers to get the proper feedback from the customers (Ahmad et al. 2018). As per the case study, the feedback from the customers regarding the products and services are mixed in positive and negative ways. Huge members of customers are satisfied with the company, and a few customers are not satisfied with the management of the company.
Changes in business management and increase concern about the job role
The employees in each store have been concerned with talking to each other, and they are texting with the other employees to get solutions regarding the problems in the business management of the company. On the other hand, the managers and other hierarchies of G&K have become focused on dealing with the workplace issues for comparing the workloads in the minimum time. The supervisors of G&K became more concerned about correcting any behavioural deviations, negotiating shift changes, and interviewing the employees and customers.
The human resource management practices
Human resource management plays an important role in improving the operational activity of the organization. In addition to that the human resource management demonstrated the strategic operation of the organization. It has been found that in the year of 2019, near about 47% of large sized organisation worldwide have used human resource management system in their organisation (Statista.com, 2021)
Management system
The management system of the organization has depicted an important part in maintaining the retention rate of employees. From the case study, it can be seen that the company has nearly about 80% retention rate which allows them to maintain the performance of the organization. On the other hand, the change in management has allowed the laborers in adopting new systems which in turn plays an important role in improving the performance of corporations (Amin and Mohamad, 2017).
Training program
In order to maintain the efficiency of the organization, it is important to maintain the training program of the G&K. The case study has described there are some competitors who are giving tough competition in sportswear. Thus in order to gain a competitive advantage in that part, the management of G&K will have to focus on providing proper training to the employees. This can be done by giving them training on communication skills which in turn will also help them in improving the communication with the customers (Shen and Tang, 2018). As a matter of fact, this situation will improve the relationship with the customers and will enable them in gaining a competitive advantage. In other words, this situation will augment the sales of the company.
Figure 4: Human resource management practices
(Source: Created by author)
Developing talent and future leadership
In order to improve the growth of the company, they will have to focus on developing new talent. The case study has shown that the maximum number of employees is working for the company over 15 years which describes that the employees are accustomed to old techniques of operation which creates a negative impact on the whole operation and the company is losing its competitive advantage as a result of that. On the other hand, as mentioned by Lacerenza et al. (2018), the change in leadership depicts an important part in improving operation. Besides that, the maximum number of senior managers has resigned from their post which has created a negative impression on the management process. Besides that, in order to mitigate this risk, the CEO of the company has recruited a new head of the HR department which has allowed them to identify the impact of the new recruitment policy.
Reward program
The reward program of the company has an important part to play in improving the performance of the organization. In this case, a proper reward program will improve the motivation of employees. As a result of that this situation will augment the re-performance of the employees. In other words, the proper reward program will enable them in improving the performance of the corporation. Besides that this estimation in the company will enhance the cost of the company. However, a periodic enhancement in the reward program will enable them in maintaining the performance of the organization. This in turn creates an impact on the performance of the organization (Rahaman et al. 2020).
Safety and health policies
Safety and health policies play an important part in maintaining the performance of the organization. Besides that, an improvement in the safety and health policy will enable them in improving the retention rate of the company. On the other hand, the health and safety policy also enables them in meeting the needs of the employees which in turn allows them to improve the performance of the corporation.
Transparency
In order to improve the success of employees, it is important to improve the transparency of the organization which in turn will enable them in getting an idea about the employees. Apart from that, this situation promotes collaboration and enhances the idea sharing capability of the organization (Kipkosgei et al. 2020). Besides that, this situation within the company promotes a culture of trust which in turn enhances the relationship among the employees. On the other hand, an improvement in idea sharing creates a positive impact on the organizational decision which enhances the efficiency of the organization as a matter of fact.
Workplace benefits
The workplace benefits include the environment of the organization. An improvement in the organization culture allows the employees to improve the performance of the corporation. On the other hand, the employee benefits enhance the trust among the employees and enhance the communication among them. As a result that, that would improve the culture of the organization and enhances the communication among them. On the other hand, this allows them to retain the employees and also allows them to maintain the bottom line of the company.
The way of motivating employees
Employees are considered to be the base of an organisation and they play a key role in organisational performance to enhance the level of productivity. Every manager struggles in the context of keeping employees motivated from time to time and it is known to the managers of the organisation that the motivation of employees is to the overall success of the organisation. It has been observed that in the year of 2020, near about 68% of employees worldwide have engaged in their work through satisfying by their organisation’s human resource management practices (Statista.com, 2021). Therefore, in the context of motivating the employees within the G&K organisation would be benefitted. The management can take several actions that are mentioned below:
Fostering open and effective communication
Communication plays a key role in effective organisational performance as having open and effective communication is defined to be crucial in the context of maintaining employee motivation. As influenced by Del Vecchio et al. (2018), the management of the G&K organisation can show the employees care and let them feel valued and always follow up with the employees. It has been found that no one wants to work under a boss who has a bossy attitude; therefore, the management of the organisation can apply methods for establishing effective communication for encouraging employees
Figure 5: Way of motivating employees
(Source: Created by author)
Incentivising the workplace
An individual wants incentives in doing their best in an allocated job in which they are able to give the best for increasing organisational performance. Therefore, it can be said that providing rewards and incentives to the employees would be helpful in completing the certain goals that are defined to be a great way of getting staff with their work. Rewarding the employees of the organisation for hard work helps to motivate employees (Rahaman et al. 2020). In addition to this, it can be said that recognition for their effective quirk and hard work can be cost-effective.
Creating a positive workplace
It is vital to understand the workplace culture plays a positive role in enhancing the level of motivation of an individual employee. As per the statement of Men and Yue (2019), creating a positive workplace is important for building a trustworthy relationship among all employees of the organisation. In addition to this, it can be said that most of the unemployed want a work paper where a positive workplace is maintained. Therefore, creating a positive workplace helps to motivate employees that will help to maximise the level of performance of the organisation. It can be said that the employee engagement score fluctuated in the time of observation that have reached near about 77% in the year of 2020 (Statista.com, 2020). Therefore, if the organisation takes these actions it could be effective in employee engagement for the betterment of the organisation.
Encouraging the workplace
The workplace of an organisation is the place where an individual employee spends most of the time as the average full-time employee spends 40 hours per week. Therefore, it is required for the management of the G&K organisation to encourage the workplace by engaging the employees in several activities. The activities can be making the employees assure that an individual is happy with the people (Rahaman et al. 2020). Thus, the management can foster positive employee relations through team bonding activities and manage all types of conflicts in the workplace.
Investing in employees of the organisation
Happier people are considered to be more productive that helps to get more market share and gain competitive advantages. In the context of motivating the employees to give their best in their jobs, the management of the organisation can ask the employees for a day off in order to focus on self-care. As a manager, it is required to express gratitude every single time to the employees who have done their job correctly.
Conclusion
The way of motivating employees has been discussed in this assignment which is important for mitigating the problematic approaches in the workplace of the company G&K. The Management system, training program, development of talent and future leadership has been explained in this assignment. However, the reward programs, safety and health policies, transparency and workplace benefit has discuss, which is necessary for human resource management. Investing in the employees of the organization is the important factor that will increase the business development in future in the entire UK retail marketplace.
Reference list
Ahmad, S.Z., Ahmad, N. and Bakar, A.R.A., 2018. Reflections of entrepreneurs of small and medium-sized enterprises concerning the adoption of social media and its impact on performance outcomes: Evidence from the UAE. Telematics and Informatics, 35(1), pp.6-17.
Ali, B.J. and Anwar, G., 2021. An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
Amin, Y. and Mohamad, R., 2017. Knowledge management system model for learning organisations. International Journal of Learning and Change, 9(4), pp.290-305.
Bushe, B., 2019. The causes and impact of business failure among small to micro and medium enterprises in South Africa. Africa’s Public Service Delivery and Performance Review, 7(1), pp.1-26.
Del Vecchio, P., Di Minin, A., Petruzzelli, A.M., Panniello, U. and Pirri, S., 2018. Big data for open innovation in SMEs and large corporations: Trends, opportunities, and challenges. Creativity and Innovation Management, 27(1), pp.6-22.
Eisenberg, D.A., Alderson, D.L., Kitsak, M., Ganin, A. and Linkov, I., 2018. Network foundation for command and control (C2) systems: literature review. IEEE Access, 6, pp.68782-68794.
Graves, L.M. and Sarkis, J., 2018. The role of employees’ leadership perceptions, values, and motivation in employees’ provenvironmental behaviors. Journal of cleaner production, 196, pp.576-587.
Gunarathne, P., Rui, H. and Seidmann, A., 2018. When social media delivers customer service: Differential customer treatment in the airline industry. MIS quarterly, 42(2), pp.489-520.
Hermkens, F. and Romme, A.G.L., 2020. The Role of Middle Management in Continuous Improvement: The Bermuda Triangle of Leadership, Implementation and Behavioral Change. Journal of Management Policies and Practices, 8(1), pp.24-35.
Kipkosgei, F., Kang, S.W. and Choi, S.B., 2020. A team-level study of the relationship between knowledge sharing and trust in Kenya: Moderating role of collaborative technology. Sustainability, 12(4), p.1615.
Lacerenza, C.N., Marlow, S.L., Tannenbaum, S.I. and Salas, E., 2018. Team development interventions: Evidence-based approaches for improving teamwork. American Psychologist, 73(4), p.517.
Men, L.R. and Yue, C.A., 2019. Creating a positive emotional culture: Effect of internal communication and impact on employee supportive behaviors. Public relations review, 45(3), p.101764.
Naser, A.A., Hamada, A.S. and Hassein, A.M., 2019. Analyzing the Impact of Significant Factors on Motivation andAccountability of Employees in the Supply Chain of Organization. Int. J Sup. Chain. Mgt Vol, 8(1), p.409.
Rahaman, M.A., Ali, M.J., Wafik, H., Mamoon, Z.R. And Islam, M.M., 2020. What Factors Do Motivate Employees at the Workplace? Evidence from Service Organizations. The Journal of Asian Finance, Economics, and Business, 7(12), pp.515-521.
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 Economy, 8(2), pp.14-25.
Statista.com, 2020. Nationwide’s employee engagement in the UK 2011-2020. Available at: https://www.statista.com/statistics/508403/nationwide-employee-engagement-uk/ [Accessed on 29th October 2021].
Statista.com, 2021. Engagement of employees globally 2011-2020. Available at: https://www.statista.com/statistics/699977/global-employee-engagement/ [Accessed on 29th October 2021].
Statista.com, 2021. Expected HR resourcing increase by organizations worldwide 2019. Available at: https://www.statista.com/statistics/1040411/expected-hr-staffing-changes-worldwide/ [Accessed on 29th October 2021].
Statista.com, 2021. Human Resource Management Systems distribution worldwide by organizational size 2019. Available at: https://www.statista.com/statistics/1085422/hrms-distribution-organizational-size-worldwide/ [Accessed on 29th October 2021].
………………………………………………………………………………………………………………………..
Know more about Unique Submission’s other writing services:
