SHR079-6 Leading People in Creative Teams Assignment Sample
Introduction
G&K is a leading warehouse chain operational in UK and supplying its customers with their requirements. Being an area-based organization, this limited organization can provide its customers with satisfying their needs and necessities. This warehouse-limited organization often provides its customers with products like camping equipment, sports kits, gardening tools, fishing rods and so on. Despite providing customers with a wide range of products and services, G&K is facing a significant amount of problems due to some significant problems. Highline on this aspect, this study is going to enlighten the influence of organizational leadership style on employees. In addition, it is also going to focus on the management problem of G&K and is going to suggest HR practices that are going to assist this organization. It is also going to focus on strategies that are going to assist employees in obtaining motivation so that they can become responsible.
Influence of Command and Control Leadership Style on Employees of G&K
Command and Control Leadership Style
Figure 1: Command and Control Leadership Style
(Source: Influenced by Ellison, 2017)
Command and Control Leadership style is a process using which an organizational leader forcefully tries to get control over the organizational workforce. Organizational leaders operating throughout this kind of workforce environment only emphasize the result or organizational outcome. As per the observation of Ellison (2017), it is witnessed that leaders making use of command and control leadership style only are focused on organizational welfare. In addition, it has also witnessed that these kinds of leaders provide their employees intending to achieve. Hence, organizational leaders using this leadership kind of force their employees to acquire organizational development and growth. It has observed that implying this leadership style promoted a positive communicational aspect between employees while working.
However, it has observed that there are certain negative impacts due to the implementation of this leadership style. It has witnessed that if an organization makes use of command and control leadership problems like employee mobility is going to increase in an organization. In addition, a business organization owing to the deficit of employability might not be able to maintain its rate of innovation. Ancona et al. (2019) after conducting the study has observed that implementation of command and control leadership style increases engagement of leaders more. The scenario develops in such a position that organizational leaders without letting employees engage with problems invade and try to solve problems. Hence, this scenario provides organizational leaders with two definite outcomes, which are either success or failure. Thus, it leaders employees in increasing their dissatisfaction rate and they are unable to maintain their operation towards an organization.
Based on these positive as well as negative equations, it is witnessed that organizational leaders in G&K are making use of command and control leadership styles while operating. Owing to this leadership style, it has witnessed that this UK based organization is losing its position in a market that is affecting its growth in sales. Based on an aspect it has witnessed that G&K is unable to make any kind of profit in the market and are facing tough competitiveness. Previously, it was observed that there were almost 80% of employees had worked with this organization for more than 15 years. On the contrary, in recent days it is observed that a huge rate of turnover of employees is witnessed within G&K. As employees are just working for a few months with this organization and leaving it, thus this organization is unable to make progress while operating. The reason behind the problem of an increased rate of employee turnover is G&K’s operational style and its decision-making style. It is observed that organizational leaders in this warehouse organization do not provide empowerment to employees. Consequently, employees being unable to provide their opinion or directly being engaged with the organization, this significant amount of problem are faced by this organization.
Owing to the problem of increased employee turnover and dissatisfied employees in G&K, there is significant amount of problems this organization might face while operating in future. Problems like raised organizational cost, reduced brand recognition in market, reduced service quality, and organizational morale might be observed in this organization. As per the observation of Cech and Rothwell (2020), it has stated that workplace inequality and reduced organizational dignity often brings in an increased employee turnover rate. Based on this aspect, it can be stated that as the leader of G&K is unable to maintain and manage this significant aspect, it is creating a massive problem towards organizational growth and development while operating in UK.
Based on the situation and scenario of G&K and its significant leadership style it can be stated that it has laid a negative impact on organizational progress as well as on employees. Due to this leadership style, an organizational leader is not providing a significant amount of value towards its employees leading them towards dissatisfaction while operating in that organization. In addition, it has also observed that owing to this leadership style, G&K is facing problems like losing its value and goodwill in market along with facing tough competitiveness while operating.
Management Problems in G&K
Management in a business possesses a significant amount of responsibility while working under an organization. A good manager provides an organization with a cost-effective solution to a situation based on which an organization can obtain progress and develop its position in the market. In addition, because of an effective organizational manager, an organization also develops organizational position in market by increasing its rate of profit. Hence, development like opportunities in market is witnessed and an organization can eliminate unnecessary competition with effectiveness. As per observation of Gustafsson et al. (2019), management is a process that facilitates transformation and practice of adaptability by making use of appropriate planning processes. Additionally, it can also be stated that by making use of an effective management system an organization can develop strategies based on which organizational operations can develop growth by acquiring precisions. Management in an organization plans an operation, organizes the system of application, leads the way of employees, and controls the full process. Managers by analysing the needs and necessities of employees provide them with assistance and development based on which employees can obtain precision while operating within an organization.
Despite having such a progressive and promising approach, it has been witnessed that if an organization acquires ineffective management it is going to provide devastation towards organizational progress. If an organization acquires ineffective management, it is going to lead it towards a poor time management system, increased ineffective employees, poor communication skills, reduced motivation rate and increased rate of employee turnover. According to the observation of Maksymenko and Melikhova (2017), ineffective management has the power to lead an organization towards lack of responsibility and violation of laws. Foregrounding this aspect, an organization has possibility to face issues while operating in market. Hence, it can be stated that as organizational management possesses an important role, hence it is very much important for them in maintaining organizational progress. (SHR079-6 Leading People in Creative Teams Assignment Sample)
Based on the importance, prospect, and thoughts of management, it is witnessed G&K being a renowned organization operating in UK is unable to maintain an organizational workforce. Due to an organizational ineffective management system, this warehouse organization is unable to maintain its progress and retain value in market. As there is a deficit in the effective management scenario, hence employees within this organization are not completely disciplined. It has observed that employees of G&K during their working hours often stay inattentive. In addition, it has also witnessed that working employees often contribute their time in chatting with each other. Moreover, employees are also witnessed to make use of their cell phones and hide in storerooms without working actively. It is because of ineffective management and lack of governance, these significant problems have observed in G&K. Moreover, the HR manager of this organization is also unable to assist in growth and development of this organization. It has witnessed that while recruiting an employee, HR manager of G&K takes almost 12 weeks. It can be evaluated that during the time of desperate need of employees to support the organization, this huge amount of time consumption for employee acquisition might lead an organization towards a definite deficit. However, in case of this organization as there is a huge rate of employee deficit this increased rate of time might affect organizational progress in a significant manner.
Customers’ needs, necessity, and complying with them are very important for an organization. Understanding needs and necessities of customers assists an organization in obtaining growth and development while operating in market. However, in case of G&K and its ineffective management system, this organization is unable to provide its customers with appropriate service and acquire their feedback. As the operational process of G&K is pretty much old-fashioned and bureaucratic, it is creating problems. Owing to this operational method, this organization while operating became very much unfriendly and unhelpful leading this organization towards problems. Additionally in case of any kind of organizational complaints and feedback from customers, because of its old-fashioned operational system, they are unable to reach HR managers of this organization leading to a significant amount of problems.
Suggested Human Resource Management Practice by G&K to Increase Organizational Value
Theory of human resource management which can support this company in increasing organisational value
Strategic contingency theory
Strategic contingency theory is a suitable theory for the HR managers of G&K Company for mitigating their problems in management approaches by involving the approaches of strategic contingency theory. In the opinion of Csaszar (2018), strategic contingency theory can be utilised by human resource management practice for identifying some strategies for engaging employees in a proper way for developing the sustainable hierarchical management practice. In this account, HR managers of G&K can improve the performances of employees by offering these organisation competitive advantages. From these understandings, HR managers can deal significantly with the employees who are facing lack of concentration and efficiency. From this theory, it is found that this company can implement strategies for improving interests among the employees in work henceforth they can develop a high rate of working productivity and efficiency instead of excessive talking with each other, texting with their friends, as well as hiding in the stockroom. Furthermore, strategic contingency theory can provide several benefits to the human resource management practice of this organisation in gaining some knowledge for determining the preferences of customers which are required within this organisation for launching products. On the other hand, this theory can help the human resource management in maintaining workplace culture effectively as due to the improper workplace culture, employees often face a major amount of discriminations, several conflicts and an unhealthy working environment which brings job dissatisfaction within employees. Therefore, HR managers can use the approaches of this theory and can develop a proper and healthy relationship among employees and thus can be able to maintain the formal behaviour within this organisation. From the other side, this theory has several disadvantages for instance, this theory often separates the throughout the organisation which are utilised to participate within the entire performances. In that case, this organisation cannot be able to develop the potentiality of developing proper and relevant strategies which can present a high rate of collaborative work within the workplace. Other than this, this theory also has the problems of the negative manipulation of managers as this theory includes the process of making decisions and structure designing. From these discussions, this theory can have both positive and negative impact on the HR managers of G&K Company; henceforth this theory needs to be implemented carefully.
Recommended strategies for HR managers of G&K Company
Recommendations for establishing proper and healthy workplace culture
HR management practice of G&K Company often observes that because of the unhealthy workplace culture, informal behaviour, lack of ethics and various kinds of discriminations and confusions among this organisation which are bringing major disruptions in the workplace. These disruptions in work have several consequences within this working environment such as reduction of productivity and efficiency and reduction of quality of products and followed by reduction of sales growth. As this company has the threats of competitions henceforth this issue can have a major negative impact on the business returns and branding positions of this organisation in the global stock market. From this, this organisation can develop the strategy of developing code of conducts and code of ethics for maintaining healthy environments within the workplaces.
Recommendations for mitigating lack of work engagement among employees
Reduction of employee engagement within work is seen within this workplace as employees of this company are very much likely to have time pass and live within the warehouse instead of working properly within this workplace. As referred to by Guerci et al.(2019), lack of engagement within work often can trigger the reduction of sustainability within organisations and thus decrement of profitability within organisations. From this, it is acknowledged that this organisation is facing a high amount of financial loss for this crucial lack of professionalism among the employees. From this understanding, this organisation requires to provide training to the employees for increasing their professional development. They can also recruit only the skilled and efficient employees for maintaining steady workflow within this organisation.
Recommendations for determining proper customer’s preferences by using appropriate information sharing channels
HR managers of G&K Company have a major contribution in determining customer’s preferences as they often post feedback sheets and surveys for determining recent trends of customers. After that, determinations of the Survey results often are inappropriate for improper communication systems and unhealthy information management within this organisation. From this, this company often faces the problems of logistics clusters and customer dissatisfaction. In recent times, this organisation has suffered from this as in current times; people mostly prefer watching TV, online shopping and other online work within their leisure time instead of performing any sports activities. In this account, this organisation requires to implement the strategy of involving proper communication channels among employees and including proper customer satisfaction strategies for again engaging them towards this company and its products.
Motivational Strategy of G&K to Motivate Employees
Theories for enhancing employees’ motivation
Maslow’s hierarchy of needs
Figure 1: Maslow’s hierarchy of needs
(Source: As influenced by Hopper, 2020)
Maslow’s hierarchy of needs is the most suitable theory for HR managers of G&K Company for motivating the employees in such a way by which they can sustain their performances within this organisation. As regards by Hopper (2020), Maslow’s hierarchy of needs can be utilised by the HR managers of organisations by understanding which motivational strategies they are needed to implement for which situations as this theory includes the different demands of motivation. With respect to this, this organisation can gain some knowledge for mitigating time pass of employees and creating a high level of interest among the employees. On the other hand, this theory also can provide benefits to these HR managers in developing proper motivational speech for employees consequently they can determine the needs of conducting work within a high efficiency and productivity. This theory also has some limitations as this theory has included some generic approaches and some complexities. In this account, HR management practice of this company can gain help from Maslow’s hierarchy of needs up to a certain level.
Hertzberg’s two factor theory
Figure 2: Hertzberg’s two factor theory
(Source: As influenced by Alshmemri et al., 2017)
Hertzberg’s two factor theory is an effective theory for understanding the actions which often can be required for enhancing employees’ job satisfaction within this company. As stated by Alshmemri et al. (2017), Hertzberg’s two factor theories can provide advantages to the human resource management practice in developing proper knowledge level regarding the different factors that can lead to job satisfaction and analysis of some factors which can trigger a high rate of employees’ job dissatisfaction. On the other hand, this theory also includes several effective motivational strategies. These HR managers can provide these beneficial strategies for engaging employees significantly. Other than this, Hertzberg’s two factor theory has some restrictions such as this theory involves specific biases henceforth strategies that are involved by this theory have some chances of not being able to be implemented practically.
Proposed motivational strategies for enhancing employees’ motivation
Determination of short-term and long-term goals
Determination of short-term and long-term goals is the main effective strategy for motivating employees. As discussed by Delaney and Royal (2017), identification of short-term goals and followed by long term often provokes the employees in completing the work with a high amount of quality and speed for achieving speed. From this, this company can develop this strategy for motivating employees to concentrate on work. On the other hand, appraisals for small victories also are required to be implemented within this company for sustaining the performances within this organisation. From these discussions, it is found that this company can develop a high rate of sustainability by mitigating time pass of employees and eradicating their informal behaviour.
Inclusion of rapid salary increments
Inclusion of rapid salary increments often increases the engagement and interest within the work of organisations. As described by Pan (2018), in case of rapid salary increments, organisations can have a high rate of job satisfaction within the employees and thus can get an excessive range of customer satisfaction within this workplace. From this understanding, this company can increase the salary of employees after six months. For that, they can sustain their engagement within the work for this. Taking these into account, this is the most beneficial strategy for human resource management practice within G&K Company by motivating employees in a significant manner.
Conclusion
From these discussions, it is found that the human resource management of G&K Company has several problems in its management approaches. This company has the problems of lack of motivation and engagements of employees, inability in determining customer preferences and improper organisational culture maintenance within the management. From the analysis of recommended strategies for HR management, this study has evaluated that inclusion of code of conducts, recruitment of skilled and efficient employees and development of proper communication channels are the major recommendations for HR managers of this organisation. However, inclusion of rapid salary increments and involvement of short-term and long-term goals are the vital strategies for motivating employees for this G&K Company.
References
Alshmemri, M., Shahwan-Akl, L. and Maude, P., (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.
Ancona, D., Backman, E. and Isaacs, K., (2019). Nimble leadership. Harvard Business Review, 97(4), pp.74-83.
Cech, E.A. and Rothwell, W.R., (2020). LGBT workplace inequality in the federal workforce: Intersectional processes, organizational contexts, and turnover considerations. ILR Review, 73(1), pp.25-60.
Csaszar, F.A., (2018). What makes a decision strategic? Strategic representations. Strategy Science, 3(4), pp.606-619.
Delaney, M.L. and Royal, M.A., (2017). Breaking engagement apart: The role of intrinsic and extrinsic motivation in engagement strategies. Industrial and Organizational Psychology, 10(1), pp.127-140.
Ellison, L., (2017). Command Leadership DEOCS 4.1 Construct Validity Summary. DEFENSE EQUAL OPPORTUNITY MANAGEMENT INST PATRICK AFB FL Patrick AFB.
Guerci, M., Decramer, A., Van Waeyenberg, T. and Aust, I., (2019). Moving beyond the link between HRM and economic performance: A study on the individual reactions of HR managers and professionals to sustainable HRM. Journal of Business Ethics, 160(3), pp.783-800.
Gustafsson, S., Hermelin, B. and Smas, L., (2019). Integrating environmental sustainability into strategic spatial planning: the importance of management. Journal of Environmental Planning and Management, 62(8), pp.1321-1338.
Hopper, E., (2020). Maslow’s Hierarchy of Needs Explained. ThoughtCo, ThoughtCo, 24.
Maksymenko, I. and Melikhova, T., (2017). Accounting and analytical procurement of state financial control and directions of its implementation in Ukraine. Baltic Journal of Economic Studies, 3(5), pp.268-275.
Pan, Y., (2018). On the Influencing Factors and Strategies of Employee Loyalty. Fudan Journal of the Humanities and Social Sciences, 11(4), pp.553-572.
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