BU7039 Understanding and Managing People Assignment Sample 2023
Introduction
The report will discuss the case of C&C which is currently facing some issues in managing people at an organisation. Looking at those issues, leadership and management approaches utilised for managing people will be discussed. Leadership plays a critical role in managing people and it is said that employees need to be motivated, encouraged, and influenced for achieving better outcomes (Cheong et. al. 2019). For this, the impact of leadership on employees’ performance and organisational performance will be discussed in brief. After analysing the case study and issues at C&C, the leadership and management approach used by them will be described. It will be followed by explaining the leadership style and approaches they must adopt for effective performance will be discussed utilising various theories and frameworks. The report will also shed light on learning and development for leaders and managers at the organisation. The reflective essay will be created to identify the learning and knowledge I have gained from this task.
Brief discussion of the issues at Coffee and Cake (C&C)
Coffee & Cake Company is established in the UK and operates in sixty different locations all around the UK. From the case study, it has been seen that they have issues like sales decline, financial downturn, employee dissatisfaction, and unpaid debts. The pandemic was responsible for increasing market competitiveness that is putting huge pressure on the company and they have analysed that the major reason is poor employee performance. Based on the reviews of employees on Glassdoor it can be stated that the employees are not satisfied with their leaders and managers and they have no proper salary policy. It is increasing staff turnover rate and customers also reviewed that their employees and workers are poorly trained. Looking at these issues, several leadership approaches will be discussed so they can manage people in the organisation.
The way Leadership and management approaches affect employee and organisation performance
Coffee & Cake (C&C) has been facing several issues due to their poor people management approaches that are impacting the organisational performance as well. In today’s developing world, managing people at the workplace is primarily necessary to improve organisational performance. In context to this, leadership is majorly responsible for improving the motivational level of individuals to bring the best out of them. As compared to traditional leadership approaches where achieving organisational goals and objectives is the priority, nowadays focusing on employees’ aims and desires is also essential. It has been observed in many cases that dissatisfied employee will not work effectively as compared to the employee that is satisfied and motivated (Moldoveanu and Narayandas, 2019). Concerning this, it is necessary for leaders to analyse the employee’s expectations from the organisation so they can be motivated.
According to Rudolph et. al. (2021), it has been depicted that leader and their style of managing people highly impact the employee’s performance; therefore, organisational performance. As the market demands are changing and expectations of customers are as well, that makes it essential for leaders to bring changes in the way their employees are working. It requires constant effort and communication with the employees to identify the loopholes and room for improvement so their learning and development can be done. The primary responsibility of managers is to ensure team success, develop a healthy working environment and identify and solve the problems faced by employees and organisation. Leaders and managers must monitor the employee performance so they can provide them the training if required to improve their abilities. Providing training is not only essential for improving their skills but it also improves their motivation level and they feel satisfied (Diamantidis and Chatzoglou, 2019). The more the level of satisfaction employees has from organisation the more they will work effectively. It will directly impact organisational performance.
From several findings, it has been depicted that leadership is also a primary reason for shaping the organisational culture that directly impacts employee performance and productivity. For instance, if the culture at the organisation is positive then it will influence employees to work adequately (Sabuhari et. al. 2020). In the case of C&C, the organisational culture impacts employees negatively as it is partial. The managers and leaders at C&C humiliate employees if they don’t have any close relationship with them and bully them as well. It is the primary factor that demotivates employees as no individual wants to work in an organisation that criticises them and is partial with them. The culture at C&C doesn’t pay wages as per the employee capability as one of the employees stated that lazy employees are being paid similar to hard-working employees. It dissatisfies employees and makes them think that they will get the salary as well if they work improperly. Looking at this, it can be said that it is must focus on developing a positive working environment so employees can work effectively and it will increase productivity that directly impacts on the profitability of the organisation positively.
In addition, leaders are also responsible for creating a clear vision for the organisation that helps employees to work accordingly and achieve better results. They must guide and coach employees if necessary so they feel supported and can ask for help if required. The employees feel good if they are being supported and guided. It will also increase their performance (Paais and PATTIRUHU, 2020). On the other hand, C&C doesn’t offer compensation, rewards, or any bonus for working overtime and it is also a major factor decreasing the employee’s motivation level. It is the responsibility of leaders to manage the employee’s work performance and praise them with rewards and bonuses so they feel motivated to work overtime in the future as well.
As opined by Eliyana and Ma’arif, (2019) the management of the organisation is responsible for increasing employee engagement at the workplace by keeping them together to achieve common aims. Managers must know that no single management style can suit all the environment and it is must to manage people as per the situations. The level of engagement at the workplace is necessary to improve the performance of the organisation and for this purpose, it is necessary to organise meetings and seminars so employees and managers get room for communicating and interacting with one another. Interaction between employees is necessary to improve unanimous work practice. Other than that, resolving issues between employees, managers, and leaders is also must to develop a positive working environment, otherwise; it can affect their level of engagement.
Lastly, the primary element that can affect the employee’s performance is the arrangement of training and development of employees. Offering training to employees is must develop skills, knowledge, and abilities as per requirement at the workplace (Guterresa et. al. 2020). It is observed that employees at C&C are undertrained and work improperly. Concerning this, leaders must focus on improving their ability to complete the assigned task by offering the training as per their weaknesses. Other than that, employees must be offered a break during their shifts as C&C is bad at giving breaks and they have to work for 8-9 long hours per day. It is the factor that demotivates employees. The leaders must communicate with employees and analyse their requirements. Hence, it is necessary to keep employees satisfied and motivate with the workplace to improve their performance and productivity that directly impact organisational performance.
Leadership and management approach at C&C
Coffee & Cafe (C&C) is currently facing some leadership and management issues that are affecting their way of people management at their organisation and also responsible for increased staff turnover and financial downturn. The company is operating in sixty different locations in the UK and sells a variety of sandwiches, cakes, coffee, and other beverages. The primary problems they are dealing with are unpaid debts, sales decline, financial downturn, and issues related to the pandemic. It can be observed that the performance of employees is poor during this time and most of the employees are not satisfied with the workplace environment (Ganzemiller et. al. 2021). They follow traditional leadership approaches that are ineffective in today’s modern and changing world. Concerning this and the case of C&C, the leadership and management approach they use currently are described below:
Laissez-Faire management style: The management style is based on following a hands-off approach that doesn’t guide and coach their employees. Managers and leaders expect their teams to perform with high accuracy and excellence without even interacting with employees about the issues they are facing at the workplace (Ågotnes et. al. 2021). If the employees are not guided effectively then they will find it difficult to manage the work sometimes. It must be known that not every individual has excellent abilities to deal with issues at the workplace and some require guidance and some can work without it. But it depends on the management to analyse the employees that require support and guidance. As per the reviews, it can be seen that they have both hard-working and lazy employees and for getting better results from lazy employees it is must offer them guidance and training. On the other hand, managers even don’t care about the employee’s issues. According to the case of C&C, it is noticed that when employees try to communicate with managers they are bullied and humiliated which is not a fair workplace practice. It is necessary that managers communicate and interact with employees and resolve their issues so they can work effectively (Diebig and Bormann, 2020). This is the primary reason for decreased satisfaction level of employees and increased staff turnover rate.
Furthermore, no individual wants to work with an organisation that offers similar wages to every employee even if it is hard-working or lazy employees (Ekizler and Bolelli, 2020). Managers at C&C don’t listen to payroll issues raised by employees and start to blame one another. In this context, it is must that they change their hands-off approach as it decreases the level of interaction and engagement among employees and managers or leaders.
Autocratic leadership style: This leadership style provides sole power of decision-making to leaders and managers. It doesn’t involve the team or employees in the decision-making process. In the case of restaurants and cafes, it is must take decisions after concerning with employees as they are highly aware of customer needs and wants. In today’s modern world, employees want to get involved in the decision-making process and want to know essential information about the organisation (Hogg, 2021). The leadership style C&C follows supports the autocratic style as they don’t listen to employees and bully them continuously which is a primary factor for decreased satisfaction level among staff. The employment issues and their payroll concern are not being heard at C&C. It is the most prominent factor decreasing employee engagement and they don’t even work with the full potential under this leadership style.
In addition, the leadership style has various disadvantages as it decreases the level of motivation among employees, and nowadays, employees don’t like to take orders as they want to get involved. Another disadvantage of this style is the creativity and innovative skills among employees decrease and it restricts them from bringing the best out of themselves and adopting change as per market demands (Kibbe, 2019). They can utilise this leadership style with new or unskilled employees that require guidance about the way work at the organisation needs to be done. AS discussed in the reviews of employees, it has been depicted that the organisation treated lazy and hard-skilled employees equally that doesn’t satisfy highly skilled employees, and decreased their motivation level.
The Michigan model: It is the approach or model used by Human resource management that primarily manages people at the organisation. It is the model that focuses on hard HRM approaches that treat employees as another resource and exploit them fully (Olasoji, 2019). As per the case of C&C, it can be seen that managers and leaders exploit and bully their employees if they try to express their issues and viewpoints. It can be said that they treat employees as resources that can be changed as simply as a machine.
According to the employee’s review, their employees have to work continuously for 8-9 hours per day without getting a 30-minute break and it signifies that they have to work as same as machinery. They don’t even pay them wages for overtime which is primarily responsible for decreasing their level of satisfaction (Goyal and Patwardhan, 2020). Further, the staff and employees at C&C are undertrained and managers are not concerned about offering them training as per organisational requirements. Analysing the people management issues at C&C, it can be said that there is an essential requirement to adopt a new HRM approach for managing people, otherwise; it will increase staff turnover continuously.
Leadership and management approach for C&C to manage people
As discussed above, C&C is poor at people management due to the leadership approach it follows. They are not concerned about employees’ issues and don’t even put effort to resolve them, and they are not involved in the decision-making process. They are not paid with wages based on their ability and work performance and no benefits or bonuses are offered for overtime. Looking at the issues C&C faces with people management, some leadership and management approaches have been described below:
Situational leadership theory: It is the best leadership theory suggesting that no single leadership style is best as leaders have to choose their leadership style as per employees and situations (Hakim et. al. 2021). As discussed above, leaders at C&C can utilise an autocratic leadership style with low-skilled or new employees as they have to be assigned with their tasks. But, in the case of hard-working and skilled employees, they can go with a laissez-faire leadership style or adopt a hands-off approach. Similarly, situational leadership described four different leadership styles based on the maturity level of individuals. The first leadership style is telling (S1), in which leaders have to guide and tell employees about their tasks or responsibility. Another one is selling (S2) that uses a back-and-forth approach between followers and leaders. The third leadership style if participating (S3) states that leaders must involve employees in the decision-making process and comes up with their ideas and opinions (Phinhongthong, 2019). The last one is delegating (S4) which is a more hands-off approach.
Furthermore, leaders have to select a leadership approach as per the maturity level that includes M1 for the employees that are not skilled and not willing to complete the task. M2 can go with employees that are enthusiastic but lacks the skills. Maturity level 3, M3 is for employees that have the skills but are not willing to take the responsibility (ISAAC, 2019). Lastly, M4 is for the employees that are skilled and willing to complete the task. In the case of C&C, leaders and managers can choose to delegate (S4) leadership style with the hard-working employees, whereas; they have to follow telling (S1) with lazy employees. Participating leadership style (S3) can be used when employees have the skills but they are not interested in completing the task. In this way, choosing the leadership style as per situation or employees can help C&C in managing people at the organisation effectively.
Transactional leadership style: It is the leadership approach that focuses on promoting compliance by employees using both punishments and rewards. Utilising this approach helps in keeping the followers motivated and empowered (Udin, 2021). In context with the C&C, this leadership style will prove to be beneficial for the employees that are lazy at their workplace. For instance, leaders can punish their lazy employees by assigning them more tasks or cutting down their salaries. For getting a full salary, they will complete their tasks with full enthusiasm and motivation. Other than that, in the case of hard-working and skilled employees, they can offer them rewards and bonuses for overtime and great work to keep them motivated for improving their skills. Offering rewards and bonuses will motivate lazy employees as well to work potentially so they can get that too.
Participative leadership style: It is a form of democratic leadership style that focuses on involving employees in every decision-making process (Jan DeBell, 2019). Using this leadership style, the managers and leaders of C&C can listen to their employee’s issues and problems and can also ask for their opinion to resolve them so they can work effectively. Further, they can also communicate about the primary reason for the financial downturn at the organisation and plan strategically to deal with this. They can organise training and development programs for employees as customer reviews state that their employees are undertrained which makes it essential for leaders to offer them training.
Furthermore, they can also communicate about the innovations and creativity C&C can adopt to deal with these issues they are currently facing. Communicating with employees and asking about their opinion is primarily responsible for increasing their level of motivation and making them feel that their suggestion is valued and respected (Woods, 2020). It is the best style to offer room for creativity and innovations to employees so they can boost their performance; therefore, increasing organisational performance.
Soft HRM approach: Managing people at an organisation requires a good HRM approach that can help in keeping employee motivation high. Utilising this approach, managers, and leaders can treat employees as an essential resource and focus on improving their skills and talents (Muthuku, 2020). The C&C could offer break time to their employees or reduce their shift timings to increase their motivation level. Further, they can offer them rewards, benefits, and bonuses for overtime and extra work that will encourage employees to work potentially. Instead of treating both lazy and hard-working employees similarly, they must focus on offering them different tasks, wages, and training so they can work on enhancing skills as per their needs.
Development plans for learning intervention
As identified that C&C is facing challenges to manage individuals and retaining valuable employees and for that purpose, leaders and managers in the company should have their focus on organising training and mentoring for them to gain new skills and develop their knowledge. This will assist the firm in retaining valuable workforce as well as in driving business success. The responsibility of designing, developing and integrating the development plans is of leaders and managers of C&C since they have assessed the performance and have better understanding of how goals can be accomplished of the firm.
Considering the Training Program Development Model, following are the key development requirements that should be consider;
Assess needs
The leaders and managers of C&C are required to evaluate the requirement of employees and company for the process of identification of learning need assessment. The development of a coaching program should begin with company requirements that lead to excellent results. It will add elements to the leadership model’s development (Burt, 2019). There seems to be a paradigm that is tailored to the demands of the firm, if those objectives necessitate a focus on operational excellence, tactical awareness, self growth, or performance. Creating a company climate with leadership in mind necessitates reasonable imprecise broad generalizations.
Formulating the coaching session
The leaders and managers of C&C should consider the selection of right tools for formulating the model of coaching and mentoring for development of employees’ skills and expertise and to improve the leadership style. C&C functions inside a cultural values that promotes individual competence as well as progress in order to meet goals. It is critical for any corporation to design an acceptable business plan; every corporation has its own areas of expertise, interests, assets, as well as shortcomings (Gray, 2018). Plans begin with central tenets, but they are linked to company’s objectives in a clear as well as purposeful way. The leaders are required to select suitable tools that will assist in learning and development plan including; technologies, tools of project management, LMS and so forth.
Participation of employees
Involvement is often seen as a vital factor in the development as well as success of a company. The importance of the training program as well as the approaches that will be employed in the procedure must be understood by C&C. As per the argument, C&C had a bad output that was mostly due to a lack of engagement. Executives must be mindful of the company’s core objectives while learning as well as developing. Furthermore, they must collaborate as business executives as well as be aware of the learning needs of all divisions.
Tracking the progress and development
A vital part of any coaching and mentoring approach is employee orientation monitoring data. They must start when the individualized training and development is being settled upon, then track the staff member’s progress across it, as well as finally verify that the objective has also been met as well as provide input (Garvey et. al. 2021). Furthermore, of course, this pattern will replicate itself across the employee’s employment with the C&C. It is identified that tracking the progress in the C&C is necessary considering the prior performance of workforce and after integrating the coaching plan that will help in understanding the effectiveness of the plan.
Leadership requirement
As per the case, CC should notify their operations division because the results are not as intended. Leadership interpersonal abilities aid in the analysis of challenges as well as the planning of training sessions. Leaders and managers must be effective communicators in order for this to be an accomplishment. It will assist them in motivating personnel as well as explaining the requirement of learning to them. Competent interaction is critical in resolving issues as well as determining learning needs. Professional developments are becoming impossible for C&C staff, which are still demoralised as well as scattered. Therefore, the leadership should focus on integrating motivational factors for the development and execution of training plans (Garvey et. al. 2021). Training programmes foster an environment of worth as well as a sense of belonging. Modern labourers want to be a part of a value-based, long-term enterprise made a contribution to the advancement of society.
The development plan will help in retain valuable workforce and contribute the organisational success. Personnel can learn the information as well as abilities they ought to accomplish their jobs successfully by continual mentoring. Continuing learning as well as advancement aids throughout the reinforcement of information and abilities that they may have forgotten over time. They would also have a stronger understanding of their individual function in C&C as well as the duties that go along with it. A mix of information, abilities, and understanding of their profession boosts their comfort, which helps them perform job more effectively. Workers who keep up with rapidly changing corporation practices as well as new technologies can assist the organisation in staying abreast of the competition.
Reflection on learning
Throughout the overall module, i believe gaining knowledge about different approaches and strategies for leadership was most valuable for me since i have some extent of interest in management and leadership area. The session had challenged my current thinking about the role and responsibility of leadership since i thought that they have to guide and lead the workforce in the company, but effective leadership might affect the overall performance of the team and success of the company as seen in the case of C&C. I gained different learning on developing and designing learning interventions and how they contributed in retaining the workforce in the company. I had prior knowledge of importance of training but how it can be developed and requirements have been learnt during the session.
The discussion on diverse managerial techniques had aided me in developing the argument throughout the evaluation. I learned how management methods may be used to maintain retention rate. Furthermore, the most valuable aspect I witnessed was a clear understanding of the synchronization of difficulties as well as responses (Ågotnes et. al. 2021). I can say that following getting into the details; it has widened my latest theory on executive positions. I learned that the aspect of the surroundings may have a considerable influence on a group’s capacity to execute the profession when researching the subject of worksite, occupational prestige, and labour standards. As a response, the initial approach should be to enhance the work environment utilising inspirational philosophy that analyses an individual’s level of pleasure and allows management to create a healthful and inventive working environment for staff.
I had experienced many difficulties within the assessment, for example about this assessment, the most challenging aspect of the examination was explanatory reasoning for reviewing the existing theories and models for C&C as well as comprehensive assessment of thoughts all across the research. In addition, I want to improve my conceptual expertise. It will aid me in critiquing any governance technique as well as understanding both aspects of the situation. Further, for future i need to develop skills of problem-solving as i found difficulties in assessing the issues of C&C and provide solutions of their problems in more modern manner. I found that since limited learning i was able to provide leadership approaches and strategies that are bounded with traditional approaches.
To benefit more from the sessions, i will obtain initial information in addition to conserve work as well as energy plus make the most out of the practice. For optimize my educational experiences, I will obtain advice from teammates, which is seen as critical in determining what worked effectively versus what did poorly. It would also assist me in enhancing my understanding depending on the information provided. In addition to this, I also knew the value of good performance appraisal in firms because it has a big influence on employee productivity, engagement, and commitment (Ganzemiller et. al. 2021). Empathy for co-workers is crucial for designing credibility as well as a strong connection between them, both of which have a substantial influence on job learning and collaboration. I am going to focus on workforce empathy by doing more research throughout the subject, looking at people’s beliefs and specific circumstances, and how they relate to an organisational context.
Conclusion
It has been concluded from the report that leadership plays a major role in improving employees’ performance. From the case, it has been found that C&C follows an autocratic, laissez-faire, and hard HRM approach for managing people. It is highly responsible for decreasing the level of motivation among their employees and increasing staff turnover. Further, they must focus on adopting situational leadership theory that suggests that leadership style needs to be chosen as per maturity levels. They can also adopt transactional, democratic and soft HRM approaches for people management. These can help them in increasing motivation levels at the workplace. In addition to this, it has been inferred that the development plan will help in retain valuable workforce and contribute the organisational success.
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