BMG881 Assignment Sample - Managing and Leading People in International Organisations

BMG881 Assignment Sample – Managing and Leading People in International Organisations 2022

Assessment 1: Individual Assignment


The study focused on the role of effective management of employee and organizational performance. An effective management style can enhance the performance of the organizational management system of an organization and it includes a continuous process enhancement in the performance of employees. This study aims to discuss the goal and performance of the management team to enhance organizational and employee’s performance management.

The performance management mainly focused on four key factors to enhance the performance of the organization and employees. Developing and growing employees’ talent by enabling, building a good relationship with managers and employees by effective communication are two major aspects. Aligning employees’ work to develop and reach companies’ goals and enhance employees’ individual potential to develop their personal skills are other two aspects to developed companies’ performance.


Roles of manager and leader ineffective management

Effective management role in employees performance refers to the skills of managing employees and developing their potential and skills.  There are several roles played by the management team to enhance employees’ performance in the organization. Orientation, development and training,  feedback, and an annual appraisal are the components of enhancing an organization’s employees’ performance.

Effective management helps to set the organizational goal and deliver the message to the team to achieve them. Management performance includes training and skills development and knowledge and abilities of employees. Effective management performance systems help to get an annual review by the coaching of inclusion, management support, and feedback process from companies internal people.

There are several responsibilities and roles played by the managers and leaders to maintain the good positive performance of the organization by employee management.

Roles and responsibilities of leaders and managers

A leader should give proper training to enhance employees’ skills and, potential, therefore they can give their best performance in their job role. Orientation describes first-day interaction with management team members and employees and managers should provide them a copy of their job description.

A management team plays a role to guide them by providing their job description copy and other necessary tools to perform their workplace. A manager should take care to make an appropriate program to share proper view of knowledge of organizational goals and employees’ job descriptions.   Performance management plays an important role by providing employees training to develop their skills and performance.

Training gives employees perfect knowledge about the organizational goals and achievements. As argued by Adair (2016), employee performance should increase the knowledge of the work system by providing effective training by the managers and leaders.

Managers use the effective performance management system to process useful tools to give support to employees for developing their skills and improvement in their work system. As argued by Beardwell and Claydon (2017), managers or a leader should always focus on their own approaches and responsibility.

In this situation, employees can get to know that their seniors are losing interest on their part and at that time employees will also start to ignore their work. Managers and leaders are focused on while they are sharing the project thoughts they should convince employees to take ownership responsibility of their own development for growth in organizational performance. It helps the organization to give good performance in the market to hold a good image on the consumer mind.

Managers play an important role to share the knowledge and information of a project to the employees and emphasize project benefits and motivate employees to their job roles. As argued by Bratton (2017), the management team and managers should determine a proper schedule for regular discussion of the employee’s performance.

The managers should arrange annual performance review meetings to communicate with employees and discuss the achievements, training, and setbacks from previous experience. As argued by Osborne and Hammoud (2017), managers should give regular constructive and positive feedback on the employee’s performance and get knowledge of lacking areas.

Leaders are the pillar of an organization to make decisions and maintain other employees therefore leaders should always try to follow new trends of leadership quality and enhance leadership skills. These roles and responsibilities help gain effective management knowledge to enhance employees management and organizational performance.

Significance of the human dimensions of management

The human dimension refers to the multidisciplinary humanities, integrating social science and related fields with natural science for improvement in materials resource management. According to Koohang, Paliszkiewicz, and Goluchowski (2017), the human dimension addresses consequences, human causes, and responses related to coastal environmental issues.

Human resources management has stated the basic need for dimensional approaches in the organizational performance to compete with other companies and growth. The significance of human dimensions of management is important for human resources in any company to maintain employees’ management and performance. According to Iqbal et al. (2019), there are important dimensions involved in approaches in international human resources management as follows, planning, selecting and recruiting, training and compensation.

The planning included three types of approaches such as ethnocentric, geocentric, and polycentric. It helps an organization to analyse the management position and foraging subsidiaries and their strategies and terms and conditions.

Ethnocentric planning approaches discussed lack of managerial ideas, action to maintain a unified culture, and desire to disseminate by tighter control, and internationalization. According to Al-dalahmeh, Khalaf, and Obeidat (2018), a polycentric planning approach refers to the statement of foreign subsidiaries and the way they are managed by the country host, home office, and headquarters by country.

The significance of these approaches helps human resource management to develop planning for organizational development and improve organizational performance. The selection and recruitment approach refers to human resource management recruiting relevant employees according to their potential skills to develop organizational performance.

This approach discussed the need and importance of an employee’s skills in their performance. It included training, coaching, and learning events to develop employees’ skills and their internal potentials.

Training included the coaching and giving learning scope to develop an employee’s skills to give good performance in the organization. According to Osborne and Hammoud (2017), compensation refers to ideas of tricky planning to convince and motivate employees to give the best performance in their workplace.

It includes incentives, rewards gifts for the employees if they achieve their target and can fulfil the requirements of the organizational goals. The most well-known approach to maintaining and formulating international employees is purchasing power from all over the countries. This technique is also known as the balance sheet approach because it balances the employee’s performance to enhance their skills and potentials.

Theory and models

The 8-box model by Paul Boselie

The 8-box model by Paul Boselie discussed different types of external and internal practice and methods that should be adopted by the organization for the performance management of employees. This model helps an organization to develop and resourcing employees in the business and implement several planning and strategy to enhance their skills for employee management.

This model focused on different types of tactics to enhance resources of employment in the organization. According to Donnelly and Johns (2021), Alphabet company encourages their employees for their performance and rewards them for helping to achieve organizational goals. This model implemented six strategies to enhance employment management for organizational performance.

Intended employee management practice

The management of the employee’s team should take the initiative to care for the recruitment of workers and provide them proper guidelines by training. According to Donnelly and Johns (2021), intended employee management practice can develop employees’ ideas and their internal potential skills. This model focused on the management practice by orientation, training, feedback, and appraisal in employment practice.

Actual employee management practice

The management team of employees should always focus on the good cooperation of the management team and managers of the company. According to Lewis, Cardy, and Huang (2019), managers make decisions for any project and in that time the employee management team can guide and support employees to understand how to do project work in between deadlines. The management team of an organization can analyse an employee’s potential and skills and divide the job according to their interest.

Perceived employee management practice

The 8-box model by Paul Boselie discussed some essential factors in this step for the workers and their rights to know the information related to project aim and objectives. Performance management plays an important role to guide the workers to understand the objectives and requirements of the project. According to Saleem et al.  (2021), perceived employee management practice helps employees to understand how to proceed with their job and how to react to their job responsibility.

Employee management outcome

A good quality performance management plan to employee management in organizational performance leads to a positive outcome for the company. The 8-box model by Paul Boselie shares the idea about management and employees’ activities to implement and adopt strategies and effective ideas for improving organizational performance.

According to Donnelly and Johns (2021), the 8-box model focused on the practice of management and employees’ practice for the organization to motivate employees for organizational performance development. It includes employees, training them, providing them orientation copy, appraisal, incentives as well as compensation. These approaches can get a proper positive outcome for the organization that can be beneficial for the organizational performance and its financial performance.

Employee management goals

Employee management goals help an organizational employee to understand the company’s goals and requirements.   According to Saleem et al.  (2021), employee management goals help the employee to create a framework of the work schedule and work capability to achieve their deadline of the work. It enhances employees’ workload skills and improves their work style by providing good performance.

Ultimate business goals

The organizational performance management team should include the employee management team to enhance the idea of developing and hiring employees. According to Saleem et al.  (2021), the management team hires employees according to their capabilities and job experiences and creates a systematic team for individual job roles.

Performance management focuses on maintaining a good relationship between customers and employees because it can enhance a company’s internal reaction. The employment practices gain positive outcomes for the organizational performance to enhance productivity and market status to maintain financial benefits.

Dave Ulrich’s  HR Model

Dave Ulrich was considered to be a father of human resource management ideas and he had developed a strategy of HR roles and their importance of implementation in the company. As stated by Beardwell and Claydon (2017), Dave Ulrich’s  HR model stated the ideas depend on a statement that in a large-scale organization human resources functions and practices are compartmentalized by four aspects.

The four aspects are strategic partner, change agent and administrative expert, and employee champion. The first aspect of this model strategic partner is an important aspect to adopting and implementing new ideas and strategies. The second aspect of this model is the administrative expert refers to making decisions based on the strategic plan of the company. The last two aspects of this model are change agent and employee champion discussing the result of the above two aspects.

It included performance improvement of the organization and the employee’s management, productivity, revenue, internal relationship, marketplace, and overall companies performance. According to Verma et al. (2018), Dave Ulrich’s  HR Model included several functions of human resource management.

It includes being a responsible person and having knowledge about the requirements and needs of employee management. This model included a positive and strong integrated work system in the organization. Implementing and adopting new strategies and frameworks in the business plan and analysing the future outcome and benefits on organizational performance by the strategic objectives.

Development in the planning of companies’ ideas and reshaping organizational objectives and goals to improve productivity for good performance in the marketplace. As argued by Mayrhofer, Gooderhama, and Brewster (2019), improving the interview ideas to hiring new employees and selecting them is essential to enhance organizational performance.

It mainly focused on dividing employees by their job role according to their interest area and creating a systematic team for organizational growth. Maintaining good connection with the employees and customers and it helps to strengthen internal relationships and external relationships.  

The standard casual model of HRM

The standard casual model is a popular human resource management model and used widely by HR managers. According to Glaister, Karacay, Demirbag, and Tatoglu (2018), the standard casual model represents a causal chain that starts with various business strategies and ends with Hr processes. HR professionals are responsible for managing various departments of an organization and they utilize this HRM model to improve the productivity of business operations.

The stand casual model helps to understand how HR activities that are connected with organizational strategies can be utilized to improve business performance. This model needs to be aligned with business strategies to conduct reliable HR activities. HR activities such as training, hiring, compensation, and employee management can be conducted effectively by implementing this model.

BMG881 Assignment Sample - Managing and Leading People in International Organisations

Figure 1: The standard causal model of HRM

(Source: Glaister, Karacay, Demirbag and Tatoglu, 2018)

HR managers can utilize this model to achieve desired outcomes such as commitment, engagement, and quality output. According to Fuenzalida, and Riccucci (2019), the standard casual model can be used to improve internal performance related to business such as innovation, work efficiency, productivity, and work culture.

The financial performance of a business is a major concern of managers and they can leverage this model to improve financial performance through effective HR activities. According to Christiansen (2018), the standard casual model helps to understand the relationship between unmediated HR activities and improved internal performance.

This model can help HR professionals to manage employees effectively and improve organizational performance. The Reverse causality model provides a clear understanding of how a sustainable financial performance can lead to increased investment in human resource practices and reliable HR outcomes.

Impact of organizational approaches ineffective management

Impact of organizational development approaches

Management and organizational development are crucial for business because the overall growth of the organization relies on organizational development. Business managers need to consider various aspects of a business structure to identify and deploy effective strategies which can lead to management and organizational development.

According to Armstrong, M. (2018), organizational development is a serious and scientific process that helps firms to establish improved effectiveness through improving, developing, reinforcing strategies and processes. Management is an important part of business operations and businesses need to address management development to improve the flow of business operations. Business managers need to apply effective management practices to improve employee management and organizational performance.

Organizations need to bring effective changes such as professional, cultural, and business changes to adapt to continuously changing political and technological situations. Business managers need to consider the changing business scenarios and trends to implement necessary changes which can lead to improvement of employee management and organizational performance.

According to Mishra (2017), the efficiency and effectiveness of business management need to be improved to compete with the increasing demands of customers. Companies need to bring effective changes to their businesses to survive in the competitive business industry. HR managers can contribute to management development by improving teamwork and managing partnerships. Improving teamwork can lead to improved productivity, work efficiency, and enhanced workflow.

Businesses need to manage partnerships with other firms and improve partnerships can help businesses with resources, strategies, and internal development. According to Doroshuk (2019), HR managers need to maintain a good relationship with the partner organizations by communicating and collaborating with them.

Effective communication with partner firms can help businesses to avoid misunderstandings and maintain transparency. Risk factors need to be considered when businesses are making important business decisions and effective risk management strategies are required to avoid potential risks.

Impact of effective management approaches

Effective management approaches can help businesses to solve business issues and improve internal business performance. Several management approaches such as the classical approach, human relation approach, and the systems approach can be used to improve internal business operations.

The classical approach helps to understand the core of business management based on the belief that the employees have economic, physical, and social needs. This approach helps to improve the behaviours of employees by providing social, economic, and physical needs. According to Haddouch, Beidouri, and El Oumami (2019), companies can use this approach to improve the job satisfaction of the employees and develop a motivated workforce.

The human relation approach helps to understand and analyse employee behaviours inside an organization. Issues such as leadership, communication, group dynamics, and motivation can be analysed using this approach. Organizations need to consider these issues to improve the workflow of business operations.

According to Nuseir and Madanat (2017), greater organizational effectiveness can be achieved by identifying factors that influence employee behaviours. Inputs such as information, finance, people, and materials in a business environment can be evaluated using the systems approach. Output components such as products, services, ideas, and waste in a business environment can be described using this approach. HR managers need to consider the aspects of the business environment to manage the employees effectively.

Impact of organizational behaviour and environmental influences

Organizational behaviours and environmental influences have a significant impact on organizational performance. According to Pawirosumarto, Sarjana, and Gunawan (2017), Organizational environment can be described as a framework of characteristics that helps to distinguish a business from other firms.

The organizational environment can impact the behaviour and activities of the employees and businesses must maintain a good organizational environment. Organizational environments include a set of factors that can affect the overall performance of a firm. Limitations such as legal, technical-technological, and socio-cultural can be created by environmental influences.

Environmental influences include ways and conditions an organization follows in its business operations. According to Chatterjee, Pereira, and Bates (2018), Organizational behaviour allows businesses to understand the activities and performance of employees. Various factors such as organizational culture, initiative systems, and decision-making can affect the behaviour and activities of employees inside an organization.

Companies need to monitor the behaviour of their employees and deploy effective models to improve employee behaviours. The efficiency and productivity of a business can be affected by employee behaviours and HR managers need to motivate the employees to maintain sustainable organizational performance. Training models can be used by HR managers to manage employees effectively. Environmental influences need to be considered to evaluate and identify factors that can affect organizational behaviours.


The study concluded that the role of effective management of employee and organizational performance.  There are discussions about different types of roles played by the management team to enhance employees’ performance in the organization. The role of the performance management enhancement based on orientation, development and training, feedback, and annual appraisal is enhancing an organization’s employees’ performance.

The study discussed some theories and models to give perfect knowledge about the ways and approaches of human resource management and leadership quality to develop employee management and organizational performance.

Effective management performance systems help to get an annual review by the coaching of inclusion, management support, and feedback process from companies internal people. Managers and leaders are an important part of an organization and they are responsible for maintaining effective management.

Several factors related to business management such as organizational behaviour, environmental influences, and internal business operations need to be evaluated to establish effective management. Business managers need to implement reliable approaches such as the system approach, human relationship approach, and classical approach to managing organizations effectively.

Assessment 2: Reflective learning log

Current or past happenings

I want to work in a reputed organization as a business manager and I am working on management skills to achieve success in my professional career. I experienced several challenges in my personal and professional life and it motivated me to work on my skills.

I was facing issues participating in group activities and projects because of poor communication and interpersonal skills. This issue motivated me to work on my communication skills and I joined online courses to improve my speaking skills. Communication skills are crucial for professional as well as personal development and I realized that from my own experience.

I started talking with my classmates during group activities to improve my communication. I participated in several group discussions because group discussions help improve communication skills. My performance in group projects was affected because I did not have teamwork skills.

I faced several problems to showcase leadership skills during group projects and was unable to take project development responsibilities. I faced challenges regarding team management when I was leading a debate team and it motivated me to improve my theme management skills.

Critical thinking and understanding

Teamwork is necessary to be a manager because managers are required to work in a team environment to manage the employees. I participated in various college activities and group projects to improve my teamwork. I aspire to become a business manager and leadership skills are required to be an excellent manager. According to Willis, Clarke, and O’Connor (2017), HRM professionals need to have leadership traits to manage employees and clients.

I need to improve my leadership skills to become an excellent HR manager. Employee management is a part of HRM and I need to improve my management skills. HR managers deal with clients from various domains and they need to communicate professionally to convey their ideas and thoughts properly.

BMG881 Assignment Sample - Managing and Leading People in International Organisations

Planning by considering what went right and wrong

I worked on my communication skills to become an excellent HR manager however there are few things I need to improve. I need to learn how to conduct professional conversations and listen to people more effectively. I worked on my situational awareness and discipline to improve my leadership skills.

I need continuous improvement in my leadership skills and I have to make my goals more serious. My team management skill has improved significantly, however, I need to provide more support to my team members and help them to solve complex problems.

Guiding future activities

I want to become an HR professional and I have developed a few future activities I need to do to become successful in my professional career. I will participate in more group activities and projects in the future to improve my teamwork skill. I will participate in group discussions, debates, and quizzes to develop my communication skills.

I will try to observe and monitor activities in my surroundings to improve my situational awareness.

Develop self-understanding

Developing self-understanding can help me to identify the areas where I need to put more effort to improve myself proficiently. I have evaluated my key priorities and I will focus on achieving these priorities. I need to work on team management, leadership, recruitment, teamwork, and HRM knowledge to be a successful HR manager.

I need to take my professional priorities more seriously and work on my time management. I need to learn about human resource management and the impact of HRM on an organization.

Self-examination positive and negative

Participating in group activities and projects helped me to improve my teamwork and communication however I was lacking leadership skills during group projects. I faced difficulties to conduct my project work under deadlines and it helped me to realize that I need to work on my time management skills.

I was unable to speak professionally during group activities and I need to learn how to speak professionally in front of professionals. I was unable to predict future issues during my projects due to a lack of situational awareness and I need to learn how to improve my situational awareness.

Professional development plan

Goals Actions Assessment Result
Improving leadership skills Learned what are the key factors I need to consider to develop my leadership skills. I worked on my situational awareness and applied HRM theories to become a good HR manager. I tried to maintain discipline in my personal and professional life. Situational awareness is crucial to anticipate issues and handle projects in complex situations. Practicing discipline helped me to be productive and improve my work efficiency. I experienced significant changes in my leadership skills after developing situational awareness. However, I need to keep improving my situational awareness to become an excellent HR manager.
Improving team management skills Managing the employees is a responsibility of managers and I worked on team management skills to and improved my vocabulary to become a good manager. I learned about effective strategies of team management and worked on my teamwork skills. I need to be more transparent about my motives to improve my team management. I need to listen to my members’ opinions to be a good manager and conduct projects effectively. I need to set boundaries and rules to conduct effective team management. I experienced a noticeable improvement in my team management knowledge however I need to learn more about team management and development strategies.
Improve my communication skills I am participating in several activities such as group discussions, quizzes, and academic debates to improve my communication skills. HR managers deal with employees, clients, and partner organizations and excellent communication skills are necessary to become an HR manager. My communication is much improved and I can convey my opinions. I learned to listen to other opinions because it is crucial for effective communication. Listening to other people’s opinions helped me to solve my issues. Listening to people’s issues is an important trait of HR professionals and my listening skill has improved. I have seen improvement in my communication skills and I can explain my thoughts accurately. My listening skill is also improved which can help me to become a successful HR manager.

Table 1: Professional development plan

(Source: MS Word)


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