Assignment Sample on People and Global Organisations
Introduction
Part A: Reflective note
1. Week 8
1.1 Recruitment and Selection
The success of an organisation is strongly impacted by recruitment and is considered to be a strategic and dynamic function. Hence, companies streamline their hiring process and entice top talent, promote diversity and inclusion. It forms a great firm brand by routinely examining and reflecting on its recruitment practices. The recruitment module has been an enlightening element in comprehending the complexities and problems associated with talent acquisition for me. I learned about the tactics, recommendations, and challenges that firms and recruiters need to consider in order to discover and hire the finest candidates through the programme. On the other hand, the concept “selection process” denotes the methodical and organised process that businesses use to find and select the best applicants for a given position or occupation (Spence et al., 2022). The importance of using various assessment methods and processes to adequately assess candidates stands out as one selection module characteristic. Each method varying from tests and interviews to assessment centres and reference checks delivers various insights regarding the ability of the applicant and competencies within an organisation. From this module, I have found that the requirement to eliminate biases in the selection process has also been emphasised by the module. It has made me aware of the likelihood of unconscious biases affecting judgement and the requirement of using techniques to lessen their influence.
1.2 International Resourcing
The process of choosing, hiring, and relocating workers from one nation to work in another is recognised as international staffing. From the module, I have understood that the significance of understanding the legal, and economic characteristics unique to every nation is one important portion of the programme. Furthermore, I have understood from the module there is a need of forming a strategic approach to global resourcing. The availability of talent, prices, and the demand for unique choices and capabilities in various nations are the variables that firms require to consider when coordinating their resourcing strategies with global business objectives. The session also helped in understanding various methods of international resourcing mainly the expatriate assignments, local hiring, and virtual teams. My awareness of the challenges and issues involved in discovering and managing talent internationally has grown due to the outcome of the session.
2 Week 6: People & Global Organisations
An illuminating portion of the module has been the study of People & Global Organisations (PaGO). It has provided me with insightful knowledge and understanding of the challenges of leading people in a worldwide situation (Week,6). Hence, various methods of decision-making and problem-solving procedure comprise participatory approaches and programmatic approaches. Thus, organised and methodical decision-making are certain characteristics of programmatic approaches (Kärreman and Alvesson, 2009). They frequently comprise established schemes, regulations, and measures that direct the process. In contradiction, A useful element of my module has been contrasting participatory and programmatic methods. Participatory approaches put significance on stakeholders in the decision-making procedure. Furthermore, I have understood from the module that resistance and power play significant roles within the organisation. In regards to Lindl, hierarchical structures were largely used to exercise power. I have understood from the module that power does not move in one manner and so workers and other stakeholders have the capacity to confront the use of power, and the capacity to oppose it.
1.3 Week 5: People & Global Organisations (PaGO)
The PaGO modules helped in understanding the diverse workforce and the value of cultural intelligence (Kärreman and Alvesson, 2009). From the module, I have understood that to present a clear and logical essay, the module must be well-structured. Assuring clarity and a targeted flow of data supports helping me to identify the content. From my own experience, I have found that a robust essay format improves the whole quality and aids in a deeper knowledge of the subject. The introduction is an important portion of the essay module’s structure. The topic is introduced along with the thesis statement which functions as a route map. It is important to grab the reader’s interest and deliver a concise summary of the essay. I have found that a good beginning not just captures the reader’s attention but also defines the situation.
1.4 Week 7: Leadership vs Management
I have two crucial elements of organisational dynamics that connect and are different. I have a better understanding of the various duties linked with management and leadership, and the issues that affect a company’s success. I have learned that while management and leadership are distinct content ideas, they are not incompatible. Hence, effective organisations frequently need management and leadership traits (Kotterman, 2006). From the HR Function and Performance module, I have learned about the crucial role that HR plays within organisations and the manner it affects performance. Moreover, from the session, I have learned about the challenges firms face internationally and the tactics they apply to successfully navigate foreign marketplaces with the help of Bartlett and Ghoshal’s Model of Foreign Strategy. The session has given me a foundation for understanding the numerous features and issues of international strategy, along with the variables that affect a company’s plan for global expansion.
1.5 Week 4: People & Global Organisations (PaGO)
I have learned various leadership philosophies that stand as opposed to conventional hierarchical frameworks. I discovered that shared leadership leads to group decision-making, collaboration, and the acknowledgement of capabilities and knowledge within a team. The group’s sense of access, empowerment, and ownership is because of such a strategy. My notion of leadership is just hierarchical and individual-centred and hence is been challenged by the Leadership as Shared and Emergent session. My understanding of the dynamic and collaborative feature of leadership was broadened by forms such as knowledge which put significance on the value of accomplished followership, emerging leadership and shared decision-making. With the help of the transformational vs. transactional and dramaturgical models, I have learned about the numerous leadership styles and the dynamics of individual attitudes within the work area. The Dramaturgical approach also emphasises the importance of impression management in organisations (Khanin, 2007). It denotes that people in formal notions arrange their appearance and attitudes to leave certain impressions. Such role models have motivated me to contemplate the dynamic nature of leadership and the requirement of flexibility in numerous situations.
1.6 Week 9: Learning and development
From the module, I considered the “Brooklyn Nine-Nine” episode named “HR Seminar” to be a provoking statement about HR-related issues in the workplace. The programme led to various imperative subjects whilst delivering a well-identified choice on the issues around human resources. The study of diversity and inclusion within the work area was another intriguing feature of the show (YouTube, 2023). Rosa Diaz’s persona voiced her anxiousness at the police department due to the absence of diversity and representation. Furthermore, from the module, I have learned about the significance of professional growth and the impacts that training and mentoring initiatives have on applicants and organisations from the Training and Mentoring module. The significance of mentoring in fostering personal and professional growth was stated in the session (Lin et al., 2017).
1.7 Week 11: Critical evaluation and structuring research
From the module, I have understood the importance of professional development and the effects of well-designed training and mentoring measures that have impacted candidates and the firm. The importance of mentoring in fostering personal and professional growth was also included in the session. Hence, candidates who desire to have any support or advice and criticism from seasoned professionals should consider becoming a mentor. The session also put significance on the requirement for a good conclusion in overall restating the thesis and making an impression on the observer. It put significance on denoting the thesis, going over the main points and leading to a conclusion. I came to understand that a good conclusion leads to the main aspect of the essay and makes an individual remain satisfied and informed. The module also covered the relevance of employing good sentence and paragraph structures to grow readability and clarity. Moreover, I have identified the use of subject sentences to enhance every paragraph’s basic point along with the significance of offering evidence and analysis to reach the claims. I have found that a good beginning not just draws the reader in but also acts as a guide for the remainder of the essay.
1.8 Week 10: Business Ethics and Ethics in HRM
From the module, I have undergone a more specific knowledge of the crucial duty that ethics plays in defining professional attitudes and forming fruitful connections with stakeholders, Thus, it acts as the vital option of the professionalism and stakeholder theory. Ethical behaviour is an imperative element of professionalism and stays out to be a vital aspect. Hence, moral preferences that are grounded in principles, and values, stand beyond following rules and guidelines. The need to consider the interests and welfare of all stakeholders in the decision-making procedure. It has also been highlighted around the study of the idea of stakeholder theory. I have discovered that an ethical and responsible method of business leads to balancing the needs and expectations of numerous stakeholders and considering the larger social and environmental. The session discussed the wrong conception that people have about Genz where they are not into their parent brands nor care about the people. After understanding the module, my awareness of the importance of ethics in the workplace has developed as an outcome of the study of ethical practice at the key of professionalism and stakeholder theory. It has stated that the idea of professionalism comprises moral conduct and a sincere interest in the notion of stakeholders relating to technical proficiency.
1.9 Week 3: People & Global Organisations (PaGO) (Organisational culture)
1.9.1 Organisational culture
A useful practice to gain an understanding of the norms within an organisation is to demonstrate an organisational culture module. The Lidl International Career Opportunity session offers applicants an overall overview of the prospects for personal and professional advancement within the Lidl firm. Such a module offered data on numerous career choices and possibilities open to workers along with the principles and culture that help Lidl’s employee management strategy (Bladowski and McCowan, 2017). From the module, I have learnt that global potential throughout the module is one vital feature that led my attention. Employees have the opportunity to function abroad and encounter numerous cultures.
1.9.2 Case study
From the module, I have learned that the Wolf of Wall Street,” Jordan Belfort is a stockbroker who did fraud in the financial industry. From a critical viewpoint, the study put significance on the manipulative practices and the need for excessive capital. It demonstrates the shadowy features of the financial sector. The session serves as a personal aspect of the value of moral decision-making and the potential results of immoral behaviour (Youtube, 2023).
1.10 Overall experience of the module
In conclusion, the Training and mentorship module has given me an overall idea of the importance of professional growth, training, and mentorship in promoting people and organisational achievement. The “Brooklyn Nine-Nine” HR Seminar episode led to an illuminating portrayal of numerous HR-related issues. The sessions demonstrated significant subject aspects such as diversity and inclusion, dispute resolution, and dealing with misconduct in the workplace while highlighting the issues relating to HR professionals confront in their employment. Further, my understanding of leadership styles, perception control, and the dynamics of human behaviour in organisational situations has been greatly grown by the transformational vs. transactional and dramaturgical models. Currently, I have a deeper understanding of the issues in creating and putting into practice international plans with the help of Bartlett and Ghoshal’s Model of International Strategy. From week 3, I have experienced that the value of having a growth mindset is reaffirmed by the Lidl International Career Opportunity session. It has put significance on the requirement of having global experiences and leading to diversity, and coordinating among personal principles with the aims of the organisation.
Reference list
Bladowski, M. and McCowan, R.A., (2017). The Lidl international career opportunity: From dream to nightmare in eight weeks 1. In The Dark Side (pp. 72-87). Routledge.https://www.taylorfrancis.com/chapters/edit/10.4324/9781351279529-6/lidl-international-career-opportunity-matt-bladowski-rosemary-mccowan
Kärreman, D. and Alvesson, M., (2009). Resisting resistance: Counter-resistance, consent and compliance in a consultancy firm. Human relations, 62(8), pp.1115-1144.https://doi.org/10.1177/00187267093348
Khanin, D., (2007). Contrasting Burns and Bass: Does the transactional‐transformational paradigm live up to Burns’ philosophy of transforming leadership?. Journal of Leadership Studies, 1(3), pp.7-25.https://doi.org/10.1002/jls.20022
Kotterman, J., (2006). Leadership versus management: what’s the difference?. The Journal for Quality and Participation, 29(2), p.13.https://www.proquest.com/openview/9e519b2df53655fd0f5f39c35480c1ac/1?pq-origsite=gscholar&cbl=37083
Lin, Y., Durbin, J.M. and Rancer, A.S., (2017). Perceived instructor argumentativeness, verbal aggressiveness, and classroom communication climate in relation to student state motivation and math anxiety. Communication Education, 66(3), pp.330-349.https://doi.org/10.1080/03634523.2016.1245427
Spence, J. L., Hornsey, M. J., Stephenson, E. M., & Imuta, K. (2022). Is Your Accent Right for the Job? A Meta-Analysis on Accent Bias in Hiring Decisions. Personality and Social Psychology Bulletin, 0(0). https://doi-org.ezproxy.uwe.ac.uk/10.1177/01461672221130595
YouTube, (2023). HR seminar. [Online] Available at: https://www.youtube.com/watch?v=QfK-M-BSbHw [Accessed: 3 May 2023].
YouTube, (2023). Wolf of wall street [Online] Available at: https://www.youtube.com/watch?v=OocKgpiZEHY
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