Assignment Sample on People and Global Organisations
1. Introduction
Managing and maximising a firm’s human capital is the basic aim of human resource management (HRM) within organisations. It comprises numerous actions and procedures that are needed to be considered and motivated and carry staff members in order to accomplish the aims and objectives of the organisation. Furthermore, the field of human resource management has led to significant development from a primarily administrative duty to a strategic responsibility that supports the achievement of the firm (Hong et al., 2019). The proper applicants represent fostering innovation, productivity, and competitiveness, and hence HRM is essential in ensuring that the workforce is in connection with the company’s strategic aims. Employee performance management and feedback are the aspects of HRM and thus positions to create goals, assess teams and give staff members ongoing feedback and coaching. HRM is important for dealing with any performance problems, implementing corrective steps, and praising and rewarding great performance. The report focuses on the case scenario of Lidl with the two concepts of cultures and working ethically. The idea was chosen from Organisation Studies as culture and HRM as working ethically.
2. Clear analysis of the Lidl case study
2.1 ‘Dimensions’, ‘issues’ or ‘aspects’ in the case study
2.1.1 Culture issues
As per the case scenario, the work culture at Lidl was very harsh and so the workers were required to work from 80 to 100 hours weekly. The company followers an autocratic culture which leads to disrespect and faith among workers along with clients. Thus, it led to the failure of the firm to have a visa for the wife of Mr Matt and formed a hostile atmosphere. The case depicts to demonstrate a prospect to show how Matt handled the circumstances and examines the culture of the firm that led to a toxic atmosphere. Culture is considered to be a norm and thought through which people connect themselves with their lifestyle and connects to a specific group of individuals.
2.1.2 Ethical Issues
Lidl has undergone numerous failures for unethical business techniques from numerous sources. Such scandals comprise snooping on employees, extortion illustration in 2016 in Lithuania leading to poisoning incidents across numerous areas along with religious non-compliances which hampered the image of the firm (Lidl, 2023). As per the website of company, they apply strict levels and uniforms to ensure workers to packing along with the trucks. Nonetheless, such form of statement leads to the fact that food labour in the supply chain is leading to appalling working situations. Hence, Lidl may not have been directly accountable practices for the abuses that occur in the supply chain although their business strategy and procedures might facilitate it. For instance, certain companies have adopted and introduced the ’employer pays concept’ in order to stop human rights and environmental violations.
2.2 HR Strategies and Policies
Inclusion ad diversion procedures– Lidl is suggested to form and implement comprehensive diversity and inclusion procedures that highlight the significance of accepting cultural variation within the company. Such procedures support equal opportunities for all staff and offer suggestions for inclusive hiring, elevating, and training practices.
Ethical Conduct and Compliance Policy: Lidl is required to have a clear code of ethics and conduct for all workers in regard to behaviour and moral principles. Thus, confidentiality, Conflicts of interest, anti-discrimination, and whistleblowing are all included in the policy. Employee understanding and adherence to such standards must be ensured by regular communication and training on ethical conduct.
The application of transformational leadership theory would help Lidl to inspire its worker apart from duties. The theory expresses a distinct vision and set of ideals along with moral standards. The application of the theory would help the firm to act morally and make preferences that are consistent with the values of the organisation. The theory would also support the ability to persuade the Lidl workforce to uphold ethical behaviour in everyday employment owing to their captivating and inspiring leadership style.
3. Main theoretical analysis
3.1 Definition of culture and Working Ethically
As commented by Whittlestone et al., (2019), a team or society’s collective thoughts, values, conventions, and behaviours are denoted as culture. It comprises the combined manners of feeling, and functioning that are transmitted from one generation to the other within a social team. Nonetheless, functioning ethically and morally within the workplace denotes to functioning and carrying out personal and professional activities in a manner that is consistent with moral and ethical standards. It includes making preferences and acting in manners that are compliant with moral commitments, moral values, and legal needs. As denoted by Bennett et al., (2019), Working ethically functions for people to behave honestly, and with integrity whilst considering the effects of their decisions on numerous stakeholders and society at large. Thus, the beliefs of the individuals, attitudes, and behaviours are shaped by the culture that affects the manners to interact with others and perceive globally. Respecting others’ rights and dignity and avoiding conflicts of interest, advancing fairness and equity, and abiding by applicable guidelines and regulations are instances of ethical behaviour.
3.2 An analysis of power by reflecting on Steven Lukes’s idea
Based on the case study of Lidl, Luke’s three-dimensional theory of power denotes that in further to overt decision-making and coercion, power also transforms and impacts individual choices and aims. Furthermore, Luke’s three-dimensional identification of power helps in understanding how power functions in the field of culture within the Lidl. Cultural power dynamics are connected to the second dimension of power that aims at establishing the agenda and regulating access to facts (Chakraboty, 2022). In order to comprehend the cultural functions, it is vital to understand the third dimension of power that deals with the impacts of people’s views and choices. The influence of culture on socialisation is observed in how it affects individuals’ thoughts, values, and behaviours. In order to further extend the goals and uphold power systems affect cultural narratives and socialisation processes of the Lidl. Thus, Steven Lukes’ study of power sheds light on how power functions in numerous cultural situations. It aids in the understanding of how dominant groups manipulate cultural institutions, facts and representation, and public choices.
3.3 Nature of Culture and ethics based on Foucault’s Analysis
As stated by Mashhadi Moghadam, and Rafieian, (2019), the study of power by Michel Foucault delivers a unique viewpoint on the nature of power that challenges conventional notions to observe power as an oppressive force applied by certain people or companies. In Foucault’s analysis, power is denoted as a ubiquitous force that leads across numerous practices and techniques. Power has the potential to form and produce culture. Power relations denote values, cultural norms, values, and practices that develop instead of being fixed or predefined. Additionally, Foucault’s analysis put significance on how power comes to have room for resistance. In addition to being locations of contestation and resistance, culture and ethics are not just impacted by prevailing power systems.
3.4 HR department succeeds in changing organisational culture and ethics relations
Transparency and communication: Ethics and Changing organisational culture needs effective communication. In order to express the needed cultural norms and ethical expectations, HR set up open lines of communication.
Code of Conduct and Ethics Training: HR might form and distribute a thorough code of conduct that identifies needed ethical conduct within the company. With the aim of educating staff members on values, ethical standards, and best practices, they might hold ethics training programmes.
Employee Engagement and Feedback: HR can set up systems to include employee satisfaction and gather opinions on the current culture and moral standards.
3.5 Stakeholder’s Theory
The stakeholder theory positions a robust significance considering the requirements and interests of all parties involved such as the community, suppliers, customers, and employees (Freeman et al., 2021). By using the application of this theory, Lidl would ensure that cultural and ethical aspects are considered in practices and procedures. The application of the theory would support the firm to further effectively administer cultural difficulties and ethical concerns by communicating with stakeholders and taking their preferences into consideration. The ethical aspect of decision-making is highlighted with the help of stakeholder theory and sets significance on the value of considering decisions that affect various stakeholder groups morally. Hence, Lidl would make use of this theory to form judgements that are in connection with moral societal norms. The application would also help the organisation to grow stakeholder faith and retain a good image by giving ethical issues first priority.
4. Discussion
My journey through the culture and ethical concerns module has been revealing and thought-provoking. Currently, I have an additional thorough awareness of the complexity included with human behaviour, social conventions, and the moral dilemmas that happened throughout the cultural circumstances. Thus, identifying how important culture is in impacting people’s values, beliefs, and behaviours is one of the module’s main lessons. Moreover, culture is a dynamic, multidimensional network that modifies with time instead of being a static concept. Understanding cultural variety is important for inspiring inclusivity and growing fruitful cross-cultural connections as it impacts the choices, attitudes, and communication with others. The curriculum has also highlighted the ethical difficulties that individuals and organisations encounter in numerous situations. It has put significance on the value of moral judgement, honesty, and social accountability. I have found that ethics is not a universally applicable nation although a nuanced communication among individuals’ individuals, societal expectations, and cultural standards. Thus, examining ethical theories and frameworks has enhanced my ability to assess moral situations objectively consider other viewpoints, and further judgements. In addition, this session has put significance closely ethics and culture are connected. Cultural practises might be impacted by ethical frameworks by cultural norms and values.
Overall, my perspective has extended and my preconceptions have been challenged by the culture and ethical concerns module. The module has helped me to understand the skills required to assess cultural practices critically and connect with moral dilemmas, and ensure a good contribution to cultures that value diversity. I am confident that the facts and understanding that the module will be beneficial in my personal and professional life permitting me to interact with people in a further compassionate, moral, and culturally sensitive manner. Furthermore, Lidl conducts business in numerous nations with varied cultures. Within the organisation, promoting diversity and safeguarding inclusivity might be difficult owing to cultural differences. Effective communication with numerous linguistics, languages, and conventions is an obstacle and cultural obstacle for Lidl offered to a global presence. Lidl such as maintaining high standards for product quality, ensuring that labels are accurate, and taking care of any possible safety measures. Lidl should uphold moral business conduct such as engaging in fair competition, refraining from anti-competitive attitudes, and obeying lawful and regulatory needs.
5. Conclusion
To conclude, Lidl should offer serious consideration to cultural and ethical issues. Hence, establishing sustainable company practices, preserving stakeholder trust, and improving a healthy workplace environment are all based on comprehending and tackling such concerns. Ethical frameworks can be impacted by cultural values and norms, and different cultural notions might have distinct ethical expectations. Thus, whilst adhering to fundamental ethical principles, Lidl must function to match its ethical practises with the cultural values of the zones in which it conducts business. Lidl requires to take measures and solve cultural and moral issues. Furthermore, Lidl might overcome such challenges and assist a sustainable and socially accountable corporate atmosphere by establishing an inclusive and respectful culture, upholding ethical business principles, and communicating with stakeholders.
6. Reference list
Chakraboty, R., (2022). Steven Lukes and Michel Foucault: Exercising Power and Effecting Compliance. LSE Undergraduate Political Review, 5(1).https://upr.lse.ac.uk/articles/65/galley/61/download
Freeman, R.E., Dmytriyev, S.D. and Phillips, R.A., (2021). Stakeholder theory and the resource-based view of the firm. Journal of Management, 47(7), pp.1757-1770.DOI: 10.1177/0149206321993576
Hong, J.F., Zhao, X. and Stanley Snell, R., (2019). Collaborative-based HRM practices and open innovation: A conceptual review. The International Journal of Human Resource Management, 30(1), pp.31-62.https://doi.org/10.1080/09585192.2018.1511616
https://doi.org/10.1377/hlthaff.2019.00910
Lidl, (2023). International careers. [Online] Available at: https://www.careers.lidl/index-en.html [Accessed: 3 May 2023].
Mashhadi Moghadam, S.N. and Rafieian, M., (2019). If Foucault were an urban planner: An epistemology of power in planning theories. Cogent Arts & Humanities, 6(1), p.1592065.https://doi.org/10.1080/23311983.2019.1592065
Whittlestone, J., Nyrup, R., Alexandrova, A., Dihal, K. and Cave, S., (2019). Ethical and societal implications of algorithms, data, and artificial intelligence: a roadmap for research. London: Nuffield Foundation.https://www.nuffieldfoundation.org/wp-content/uploads/2019/02/Ethical-and-Societal-Implications-of-Data-and-AI-report-Nuffield-Foundat.pdf
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