Assignment Sample on Professional Development
Introduction
Three key findings from the survey that are required by the senior manager to prioritise
Finding 1: 21% of SKY employees are satisfied with their pay and benefits
In an organisation, to succeed, the satisfaction level of the employees may be regarded as an important factor. In this respect, for the company of SKY, only 21% of the employees working in the company are satisfied, however not very satisfied with the salary and the benefits that the staff are getting from the authorities. In the event of a leader being able to provide appropriate salary and compensation, will be able to impact the satisfaction level of the employees (Saputra & Mahaputra, 2022). Increasing job satisfaction level of the employees working in an enterprise is extremely essential for any company to be able to become successful, by the process of providing appropriate salary and benefits that in turn facilitates the motivation level of the staff. Motivation may be considered to emerge from a relationship of long-term social exchange based on the trait of fairness (Ciobanu Androniceanu & Lazaroiu, 2019). Thereby, proper pay and growth in the benefits in a fair manner may ensure an increment in the motivational level of the employees that in turn will prove beneficial for the company’s overall performance.
Finding 2: 83% say their workload has increased in the past year
The success of an enterprise depends on the level of performance being provided by the employees in addition to the satisfaction of the staff about the responsibilities assigned to them, and the amount of work that the staff are entitled to do. The workload of the employees that are by the competency level of employees is considered to be an enhancer for the performance level of the staff (Siswanto et al., 2019). In the event of excessive workload, the employees may feel pressured that in turn may affect the motivation and satisfaction level of the personnel, hindering their performance level as well. In the present scenario, the employees of the institute of SKY, believe that the workload in the company has increased over the past year, and this may affect the company’s performance due to the increased workload that may be responsible for adversely affecting the level of motivation of the staff.
Finding 3: 33% are satisfied with their training and development opportunities
For any organisation, its employees are the most important asset that is both valuable and productive (Singh, 2019). Therefore, in order to be able to retain its employees, it is essential for the company to be able to provide proper training and development that may help the staff to increase their skill set which in turn will facilitate the organisational performance due to increased satisfaction. In the case of the present company, only 33% of the employees are satisfied with the level of training and development programs that are undertaken by the SKY Company and therefore the company needs to increase this ratio. Furthermore, the increment in the training and development satisfaction among the workers will enable the company to produce a skill set among the employees that in turn will ensure the profitability of the organisation and thereby enable the establishment of the company as a successful one. Training an employee may be regarded as a tool that may help the authorities to enhance the competency level of the employees and the development of their potential as well (Urbancová et al., 2021).
2b) An initiative that is required to be incorporated by SKY
In the current company of SKY, the strategy is required to be incorporated for the process of mitigating the challenge of excessive workload that the employees are facing at the current times it’s the strategy of understanding the drivers of stress. One of the main causes that may be associated with the increase in the stress level experienced by the workers working in an organisation is the excessive workload being faced by the workers. The increase in the load of the work being appointed to the staff members may be responsible for a decline in the quality as well as the productivity level of the company in general. Workplace stress that may be considered to be positive may be beneficial however negative stress may be responsible for the consequences of dysfunction (Goel & Verma, 2021). Therefore, in the present company of SKY, the workload being experienced by the staff is perceived to be about 83% and thereby it is required by the authorities to incorporate strategies that may help in reducing the workload. Workload may be considered to be one of the primary sources of stress in the workplace (Stich, 2020).
In addition to this, improper style of management followed within the company may be another factor that may be referred to as an indicator of the stress of the workplace and thereby the incorporation of proper style in managing its employees may help the organisation to reduce the level of stress being experienced by the workers. The survival of any organisation in extreme situations may lead the managerial authorities to take up important and drastic measures that may be responsible for causing stress among the employees, in addition to low levels of productivity and increased absenteeism among the workers (Oruh et al., 2021). Therefore, it is required by the company of SKY, to incorporate proper strategies that may help the authorities to realise the employees’ level of job performance and assign work according to their capabilities, so as not to overload the staff members with job responsibilities, that in turn may be responsible for decreasing the profitability level of the personnel. Strategies for managing stress among the employees may be considered a priority responsible for advancing the overall health and well-being of the staff (Street Lacey & Somoray, 2019).
Additionally, the management of proper relationships among the employees will enhance a conflict-free environment, in addition to boosting the overall performance level for the employees due to the increased satisfaction level and motivation. Furthermore, proper relationship management will enable the authorities to be able to understand the problems being faced by the staff in the employment, and thereby be able to mitigate the challenges by formulation and incorporation of appropriate relationship management strategies. Conflict may be present at different levels within an organisation that may impact the cooperation among the various employees (Raykova, Semerdjieva & Tornyova, 2020). Therefore, a proper management style will ensure collaboration and cooperation among the workforce which in turn will enable the company to become a successful business and reduce the workload stress.
Draft email
| To: | HR managers at SKY |
| From: | CMI |
| Subject: | ‘You Said, We Listened’ |
| Date: | 18 July 2023 |
Dear SKY HR managers,
I am writing you this letter in informing you about the results of the current survey that we have done in the role of senior manager to be improved based on the identified lacking in the employee policies and initiatives taken. The survey highlights the grievances of employees facing the issue of increasing workload which has impacted negatively on employee performance at SKY. We have staff records from the fiscal year of 2019, where employee performance has been significantly high as compared to this year, considering the major gap due to the emergence of global disruption. The change in consumer behaviour has been the major factor in bringing organisational culture change which may have contributed to the employees facing such issues. However, it is to be noted the organisational vision at SKY remains intact with the value of being customer-oriented, this deems the need of developing effective policies in ensuring employee satisfaction and well-being to increase productivity. The HR managers are requested to hold an urgent meeting in obtaining feedback from employees in gathering critical insights over the change requirements in the organisational policies to meet the need for effective work-life balance among employees.
We are now focused on bringing new approaches to promoting effective work-life balance and the well-being of employees through new initiatives in establishing counselling services to assess the mental well-being of employees. SKY has prioritised employee value in designing the organisational culture which has led to earning a competitive edge in the broadcast industry in the UK market. We have considered partnering with a third-party organisation in guiding the creation of effective employee well-being policies which may enable providing crucial resources for the managers in the company to avail the opportunities in improving the organisational to eliminate risks in missing talent management opportunities in the competitive market. The main issue of lowering employee morale due to excessive pressure is to be improved by the end of 2024 allowing the company to establish brand value among target audiences.
Kind regards,
CMI Team
Task 3
Slide 15: Reflective account
Based on CMI’s Code of Conduct and Practices I have opted to use one professional area which is “Behaving in an open, honest and trustworthy manner” which has focused on taking the leadership and managers to be accountable in decisions and actions considered. According to the CMI Code of Conduct, I have observed the organisation has developed a culture to be focused on defending and exhibiting the personal integrity of the business in the competitive market. According to the CMI code, the organisation has ensured compliance with the operation country’s regulations and legislation to increase ethical business practices at a global scale (Managers.org.uk, 2023). I have analysed the imposition of the Code of Code has allowed the company in promoting good ethical behaviour which has led to boosting the company’s morale and building effective client relations. The impact of setting organisational codes in determining ethical treatment and behaviour with employees is stated to be more important than recognition along with improvising vision through effective communication (Hbr.org, 2023). I have evaluated the use of the code of conduct offered by CMI acted as a guideline for me in determining my capabilities in setting effective organisational policies for my future career aspiration of being a successful business leader in a leading company. I have learned that CMI has conducted business operations based on integrity, respecting laws, and maintenance of dignity along with the rights of employees in the operating nations.
Slide 16: Contd
I am determined in considering the use of the CMI Code of Conduct for my personal growth and development in the organisational culture to foster effective ethical behaviour to meet the needs of stakeholders. I have decided to develop effective employee engagement policies in obtaining a feedback mechanism in bringing changes in the organisational policies to cater to the needs of the internal stakeholders to increase brand value among external stakeholders. Building trust is stated to be the building block of an organisational culture which leads to exercising commonly shared values and a designated vision in obtaining success in the organisational functioning. I have evaluated while studying the CMI standards having the ingredients in organisational culture to promote effective leadership and management practices the organisation has earned immediate added value. I have felt in using the CMI code as a guide I have to work on developing my lacking in communication and active listening which may help in developing the leadership competency for my future in handling a diverse workforce effectively. The imposition of ethical leadership in the development of organisational culture leads to ensuring the implementation of ethical standards and results in making appropriate decisions in protecting various rights of stakeholders (Khan et al., 2019). I have planned in improving my role as a leader to obtain career opportunities in determining sustainable practices in promoting growth and development for employees to bring more productivity to the organisation. The ethical positive relationship between the employees and the leadership position allows for demonstrating normative conduct through interpersonal and personal actions.
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