Assignment Sample on Professional Development

Introduction

Task 1: Presentation for the manager

Slide 1: Issues the Organisation is currently facing and how they might be resolved

• Sky is one of the famous UK Company who provide broadcast and media as well as broadband, TV to their customers.
• Currently, the company faces a wide range of issues which has significant affect on the performance of the company.
• As mentioned by Mousa, Massoud & Ayoubi (2020), strategic ways of maintaining equality and diversity in the workplace can be supportive factors for the firm to ensure an improved level of working performance.

TASK 1: SUPPORTING NOTES OF SLIDE 1:

The case study of Sky serves to emphasize the significance of equality, diversity, and inclusion (EDI) as enablers of corporate success. Sky’s efforts to create an environment where employees’ differing opinions are appreciated show that they understand how creativity and innovation are fostered by a varied workforce. As a result, the client experience has improved, and the business has gained an edge over rivals. This assignment will shed light on the strategy to lead equality, diversity and inclusion in the company. The management bodies of Sky can adopt significant strategies such as equal work practices and diversity management programmes which would be supportive to ensure the improved level of working performance. It would further support the firm to ensure the high level of competitive advantages such as developed business processes and high level of profitability. The strong approaches regarding the inclusion of employees during the team meeting and decision making process could be supportive for managerial bodies of Sky to ensure increased satisfaction among employees.

Slide 2: Importance of equality, diversity, and inclusion to the Organisation

• In this current era this company significant range of issue which has a high impact on the profitability of the company.
• Due to the current economical market, this company face loss and it decrease their sales as well [refer to case study].
• Embracing diversity promotes an inclusive workplace where staff members feel valued and appreciated, increasing their motivation and job happiness (Wulur & Mandagi, 2023).
• As mentioned by Specchia et al. (2021), strong leadership styles allow leaders to maintain diversity and include all employees during the decision making process.

TASK 1: SUPPORTING NOTES OF SLIDE 2

Also, the management team of the company faces issues regarding the employee mental health and well-being and due to these reason employees are not able to achieve objectives and goal of the company. Apart from this, the mentors of the organistaion are not able to mange diversity and inclusion in the organization which disruption the performance of the business in an efficient manner. Additionally, the management team of the firm has concerns about the mental health and wellbeing of the employees, which makes it difficult for the workforce to accomplish corporate objectives and goals. In addition, the mentors of the organisation are unable to manage inclusion and diversity inside the organisation, which disrupts the effectiveness of the business. This slide discusses the importance and strategic solution in regard to the way of maintaining equality and diversity in the workplace of Sky. This is the most helpful factor for the organization to develop the workplace and increase the business productivity. It further helps in gaining high level of competitive advantages such as high growth of business services.

 As demonstrated by the case study of Sky, equality, diversity, and inclusion (EDI) are crucial for a team as performance enhancers.  In regard to the cultural change in Sky, the management bodies of the firm need to implement equality practices within the workplace. The effective way of implementing diversity and inclusive programme within the workplace of Sky could be supportive factor for managerial bodies to improve the performance level.

Slide 3: Explain and analyze a process of strategy implementation in regard to equality,

diversity, and inclusion

• For solving that issue, the management team of the Sky needs to recruit skilled e employees who being from the different background and it helps to bring innovation in the organisation.
• Also, the hierarchy of the company need to introduced employees well-being programme which helps the company to increase their productivity and efficiency as well.
• As performance enhancers, equality, diversity, and inclusion (EDI) are essential to the person (Sanchez, 2021).
• The case study of Sky serves as an example of how EDI enhances personal performance.
• As mentioned by Hecht (2020), a strategic way of following major factors like inclusion, diversity and equality in the workplace helps the organization to increase the employee performance level.

TASK 1: SUPPORTING NOTES OF SLIDE 3

The management team at Sky must hire talented workers from a variety of backgrounds in order to address these issues, as this promotes creativity inside the organisation. The corporate leadership should also implement a programme for employee well-being that will assist the organisation boost productivity and efficiency. The promotion of EDI by Sky has improved employee engagement and retention, which has increased productivity and reduced turnover costs. The company’s focus on attracting talent from all backgrounds has expanded its talent pool, allowing them to employ the best candidates for various jobs. Sky’s commitment to EDI has also had a positive impact on decision-making and problem-solving techniques, leading to strategies that are well-rounded and well-informed. Additionally, their emphasis on mental health support and welfare demonstrates their concern for their employees, further enhancing the reputation of their company. Providing an inclusion-based training process to employees along with developing the workforce by focusing on the equality aspect could be supportive tactics for Sky. This would further confirm the high level of growth and increased market recognition of the firm in the competitive market. Skilled and most experienced leaders of business organization have ability to deal with individual and different cultural background people and provide equal values to them which is the way of maintaining equality in the workplace.

Sky’s emphasis on promoting an inclusive culture guarantees that each team member may contribute their own abilities, which improves the effectiveness of the entire team. People are more willing to express their thoughts and actively participate in conversations in an inclusive workplace, which fosters greater creativity and higher-quality results. Additionally, diversified teams are better suited to comprehend and meet the demands of a broad clientele. In the case of Sky, having a varied staff enables them to develop products and services that appeal to a broad audience, increasing client happiness and loyalty. The team members’ sense of unity and belonging is also fostered via EDI. People are more inclined to cooperate and strive towards shared objectives when they feel encouraged and included, which fosters a positive team spirit.

 Slide 4: Impact of leadership style on Equality, diversity, and Inclusion in the Organisation

• The importance of equality, diversity, and inclusion (EDI) as facilitators of organisational success is highlighted through the case study of Sky.
• Sky’s attempts to foster an inclusive culture where workers’ different viewpoints are respected are proof that they are aware that a diverse workforce fosters creativity and innovation.
• This has enhanced client involvement and given the company a competitive edge in the industry.
• A team’s dynamic and collaborative atmosphere, where individuals feel appreciated and respected, is created through embracing EDI (Pohl et al. 2022).
• Teams may tackle problems from a variety of angles when different views, abilities, and experiences are brought together, resulting in more creative and efficient solutions (Ali, Wang & Johnson, 2020).

TASK 1: SUPPORTING NOTES OF SLIDE 4

Sky has seen better staff engagement and retention as a consequence of promoting EDI, which has led to higher productivity and lower turnover costs. The organization’s emphasis on luring talent from varied backgrounds has increased its talent pool, enabling them to hire the most qualified people for different tasks. Additionally, Sky’s dedication to EDI has had a good influence on decision-making and problem-solving procedures, resulting in strategies that are well-rounded and well-informed. Additionally, their focus on mental health assistance and wellbeing shows that they care about their employees, further strengthening their brand’s reputation.

It can be identified that when people can be who they truly are at work without worrying about facing prejudice, productivity increases as a result of increased commitment and engagement in their jobs. Additionally, EDI encourages a variety of viewpoints and experiences, enhancing the process of problem-solving and decision-making. Sky’s emphasis on a variety of leadership philosophies enables people to contribute their own talents, resulting in more creative and successful solutions. Additionally, regardless of background, an inclusive workplace promotes talent development and career progression for all employees. Sky’s leadership initiatives and coaching programmes serve as an excellent example of how EDI allows workers to realise their full potential, creating a motivated and talented workforce.

Leaders of Sky must have strong and effective leadership qualities including the way of discussing with individual members and developing the work culture by maintaining the diversity. Regular basis interaction with employees, understanding problems and supporting men and women both employees are the most effective ways to maintain the effective equality and diversity practices within the business organization. This will further support the organization to develop the business practices and gain high level of competitive advantages.

The case study of Sky illustrates the value of inclusion, diversity, and equality in fostering both organisational and personal achievement.

Sky has established an atmosphere that encourages creativity, cooperation, and success in general by cultivating a culture that emphasizes diversity and supports a range of viewpoints.

The case study of Sky serves as an excellent example of the importance of inclusion, diversity, and equality in promoting both organisational and individual success. Sky has fostered a culture that prioritizes variety and supports a range of opinions in order to create an environment that fosters innovation, teamwork, and success in general. Sky places a strong focus on fostering an inclusive culture, which ensures that each team member may contribute their unique skills, enhancing the efficiency of the entire team. In an inclusive workplace, people are more ready to voice their opinions and actively participate in dialogues, which generate more innovation and better results. Additionally, diverse teams are better equipped to understand and satisfy a wide range of client requests. In the case of Sky, having a diverse workforce helps them to provide goods and services that appeal to a wide customer base, boosting customer satisfaction and loyalty.

 Task 2: Brief Staff survey

Briefing notes

S5: Task 2a: Briefing note

The most recent staff survey uncovered numerous crucial results that demand management and the leadership team’s urgent attention and strategic action in order to improve employee performance. First, the poll revealed a stark disparity in employees’ perceptions of higher-level leaders’ recognition and appreciation, with just 20% of workers feeling appreciated by senior managers and 80% feeling supported by their peers. This gap can be filled and an appreciation culture fostered inside the organisation by implementing recognition programmes and offering leadership training.

Second, the study found that 83% of workers said their workload has increased over the previous year, and a startling 90% of employees said they occasionally felt anxious at work. As coined by Steiger et al. (2021), it is crucial to carry out a workload assessment, take into account job redistribution, and consider offering additional help to employees who are overburdened in order to support their productivity and well-being. Additionally, establishing well-being activities can assist staff in managing stress and achieving a healthy work-life balance. These efforts include stress management courses and flexible work schedules. Apart from this, employees need rewards and support from their hierarchy which will help them to bring innovation in the organization and increase their satisfaction as well. for not choosing the third method, which exclusively focused on workers’ training and development and occasionally failed to raise employee happiness. Additionally, it can only improve employee abilities and knowledge, and as a result, it cannot identify the optimum business plan. Additionally, in order for workers to innovate inside the company and feel more satisfied, they need rewards and encouragement from their hierarchy

Finally, the poll showed that just 33% of workers are happy with their possibilities for training and growth. To address this, a thorough analysis of training needs should be carried out to determine the needs for both individual and team growth. As coined by Imran et al. (2020), employees can be given the skills and information they need to flourish in their professions and be ready for new challenges by investing in focused training programmes and skill development initiatives. The organisation can foster a positive work environment where employees feel supported, motivated, and empowered to contribute to our shared success by putting a priority on employee recognition and value, improving workload management, and enhancing training and development opportunities. Addressing these important facts will have a big influence on employee happiness, engagement, and productivity, resulting in a more prosperous and successful organisation.

S6: Task 2a: Briefing note (Contd.)

From the analysis of the survey, it has been found out that 20% workers are getting support from the managerial bodies of Sky. On the other hand, 80% workers are getting guidance from the senior members and colleagues during the working process in the business organization. Based on the proper analysis of the information in the survey process, three findings have been found out. The first one is related to lack of appreciation of workers from the senior level management unit of the firm which is related to employee dissatisfaction. As mentioned by Dziuba, Ingaldi & Zhuravskaya (2020), employee dissatisfaction is the most common issue in the organization for which employee performance level and overall business productivity can decline significantly. This finding has been chosen as it is highly significant in the context of developing the working performance level and overall productivity of Sky in the competitive market. The second findings are related to the lack of work-life balance among workers within the organization for which a large number of employees are dissatisfied in this context.

S7: Briefing Note (Task 2b)

This has been a common issue in the company for which managerial bodies of Sky need to consult with individual employees within the firm. This will be a significant and most effective approach in the context of developing the business performance level and overall growth of the firm in the competitive market. As suggested by Dziuba, Ingaldi & Zhuravskaya (2020), providing effective work-life balance to employees is the most significant area for the organization to ensure an improved level of work process. This will have a positive impact on the overall employee performance level. It will be the most effective concern for the firm to ensure an improved level of working process and developed business scenario. The third findings is related to lack of training and growth perspective within Sky has been a key issue which needs to be addressed immediately. As mentioned by Karim, Choudhury & Latif (2019), training and development is the key concerned area for the business organization to enhance the working knowledge of employees and improve the overall performance level of employees.

From the analysis of the mentioned factors, it has been understood that effective ways of providing values to individual employees and providing training to them would be supportive techniques for Sky to ensure an improved level of business process. As mentioned by Karim, Choudhury & Latif (2019), consideration of suitable approaches such as an effective way of understanding perspectives of employees and supporting them on a regular basis would be significant tactics to ensure the improved level of performance. This will further help in developing the overall performance level and enhancing the business operation process. In this context, it can be discussed that suitable and effective way of selecting three findings has been appropriate to ensure the improved performance level of employees.

S8: Briefing Note (Task 2b) (contd.)

According to the report, 83% of workers stated their workload had grown from the previous year, and an astonishing 90% of employees admitted to occasionally experiencing workplace anxiety. To support employees’ productivity and wellbeing, it is critical to do a workload assessment, explore task reassignment, and take into consideration providing additional assistance to employees who are overwhelmed. Establishing wellness initiatives may also help staff members manage stress and strike a good work-life balance. These initiatives include flexible work schedules and stress management classes (Dziuba, Ingaldi & Zhuravskaya, 2020). A workload assessment, task reassignment, and consideration of additional assistance for employees who are overwhelmed are essential steps in supporting employees’ productivity and wellness. Developing wellness programmes may also assist staff workers in controlling their stress levels and maintaining a healthy work-life balance. These programmes include classes on stress management and flexible work schedules. For not choosing the first strategy because it only appreciates and recognizes leaders. It is not able to increase the satisfaction of employees and due to this reason workers of the organization do not have the motivation to achieve the organisation’s goals and objectives.

Each employee needs flexible working hours and if the management team of the company is not able to provide this it can create a conflict situation among employees. It solely honors and acknowledges leaders. Employees of the organisation lack desire to achieve the organization’s aims and objectives since it is unable to raise employee satisfaction levels. Each employee requires flexible working hours, and if the firm management is unable to supply them, it may lead to employee discontent. On the other hand, for not selecting the third strategy because it only focused on the employees training and development and sometimes it is not able to increase the satisfaction of employees. Also, it can only increase workers skills and knowledge and due to this reason it is not recognised as the best strategy for the company.

S9: Email Structure

S10: Draft email

Part B: Personal and Professional Account

Task 3: Write a reflective personal and professional account

S11: Reflective personal and professional account

Code of Conduct for CMI Alignment incorporates the idea that showing respect for other people’s perspectives via active listening promotes candid and open dialogue (Munro & Kirya, 2020). Giving individuals the resources they need to thrive and encouraging them as they grow is crucial. A leader who pays close attention to their team members’ input demonstrates that they are concerned about their well-being and career development.

Respect each person for who they are, taking into accounts both their similarities and differences. Active listening is a skill that leaders may use to understand other points of view and promote a diverse workplace where everyone’s ideas are valued. It is beneficial to take emotional intelligence into account while developing leadership strategies in order to guarantee an enhanced level of job performance. Developing effective leadership skills may be aided by learning how to manage people and follow leadership philosophies. This will aid in improving overall operational performance and helping to enhance working performance. Improved levels of working performance may be attained by employing effective leadership strategies, such as encouraging and supporting each individual employee. It will contribute to the advancement of the general culture of health and wellbeing. Strong strategies, such as adopting an effective leadership style, may contribute to the creation and maintenance of a successful organisational culture. I have selected emotional intelligence and critical thinking as two of the important leadership competencies that will help me uphold best practises while I raise the bar for job performance.

S12: Reflection (contd.)

Effective methods of creating company procedures and guaranteeing an effective leadership style may contribute to raising overall business performance, which will increase overall productivity. Emotional intelligence is completely necessary for the consideration of any key leadership style, including the method of inspiring employees on a regular basis. As per the views of Tuzovic and Kabadayi (2021), two abilities were wisely picked since they support increasing corporate performance and inspiring individual personnel. These abilities perfectly align with the CMI code’s core values, such as respect and empowerment.

Emotional intelligence is closely related to the successful integrity process, which includes the manner of active listening and treating each member with respect. I have decided that having strong leadership qualities in emotional intelligence and critical thinking would help me sustain best practises and raise the bar for work performance. The development of efficient organisational procedures and the assurance of an efficient management approach may help boost overall business performance, which will boost overall productivity. For the examination of any important leadership style, including the strategy for consistently motivating employees, emotional intelligence is absolutely essential. The selection of two skills was appropriate since they promote boosting organisational performance and motivating individual employees. These skills nicely complement the fundamental principles of the CMI code, such as respect and empowerment.

References

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Corruption Resource Centre, Chr. Michelsen Institute (U4 Issue 2020: 8). Retrieved on: 24 July, 2023, from:https://beta.u4.no/publications/values-education-for-public-

Dziuba, S. T., Ingaldi, M., & Zhuravskaya, M. (2020). Employees’ job satisfaction and their work performance as elements influencing work safety. System Safety: Human-Technical Facility-Environment, 2(1), 18-25. Retrieved on: 19 July, 2023. From: https://sciendo.com/pdf/10.2478/czoto-2020-0003

Hecht, B. (2020). Moving beyond diversity toward racial equity. Harvard Business Review, 2-7. Retrieved on: 3 July 2023. From: http://www.regionsmart.org/s/Moving-Beyond-Diversity-Toward-Racial-Equity.pdf

Imran, M. Y., Elahi, N. S., Abid, G., Ashfaq, F., & Ilyas, S. (2020). Impact of perceived organizational support on work engagement: Mediating mechanism of thriving and flourishing. Journal of Open Innovation: Technology, Market, and Complexity, 6(3), 82. Retrieved on: 27 July, 2023, from:https://www.sciencedirect.com/science/article/pii/S2199853122005753

integrity.pdf

Karim, M. M., Choudhury, M. M., & Latif, W. B. (2019). The impact of training and development on employees’ performance: an analysis of quantitative data. Noble International Journal of Business and Management Research, 3(2), 25-33. Retrieved on: 13 July 2023, from: https://napublisher.org/pdf-files/NIJBMR-517-25-33.pdf

Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour. Employee Relations: The International Journal, 42(6), 1249-1269. Retrieved on: 10 July, 2023. From: https://www.researchgate.net/profile/Mohamed-Mousa-19/publication/341401854_Gender_diversity_management_perceptions_workplace_happiness_and_organisational_citizenship_behaviour/links/607cb46d907dcf667bab48e2/Gender-diversity-management-perceptions-workplace-happiness-and-organisational-citizenship-behaviour.pdf

Munro, C., & Kirya, M. (2020). Values education for public integrity. Bergen: U4 Anti-Corruption Resource Centre, Chr. Michelsen Institute (U4 Issue 2020: 8).

Pohl, E., Ajadi, T., Soucy, T., Carroll, H., Earl, J., Verduyn, C., & Connolly, M. (2022). “Knowing nothing about EDI:” A collaborative autoethnography exploring how an anti-racist project was created, publicized, and silenced. International Journal for Students as Partners, 6(1), 30-46. Retrieved on: 23 July, 2023, from:https://mulpress.mcmaster.ca/ijsap/article/download/4882/4205

Sanchez, M. (2021). Equity, diversity, and inclusion: intersection with quality improvement. Nursing Management, 52(5), 14-21. Retrieved on: 22 July, 2023, from:https://nursing.ceconnection.com/ovidfiles/00006247-202105000-00003.pdf

Specchia, M. L., Cozzolino, M. R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership styles and nurses’ job satisfaction. Results of a systematic review. International journal of environmental research and public health, 18(4), 1552. Retrieved on: 12 July, 2023. From: https://www.mdpi.com/1660-4601/18/4/1552/pdf

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Tuzovic, S. and Kabadayi, S., 2021. The influence of social distancing on employee well-being: a conceptual framework and research agenda. Journal of Service Management, 32(2), pp.145-160.

Wulur, L., & Mandagi, D. W. (2023). Employee Performance 2.0: Antecedents and Consequences of Gen Z Employees Performance. SEIKO: Journal of Management & Business, 6(2), 224-240. Retrieved on: 21 July, 2023, from:https://journal.stieamkop.ac.id/index.php/seiko/article/download/5078/3332

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