SHR079-6 Leading People in Creative Teams Assignment Sample
Executive Summary
The present assignment has given the full information regarding G&K Company. In which it has given information associated to the problem management approach is used by the organization. Along with this report has also discussed about human resource management practices the company can use to add value in their organization. With the evaluation of the above report has also described techniques or strategies that the company can use for changing its management and leadership approach so that it can easily achieve their goals of creating a truly engaged workforce.
Introduction
The creative team are the members of the organization who are responsible for all the things which are related to could have been ideas and generating the attention of the entire consumer or they can even target audience. It includes several key members that start with the director, editors, graphic designer and web developers. The present assignment is based on the topic of leading people in the creative team which is done on the basis of a case study of G&K. It is the chain of warehouse type, out of town stores with branches throughout the UK. The present assignment highlight the topic which is regarding how the company can change its management and leadership approach to achieve its goal of creating a truly engaged workforce.
Along with this, it will also describe the above command and control relationship with the style which will help the company at the time of influencing employer motivation. It will also evaluate problematic management approaches in G&K. The report will also discuss different types of human resource management practices dead the organization can use to add value to the company. The report will wind up by giving information regarding how the company can encourages their employees. At the end of the report, it has also discussed about the ways that were used by G&K for motivating employees to become more committed to organizational goals.
Company changing its management and leadership approach
From the case study, it has been identified that it is very important for the company to change in management and leadership approach so that they can achieve their goals of creating a truly engaged workforce. If the organization is not in good condition then it is the duty of the management to change their management and leadership approach. The company can use this leadership at the time of influencing employee motivation and by this; they can easily differentiate between executives and workers. For this, they can adopt different types of leadership styles which will help them at the time of engaging their workforce. The leadership style can be democratic, autocratic, transformative, affiliate and others.
Management approach can also be changed by creating the sense which is regarding motivating people who are working in the organization. They can also build different types of teams in which there is one leader who can see that all the tasks are performed in a good manner by fulfilling all the skills and abilities. For changing leadership style they can also change agents of the different departments. They can also give reason to the employees regarding their change and define new strategic vision in the proper manner by giving full information. They have to make sure that by this change employees do not have any type of issue or other things. Using all these above-mentioned points they can easily achieve their goals of creating a truly engaged workforce.
Command and control leadership style
Command and control approach to the leadership is the type of leadership style that is authoritative in nature along with this it also uses a top-down approach. This type is mainly used for organizations that are bureaucratic in which all the authority and power are in the hand of the senior manager. The company can use this leadership at the time of influencing employee motivation and by this; they can easily differentiate between executives and workers. In this, they will find that there is no issue faced between the employees at the time of taking the decision as all the decisions are taken by the senior authority who are present in the organization. It can easily motivate the employees as it includes low levels of unemployment and inequality and their main motive is to replace profit as the primary incentive of the production.
Figure 1 Command and control leadership style
Source: (nwlink,2021)
It can easily increase the employer mobility in which they have expectations from the employees as they will expand their full career in the same organization and in return they will be rewarded with a pension. On the other hand, nowadays it has been identified that employers do not tolerate command and control relationships as they want to work free by having a comfortable life in which they also get respect and ownership (Kakarika, 2018). This type of leadership can be used by G&K so that they can easily influence implies motivation by giving them full knowledge and information about the task in which they have to perform. On the other hand, they can also help the employees by giving them a few ideas and solutions for the problems they are facing at the time of doing the task. With the help of this style the leader can easily engage their employees to work hard so that they can also improve their performance which will result in increasing the productivity of the organization
Problematic management approaches in G&K
It is the approach that is used by the organization at the time of identifying and eliminating all the causes which are related to reducing the impact of incidents that cannot be eliminated. Under this, there are two approaches to problem management that are proactive and reactive problem management. Proactive management is used by organization at the time of analysing all the techniques which will result in identifying the errors that have a direct impact upon the company. on the other hand, reactive problem management is also known as a good place for the company at the time of starting a formal problem management program within the workplace. From the case study, it has been identified that there are different types of problems that are faced by the company is poor leadership faced, lack of risk insight and irritation and takeovers, the company has faced investigation, CEO fair to disclose the conflict of interest section in companies accountants and problem due to autocratic leadership style of Mike Ashley.
The approach mainly relies upon three phrases that are problem identification, problem control and error control.
Problem identification: In the case study, it has been identified that there are different types of problems that are faced by the company whether it is related to not answering customer feedback questions (Singer and Kerrissey, 2021). That is taking a long time for recruiting and selecting the candidate, All the complaints that are coming from the customer must be passed through the supervisor of the store manager before that it cannot be resolved which take a higher period of time and result in dissatisfaction of customers. The other problem is related to employees working in the organization seem that they are more concerned with talking to each other and texting their friends except doing their work in the proper manner.
Problem control: For controlling all the problems that are seen in the organization Louise Perkins Who is the human resource director have taken the different initiative to come up with a good solution. She has created a workforce that is truly engaged in their work (Kakarika, 2018). At the time of working, they are more focused towards their work as compared to texting to their friends and family. On the other hand, she has also made different types of strategies so that they can easily solve all the complaints of the customer on a faster basis by not taking a longer period of time.
Error control: The company have taken different types of the initiative so can easily control all the errors that are faced by Organization in which they find a permanent solution. The solution that is identified by the company must be analysed on the basis of the perspective of risk, cost and benefits. From the case study, it has been identified that the human resource manager has taken different types of initiatives so that they can easily solve all the issues on a faster basis. And if there is any issue that is seen again and again then they can find the permanent solution so that they do not have to think about how to solve it on a faster basis (Kim and Beehr, 2020). Error control will also result in improving the workaround atmosphere in the organization which will grab all the focus of employees on their tasks and work
Human resource practices
Human resource department plays a crucial role in an organisation. It is termed as the blood life of the firm. It is because, it manages the most important assets of the firm, its employees. However, to manage such employees, HRM has to undergo different functions or practices. These practices are termed as the best practices of HRM. It has been identified that there are different types of practices that can be used by the company at the time of adding value to the organization that is:
Providing security to employees: At the time of adding value to the organization, it is the most important practice that can be used is regarding employment security. In this, there must be formal or informal contact between the employer and employee in which all the rules and regulations are mentioned. On the other hand, the concept of security is very important for the organization as it underlines all the things that human resources do. It also results in helping the organization at the time of retaining the people (Hu et. al. 2018). If there will be good security then people will also feeling secure at the time of doing the work which will result in giving their full attention to the tasks that are assigned to them.
Hiring the right people: It is the other type of practice that can be used by the organization for adding value. It is termed as a one of the important practices in which HRM hire and select the best candidates for the available job in the organisation. Hiring good employees then it will be beneficial for them as they can easily understand the consumer behaviour and needs. Under this, they use different types of instruments like interviews, work tests, reference checks, personality assessments end IQ tests. Therefore, all this will help them at the time of knowing the candidate characteristics likeability, commitment and trainability with this they can easily identify the right people.
Self-management and effective team: Although is very clear that for achieving the goals it is very important that there must be good and proper teamwork. It is the duty of the manager to adopt this strategy which will help them at the time of adding value to the organization and for achieving success. Under this all the members were working in a team are working to achieve the common goals. It will also result in coming up with different types of ideas which will help them at the time of achieving the goals.
Fair and performance-based compensation: It is the most essential strategy that can be adopted by G&K for adding value to their organization. This can be only done if companies hire people and compensate them above their average (Khairova and Khairov, 2020). If they are paid on a fairly basis then they can easily add value to the company by fulfilling all the objectives and goals in the proper manner.
Conducting team building activities: It is a type of human resource practice that can be used by the company in which employees can solve the puzzle. Count to 20 is a game in which all the employees have to work together by having limited communication so that they can win. Share the personality in this each employee will fill out their personality test and will sit together and discuss which will make them understand their colleague’s weakness, strength and tricks. These strategies can help the organisation in building effective team to perform in attaining the goal of the organisation.
Training in relevant skill: At the time of recruiting the people, it is very important for the human resource to identify what is the skill which is present in the individual. With this, they will come to know in which field the individual is good so that they can give more training to them which will make them more perfect. The training will lead employees to be more focused on fulfilling the criteria of their task.
Making information easily accessible: On the other hand, it has been identified that it is also the most important strategy or practice of human resource management to add value to the organization. They must have open communication for all is strategy, operations and financials that are adopted by the organization to make their employees feel trusted (Mumford et. al. 2017). For adding value it is very central that employees must come up with new and innovative ideas for this they must understand what the task is and what is going in the business.
Ways to motivate employees to become more committed to organizational goals
It is crucial for any organisation to encourage and motivates its employees not only to improve their performance but also to stay committed and loyal. In this regard, there are various strategies that an organisation can adopt to motivates its employees. Therefore, G&K can use different types of ways so that they can easily motivate their employees to become more committed towards the organizational goals that are:
Foster open communication: It is very important for the manager to communicate with their staff in the proper manner so that they can maintain employee motivation. They can use different types of methods but are related to establishing effective communication with the employees who were present in the organization. It is the duty of the organization to show them care by having an open-door policy so dead they staff members can easily ask them questions regarding concerns only issues that are faced by them (Bawa, 2017). The further company must always follow up with their employees as they cannot answer all the questions or fix every problem which is demonstrated by the people who are working in the organization. Along with this, they can also listen to the ideas and suggestions letter given by the employees which will make them feel like they are valued by the organization. If staff will feel that their views and ideas have been listened then they won’t be afraid to come up with more innovative ideas in their future
Create an Agile work environment: It is the other technique that can be used by the company at the time of motivating and engaging their employees to become more committed to the organizational goals. The agile Work environment is it type of environment that is used at the time of describing fast-paced project management techniques that are adhering to a rigid structure. Mainly this type of technique is used at the time of having software development and other things which will be effective for the company. Further, G&K can also use the concept that is known as the pleasure principle which can help them at the time of having prediction regarding desires of the human being (Thibault Landry et. al. 2017). A fast-paced environment is very inspiring which will lead employees to be more engaged in their tasks by fulfilling all their desire for gratification.
Encourage innovation: However, if an agile work environment is necessary for motivating the employees, then it is very important for the company to encourage innovation. At the time of producing high-quality work can high quantity requires a lot of creative thinking. For this, it is very important for the company to motivate their employees to be innovative by taking different types of risks. On the other hand, employees are not afraid to fail then they will become more challenging along with daring at the time of grabbing opportunities by setting their organization apart from the competition. It will also result in increasing the growth of the organization as innovation is only a key to success that can be used by G&K to fulfil its objectives and goals on a faster basis.
Stay positive: Although, for motivating the employees in the organization it is very important for the manager to stay positive to work each day which will result in making their staff follow their lead. Nowadays people do not want to please someone who is unpleasable. If all the members were working in the organization are happy to work then they will be motivated to keep their good vibes coming. It is very important for the manager to understand all the facts regarding the things that their employees are also human beings it is very necessary for them to use different types of ways which will motivate them (Akhmetshin et. al. 2018). For example, if the employee and the organization have done any mistake then she will be afraid because their position will be in danger. On the other hand, if they will know that their manager is very supportive and will find the solution for their situation then they will be happy to complete the work done as they will know that there is someone to support them when they need it.
Conclusion
By summing up the above assignment it has been concluded that, which is based upon leading people in a creative team. All the information about this was given in the case study and in which the company was G&K. but the systems of the above report it has given information related to the problem management approach is used by the organization. Along with this, it has also discussed human resource management practices the company can use to add value to their organization. The evaluation of the above report has also explained techniques or strategies that the company have used for changing its management and leadership approach so that it can easily achieve their goals of creating a truly engaged workforce. Lastly, it is discussed the ways that are used by G&K for motivating employees to become more committed to organizational goals.
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