CIPD L7 Study Material with Solved Assignments, Essays, and Dissertations

This study material includes solved assignments, essays, and dissertations for CIPD L7 course. It covers various topics such as the impact of globalization on work and employment, ways to support the use of technology in the workplace, challenges associated with managing an ageing workforce, and more. The article suggests using employee engagement software, communication and cloud-based software, and providing training to employees to enhance their experiences of working life. The content is relevant to CIPD L7 course and is suitable for students, professionals, and researchers.

CIPD L7

Contents
Question 1.................................................................................................................................5
Explain the most significant way in which globalisation has affected the worlds of work
and employment over the past twenty years. To what extent will this continue to be the
case in the next twenty years?................................................................................................5
Question 2.................................................................................................................................7
You have been asked to advise your senior management team (SMT) about how your
organisation can support the use of technology in the workplace in ways which will
enhance employees’ experiences of working life. What THREE distinct points would you
make? Justify your answer.....................................................................................................7
Question 3...............................................................................................................................10
a. Critically analyse TWO key challenges associated with managing an ageing workforce
..............................................................................................................................................10
b) Recommend ways in which people management professionals can respond to these two
key challenges......................................................................................................................11
Question 4...............................................................................................................................13
What are the main causes of increased social inequality around the world? To what extent
could changes in HR practice help to reduce social inequality?..........................................13
Question 5...............................................................................................................................15
Organisations have responded to the covid-19 pandemic through redundancies, pay and
recruitment freezes and a shift to homeworking. The CIPD (2020:2) predict that "there will
be no return to business-as-usual post-crisis". To what extent do you agree with this
viewpoint? Justify your answer............................................................................................15
Question 6...............................................................................................................................17
In what ways and to what extent does government policy in the field of education affect
HR and L&D practice in organizations? Illustrate your answer with THREE current
examples...............................................................................................................................17
Question 7...............................................................................................................................19

How far do you agree with the view that employment and labor markets in the UK have
become over-regulated in recent decades?...........................................................................19
Question 8...............................................................................................................................22
Explain how the management of people tends to vary depending on whether a labor market
is tight or loose. Illustrate your answer with examples from your observations and your
reading..................................................................................................................................22
Question 9...............................................................................................................................24
Covid-19 and Brexit have been, and are likely to remain for the foreseeable future,
catalysts for unprecedented organizational change. How can people management
professionals continue to support their organizations in responding successfully to these
economic changes?...............................................................................................................24
Question 10.............................................................................................................................27
Critically evaluate a common intervention used by people management professionals to
enable all voices in an organisation to be heard. Justify your answer..................................27
Question 11.............................................................................................................................29
To what extent do you agree with the view that employers rather than employees are the
main winners from flexible working initiatives? Justify your answer.................................29
Question 12.............................................................................................................................31
Identify THREE distinct steps that managers can take to encourage greater innovation and
creativity in their organisations. Which do you think would be most effective in your
industry? Justify your answer...............................................................................................31
Question 13.............................................................................................................................34
In what ways can the HR and L&D functions in organisations make a direct and significant
contribution to the achievement of high standards in the field of business ethics? Illustrate
your answer with examples..................................................................................................34
Question 14.............................................................................................................................36
The CIPD's Health and Wellbeing at Work Survey (2020) found that some organisations
which reported rising levels of stress-related absence are not taking specific steps to
address this type of absence. How would you advise these organisations to effectively
respond to rising levels of stress-related absence? Illustrate your answer with examples
from your reading.................................................................................................................36

Question 15.............................................................................................................................38
You have been asked to make recommendations to your senior management team about
how your organisation might improve its record in the area of sustainability. You are asked
to identify TWO distinct interventions that will not be too expensive to implement. What
would you recommend and why?.........................................................................................38
Question 16.............................................................................................................................41
You are going to attend a conference for managers at your organisation at which you will
be making a fifteen-minute presentation. Your brief is to propose ONE way in which action
could be swiftly taken to improve diversity and inclusion in a meaningful way. What
proposal would you put forward? Justify your answer........................................................41
REFERENCES.......................................................................................................................43

Question 1
Explain the most significant way in which globalisation has affected the worlds of work and
employment over the past twenty years. To what extent will this continue to be the case in the
next twenty years?
Globalisation is the procedure through which the world is becoming increasingly
interconnected because of vastly accelerated change and cultural alternate. Globalisation has
elevated the production of goods and services. Globalization is the phrase used to describe
the developing interdependence of the sector's economies, cultures, and populations,
introduced about via pass-border alternate in items and offerings, technology, and flows of
investment, people, and data. Economic globalisation might also have an effect on the shape
of jobs, i.e. Their distribution throughout financial sports. Jobs related to certain economic
activities might also have a tendency to vanish while jobs related to different, maybe new
activities, are created because of changing aggressive styles of specialisation (Garg, and et.
al., 2021). In a few instances, globalization can worsen hard work standards, and global
investment agreements can every now and then shift bargaining energy toward multinational
companies and faraway from growing international locations' governments. But, in different
instances, globalization offers mechanisms to enhance the situations faced via employees.
Globalization way reduction in authorities intervention and controls on private zone financial
sports. This is anticipated to spur private financial interest that would imply a boom in
overseas alternate and advanced financial role. This might suggest employment growth even
within the quick-term. Globalisation results in improved opposition among companies, that
can bring about closures, offshoring and task losses. Manufacturing is the arena that is the
most uncovered to offshoring because of competition from low-wages international locations
(Liu, Qingqing and Liu, 2021).
Globalization is truely contributing to elevated integration of labor markets and
remaining the wage hole between people in superior and growing economies, particularly
through the unfold of generation. It also performs a component in increasing domestic
income inequality. In trendy, globalization decreases the value of producing. This manner
that agencies can offer goods at a lower charge to clients. The common cost of goods is a key
aspect that contributes to increases within the widespread of dwelling. Consumers
additionally have get admission to to a greater variety of goods. Many critics have also talked

about that globalization has terrible effects at the surroundings. Thus, the large improvement
of shipping that has been the basis of globalization is likewise answerable for extreme
environmental problems inclusive of greenhouse fuel emissions, worldwide warming or air
pollution. The manner of globalization refers back to the merging of country wide economies
on an worldwide stage. The tremendous results of globalization on workers may be found
through extended requirements of dwelling in countries (Ansari, Farrukh and Raza, 2021).
Additionally, workers from unique regions can journey and pursue higher employment in
different international locations. The technique of globalization refers to the merging of
national economies on an worldwide level. This has ended in a alternate of the exertions
tradition in countries. The advantageous effects of globalization on workers can be
determined via accelerated requirements of dwelling in nations. Additionally, employees
from precise regions can tour and pursue better employment in different countries.
Globalization has additionally multiplied the social consciousness of people and has boosted
their expert aspirations. Globalization is eroding employment security through a higher
charge of process creation and destruction as well as through the growing prevalence of
casual and precarious employment. The former element of the problem has been dealt with
within the previous dialogue of active labour marketplace policies. While the manner become
inevitable, globalization could lead to unemployment and injustice, in addition to
implementing cuts on social programmes and leaving unprotected more and more human
beings (Ahmad and et. al., 2021).
Globalization is now seen as marginalizing the less educated and low-professional
employees. Business enlargement will no longer mechanically imply improved employment.
Additionally, it can purpose a high remuneration of capital, because of its higher mobility
compared to hard work. Globalization is eroding employment safety through a higher fee of
job introduction and destruction as well as through the growing prevalence of casual and
precarious employment. The former component of the trouble has been dealt with within the
previous discussion of energetic labour market regulations. Trade liberalization raises the
professional salary fee and the a hit opportunity of matching, which encourages unskilled
employees to study skill but boom the variety of the professional employees after alternate
liberalization. Therefore, the unemployment charge of skilled people may also increase after
globalization (Berman and et. al., 2021). Globalization and unemployment are phenomena
that are among the most broadly discussed topics within the monetary debate today. Often,
globalization is seemed as being answerable for the boom in unemployment, especially in

unskilled labor. Globalization allows organizations to find lower-price ways to produce their
products. It additionally will increase global competition, which drives charges down and
creates a bigger type of choices for consumers. Lowered costs help people in both developing
and already-evolved countries stay higher on much less money.
Globalization is eroding employment protection through a higher fee of task creation
and destruction in addition to through the growing occurrence of informal and precarious
employment. The former element of the hassle has been treated inside the preceding dialogue
of lively labour marketplace rules. Globalization has ended in decrease prices, greater
choices, and a blurring of the traces of country wide identity for many products. Its effect also
consists of lack of domestic jobs, trade disputes, and challenges to national sovereignty by
way of groups. While the procedure was inevitable, globalization should result in
unemployment and injustice, in addition to enforcing cuts on social programmes and leaving
unprotected increasingly more humans (Zhao and Zhou, 2021). Globalization has improved
firms' abilities to relocate their production techniques without obstruction or barrier. This lets
in companies to hastily scale up and reduce overhead costs through outsourcing tactics to
nations with less expensive labour fees. This free waft of labour increases the full wide
variety of world jobs.
Question 2
You have been asked to advise your senior management team (SMT) about how your
organisation can support the use of technology in the workplace in ways which will enhance
employees’ experiences of working life. What THREE distinct points would you make?
Justify your answer
It has been analysed and find out that technology helps in the keeping the business
fully organised by the way of making use of the systems and software that helps in building,
delegating revising and assessing all the task and organise all workplace activities to enhance
the employees’ experience of working life (Wilkinson and Dundon, 2021). It has been
analsysed and reviewed that the best way of that through which organisation can support the
use of technology in the workplace in ways which will enhance employees’ experiences of
working life leading effective communication along with ensuring referral training of
employees. Further, the effective advice that can be made for senior management team

thorough which organisation can support the use of technology in the workplace in ways
which will enhance employees’ experiences of working life are listed and discussed as below:
 Use of employee engagement software- It has been seen and analsysed that the
making use of the employee engagement software provides an effective use of the
technology to have enhancement in employee performing and working life. The use
of the employee engagement software tends to provides an effective outlet that
supports better recognition of the employees needs and performance to ensure
effectively meeting all their wants in improved manner (De Cieri, Sanders and Lin,
2022). Thus, recognition of all employees needs from management tend to promote
and lead out a strong organisational cultural. Further, a justification for making use of
the employee engagement software can be made as it supports better coordination and
collaboration among co-workers based on the sue of software that help them to
outline the key skill and competency of each individuals so that they can perform their
assigned job in improved manner. Along with this, use of the employee engagement
software within an organisation is also suitable and justifiable as it tends to create a
positive and motivated organisational culture where needs and wants of all employees
are meet along with better work management based on the skill and competency level
of employees thus lead to enhancement in the working life and performance level of
employees (Garg, and et. al., 2021). Apart from this, use of employee engagement
software also supports positive workplace relationship based on the use of rewards
and perks that brings huger motivation in employees and leads to better facilitating of
their own job along with leading enhancement in the employee’s performance and
working life.
 Use of communication and cloud based software- Making use of effective
communication software are also advice to ensure better use of the technology to
bring teammates near and far closer to ensure enhancement in employee’s
performance and working life. It has been seen and observed that effective
communication is vital and important to have and support overall productivity of the
team and employees. Further, it has been also seen and analysed that organisation also
tend to uncut time and efforts to create software that improves the overall level of the
team communication. Thus, making use of the advanced technology based on the size
of company including software and technology comprises of team messenger, video
conferencing apps and other technology with help and result in form of the higher

team and workplace productivity (Liu, Qingqing and Liu, 2021). The justification
behind making the use of the effective communication software tend to base on the
fact that it tends to support and brings out an improve level of workplace coordination
and collaboration that plays a vital role in enhancing the employees’ experiences of
working life. It has been observed that having of the effective communication tend to
leads out and support regular feedback and interaction level among employees that
supports better implication and use of the technology at workplace. Along with this,
the use of the communication also builds positive relationship and interaction level at
workplace that supports enhancement and betterment in the employee’s experience of
working life. Along with this, making use of the cloud based project and task
managing software are also tend to be effective and vital as it helps in making the
organised way of workplace across the organisation based on use of effective
technology. Use of cloud based software is justifiable as it significantly tend to
improve the overall team performance and leads better workplace coordination to give
a positive working experience to employees. Along with this, it has been also seen
and find out that the use of effective communication as well as cloud based project
management tend to reduce the chances of chaos and conflicts at workplace through
supporting better workflow thus, it ensures and brings enhancement in the employees’
experiences of working life (Ansari, Farrukh and Raza, 2021).
 Running a pilot program and train the employees- The another vital and effective
step that can be taken by the organisation to support the use of technology in the
workplace in ways which will enhance employees’ experiences of working life
consists of running of a pilot program so that all the employees can become well
known and aware about the kinks and use of new technology that offer better working
experience. Further, it has been also seen and analysed that the providing of the
regular training makes the employees more user friendly to the technology along with
leading higher confidence and positive perception in employees regarding the use of
the technology that leads to positive employer performing and improve working life
experience (Ahmad and et. al., 2021). Along with this, effectively analysis the
technical feasibility also supports better use of technology within organisation to have
enhance employees’ experiences of working life based on effective and credible
demonstration that supports more effective use of technology. Along with this, the
Providing and leading out effective engaging training sessions are key to a successful
implementation and effective use of technology that is justifiable to ensure better use

of technology as it lead to higher confidence level in employees that tend to support
and brings out the enhancement in the employees’ experiences of working life
(Berman and et. al., 2021).
Thus, on the basis of above discussion, a justification can be made that making use of the
employee engagement software is suitable and justifiable for organisation to support the use
of technology in the workplace in ways which will enhance employees’ experiences of
working life as it provide a better outlet and framework to identify and meet the needs of
employees that leads to higher job satisfaction and better working experience. Further, the
communication and cloud based software is also effective and justifiable within an
organisation as it supports more systematic and organised way to accomplish and undertake
business activities that supports and enhance employees’ experiences of working life based
on effective communication and work collaboration. Beside this, implication of pilot training
along with supporting regular training for employees also lead an effective way to support
development of better skills and confidence level that would enhance the employees
experience of working life while suing technology.
Question 3
a. Critically analyse TWO key challenges associated with managing an ageing workforce
The ageing workforce tend to comprises of the part of working individuals and employees
who have reached and cross a certain age limit and beyond that is mainly defined as higher
than 45-50 years. It has been seen that with the ageing of the workface many challenges and
issues are being faced by the organization that tend to comprise of having higher level of
biasness and absenteeism along with the issues and planning related with retirement expenses
and decision about their succession (Zhao and Zhou, 2021). A discussion about the two main
challenges that being assorted and faced while managing an ageing workforce are listed and
discussed as below:
 Higher absenteeism level- The issues of absenteeism is tend to be related and
associated with the habitual or unintentional absence of emolyess from work that can
be due to family related issues, illness or any other reason. It has been seen and

analysed that the aged workforce tends to have a higher absenteeism level as they
mainly needs leaves because of higher illness and issues of many health related
problems. Apart from this, aged workforce also tend to have higher family
responsibilities thus, they needs more leaves for managing there work life and family
related issues. Thus, managing the illness level along with issues of higher
absenteeism is big challenges faced while managing aged workforce (Wilkinson and
Dundon, 2021). Along with this, it has been also seen that reduction in the level of
productivity and efficiency level due to regular illness and absenteeism is also being
faced while having and managing aged workforce.
 Intergenerational conflicts- It has been also seen and analysed that the increased
proportion of mature-aged workers also increases the risk of age-based discrimination
and unconscious bias towards older workers (particularly in recruitment practices and
policies) that tend to create and lead to higher level of intergenerational conflicts at
workplace (De Cieri, Sanders and Lin, 2022). It has been seen the challenges and
issues reeled with the intergenerational conflict tend to comprises and includes of the
conflicts and chances of higher chaos between the older and younger generation of
employees as they tend to have different perceptive of work and also tend to compete
with each other for use of resources and perform assigned task. Therefore, while
working and managing an ageing workforce having regular conflict and issues based
on the value shift and along with difference in the view point of the younger as well
as the older generation is also tend to be faced at workplace. Along with this, the
working with the aged workface also tend to lead to creation of higher struggle at
workplace based on the fact that the successive generations of workers tend to have a
feeling that the public pension system where the first generation has better pension
benefit and the last must pay more taxes, have a greater tax wedge and a lower
pension benefit due to the public debt that the states make in (Cassell and Kele, 2021).
Thus, higher conflicts and chaos passed on settlement of pension and other retirement
benefits also tend to create higher workplace conflicts that reflects a major challenge
faced while managing and working with an aged workforce.

b) Recommend ways in which people management professionals can respond to these two
key challenges.
It has been and evaluated that the working with aged people brings many challenges
and issues for the people of management professional but at the same time many benefits are
also lead and bring by ageing workforce that comprises of the having a more experienced
workface along with having setting work ethics in older worker. Thus, a strategy of retaining
and encouraging older people to remain in workforce for longer period can be made by the
people of management as it would supports a better check on the expenses of pension and
retirement benefit along with supporting a more experienced workforce. Further, in order to
mitigate and overcome the issue of the high absenteeism level of the aged workforce a
strategy of having volunteering, care and leading artistic work for aged people is highly
recommended (Black and Warhurst, 2021). It has been seen and observed that the aged
people tend to have regular health issues and high family obligations thus, it is recommended
for organisation to provide some voluntary rewards and other motivation to have better care
of their health along with timely sick leaves and other facility to ensure there lower
absenteeism at workplace. Along with this, focusing on providing and leading facility of
flexible working and exploring remote working schedules and plan for aged workforce also
supports the reduction in the issues of higher absentees. It has been seen that ageing
workforce might face it difficult to come to office on regular basis that leads to issues of high
workplace absenteeism. Thus, it is highly recommended and suggested for the people
management professional to come up with and adopt flexible working schedule for ageing
people that supports higher efficiency and less absentees along with supporting better health
and meeting of family obligation of ageing people (Gupta, Dhusia and Jha, 2021).
Further, in order to mitigate and overcome the issues of intergenerational conflicts
that are based on miscommunication and undisciplined behaviour along with higher level of
biasness and discrimination, implication and adoption of the fair practises along with
establishing clear cultural values and effective communication at all level is highly suggested
and recommended. Further, a recommendation of having and encouraging multi-generational
team working could also made for the people management professional as it provide a better
opportunity to younger and older employees to accept each other and work on their
differences to achieve the set targets. Along with this, the setting of the clear cultural values
is also recommended for the people management professional as it supports a systematic and

mutual belief at workplace that respect the view point and perception of both the generations
(Garg and et. al., 2021). Beside this, creation of a multigenerational work culture based on
regular cultural training and other development programmes would also support the
mitigation of intergenerational conflicts through enhancing the ability and thinking level of
employees along with teaching and directing them in such a way that they tend to respect
view point and beliefs of all employees that brings an end to intergenerational conflicts.
Along with this, clear cultural values also provide a better frame work to resolve the faced
conflict and chaos between younger and older generation based on pre defied values. Further,
encouraging and leading out effective communication at all level also supports a better
solution for the issues of intergenerational conflicts by the way of enhancing higher
collaboration and interaction level among employees belonging to different age group
(Ozdowski, 2021).
Question 4
What are the main causes of increased social inequality around the world? To what extent
could changes in HR practice help to reduce social inequality?
The concept of the social inequality tend to present and focuses on the arrears and
affairs that represent the inequality and unfairness in the distribution of goods and services
along with discrimination in right’s and autonomy level of people. The main examples and
areas of the social inequality tend to comprises and reflects of the income gap, gender
inequality along with difference in access to health care and difference in social class of
individual based on their professional and education level. The main causes and factor that
created and leads to the issue of the increasing social inequality around the world comprises
of the fiscal policy, technology, globalisation, deregulation, education, emasculation of trade
unions and austerity (Jaga and Guetterman, 2021). Apart from this, the rising level of the
social inequality around the world is also tend to be based on the power, religion, kinship,
prestige, race, ethnicity, gender, age, sexual orientation, and class that is creating chaos and
confusion at workplace. It has been observed and find out that the concepts such as the
globalisation are leading to creation of higher inequality level in society based on the higher
movement of people, technology, services and culture across the border. It has been seen that
this, movement of people and services across the world creates a sense of higher inequality
based on the unequal distribution of power and resources which leads to exploitation of poor
countries and vulnerable group by the rich and powerful countries. Apart from this, the level

of use of technology is also contributing in the issue of increasing social inequality as the use
of technology reflects the efficiency and productivity level of individuals and people. Apart
from this, the education level and presence of specific skills and competency level is also
creating a scenes of inequality across the society as people with high skill level tend to have
better professional and access to higher jobs while people with limited skills face
discrimination (Jameaba, 2021). Further, it has been also seen and analysed that the
globalisation is the main cause behind the leading higher social inequality in society and
workplace of organisation based on the having a diverse workforce that comprises of
employees from race, ethnicity, gender, age, sexual orientation, and class. The concept of
globalisation supported the higher movement and interaction level among various contras of
work that leads and supported the exchange and movement of social culture and ethical
values that tend to creates the issue and cause of social inequality through creating vulnerable
group of people in nations. Further, it has been also seen that globalisation lead to higher
expansion and growth of organisation at various nation that give rise to diversity at workplace
where a practical group of employees might belong to different cultures and ethics that give
rise of social inequality. Apart from this, at present an issues and social inequality related
with generation gap and presence of younger as well as older people and employees in
workplace has been also faced that is also causing and creating the issue of rising social
inequality (Troger, 2021).
It has been seen and analyse the changes in HR practice that are based on higher
inclusion and equality provision are playing a vital role and help to reduce social inequality.
It has been seen and reviewed that the increase economic inclusion and create decent work
and higher incomes. enhance social services and ensure access to social protection. facilitate
safe migration and mobility and tackle irregular migration. foster pro-poor fiscal policies and
develop fair and transparent tax systems. Further, it has been also seen and review that many
steps and effective ways and changes are there which can be made within the HR practises of
an organisation to create and support the reduction in the level of social inequality (Kipgen,
2021). It has been seen to remove and mitigate the inequality at workplace related with the
ethnicity along with gender inequality at workplace tend to comprises of the revaluation of
the job specification along with making the work life balance a priority is an effective way
and change that support the mitigation and removal of the social inequality. Apart from this,
it has been also seen and find out the strategy of paying a fair as well as secure liveable
wages to all employees based on minimum wage rate are effective ways and change that tend

to support the reduction within the inequality level at workplace. Apart from this, coming up
with and introducing the financial wellbeing policy along with investing more in training and
development of the employees are also tend to play an important and vital role in mitigating
the issues of social inequality. Further, creating a sense of respect for all cultural is an
effective way to mitigate and reduce the racial difference in the workplace along with this
conducting professional speech and motivating and guiding the employees are also presenting
and reflecting the effective way and changes in HR practises that help in reducing the social
inequality (Geo-JaJa and Zajda, 2021). Further, it has been also seen and revised that the
implication and focus on providing and leading out the regular cultural training is also tend to
present the effective change and modification in HR practises that is creating and leading to
the reduction within the level of social inequality. It has been analysed and seen that the cross
cultural training is playing a vital change in HR practises that provides as a means any
training that helps people overcome cultural challenges in work, or in life, when interacting
with others whose culture, values and beliefs we are not fully aware. Thus, providing and
lradog of cultural training helps to everyone to underdone and meet the needs of employees
along with to understand how culture impacts the workplace in order to effectively mitigate
and overcome the issues and challenges related with social inequality. Along with this, it has
been also seen and reviewed that implication and making use of cultural training also
supports the leading of other learning of the skills that are required in the employees to
effectively understand the needs of all workers from desire culture along with flourishing and
giving rise to a positive and equality based work environment where all people tend to
respect and value the cultural beliefs and norms of diverse workforce (Cassell and Kele,
2021).
Question 5
Organisations have responded to the covid-19 pandemic through redundancies, pay and
recruitment freezes and a shift to homeworking. The CIPD (2020:2) predict that "there
will be no return to business-as-usual post-crisis". To what extent do you agree with
this viewpoint? Justify your answer
It has been and evaluated that the global pandemic of the covid-19 has bring to many
changes in the way of working of the organisation as it tend to put a sudden halt on the
working and operation of many firm. Covod-19 leads to many strict norms and government
policies about the maintain the social distancing along with sudden lockdown that creates

issues in maintain physical operations of work. Thus, at that time maximum number of the
organisation tend to respond to the covid-19 pandemic through redundancies, pay and
recruitment freezes and a shift to homeworking. It has been analysed and find out that the
concept of the redundancies, pay and recruitment freezes comprises and includes of a hiring
freeze is when an employer temporarily halts non-essential hiring of personnel to reduce
costs, usually when an organization is under financial duress (Black and Warhurst, 2021).
Hiring freezes may be short term or long term and are often used to otherwise avoid laying
off employees. Along with this, during the times of covid-19 the providing and use of the
work from home is also seen as quite common and effective way to ensure the working of
business. The concept of the work from home tend to includes and comprises of an
employment arrangement in which employees do not commute to a central place of work,
such as an office building, warehouse, or retail store. Thus, making use of the work from
home facility provides the required level of flexibility and also meet the provision of social
distancing and ensure smooth working even at the time of lockdown (Gupta, Dhusia and Jha,
2021).
A view point can be made about the prediction that the there will be no return to
business-as-usual post-crisis because no amount of economic pressure and wellness should
force the employees and employer to compromise on people’s health thus, there are little or
no chances of getting things normal in the manner as it was post crisis of covid-19. Further, it
has been also seen that the employees tend to deserve and have higher flexibility level in
there work along with getting all possible and potential opportunity to have their future
without putting their health at risk. Thus, a justification in favour of the use of the digital
technology and working from home facilities has been seen and made which supports the fact
that there will be no return to business-as-usual post-crisis (Garg and et. al., 2021). Therefore,
the current and prevailing situation where all comes are along forward to have higher and
improved use of digital technology along with the benefits they are getting from working
from home in form of higher employees productivity it is seemed justifiable to support the
fact that there will be no return to business-as-usual post-crisis. Along with this, it has been
also analysed and seen that the COVID-19 spread also tend to have many and creates the
emotionally challenging for many people that is creating an overall changing in the day-to-
day life in unprecedented ways. Thus, seen after many years it seemed unpractical to have a
normal situation of working as it was before and post crisis’s as many employees and
organisation are tend to be in favour and support of new business and working setting based

on working of home that supports and leads to higher flexibility. Apart from this, it has been
also seen and analysed that all sections of society – including employers and employees are
needed and should play a role to protect themselves and each other and help prevent further
spread of the disease (Ozdowski, 2021). Therefore, at that time the implication and use of the
connects such as redundancies, pay and recruitment freezes and a shift to homeworking needs
to be continue and it also supports and justify the fact that there will be no return to business-
as-usual post-crisis. Along with this the research and reports of the WHO is providing advice
and updated information on COVID-19 about the effectives ways and strategies that the
employers can adopt to protect their employees along with the measures they should take in
the workplace and other related factors. Thus, this prediction and reports of WHO and other
health organisation are also tend to result and supports that there would be no return to
business-as-usual post-crisis thus, it become essential and vital for business organisation to
continue with working from home arrangements along with start making use and implication
digitalisation to ensure smooth business operations in future also (Jaga and Guetterman,
2021). It has been also seen and evaluated that the focusing and emphasis on the staff
wellbeing is also leading a vital aspect that is presenting justification for the fact that there
will be no return to business-as-usual post-crisis as the outbreak of the covid-19 has resulted
and lead to an issues of spike in the anxiety level among workers along with also creates fears
related with the health and staff concern (Diab-Bahman and Al-Enzi, 2020). Along with this,
it has been also presented that the 52% of the organisation gave their staff access to an
Employee Assistance Program (EAP) to help them cope with the new circumstances and
allowing tend to work in effective form from there home. Further, becoming recognising the
challenges of balancing working from home with family life, 70% of employers allowed their
staff to work flexible hours that has tend to be become a new normal for all employees and
reflecting a positive impact on the level of staff engagement and there productivity has been
also get improved thus, a justification can support can be made that the favour and support of
the prediction of the CIPD (2020:2) that "there will be no return to business-as-usual post-
crisis” (Hamouche, 2020).

Question 6
In what ways and to what extent does government policy in the field of education affect HR
and L&D practice in organizations? Illustrate your answer with THREE current
examples.
Government policy in the context of education and learning and development in HR practices
in organizations is somehow interrelated. It has been identified that people act as a principal
resource as well as input for an organization as they play an essential role in bringing
valuable talent and unique skills to the workplace (Manning, 2021). Furthermore, it has been
underlined that the main purpose of human resource management within an organization is
truly attractive and motivating individuals to achieve the organizational mission.
Furthermore, it has been underlined that there is a significant impact of new education policy
on learning and development within an organization. With the help of new education policy
and number of other laws related to education, there is a significant impact in which the
human resource department within an organization can have a skilled and talented workforce,
as these education policies are mainly implemented by the government of the United
Kingdom to bridge the job readiness gap. It has been identified that business leaders and
human resources find struggling to find job-related talent and job seekers who can match
their skills. However, with the help of a newly revised policy in education, the United
Kingdom government is aiming to towards to focus on the hosteltilic development of
emerging students. For example, it has been identified that education policy currently in the
United Kingdom the Department for Education in the United Kingdom is providing
opportunities to students with the help of offering them an opportunity to develop with a skill
development program. With the help of emphasizing upon strengthening education policies
and practices, The United Kingdom is focusing upon enhancing skills innovation and
creativity among students, affecting human resource and L&D practices within the
organization in a significant manner. Furthermore, it has been identified that there is a greater
extent to which government policy in the field of education affects HR in L&D practice
within the organization. The new National Education Policy has spurred much enthusiasm in
corporate circles. One of the more agreed upon impacts of the new system, according to
industry leaders is an increase in quality talent and enlargement of the employable talent pool
in the future. Employers will be given more say in what skills and training colleges provide
as part of wide-ranging changes to post-16 education proposed by the government today.
A white paper published by the Department for Education (DfE) outlined plans to allow

business groups to work alongside colleges to “develop tailored skills plans to meet local
training needs. As well as pledging £65m of funding to create College Business Centres to
facilitate collaboration, under the proposals employers will be given a “central role” in
designing nearly all technical courses by 2030. Through the proposals in the white paper, the
government hopes to move the focus of post-16 education away from universities towards
further education and technical qualifications. The plan aims to “ensure that the education
and training people receive is directly linked to the skills needed for real jobs”, the
government said. It has been identified from another example such as strategic transport
apparent ship workforce is currently set out in the higher education that mainly focusing upon
drawing evidence by providing higher education and business leaders on key development
opportunities and challenges for future (Flamini, Toscani and Masri, 2021). This policy of
government in education will impact the UK transportation industry in a significant manner
as the HR department and learning and development unit within the organization tend to gain
the advantage of a more skilled and talented workforce.The Industrial Strategy includes plans
to improve education and skills provision (education and vocational training) supported by
careers provision for people of all ages. The Department for Education (DfE) is reviewing the
current careers offer for people of all ages and will build on the best international evidence to
publish a comprehensive strategy later this year for careers information, advice, and
guidance. Furthermore, it has been underlined that global globalization has been significantly
transformed the spaces as well as places in which individuals migrate and live to apply their
skills and knowledge. The labor market of the United Kingdom is dramatically becoming
more diverse with a greater number of older workers, women, and people from different
ethnic backgrounds (Gumata and Ndou, 2021). In this, every organization needs to have a
highly talented and skilled workforce to support. This another example states that the
government with the help of effective collaborative efforts are developing links between
higher education business and governments to fulfill business industry skills need. With the
help of this UK can have a competitive advantage in terms of economic growth as well as the
rise of the nation to productive challenge. In addition to this, the other current example is the
government industrial strategy in this government emphasize upon offering a stronger
foundation for businesses and educationalists to join an explorer innovative way in which
supply of technology science, engineering and mathematics skills can be improved within
students across the United Kingdom.

Question 7
How far do you agree with the view that employment and labor markets in the UK have
become over-regulated in recent decades?
The employment market is mainly defined as the overall number of jobs that are available for
workers. While in context with a labor market this is mainly termed as the job market and
refers to the supply and demand for labor. In this employees provide the supply and
employers provide the demand. It has been underlined ed that a major component of any
economy is associated with the market with et of goods, capital, and services. There are
mainly two forms of the labor market which are internal and external. In context with the
internal market, it is mainly inclusive of employees in a job within an organization
(Petropoulos, 2021). While in context with the external mark labor market in this all the jobs
in workers are not within a single company. Labour and employment market the labor and
employment market plays an essential role in evaluating the economy and status is one of the
key determinants of existing poverty. It has been identified that the United Kingdom is
slightly regulated by international standards but however it is misleading to say that the
United Kingdom is having an unregulated labor market. United Kingdom employment law
mainly protects rights of employment and in this, it also includes a helpful provision that
employees can fulfill their commercial objectives and protect the business. The labor market
refers to the supply and demand for labor, in which employees provide the supply and
employers provide the demand (Feldmann and Morgan, 2021). In addition to this, the labor
market should be viewed at both the macroeconomic and microeconomic levels.
Furthermore, it has been underlined that unemployment rates and labor productivity rates are
two important macroeconomic gauges. Individual wages and the number of hours worked are
two important microeconomic gauges. There are roughly 4 million limited organizations in
the UK, utilizing up to 21 million full-time workers. UK business regulations are set up to
ensure that the two managers and representatives are safeguarded. Giving regulation on
excusal, occasions, pay, segregation and then some, these regulations are set up to safeguards
laborer’s freedoms while likewise shielding a business' advantages and keeping the
connection between the two fair. Right away, work regulation can seem mind-boggling and
shift, particularly for entrepreneurs who need to will grasps UK business regulation while as
yet running and developing their everyday business. At last, work laws of which there are
many are there to safeguard organizations, diagram what their commitments are toward their

representatives, and what insurances they have as entrepreneurs. They keep the working
relationship reasonable for the two players. Thus, for instance, UK business regulations
shield associations since they set out rules for what to remember for an agreement like
occasion qualification, disciplinary standards, and formal notification periods. Contracts
safeguard businesses since their clearness and reference highlight ensure both worker and
boss are singing from a similar song sheet (Stevano, Lombardozzi, and Bargawi, 2021). Then
again, UK business regulations are likewise there to safeguard representatives, from
employing practices to lead in the work environment and fair compensation. For instance, in
the UK, organizations should pay the National Minimum Wage in light of a staff part's age,
and all staff individuals beyond 23 years old are likewise qualified for the National Living
Wage. Representatives are covered from the second they go after a position by the Equality
Act 2010, which disallows oppression of competitors (and workers) given their participation
of a bunch of nine safeguarded qualities - including orientation, race, or incapacity.
Whenever a staff part joins the group, they are likewise safeguarded by Health and Safety
regulations, set out in the Health and Safety at Work Act 1974. These guarantee all staff
individuals reserve the privilege to a protected workplace. There are different types of
employment laws in the employment and labor market which is essential for an HR
organization to have the proper knowledge (Hadfield and Turner, 2021). The United
Kingdom employment and labor law is inclusive of general data protection regulation,
privacy shield, the gender pay gap. holiday pay modern slavery act, taxation of termination
payment .whistle blowing cases. trade union act etc. All these acts are required to be properly
implemented within the organization as if the negligence of this will let them face heavy
penalties and challenges to conduct their future business activities.
As per the examination of United Kingdom employment and labor law from past many
years it has been identified that due to Brexit there are some strict laws and labor laws
implemented by the government which is affecting organizational ability to perform their
business operations. The organization is required to have proper knowledge related to
statutory notice. The national minimum wage they are also required to implement rights such
as paternal leave as per the United Kingdom minimum standards discrimination law and
other forms of typical practices to perform business operations effectively (Bräuer,
Hungerland and Kersting, 2021). Furthermore, it has been identified that the United Kingdom
government also implemented the law of general data protection and regulation in which
organizations need to ensure that data will need to be processed in a fair, lawful, and
transparent manner. In this, they are required to offer information about how the data is

processed intelligently and business. They are not allowed to hide behind technical jargon.
Along with this organizations are also needed to make sure that there is regular systematic
monitoring of data subject on a large scale with the help of appointing a data protection
officer to significantly oversee compliance, and if neglected then the non-compliance
minimum penalty will significantly be increased materially. These are some strict the United
Kingdom Data Protection Act which is essential for a business to enable in model to perform
their roles and responsibilities. Organizations are needed to emphasize upon right today to
profitability and have the authority of a controller or processor with a data protection officer
to perform their business according to the United Kingdom standard. In addition to this, it has
been identified that the holiday pay gender pays gap act. modern slavery act, taxation act,
trade union act are some of the strict laws to which the United Kingdom government are
continuously making amendments. Thus from the analysis, it has been agreed to a certain
extent that employment and the labor market in the United Kingdom have become over-
regulated in recent decades which is affecting organizations in terms of formulating their
company structure, clarifying their employees, and also increasing business cost continuous
changes in taxation regulation and rates are also impacting the organization in the United
Kingdom (Huitfeldt, Nimczik, and Weber, 2021). It has been identified that the rate of
corporate tax has been significantly enhanced in the United Kingdom along with the other
labor and employment laws which is affecting organizations to perform business efficiently.
However, these laws have meant to keep businesses honest towards employees. In this, a
company needs to have a proper understanding of these laws to assure a strong brand image.
Question 8
Explain how the management of people tends to vary depending on whether a labor market is
tight or loose. Illustrate your answer with examples from your observations and your
reading.
The labor market plays an important role for any organization in any industrial sector. This
outlines how the company is needed to formulate its policies, practices, and guidelines for
workers and other operations. An organization needs to have a proper understanding of the
labor market as it affects the growth of the firm and influences the supply of skilled
employees to expand or new organization. It has been identified from the readings and
observation that management of people tend to be vary depending on whether a labor market
is tight or loose, as in this organization is needed to effectively have an understanding of
institutional and legal hurdles which prevent firms from laying off workers who discourage

potential of the organization from expanding. It has been identified that a labor market is
competitive or tight when the market wage rate is higher furthermore it has been underlying
that the labor market is tight when unemployed people are low and there are many unfulfilled
job vacancies (Larue, 2021). It has been identified that the labor market tends to significantly
impact the human resource planning and effectiveness of human resource management.
Furthermore, it has been underlined that some certain changes are shaping the labor market in
which the organization is operating its roles and responsibilities shifting demographics and
dynamic workforce are the major factor which is making a shift in policies and practices of
the organization. In the context of labor, management has been identified that the
management of people tends to be very on this factor as a dynamic workforce leads
employers and policymakers to differently think about talent sources when the labour market
is tight. In this management of people is essential by providing them flexible working
opportunities other benefits and various programs to retain them for a longer period. If the
labor market is tight then there is an increasing competition where other rivals are also
engaged in the process of influencing employees at a greater scale. In addition to this, it has
been underlined that the rise of individual choice is also affecting the organization. This is
also a factor on which management of people depends upon when the labour market is tight.
In this organization is needed to influence employees by developing their expertise scale by
undertaking necessary steps are just providing training to them and offering them flexibility.
In this, it has been underlined that a tight labor market is defined as when employment will be
low and there will be many unfulfilled job vacancies. In this to grab more talented individuals
organization is needed to be competitive by providing employees with learning opportunities
and other specific encouragements.
It has been identified that if the labor market is lose then in that situation it has been
underlying that in losing labor market there are more unemployed candidates as compared to
job openings. In simple words example of uneven labour supply and demand in this
management of people is slightly easier in which organization is not needed to focus upon
providing additional benefits perks and more competitive pay in the industry as compared to
other rivals in the industry as there is more number of unemployed candidates (Horwitz, and
Cooke, 2021). Logically approved, pre-business evaluations assist businesses with settling on
better-recruiting choices, anticipating the nature of recruit and occupation achievement, while
likewise conveying an unrivaled up-and-comer experience and alleviating oblivious
inclination. Organisations can evaluate applicants on various qualities, from hard abilities like
performing multiple tasks and composing, to social fit, character, mental capacity, learning

dexterity, situational judgment, and that's just the beginning. To oblige volume recruiting in a
free work market company additionally need programming with the capacity to assemble
custom application streams. Along these lines, organization can fit the interaction to the
company’s particular employing needs while additionally giving a exact see of what it
resembles to work for the organization (Feldmann and Morgan, 2021). With the right volume
recruiting innovation company can likewise foster different application streams for every
individual employment opportunity. This will provide the organization and opportunity to
attract more candidates from the market segment. However in context of the tight labor
market when in that situation employment will be low and there are many unfulfilled job
vacancies. In that situation, organization is needed to conduct management of people by
providing them flexibility, rewards, recognition competitive pay, and other benefits and perks
as compared to other competitors in the industry. This will benefit them to retain people for a
longer period negligence of this leads organization to face many consequences such as
investments in recruitment selection and other HR practices that are also tending to impact
upon the overall budget of the organization. Thus from the above analysis, it has been
identified that it is essential for an organization to have a proper understanding of how they
are required to manage people according to a tight or loose labor market. In terms of tight
labor market organization can undertake many practices. For example focusing upon
attracting the best workers polishing job descriptions, embracing technology, developing
existing employees, etc (Rembeza and Radlińska, 2021). While on the other hand in context
with loose labor market there are many practices for example not investing in training and
development of employees as there are many other candidates in market with the help of
these practices organization can significantly manage people, as per the labor market
situation ankanam conduct business operations effectively.
Question 9
Covid-19 and Brexit have been, and are likely to remain for the foreseeable future, catalysts
for unprecedented organizational change. How can people management professionals
continue to support their organizations in responding successfully to these economic
changes?
Covid-191and Brexit has duly affected every industry in the United Kingdom. Both of these
economic changes duly lead organization to have a foreseeable future in which organizations
have unprecedented changes to be made to conduct their business activities in a well-defined
and effective manner. The outbreak of COVID-19 adversely has drastically affected

organization that not only affected their manner to operate business rose and responsibilities
but also impact how they are managing employees within the organization. While in context
with Brexit it has been underlined that due to the exit of Britain from European Union there is
number of changes and policies which organization needed to make to perform business
effectively in this people management professionals within organization plays important role,
as these are responsible to assuring employees satisfaction developing business performance
and productivity through which organization can have a clear vision and can conduct
operations effectively. It has been identified that people management professionals have
tendency to contribute effectively to organization success in general (Barra and Zotti, 2021).
Furthermore it has been underlined that there are number of ways in which people
management professionals can significantly continue to support the organization in order to
respond successfully to these economic changes. Creating flexible as well as magnetic
workforce, since numerous jobs are becoming disaggregated and liquid, work will
progressively be characterized as far as abilities. The speeding up speed of mechanical
change is extending ability holes, making them more normal and all the more fast to create.
To make due and follow through on their essential targets, all associations should reskill and
upskill huge segments of their labor force throughout the following ten years. According to a
2018 McKinsey overview, 66% of executives said that "addressing potential abilities holes
connected with mechanization/digitization" inside their labor forces was basically a "main ten
need." People management professionals should assist with focusing on these ability
shifts.HR should be an essential accomplice for the business in such manner, by guaranteeing
that the right ability is set up to follow through on center organization goals. People
management professionals can likewise drive labor force arranging by looking into what
troublesome patterns mean for workers, distinguishing future center abilities, and surveying
how organic market apply to future skill gaps. In addition to this, people management
professionals can significantly continue to support their organizations in responding
successfully to these economic changes by creating the best employee experience possible
Organisation realize that better form of employee experience implies a superior primary
concern. Fruitful organsiation cooperate with their employees to make customized, valid, and
rousing encounters that tap into reason to fortify individual, group, and friends execution. The
HR group assumes a critical part in shaping worker experience. Company in which people
management professionals works with a positive worker experience are 1.3 times bound to
report hierarchical outperformance, McKinsey research has shown. This has become
considerably more significant all through the pandemic, as associations work to construct

camaraderie and positive outlooks (Sapta, MUAFI and SETINI, 2021). people management
professionals ought to work with and coordinate worker experience. Company can uphold
this by assisting people management professionals with developing, fortifying the capacity's
ability so it turns into the draftsman of the representative experience. Both Brexit and Covid-
19 have impacted company in adverse manner, in which it is essential for organization to
make certain changes. In this people management professionals have tendency to develop
organization vision and provide satisfaction to employees, as they are one of the most
important asset and greater resource for any organization. With their satisfaction, productivity
and performance business organization have tendency to significantly overcome these
economic changes. In this with the help of taking advantage of many strategies practices and
measures people management professionals can effectively support organizations that will
allow them to assure to conduct business operations effectively.
In addition to this, it is also essential for people management professionals to make
better decisions and in a faster manner, Organizations that settle on choices at the right
hierarchical level and that have less detailing layers are bound to convey reliably on quality,
speed, and execution results and along these lines beat their industry peers. The pandemic has
prepared the focus on the force of quick direction, as numerous associations have needed to
move significantly more rapidly than they had initially imagined. For instance, one retailer
had an arrangement for curbside conveyance that would require year and a half to carry out;
when the COVID-19 emergency hit, the arrangement went functional in only two days. HR
can assist with solid navigation by engaging representatives to face challenges in a culture
that rewards them for doing as such. McKinsey research uncovered that workers who are
engaged to decide and who get adequate training from pioneers were multiple times bound to
say that their organizations' assigned choices were both top notch and rapid. Along with this,
with the help of introducing next-generation performance management people management
professionals can manage team in a well define and effective manner (Hamouche, 2021). In
addition to this, it has been underlined that the main way that company can unleash workers'
true capacity is to enable them with decision over what they do and cultivate a culture of deep
rooted learning with regards to declining interest for specific abilities, the development of
new ones, and the prerequisite for ability to persistently learn, forget and relearn. It has been
experienced a daily reality such that we expected associations knew best what abilities
laborers expected to offer of real value. In any case, the pandemic instructed us that possible
happens as expected when laborers are permitted to show more drive. Labor force potential
isn't concerning what laborers were enlisted to do, for sure they are affirmed to do, or even

what associations or pioneers need them to do straightaway. It's tied in with giving laborers
more opportunity to pick how they can best assist with handling basic business issues. In this,
people management professionals within organisation with the help of empowering learning
can provide workers an opportunity to tackle business problems in a well define and effective
manner. In addition to this, with the help of developing human intelligence teams with the
assistance of weaving technology and automation all the more normally into the manner in
which individuals work, fortifying human abilities and utilizing machines. Insightful
utilization of innovation can change the idea of work so individuals can zero in their time and
energy on what interest them the most. Individuals and innovation genuinely functioning as a
coordinated group with integral capacities can empower associations to re-planner work so it
is more proficient and fulfilling for individuals, regularly with better outcomes for the
association. From joint effort instruments for better joining to AI that assists individuals with
settling on more educated choices, advances that are really in a state of harmony with how
individuals work and think can assist groups with chasing after novel thoughts and
accomplish better results. It is one of the most effective way with the help of which people
management professionals can develop human intelligence team and can make team to
pursue new ideas in order to fulfil better outcomes.
Question 10
Critically evaluate a common intervention used by people management professionals to
enable all voices in an organisation to be heard. Justify your answer.
People management professionals under take use of strategic as well as effective
approach in order to efficiently manage individuals within organization with an aim to
enhance organization competitiveness and growth in industry. These professionals have an
aim to maximise employees performance while providing them support in number of ways. It
has been identified that people management professionals believe that it is essential to
encourage employees voice in workplace in order to retain them for longer period of time. It
allows company to work in a collaborative workplace environment where every individual
get treated respectfully. In context to this people management professional within
organization undertake use of different type of common intervention in order to enable all
voices in organization to be heard in a well defined and effective manner (Butterick and
Charlwood, 2021). Employee voice is often defined as providing employees opportunity to
effectively express their concerns. ideas and perspectives without a fear of workplace or
social consequences. In this People management professionals undertake use of a common

intervention which is providing feedback for future performance for career development.
Proper feedback have tendency to strengthen employee voice and effectively build employee
manager trust. With the help of taking advantage of this intervention performance related
feedback is being provided to employees in which employees take advantage of this method
to have personal or two way dialogue with people management professional in a well defined
and effective manner. In addition to this people management professionals also provide
transparency in workplace which not only helps employees to feel motivated but also benefit
them to feel empowered to communicate their issues or challenges that they are facing
people. People management professionals within organization also keep their employees in a
loop and ensure that they feel heard by management with the help of this organization
enhance its profitability and productivity in a well defined and effective manner (Nemteanu
and Dabija, 2021).
It has been also seen and analsysed that the Employees need to have a clear say at
workplace through individual and collective channels, by speaking directly to management or
indirectly through representatives. Voice can be formally expressed, for example through
suggestion schemes and attitude surveys, as well as informally such as in team meetings and
workplace social media. Further, the common intervention that can be used by people
management professionals to enable all voices in an organisation to be heard can be includes
and tend to comprises of the general conversation between employees and employers along
with making use of the tools such as the email communication, employee feedback, social
functions as well as leading and having regular meetings at the workplace that supports better
intervention to ensure that all views of employees must be heard at management (Sapta,
MUAFI and SETINI, 2021). Further, a common intervention that can be made by the people
management professional tend to includes and comprise of creating and leading out a fair and
equitable nature of the business environment where all tend to have an equal right and
opportunity to get heard. Along with bringing in and having a clear and effective set of
communication channel is also a vital way and intervention that can be adopted and used by
the organisation to ensure that all the voice are get proper heard within the firm. Further, it
has been also seen and evaluated that the encouraging and leading out a more employee
centred leadership style is also an effective way to ensure that the voice of all employees is
being heard as employee centred leadership style tend to ensure and build a positive
relationship at workplace. Along with this, a justification and rationale can be made for the
making use of the participative or democratic form of leadership style as it tend to ensure and
brings out equal involvement of all employees that supports a better implication and hearing

of voice in decision making and strategy formulation (Popescu and Kyriakopoulos, 2022).
Further, it has been also seen and evaluated that leading out an employee centred leadership
style based on participative nature of style tend to ensure and leads out a workplace and
atmosphere where employee tend to feel able to be more honest and satisfied and supports an
aesthetic and clear channels of communication to present their views and opinion. Further, it
has been also seen and analsysed that ensuring that the leaders of the organisation tend to
have a right tone and suitable climate is also vital and essentially required at workplace to
ensure that vice of all employees should be heard. Thus, having an effective leadership style
along with ensuring an atmosphere where all people feels safe and equally treated is a vital
way to support a communication channel that ensure that all employees must be heard. Along
with this, encouraging and leading out to effective perception of employees by the way of
leading and ensuring a trust building conversation along with setting a hierarchy and reducing
actions against employees effective way to ensure that all employees are properly and
effectively heard within a firm. Along with this, it has been also seen and evaluated that its
the responsibility of the Senior leaders to ensure that employee voice mechanisms are built
into decision-making at the highest level, so that organisational stories about senior leader
openness to suggestions are positive. Along with this, having an and leading out a suitable
and effective employee representative on the board, for example, could help spread the right
stories, as long as this placement is taken seriously could be taken as vital step and ways that
can be taken as vital intervention to support that all employees are properly heard. Further,
prioritising and creating a feeling of psychologically that employees are safe and equally
allowed to share view point should be lead out by prevailing leadership as provides an
effective way and intervention to support that all employees are heard (Hamid, Muzamil and
Shah, 2022).
Question 11
To what extent do you agree with the view that employers rather than employees are the main
winners from flexible working initiatives? Justify your answer.
Flexible working initiatives are defined as a form of working environment that provide
employees a degree of flexibility on how long, where when at what time. It has been
identified that flexible working practice mainly inclusive of flexible time in which employees
are allowed to choose the certain set limits in which they can begin and end there work, It has
been identified that some certain examples of flexible work initiatives include
telecommuting, job sharing and compressed worksheet. It is a best practice which not only

allow employees to enhance their productivity and have loyalty towards organization but it
also benefit employers in number of ways. It has been stated to a greater extent that
employers rather than employees are the main winners from flexible working initiatives. This
term is agreed at greater extent as it been identified that employers those who allow
employees and provide them freedom to work in a flexible schedule can find themselves
more satisfied profitable and can fulfill organization desirable goals. It has been identified
that by offering employees flexible working initiatives organization or employer have
tendency to make improvement in retention. It has been identified that flexible work schedule
help employer to retain valuable staff. Flexible work schedule plays most important role and
a perk for employees (Collings, Nyberg and Wright, 2021). Most of the employees left an
organization due to bad work-life balance that not only affect their physical health but also
impact upon their mental ability. In this flexible working initiative proves to be an effective
option which provide employer an advantage to retain staff. This allow them to spend less
upon recruiting hiring and training new staff members through which organization can
conduct their business roles and responsibilities with the experienced workforce in cost
saving manner for long run and can assure greater profitability. In addition to this it has been
underlined that flexible work initiatives also helps organization or employer to make
improvement in productivity. It has been identified that if employees are allowed to work
flexibly in this they put more efforts in their work which enhances their productivity at
greater extent. Furthermore it has been underlined that the other justification for the statement
that employers rather than employees are the main winner for flexible working initiatives. In
this with the help of offering flexible working initiative facilities to employees employers can
make improvement in employee engagement which helps employer to measure less turnover
and greater competitiveness in industry. Flexible working initiatives plays essential role for
employer through which they can conduct business operations in cost effective manner.
In addition to this it has been identified that flexible working significantly encourage
dynamism in business which allow employer to have a team of staff within company those
who are performing their roles and responsibilities in effective manner. Flexible working
initiatives also allow employer to have a benefit of more efficient and productive workforce.
Along with this it also allows employer to have more business opportunities. In addition to
this it has been identified that motivation is one of the most important element for employees
which not only encourage their productivity but also enhances their performance. In this
flexible work initiative acts as an important tool of motivation that allow employers to make
their workforce less stressed, happier and motivated (Azizi, Ziapour, Abbas and Naemi,

2021). It allows employees to organise their work life balance in which they feel more
encouraged and perform their responsibilities in more effective manner. With the help of
taking advantage of flexible working initiatives employers can attract more employees. It
significantly enhances him employees performance while reducing their stress and
overworking hours that lead employer to have more productivity. Furthermore it has been
identified that with the help of flexible working initiatives employers can bring diversity to
workplace in modern business environment. Diversity plays important role which not only
encourage more dynamism in workplace but also enhances organization brand image in an
industry. In this flexible working encourage young graduate and other professionals which
helps organization to tackle challenges and risk and perform their roles and responsibilities in
more effective manner (Nemteanu and Dabija, 2021). In addition to this has been underlined
that flexible working initiatives also benefit employers because as it foster better consumer
service as well as loyalty. Employees those who are getting opportunity of flexible working
have tendency to deal with consumer queries in best manner. It not only make consumer
happy but also enhances employer consumer loyalty tendency. Furthermore it has been
underlined that flexible working initiatives also plays important role in organization
overhead. This helps company to perform their roles and responsibilities without extra
overhead. Furthermore it has been underlined that with the help of offering flexible working
initiatives employer can have benefit of more communication with staff. This helps in
enhancing employee engagement motivation and less employee turnover, as happier
workforce is a significant key through which employer can gain number of benefits such as
higher productivity, decrease in investments in training and development, positive brand
image in market, etc. In this modern business environment essential for employer to work
smart by offering flexibility to employees. This helps employers to have numerous
advantages in a well defined and effective manner. In addition to this it has been identified
that by embracing flexibility employer can gain maximum benefits and can conduct cost
effective business operations with less turnover improvement, as employee engagement and
enhancement improve creativity along with more diversified workplace culture this helps in
attracting top talent. Flexible working opportunity also enhances retention rate of
organization that plays important role for company or employer to gain higher
competitiveness in industry (Carnevale and Hatak, 2020). Thus from the above statement it
has been justified and agreeable that employers rather than employers are the main winners
from flexible working initiatives in which they can have numerous forms of benefits in terms
of less employee turnover, more retention rate, increase in productivity, positive brand image,

talented and skilled work force, motivated employees etc. All these benefits lead employer to
gain more competitiveness in industry and also helps them to assure long term growth and
sustainability in a well-defined and effective manner.
Question 12
Identify THREE distinct steps that managers can take to encourage greater innovation and
creativity in their organisations. Which do you think would be most effective in your
industry? Justify your answer.
Innovation tend to comprises and includes of the application of some new ideas and
unique wats that supports modification and improvement within the existing business process
and operations. Along with this, the concept of creativity tend to reflects about the ability of
an individual to generate and new ideas that are unique and out of the box and tend to
supports higher growth and business success for a frim (James and et. al., 2022). Further, it
has been also seen and analsysed that the innovation and creativity are tend to be important
and vital for business organisation as it tend to support and helps in leading increased level of
competitiveness along with having an improved level of the brand recognition and value.
Apart from this, it has also seen and find out that the creativity is vital at workplace of an
organisation as it supports and encourages better problem solving skill along with leading
higher employee morale and also tend to helps in leading higher business success based on
regular innovation and improvisation of its product and services. The THREE distinct steps
that managers can take to encourage greater innovation and creativity in their organisations
are listed and discussed as below:
 Create collaborative work environment along with regular feedback process- The
most effective and vital way of encouraging creativity and innovation level at the
workplace of organisation comprises of the creating a practice of encouraging
employees to work together in a team and also tend to encourage and leads out open
discussion. It has been analsysed that having and encouraging collaborative working
environment tend to provides and foster better communication and interaction level
among employees that gives a better opportunity for discussion and exchange of idea
(Anjum, Ming and Puig, 2022). Thus, creating a collaborative environment tend to
supports higher creativity and innovation level based on allowance of job swaps and
fostering new perspective through interaction and communication with different

employees. Along with this, it has been also seen and observed that that the holding of
the process comprises of improvement in creating and innovation level based on
brainstorming session is vital and effective step through which the managers can
supports and brings out effective innovation and creativity in employees. Along with
this, conducting and leading out regular meetings along with promoting higher
interaction among employees and leading a relaxing environment to think are
effective ways that supports creation and meeting of higher creativity and innovation
level at workplace. Further, it has been also seen and evaluated that the making the
organization a safe place to brainstorm along with supporting the higher level of team
unity and encourage good manager/employee relationships are also supporting and
leading encouragement for higher creativity and innovation in an organisation
(Alshurideh and et. al., 2022). Along with this, it has been also seen and evaluated
that the taking regular feedback is also an effective way to ensure there's a process
that everyone understands for assessing each new idea that tend to boost and
encourage more creative ideas from employees. Further, acknowledge every
suggestion and feedback from employees on in a timely manner tend to create and
leads to higher confidence and commitment level in employees that also plays an
effective role in enhancing and boosting the level of innovation and creativity at
workplace (Shao and Peng, 2022).
 Offer training and development session- The another vital step that can be taken by
the managers of an organisation to encourage and boost higher level of creativity and
innovation level at workplace comprises of providing of regular training and learning
session. It has been seen and evaluated that the providing of the training tends to
support and leads out to creation and development of new skills and competency level
in employees which also boost there creativity and thinking level that end to
encourage the level of innovation at workplace (Corsi, 2022). Further, it has been also
reviewed that providing of training and development session incudes and tend to
comprises of regular guidance and direction from employees that build a higher
inspiration and support for emolyess to develop and come up with new ideas that
boost the creativity and innovation level at workplace. Further, it has been also seen
and evaluated that the concept of training tend to includes and comprises of the
continuous process of improving skills, gaining knowledge, clarifying concepts and
changing attitude that tend to lead and encourage higher creativity and innovation in

employees by the way of structured and planned education by which the productivity
and performance of the employees can be enhanced (Bratton and et. al., 2022).
 Reward innovative habits- An effective step to encourage and support higher
creativity and innovation level at workplace tend to comprises and includes of the
creating an atmosphere where experimenting and coming up with new ideas is being
valued. Further, it is also vital and essentially required from the managers of the
organisation to remain sure and continue about the recognising and rewarding the
employees who are tend to try something new and supports creative ideas. Further,
the leading and developing of the reward innovative habits and culture also tend to
includes and comprises of the Considering the amount of effort that goes into
launching an idea management process in many companies, it is essential to get the
rewards right. Thus, one of the major step and effective way that can be adopted and
undertaken by the managers to encourage greater innovation and creativity in their
organisations comprises of having a reward policy for the employees which boost
confidence level of employees and it would also supports and leads to higher
commitment level to come up with new and innovative ideas (Rehman and Khatoon,
2022).
On the basis of the above discussion, a justification can be made that making use of the
providing regular training and development session is an effective and most suitable way to
support and encourage higher creativity and innovation level in employees. The reason and
justification for selection of training and development as effective step to encourage
innovation and creativity is based on the fact that it supports better and more systematic way
of acquiring knowledge, skills, and abilities required for effective job performance that also
tend to encourage and supports higher creativity and innovation at workplace (Kumah, 2022).
Question 13
In what ways can the HR and L&D functions in organisations make a direct and significant
contribution to the achievement of high standards in the field of business ethics?
Illustrate your answer with examples.
HR plays essential role in developing, reinforcement and changing the culture of an
organization. They provide training and development, undertake performance management,
conduct recruitment and in-boarding and reinforcing the values of business along with all the

essential elements of organizational culture. HR and L&D plays important role which provide
number of benefits. They not only helps in enhancing employees performance while boosting
their productivity but also assist in reducing workforce turnover and helps in improving
organizational culture by encouraging ethical values. In addition to this it has been underlined
that HR plays important role in developing organization ethical environment by enhancing
workforce perception by offering them well rounded experience (Zhong, Ding and Liao,
2021). HR significantly add values to an organization in terms of motivating employees to
perform their work at highest level possible while maintaining ethical standards according to
the organization culture and moral. Human resource department of organization provide
various forms of learning and development opportunity to workers which helps indirectly and
significant contribution of the achievement of high standard in the field of business ethics.
This can be stated with an example that HR staff significantly strive for consistent application
of workforce policies throughout the organization irrespective of employees rank or status.
With help of duly holding executive leaders to the same behaviour and conduct standard this
department contributes in organizational success and maintaining business ethics. Another
example is that HR assures that new employee orientation and training is a requirement for
all workers at all the levels in within organization. as it helps in encouraging new employees
to effectively embrace company philosophy and mission. In this with the help of providing
fair treatment to all employees irrespective of their business position in level human resource
directly play significant contribution in achievement of higher standard in the field of
business ethics.
Furthermore it has been underlined that HR duly foster equal day which is one of the
most essential key principle of business ethics. It has been identified for an example that HR
manage organization salary scale and wage systematically. They measure the company ranks
against competitive business and industry leaders. With the help of pay paying quality HR
directly contributes in organization development of business ethics. Furthermore it has been
underlined that HR also significantly contributes in business ethics by encouraging mutual
respect while resolving employees complaints and issues. With the help of encouraging
mutual communication and respect HR plays important role as these are ethical behaviour
which helps in developing collaborative relationship. Learning and development functions
also helps organization indirectly and significantly contributing in achievement of high
standards in the field of business ethics. It has been identified that within organization
learning and development plays a central role as it encourage employees to treat old

individual with same respect. This helps in developing higher standard in the field of business
ethics in a well defined and effective manner. In addition to this it has been identified that HR
also play significant role in encourage diversity which is an essential element of business
ethics (Gigauri, 2020). For example it has been identified that by providing equal
employment opportunity to diverse populations appliance with laws regardless of age, colour,
national origin, generational preferences or religion. This significantly contributes in ethical
behaviour which include coaching, mentoring, training and development amd counselling for
a diverse workforce. With the help of this practice HR within an organization significantly
contributes in developing higher standard in the field of business ethics. Business ethics plays
important role for any organization irrespective of its size and scope. It not only allow them
to treat all individuals equally but also benefit them to enhance their competitiveness and
brand image in a market segment or industry in a well-defined an effective manner. It has
been identified that in today’s time period organization and staff are experiencing number of
pressure which lead towards creating conditions for potential ethical dilemmas as well as
conflicts. In addition to this it has been identified that economic pressure is a combination of
increase in external as well as internal ethical dilemmas which lead many individuals to strive
to achieve their goals and objectives (Hamouche, 2020). This somehow lead towards ethical
conflicts which affect organization in number of ways. In this L&D department functions
plays essential role and they work towards a name to reduce conflicting pressure by ripping
ethical standards within business. It has been identified that HR function plays important role
in conducting ethical standards within organization. For example they nurture an ethical
organization culture and duly resolve ethical conflicts when it occurs with equal standards
and practices. Along with this HR function also deal with aftermath of an ethical conflict in
effective manner by providing equal opportunities to involve parties. HR function of
organization effectively assure that company operates with the due concern of integrity,
fairness and justice. L&D and HR department believes that ethically unhealthy organization
will likely to lose talented and good staff.
From the above analysis it has been said that there are number of ways in which HR
and L&D function within organization make a direct, as well as significant contribution to the
achievement of higher standards in the field of business ethics. Both of these functions,
handle ethical problems and appreciate the complexities involved in effective manner and
protect employees against the reputational and emotional impact (Diab-Bahman and Al-Enzi,
2020). With the help of undertaking various ethical reasoning skills and taking advantage of

systematic analysis to enhance their ethical judgement (Akingbola, 2020). HR and L&D
functions plays important role in enforcing ethical business standard within organization.
With the help of this organization have a tendency to significantly assure that they are
operating their roles and responsibilities while embracing ethical business standards which
help them to attract the attention of more employees and gain higher competitiveness in the
industry.
Question 14
The CIPD's Health and Wellbeing at Work Survey (2020) found that some organisations
which reported rising levels of stress-related absence are not taking specific steps to
address this type of absence. How would you advise these organisations to effectively
respond to rising levels of stress-related absence? Illustrate your answer with examples
from your reading
It is very important for organisation to correctly and effectively respond to the risking
levels of the stress. This will lead to improve the health of the employees as well as
encourage to carry out organisational practices in appropriate manner. Stress is
comprehensively characterized as a reaction to too much strain or too many demands. It can
emerge both at home and at work. Notwithstanding, there is no doubt that stress in the
workplace is a significant issue both for people and for associations. Uncontrolled, it can
prompt both physical and psychological wellness issues for people, and huge misfortunes for
associations through sickness nonattendance (Diab-Bahman and Al-Enzi, 2020). Organisation
must recognize the indications of stressed out employees, like deficient work, diminished
usefulness, lower nature of work and mix-ups. Stress in the workplace likewise has a thump
on impact on people's connections at home: with their accomplices and kids, and more
extensive loved ones. These impacts, thus, swell outwards, influencing more individuals
through different connections. It can likewise have consequences for both physical and
emotional well-being and well-being. Work-related stress is a developing issue all over the
planet that influences not just the health and well being of employees, yet additionally the
usefulness of associations. Work related stress emerges where work demands of different
sorts and blends surpass the individual's ability and capacity to adapt. Work-related stress is
the second most remunerated disease or injury that will lead to have major impact on overall
health condition of the individual. There are different advise these organisations to effectively
respond to rising levels of stress-related absence (Hamouche, 2020).

• Well being Action Plan - It is important for organisation to develop an effective
action plan that will assist in dealing with the stress related issues with in organisationOnce
sensible strides to limit or eliminate the stressors have been concurred, they ought to be
recorded, either casually or utilizing a Well being Action Plan. Actions ought to be surveyed
consistently with the individual until the circumstance is settled or they are feeling good.
• Referral to Occupational Health - Occupational Health can exhort on steady estimates
which might assist settle challenges with stress. A referral to Occupational Health ought to
continuously be thought of, yet may not be vital all the time. Organisation HR Adviser and
assuming important the Occupational Health Adviser might have the option to help with such
choices (Nemteanu and Dabija, 2021).
• Short term adjustments - Adjustments could incorporate freeing the person from some
work assignments, thinking about leave in unique conditions; diminished hours, adaptable
beginning/finish times, an impermanent difference in working climate, or referral to different
wellsprings of help. Assuming that the stress is work-related and short-term adjustments are
probably not going to determine what is happening you might have to think about longer-
term options. This might include extremely durable reallocation of work undertakings;
presenting an alternate working example by means of the adaptable working approach; work
to further develop group attachment; intervention; or admittance to personal advancement
training, instructing or mentoring. As an administrator you might consider setting up
impermanent adjustments to help the singular adapt in the short-term while different
advances are taken to eliminate or lessen the reasons for stress (Sapta, MUAFI and SETINI,
2021).
• Skills Training - stress can be diminished at times through better occupation related
skills training methodology, where employees are shown how to take care of their
responsibilities all the more successfully with less stress and strain. For example, an
employee may be shown how to decrease over-burden by pursuing faster routes or by
utilizing new or expanded skills. These strategies would just be successful, in any case, on the
off chance that administration didn't follow this increased adequacy by raising work amounts.
Alongside this could go more prominent exertion by supervisors to determine and explain
work obligations to decrease ambiguity and struggle. Employees could likewise be prepared
in human relations skills to further develop their interpersonal capacities so they could
experience less interpersonal and intergroup struggle (Popescu and Kyriakopoulos, 2022).
• Increased Participation and Personal Control - administrators can permit employees
more noteworthy participation and personal control in choices influencing their work. As

indicated above, participation increments work inclusion and all the while lessens stress by
calming ambiguity and struggle. In any case, albeit the advantages of increased participation
are many, it should be noticed that being more participative is no simple undertaking for
certain bosses. One review, for instance, observed critical contrasts in the degree to which
various bosses would permit their subordinates to participation in direction.
• Improved Communication - Managers can open communication channels so
employees are more educated with regards to what's going on in the association. With more
prominent information, job ambiguity and struggle are decreased. Administrators should
know, nonetheless, that communication is a two-way road; they ought to permit and be
responsive to communication from subordinates. To the degree that subordinates feel their
concerns and objections are being heard, they experience less stress and are less disposed to
participate in counterproductive conduct (Hamid, Muzamil and Shah, 2022).
• Health Promotion Programs - Finally, many organizations have as of late left on a
more precise and complete way to deal with stress decrease and wellness in the workplace.
These programs are normally alluded to as health promotion programs, and they address a
blend of analytic, instructive, and conduct change exercises that are pointed toward
accomplishing and protecting great health.
Question 15
You have been asked to make recommendations to your senior management team about how
your organisation might improve its record in the area of sustainability. You are asked
to identify TWO distinct interventions that will not be too expensive to implement.
What would you recommend and why?
The definition of being sustainable tend to comprises of the something that can be
continued or a practice that maintains a condition without harming the environment. Thus,
the concept of sustainability is aim at focuses at meeting the need of present without
compromising the needs and resources for future. Further, the term sustainability is broadly
used to indicate programs, initiatives and actions aimed at the preservation of a particular
resource and it actually tend to refers to four distinct areas: human, social, economic and
environmental – known as the four pillars of sustainability (James and et. al., 2022). It has
been seen and analsysed that in the recent years organisational are becoming more and more

attentive towards the sustainability as it tends to supports and comprises of the way of the
helps in reducing the energy related costs by the way of leading more better and effective use
of natural resources. Along with this, at present customers are also tend to become more
attentive and conservative towards the prevention and protection of the environment thus, it
also forms a major factor and reason that organisation are looking for maintaining a better
record of the sustainability. Apart from this, to ensure protection of environment many tax
incentives and positives social policies are also being supported by the sustainability
therefore, senior management of the organisation are looking towards the improve its record
in the area of sustainability. There are various effective and vital ways that can be adopted
and implicated by the organisation to have improvement in the area of sustainability that
comprises of the promotion of climate-resilient infrastructure, the maintenance of ecosystem
services through reforestation, the encouragement of sustainable agricultural practices and the
transition to clean and affordable energy (Anjum, Ming and Puig, 2022). The two main and
distinct interventions that will not be too expensive to implement can be easily adopted and
implicated by the senior management team to improve its record in the area of sustainability
are discussed and listed below along with valid justification for their selection and use:
 Introducing green initiatives through going digital- One of the most easiest and
cost-effective way of improved record of sustainability tend to includes and comprises
of going green and introducing and implicating green initiatives. It has been seen and
observed over past decades that the emission of the carbon dioxide is hitting and
leading record breaking growth that is creating many threats and issues for
environment in form of global warming and sudden climate change (Alshurideh and
et. al., 2022). Thus, supporting and leading green initiatives such as encouraging the
local tree planting project along with positively engaging workforce and employees
towards green initiative is the most cost efficient way of improved sustainability
record. Further, it has been also observed and analsysed that introducing some
effective ways within office such as Instead of using disposable products in the office,
provide employees with sustainable alternatives like water flasks, cloth napkins and
reusable cutlery is also effective initiatives that can be taken at workplace to record
improvement in sustainability. Further, the companies also tend to have and make
larger preservation and project in support of leading carbon offset schemes as a bid
and alternative to eliminate and reduce the level of carbon emission that would also
support the leading of the improvement within the sustainability level. Along with

this, the initiative and movement of going digital is also tend to support a vital and
effective way to encourage sustainability. It has been seen and observed that going
digital would lead to reduction in use of paper sheets and also supports and limit the
wastage of other resources. Thus, going digital supports one of the most cist efficient
and effective way to have improvement in sustainability record and at the same time it
also minimize and reduce the operating costs (Shao and Peng, 2022).
 Investing in renewable energy and recycling programme- the another vital and
effective way of improving the sustainability level tend to includes and comprises of
the focussing on recycling programme. It has been seen and observed that having
recycling programme not only supports the optimum utilisation of resources but also
supports the reduction in the operating cost. Further, it has been also seen and
analsysed that focusing on the elimination in the use of plastic is also a vital initiative
that would support the going green and higher sustainability level. Renewable energy
is energy from sources that are naturally replenishing but flow-limited; renewable
resources are virtually inexhaustible in duration but limited in the amount of energy
that is available per unit of time (Corsi, 2022). Further, it has been also evaluated that
the carbon emission is the one of biggest environmental problem that is being current
faced thus, investing in the renewable energy supports an effective way to support the
sustainability level. Further, it has been also seen that transiting and comprising of the
use of renewable energy and power off and witching off of the lights when not in use
tend to lead many benefits along with lowering the energy bill. Renewable energy is
energy that is collected from renewable resources that are naturally replenished on a
human timescale thus making use of the renewable energy tend to supports the carbon
reduction along with leading and contributing to the reduction on bill and also
supports reduction in operating cost (Bratton and et. al., 2022).
On the basis of above discussion a justification can be made for recommendation of go
going green and adopting digital transformation as most suitable and cost effective way of
improving sustainability. It has been analsysed and seen that going green supports investment
in initiatives such as reduction in use of plastic along with supporting plantation of more trees
that supports reduction in carbon emission and create positive image of organisation thus,
attract and cater larger number of customers. Along with this, going digital is also an
effective sustainability initiative that supports reduction in use of papers and other natural
resources based on automation of business operations thus, it brings reduction in operational

cost along with brining higher efficiency level. Thus it tends to supports a most cost effective
way for the organisation to supports and lead out higher sustainability level.
Question 16
You are going to attend a conference for managers at your organisation at which you will be
making a fifteen-minute presentation. Your brief is to propose ONE way in which
action could be swiftly taken to improve diversity and inclusion in a meaningful way.
What proposal would you put forward? Justify your answer.
It is crucial for company to focus on improving diversity and inclusion in order to
successfully and effectively conduct business practices. there are number of advantages that
could be attain by organisation through increase in diversity and inclusion. Diversity being
set up, for direct use and simplicity of understanding according to an association's point of
view, it tends to be viewed as an alternate gathering from one another on different human and
geographical demographics and are united for their skills. Inclusion focus around making and
having a culture that sustains this ability and gives them a healthy work atmosphere,
permitting them to meet up and work agreeably, easily, and contribute really and
unquestionably. Diversity and inclusion are highly interconnected concepts in which diversity
can be describe as the representation of entity where as inclusion is about the contributions or
presence of various group of people that are values and integrated into an environment.
Inclusion guarantees that everybody feels esteemed and adds esteem. With diversity in the
workplace zeroing in on who is getting recruited and inclusion zeroing in on how they feel at
work, let us take a gander at how D&I is rethinking the associations' turning out to be high-
performing associations.
A well-planned diversity and inclusion training program can lift employee resolve,
help customer satisfaction and drive bottom-line business success. Executing a well
articulated training plan to make mindfulness and reception by the pioneers will assist them
with defeating their personal thoughts convictions generalizations and act to the greatest
advantage of the association. As the employees see their chiefs show others how its done, it
drives responsibility in them and practices inclusion in their actions. However businesses of
all sizes have taken huge steps in turning out to be more comprehensive and various
throughout recent many years, it's as yet a battle for some to beat the predispositions that
limit how a few employees see the people who are not the same as them. Diversity and

inclusion training programs should focus on all employees and address a scope of issues,
including oblivious inclination, negligible hostilities and multifaceted communications
(Rehman and Khatoon, 2022). Compelling training moves past just reassuring employees to
tolerate contrasts to showing employees how to work well together while embracing assorted
points of view. Diversity and inclusion training is a coordinated instructive program that
plans to advance mindfulness and understanding of how individuals with various foundations,
cultures, ages, races, genders, sexuality, religions, physical conditions, and convictions can
best work together amicably. Employees feel more regarded, are more joyful inside their
interactions with partners and administrators, and will work harder for the association that
lifts and regards them. They sell more items, or convey better code, or are more proficient in
their obligations. They stay inside your association, maybe being raised to senior-level posts,
holding down recruiting costs and hierarchical information stays inside the organization.
Further, it has been seen and analsysed that the type of the training that are tend to be
included within the diversity training comprises of the topics such as: cultural competency;
inclusivity; bias awareness; anti-discrimination law; managing difficult conversations with
diverse populations (including race/ethnicity, gender identity/expression); dealing with
microaggressions or unconscious biases, and more. Thus, creating and leading out better
understanding and analysis of theses vital topic tend to supports creation of improved
inclusion and coordination among the employees belonging to different culture. Further, it
has been also sense and reviewed that making use of the online diversity and inclusion
certification program is created and should be lead out to effectively help HR and
management professionals navigate the complex world of race, gender, disability, culture,
bias, and harassment. Further, the course and main focuses that need to be made within a
diversity and cultural training tend to comprises and includes of the creating a strong plan for
diversity and inclusion initiatives, developing a DEI mission statement, and learning how
manage difficult conversations around diversity. Further, an emphasis and analysis has been
also made that a vital role is being played by the cultural and diversity training in improving
the overall employee engagement level along with cantering and leading out unconsciousness
biasness at workplace along with fostering the inclusiveness that makes it a vital and
justifiable way of creating and leading out diversity and inclusion at workplace. Further, it
has been also seen and evaluated that the culture training tend to supports an improved
company’s vision that is creating more inclusive and intertwined workplaces helps support
and foster diversity based on an interactive exploration toward diversity awareness that uses

different cues to develop opportunities for real conversations among the emolyess who
belong to different cultural and ethical group (Kumah, 2022).
Further, it has been also seen and analysed that a well-defined inclusion and diversity
training would also going to support the employers with a require attendance at work related
training on diversity that aim and tend to focus on the preventing harassment, and
discrimination at the workplace thus, supports leading of higher coordination among
employees belongs to different culture. Along with this, it has been also seen and analysed
that the prioritising ethnic diversity is tend to be relatively a new concept in many businesses
and staff may have little awareness of this issue. Thus at time giving value and importance to
the diversity training and programmes would leads and ensures a better way for employees
through which they would also take time to understand the importance and the value of
increasing diversity. Thus, efforts can be made by the organisation to accelerate this process
by offering regular seminars to staff which develops their knowledge of this area of creating
and managing diversity and inclusion. Further, the diversity and inclusion training would also
create a employees believe that diversity management is simply a token gesture, this will
undermine any attempt to pursue this goal. Along with this, the diversity and inclusion
training would also have made it essential and easy for the employees understand the
diversity policy and appreciate the vital part it plays in the company. Along with this,
implication of the regular meetings that analyse inclusion in the workforce will help
employees feel involved and encourage buy-in to the project, as well as further ingrain the
notion into company practises that would supports and ensures the creation of diversity and
inclusion within an organisation.
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