Effective Human Resource Management in Rescue and Care for Wildlife Organization

This paper discusses effective human resource management in organizations, taking a case study of Rescue and Care for Wildlife organization. It focuses on the major challenges faced by employees and how they should be managed for organizations to succeed. The paper includes an introduction, literature review, methodology, findings, discussion, recommendations, and limitations and conclusion sections. The major challenges faced by the organization include communication problems, discrimination, cultural disrespect, among others, caused by poor communication, poor management, and diversity issues in the organization. The paper recommends involving the entire top management team, adapting the organizational structure, and communicating about the initiatives taken by the organizations on a regular basis to address these challenges.

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Effective human resource management taking a case study of Rescue and Care for
Wildlife Organization which has another partner organization called JBS Australia which
operates in the same way as this organization
Student’s Name
Professor’s Name
Course
Institution’s Name
Institution’s Location
Date

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Executive summary
The human resource management department is one of the most important departments in
organizations. This is the department which directly deals with the welfare of the employees and
thus highly determines how the organizations will perform. In this paper, we shall discuss the
role of human management in organizations where we shall focus on the major challenges which
face employees in organizations, and how the employees and their problems should be managed
for organizations to succeed. We shall take a case study of Rescue and Care for Wildlife
organization, which is an organization with a great diversity of employees and deals with
offering care and rehabilitation services to injured wild animals and animals which have been
abandoned by their parents. In the research, we came up with some questionnaire questions
which helped us to understand the major challenges faced by the employees of Rescue and Care
for Wildlife, and this helped us to come with some recommendations which can be implemented
to address these problems. The research revealed that some of the most common problems faced
by the organization are communication problems, discrimination problems, cultural disrespect,
among other problems. These problems are caused by poor communication, poor management,
and diversity issues in the organization. To address these problems, the management staff or
Rescue and Care for Wildlife should first understand these problems, and then come up with
some appropriate strategies as we shall discuss in the recommendation section, and this will help
to address these problems.
Contents

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Executive summary................................................................................................................2
Introduction and research problem.........................................................................................4
Methodology........................................................................................................................11
The findings.........................................................................................................................13
Discussion............................................................................................................................21
Recommendations................................................................................................................26
Limitations and conclusion..................................................................................................28
References............................................................................................................................30

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Effective human resource management taking a case study of Rescue and Care for
Wildlife Organization which has another partner organization called JBS Australia which
operates in the same way as this organization
Introduction and research problem
Human resource management most commonly abbreviated as HRM is a broad term which
is used to describe the formal terms which are normally devised to manage the people and the
resources in organizations (Armstrong and Taylor, 2014). Basically, a human resource manager
is normally assigned three major duties which are staffing of the organization, taking care of the
welfare of the employees by making sure all the employees get their compensations and all the
other benefits they are entitled to get, and designing and defining all the tasks or work which
should be done in the organization (Collings, Wood, and Szamosi, 2018, pp.1-23). For any
organization to be successful, the human resource manager has to perform all his/her duties
diligently and must cooperate well with all the other management staff and employees to make
sure all the operations of the organization run smoothly and as expected.
In this paper, we shall discuss effective human management in organizations where we
shall consider the management of Rescue and Care for Wildlife organization which will help us
to understand how good and effective human resource management should be conducted and
how essential is good human resource management in organizations (Bratton and Gold, 2017).
This paper will give a detailed analysis of the management of the Rescue and Care for Wildlife
organization which will help us to understand the management strategies and principles which
are used by the human resource manager and his other management team and the entire

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workforce of the organization to make sure this organization performs all its duties well to be
successful. Rescue and Care for Wildlife is an organization which mainly deals with providing
extensive care and rehabilitation of the wild animals which are injured or the animals which have
been abandoned by their parents, and their lives remain to be at great risks if they are not taken
care of. The paper will focus on the management aspect where we shall see how the organization
is managed to make sure all the staff and employees carry out their assigned duties as required
for these world animals get the care they require to survive.
Major problems in the organization
There are many problems faced in the organization some of the major problems being
some misunderstandings and some conflicts which arise among the employees, incompetency,
and recklessness of some employees, discrimination of some employees, communication
problems, among other problems. Most of these problems result from biodiversity in the
organization, and so, biodiversity problem will be the major problem of investigation since it’s
the mother of all these other problems. By doing this report about effective human resource
management, we’ll be able to come up with some solutions which can be used to solve
biodiversity issues and problems in the organization, and this will help to improve the
performance of the organization (Őnday, 2016, pp.31-51)
The research questions
How can the problem of biodiversity in the organization be reduced?
What’s the major impact(s) of the biodiversity problem faced by the organization?

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How can the communication problem in the organization be reduced?
What management strategies or principles can be applied at Rescue and Care for Wildlife to
improve the performance of its employees?
The main aim of the research
The main aim of the research is to solve the major problems faced by the management
team and employees of Rescue and Care for Wildlife and thus enhance its operation which will
help to save the lives of the injured animals and animals abandoned by their parents.
To achieve this aim, the paper will be divided into different sections which will address
different aspects about the management of the organization. The major sections which will be
included in the paper are an introduction (already done), literature review, methodology,
findings, discussion, recommendations, and limitations and conclusion sections.
Theoretical background– a literature review
From the available literature, we learn that there are many and different challenges or
problems which affect different organizations (Stone and Deadrick, 2015, pp.139-145). These
challenges or problems are different in different organizations and are caused by different
circumstances. These challenges limit the performance of the organizations and need to be
addressed accordingly else they can end up ruining the organizations completely to the extent of
making them collapse (Thompson, 2017, pp.2-9). The human resource managers and their
management teams together with the employees working in organizations have been found to be

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among the main causes of many challenges which face organizations, and so they are the people
who can work together to solve most of the challenges which face their organizations. According
to research which was done by Pfeffer (2014), poor planning is one of those major challenges
which face many organizations and make the organizations collapse if not handled appropriately.
Planning is one of the major functions of the human resource managers and his management
teams, and so we can see that most of the challenges which face organizations come us a result
of poor management which should be done by the human resource manager and his teams who
altogether control all the other employees in organizations (Kerzner and Harold, 2017). On their
research, Connell, Nankervis, and Burgess (2015) also agreed with the argument of Pfeffer that
planning is very necessary for any business to succeed and achieve its goals. They argued that
workforce planning is very important in businesses as it helps them to secure the appropriate
talents and acquire adequate amounts of the talents which help them to achieve their dreams or
goals of their operations.
Even with good planning, the employees play a very crucial role in the overall
performance of any organization. So, while coming up with plans of how to succeed and achieve
their objectives, organizations need to consider their employees and their interests to incorporate
them accordingly in their plans. The employees have a direct effect on the performance of any
organization since they are directly involved in doing different activities or duties in the
organizations (Dugguh and Dennis, 2014, pp.11-18). Their activities or assigned duties are the
ones which add up to define the overall performance of the organizations. Therefore, the human
resource manager and his management team should always consider the interests of the
employees and implement them in their plans which are meant to improve the performance of

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the organization. Good management of the employees and their interests helps organizations to
thrive well (Erickson, 2017, pp.127-158). For proper management of employees and their
interests, the management of organizations must first check whether the employees are facing
any difficulties or any challenges which limit them from performing efficiently. Knol, Janssen,
and Sol (2014) argued that for any organization to manage its employees efficiently, it must first
check and address the challenges or difficulties faced by the employees which limit their
performance, and by addressing these challenges the organizations will be able to manage the
employees efficiently and achieve maximum benefits from their highly important services. These
authors also noted a significant communication gap which exists in organizations which make it
a bit hard to address the employees’ interests when coming up with organizational development
plans. It’s normally hard for the organizations’ leaders to address all the internal workplace
issues which face the employees since there exists a significant gap of communication between
the leaders of the organizations and the employees (Knol, Janssen and Sol, 2014). This problem
becomes even worse in organizations experiencing biodiversity issues where the employees and
the leaders may have many demographic differences. In such organizations, the employees find
it very hard to share their challenges with the leaders or the management teams of their
organizations, and this makes most of the development plans made by the leaders of such
organizations to fail. Therefore, organizations must come up with a solution to enhance the
communication between the employees and the leaders of the organizations, and this will be of
great help to the performance of the organizations since all the development plans which will be
made in the organizations will always incorporate the interests of the leaders and the employees,

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and thus will be easily achieved enhancing the performance of the organizations (Men, 2014,
pp.264-284).
A study which was done by Goetsch and Davis (2014) showed that organizations which
have great diversity, where the workers of the organizations have many differences, face very
many and severe challenges and these challenges end up making the organizations perform
poorly, and so it’s very important to address biodiversity issues in organizations as we try to
address the other challenges they face. As already stated earlier, there are many challenges faced
by Rescue and Care for Wildlife which is the organization of our concern. From our earlier
discussion, some of the major challenges which we found to affect our organization include
serious misunderstandings and some conflicts which arise among some of the employees,
discrimination of some of their employees due to diversity issues in the organization,
communication problems, incompetence and recklessness of some employees which make them
offer poor services, among other challenges. Some of these challenges face the organization due
to the diversity in the organization. Rescue and Care for Wildlife organization allows diversity
where it employs all the qualified employees regardless of their tribes, races, religions, cultural
background, among many other demographic factors. This means Rescue and Care for Wildlife
allows biodiversity in its operations and this biodiversity issue has ended up making the
organization face many challenges which need to be addressed for the organization to excel in its
operations. Diversity management is very important in any organization experiencing
biodiversity issues else the performance of the organization can end up being negatively affected.
Sabharwal is one of the scholars who have done extensive research on the management of
diversity issues in organizations to help in improving the performance of the organizations.

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According to Sabharwal (2014), some of the major diversity management practices or
approaches which should be embraced to help in improving the performance of organizations
facing biodiversity challenges include involving the entire top management team, adapting the
organizational structure, and communicating about the initiatives taken by the organizations on a
regular basis. In involving the entire top management team, all the senior leaders in organizations
should always be involved when implementing diversity programs in organizations. The
diversity programs entail many aspects about the performance of organizations and need to be
critically evaluated and analyzed by all the senior leaders in organizations to make sure they will
be properly incorporated in the organizations’ performance routine. Wrench is one of the
scholars who has addressed the essence of involving all the senior leaders when implementing
diversity programs in organizations. According to Wrench (2016), the visionary speeches in
organizations have limited the impacts on the workforce, and to address this issue, the CEO and
the other business leaders should always be visible in the workplaces, in the training programs,
and in the Q & A sessions where they should always address all the diversity issues in their
organizations. Adaption of the organization culture is another useful approach which can help to
address the biodiversity issues in organizations. Leon, Gjuvsland, and Boxenbaum (2016) argue
that the organizational culture in the organizations should always support the diversity efforts
and this can be easily achieved by coming up with a diversity department which is supposed to
address all the diversity issues in the organizations. Some chief officers of the diversity
departments should also be appointed to help in addressing all the issues related to diversity in
the organization. Communicating about the proposed initiatives in organizations on a regular
basis can also help in addressing some of the diversity issues in organizations. In this

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communications, the leaders of the organizations need to emphasize the importance of diversity
in their operations, and this will help to address many challenges faced due to diversity issues in
the organizations, and this will in return help the organizations to become more successful
(Barak, 2016). Communication channels in the organizations also need to be open and efficient
where the leaders and the employees of organizations can discuss various diversity issues openly.
Some communication media such as newsletters, intranet, posters, meetings, seminars, among
other channels should be used regularly to address the diversity issues affecting the
organizations, and how these issues can be addressed effectively to enhance the performance of
the organizations (Quirke, 2017).
Methodology
A quantitative research methodology was chosen to be used in this research. This
research methodology was preferred since the research would deal with the collection and
analysis of numerical data (Sprehn, Whelton, Riley, and Okudan-Kremer, 2015, p.B4015002). A
positivism research philosophy will be applied to help the researchers to get the importance of
the numerical findings such as the numbers and the digits which will help to come up with
accurate and unbiased results (Dudovskiy, 2016, p.2016). As already mentioned earlier, Rescue
and Care for Wildlife organization has a great diversity where its employees have many
differences in terms of their demographic data. This biodiversity means that this organization
faces many challenges which result from biodiversity issues. Our research methodology focused
on using questionnaire method to collect some data about the working conditions and the
management of the diverse employees working in the organization. The collected data would

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help us to understand the diversity of the organization and how diversity issues affect the
management and the performance of the employees.
Sampling frame and size
In the data collection, a simple random sampling method was used where the participants
of the research (employees) were selected randomly without using any specific criteria. Simple
random sampling technique was preferred in the research to eliminate any chances of obtaining
biased results (West, 2016, pp.15-18). The sample selected was a non-probability sample where
the participants were selected randomly. 50 random employees working with Rescue and Care
for Wildlife organization took part in our survey and provided us with all the information we
wanted to know about the organization’s diversity and its performance.
Research Setting and Instruments
To collect the required data, the questionnaire method was used. Some questionnaire
forms were prepared with the relevant questions were prepared and given to the willing
participants (employees) who took part in our research. Some of the questions used in the
questionnaire forms were closed questions, and others were open-ended questions. We prepared
the best questions which could help us obtain all the information we required with much ease
(Brace, 2018). To make sure we got the best questions to be used in the questionnaires, we took
our time to propose many possible questions which could be used and then selected the best
questions from the many questions which were proposed. We made sure all the questions asked
in the questionnaire forms were relevant to the research and did not touch any personal or private

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details which could scare some of the participants (Neuman, 2016). We also tried as much as
possible not to violate any of the rules which govern the organization in our data collection
process. After collecting the required data, we used some statistical methods to analyze the
collected data. We did some statistical and mathematical manipulations and then made some
charts from the mathematical analysis which enhanced the tabulation of the results obtained from
the mathematical and statistical analysis (Nassaji, 2015, pp.3-23).
Ethical consideration
To observe ethics which is very important in any research process, we made sure we
informed all the participants of our research the aims of our data collection process. We also
assured them that the data which will be collected will remain confidential and will not be
disclosed to any third parties for whatever reason (Robbins, 2017, pp.573-580). We also did
force any employee to participate in the survey. The questions of our survey were non-personal,
non-threatening, and non-intrusive, and so, many people cooperated and participated in the
research well without any fear.
The findings
50 participants took part in the research. All these participants were employees of Rescue
and Care for Wildlife. Out of the 50 participants, we had 25 female participants and 25 male
participants. We choose an equal number of participants from both genders to eliminate the cases
of gender bias in the research.

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All the questionnaire questions which were selected aimed to study the major challenges
faced by the employees in the workplace, and how these challenges can be addressed. These
challenges are related to biodiversity problems and issues in the organization, which was our
major topic of concern.
The data collected from the research showing the major challenges faced by the
employees when working in Rescue and Care for Wildlife is summarized in the table below:
Questionnaire question 1: What workforce challenges do you face in the workplace?
Choose from the following
Options No. of Responses Percentage Total Respondents
Discrimination in
the workforce
11 22% 50
The communication
gap between leaders
and workers
21 42% 50
Cultural disrespect 7 14% 50
Fragile human
resource policies
9 18% 50
Neutral 2 4% 50

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The results shown in the table above can be visually represented by the pie chart
shown below:
The pie chart shown above shows that the communication gap between the leaders and
the employees is the most serious problem faced by many employees working in the
organization. As already stated earlier, in an organization with great diversity, it becomes quite
hard for the employees to share their challenges with the leaders of the organization, especially if
the employees and the leaders don’t have a common background or culture (Zapata-Barrero,
2015). This is a major problem facing Rescue and Care for Wildlife where the employees are not
free to communicate with the leaders of the organization due to diversity issues. This problem
has very serious consequences to the organization, and so should be addressed as fast as possible
else it may lead to some very detrimental consequences to the organization. Discrimination and

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cultural disrespect are other serious challenges faced by the employees working in Rescue and
Care for Wildlife, and these challenges should also be solved by the leaders working together
with the employees.
A table showing the data collected from the employees’ opinions about the
communication between the employees and the leaders of the organization is shown in the table
below:
Questionnaire question 2: How far do you agree that senior leaders at Rescue and Care for
Wildlife communicate with the general level of employees on a regular basis?
Options No. of Responses Percentage Total Respondents
Agree 10 20% 50
Strongly Agree 7 14% 50
Disagree 19 38% 50
Strongly disagree 13 26% 50
Neutral 1 2% 50
The data shown in the table above can be visually represented by the pie chart
shown below:

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From the table and the pie chart above, we can see that most of the employees argue that
the leaders of Rescue and Care for Wildlife don’t communicate with the general level of
employees on a regular basis, or simply, the communication between the leaders and the
employees of Rescue and Care for Wildlife is very poor. The great diversity in the organization
might be one of the major causes of the poor communication witnessed in the organization since
some of the people who have different cultural backgrounds tend to have a certain fear when
working together and rarely communicates. This communication problem is a very serious
challenge in the organization and needs to be addressed else some of the employees will have a
very poor attitude when working in the organization and their productivity can be greatly
reduced (Alzoubi, Gill, and Al-Ani, 2016, pp.22-37).

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A table showing the data collected from the opinions of the employees on the
effectiveness of the employees in addressing the challenge of diversity management in
organizations is shown below:
Questionnaire question 3: How far do you agree that effective communication can address
the challenge of diversity management?
Options No. of Responses Percentage Total Respondents
Agree 17 34% 50
Strongly Agree 19 38% 50
Disagree 9 18% 50
Strongly disagree 5 10% 50
Neutral 0 0% 50
The data shown above can be visually represented by the pie chart shown below:

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From the table and pie chart above, we can see that most of the employees agree that
effective communication has a great role to play in addressing the challenge of diversity
management in organizations. Indeed, effective communication is very important in
organizations and has been found to be a very effective tool of solving different challenges faced
by organizations which face diversity challenges and even those which don’t experience
diversity challenges but have other challenges (Doorley and Garcia, 2015).
A table showing the data collected on the employees’ opinions on the HR management of
the organization developing a diversity management policy which should address cultural
barriers in the organization is shown below:

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Questionnaire question 4: How far do you agree that HR management of the organization
should separately develop a diversity management policy to address the cultural barriers?
Options No. of Responses Percentage Total Respondents
Agree 19 38% 50
Strongly Agree 15 30% 50
Disagree 9 18% 50
Strongly disagree 7 14% 50
Neutral 0% 0% 50
The data shown in the table above can be visually represented by the pie chart below:

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From the table and the chart above, we see that most people agreed that the HR
management should develop a diversity management policy to address the cultural barriers in the
organization. Diversity management policies are very important in organizations facing diversity
challenges and help to address most of these challenges, which in return improves the
performance of the organizations (Abaker, Al-Titi, and Al-Nasr, 2018, pp.1-5).
Considering the numbers of the responses received, the mean, the median, and the mode
can be obtained. Mean (m) is calculated using the formula, [m = (X1+X2+X3+…..+Xn)/n] while
the median is calculated using the formula, [median = (N+1)/2] where in our case X represents
the number of responses, n the available options, and N the total number of respondents.
Using the above formulae and information, the get that the mean is 10 and the median is
26.5. The mode of the responses is 19.
Discussion
The results tabulated above gives us a good understanding of the performance of Rescue
and Care for Wildlife organization and the major factors which affect the performance. In this
section, we shall discuss the results tabulated above in details which will enhance our
understanding of the organization and also enhance our overall understanding of the
organizations which experience diversity issues in their operations.
To start by analyzing and discussing the major challenges faced by the employees when
working at Rescue and Care for Wildlife, we realize that out of the 50 employees (respondents)
who participated in the research, 21 employees (which is equivalent to 42% of the participants)

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face communication challenges, 11 employees (which is equivalent to 22% of the total
participants) face discrimination challenges, 9 employees (which is equivalent to 18% of the total
participants) face fragile human resource policies challenges, 7 employees (which is equivalent
to 14% of the total participants) face cultural disrespect challenges, and 2 employees (which is
equivalent to 4% of the total participants) were neutral meaning they are not affected or did not
like to disclose their challenges. These results show that the two major challenges which are
faced by the employees of Rescue and Care for Wildlife organization are communication
challenges and discrimination challenges. These results agree with our literature review where
we found that communication problems and discrimination problems are some of the major
challenges which face organizations which face diversity issues, and so the management of these
organizations should come up with some well-defined measures which can help to address these
major challenges which can make the organizations collapse if not addressed as required (Greene
and Kirton, 2015, pp.2-8).
To analyze and discuss the findings of how the senior leaders communicate with the other
employees in Rescue and Care for Wildlife, we can see that out of the 50 employees
(respondents) who took participated in the research, 19 employees (which is equivalent to 38%
of the total participants) disagreed that the senior leaders communicate with the other employees
of the organization on a regular basis, 13 employees (which is equivalent to 26%) strongly
disagreed that the senior employees communicate with the other employees on a regular basis,
10 employees (which is equivalent 20%) agreed, and 7 employees (which is equivalent to 14%)
strongly agreed that the senior employees communicate with the other employees on a regular
basis. 1 employee (which is equivalent to 2%) was neutral and did not agree or disagree on

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whether the senior leaders in the organization communicate with the other employees on a
regular basis. These results about the communication of the senior leaders and the other
employees in the organization clearly show that there is very poor communication between the
senior leaders and the other employees in the communication where the senior leaders don’t take
enough time to talk to the other employees in the organization. This has a negative effect on the
performance of the organization since the employees feel neglected by their senior leaders, and
so don’t offer their best for the benefit of the organization (Mikkelson, York, and Arritola, 2015,
pp.336-354). These results agree with the available literature which clearly shows that poor
communication between the senior leaders and the other employees affect the performance of
organizations negatively. To address this challenge, the senior leaders should have enough time
to communicate with the other employees in the organization to discuss and solve the major
issues which affect the organization, and this will help to improve the performance of the
organization.
To analyze and discuss the opinions of the participants on the effectiveness of
communication in addressing the challenge of diversity management, we can see that out of the
50 employees (participants) who participated in the research, 19 employees (which is equivalent
to 38%) strongly agreed that effective communication can help to address the challenge of
diversity management in the organization, 17 employees (which is equivalent to 34%) agreed
that effective communication can help to address the challenge of diversity management in the
organization, 9 employees (equivalent to 18%) disagreed, and 5 employees (equivalent to 10%)
strongly disagreed that effective communication can help to address the challenge of diversity
management in the organization. One general deduction we can make from these results is that

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most of the employees agreed that effective communication could help to address the challenge
of diversity management in the organization. The researchers who have done much research in
the field of business have shown that communication is a very important tool in businesses and
helps to addresses many challenges faced by organizations (Georgescu, 2016, pp.67-76). When
the leaders communicate with the employees to address the issues affecting their performance
and the overall performance of their organizations, they can come up with some solutions which
can help to address these issues, and these solutions help to improve the overall performance of
the organizations (Alexander, 2018, pp.2-25). The issue of diversity in organizations is one of the
major issues which can be addressed effectively by having good and effective communication
between the leaders of the organizations and the employees working on the organizations.
Therefore, these employees were right by arguing that effective communication can help to
address the challenge of diversity management faced by Rescue and Care for Wildlife
organization.
Lastly, we’ll analyze and discuss the opinions of the employees on whether the HR
management should develop a diversity management policy which to address the cultural
barriers facing the organization. From the findings section, we see that out of the 50 employees
who participated in the research, 19 employees (which is equivalent to 38% of the total
participants) agreed that the management policy should be developed, 15 employees (equivalent
to 30%) strongly agreed that the policy should be developed, 9 employees (equivalent to 18%)
disagreed, and 7 employees (equivalent to 14%) strongly disagreed on the idea of developing a
diversity management policy to address the cultural barriers which face the organization. These
results generally show that most of the employees agreed that a diversity management policy

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should be developed to help in addressing the cultural barriers which face the organization.
Many organizations with diverse employees face some serious cultural barriers which should be
addressed accordingly to allow all the employees to work together for the benefit of the
organizations (Sengupta, 2015, pp.4-12). These cultural barriers are a major limitation to the
performance of the organizations and can lead to some misunderstandings or even some conflicts
if not addressed, and this affects the performance of the organizations negatively (Stahl, Miska,
Lee, and De Luque, 2017, pp.2-12). Therefore, organizations should always come with some
diversity management policies which can help to address these cultural barriers, and thus
improve the productivity of all the employees regardless of their cultural backgrounds.
Therefore, most of the employees who participated in the research were right. If Rescue and Care
for Wildlife want to perform well, it must come with a diversity management policy which can
help to address the cultural barriers faced by the employees, and this will consequently improve
its performance.
From the findings section and the discussion above, we can come up with some answers
to our research questions. Firstly, on the major impacts of major problems faced by the
organization, we can say that these problems have reduced the efficiency and the performance of
the organization in a great way. Then, on the management strategies or principles which should
be applied by Rescue and Care for Wildlife to help in improving its performance, the
management of the organization should check its major challenges most of which result from the
diversity in the organization and come up with the appropriate diversity measures which will
help to address these challenges.

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Recommendations
From our findings and discussion sections, we have found that there are some major
problems which affect the performance of Rescue and Care for Wildlife organization and most of
these problems affect the organization due to poor management, poor communication, and poor
relationship which exist between the leaders and the employees of the organization. In this
section, we shall come up with some recommendations which can help to address these problems
or challenges which is very important as it will help to improve the productivity of the
employees and thus improve the overall performance of the organization.
Communication between the senior leaders of the organization and the other employees
working in the organization was found to be one of the major challenges facing the organization.
To address communication problem, communication should be prioritized in the organization
where the senior leaders need to communicate effectively and on a regular basis with the other
employees working in the organization to address the major challenges affecting them when
working in the organization. These senior leaders and employees may come from different
cultural backgrounds and may have many demographic differences which may tend to limit their
communication. However, as people working together in Rescue and Care for Wildlife
organization with the same goal of helping to save the lives of the injured animals and the
animals abandoned by their parents, the senior leaders should forget about their cultural
background and their other demographic differences and work together as members of the same
organization to achieve the goals of the organization. This can be achieved by coming up with a
new set of policies, procedures, and some other significant norms which should be developed in

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the workplace to help all the leaders and the employees to communicate effectively and work
together for the benefit of the organization (Nichols, Horner, and Fyfe, 2015, pp.23-31). These
norms include the norms to encourage courtesy and respect for all the members of the
organization regardless of their positions.
Another recommendation which can help to improve the overall performance of the
organization despite having a great diversity is encouraging all the workers (both the leaders and
the employees) to work together in a diverse group. When all the workers work together in a
diverse group, they will forget most of their cultural differences and other demographic
differences and will work together as members of the same organization, and this will help to
improve their overall productivity which will, as a result, improve the overall performance of the
organization (Cummings and Worley, 2014). The organizations where the employees from
different cultural backgrounds work together as one diverse group have shown a great
improvement in their overall productivity, and so, implementing this strategy in this organization
will also help to improve the productivity of the organization.
Another recommendation which can help to improve the performance of the organization
despite facing some diversity issues is establishing a diversity department which should address
all the reported diversity issues in the organization. This recommendation is based on the finding
of the existence of cultural disrespect and discrimination in the workplace. This department
should come up with some strict rules and policies about diversity in the organization, and all the
leaders and employees of the organization should strictly respect and obey these rules and
policies, and breaking any of these rules and policies should be severely punished. The diversity

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department should clearly define the kind of punishments associated with breaking any of the
rules and policies of diversity, and this will make the leaders and the employees know the
punishments entitled to breaking the rules and policies about diversity, and thus will try as much
as possible to avoid breaking them. This will help to reduce the diversity problems such as
discrimination among other problems greatly, and thus all the leaders and employees will live
and work harmoniously in the organization regardless of their cultural backgrounds or origins.
Limitations and conclusion
Limitations
There are several major limitations which faced our research. The first major limitation
which faced the research is on the reliability and the validity of the collected data. Although we
tried as much as possible to implement the best strategies which could help us get reliable, valid,
and accurate data, there are still some chances that we could have correct some inaccurate or
wrong data which could have been given by the respondents either intentionally or
unintentionally due to various reasons (Rotello, Heit, and Dubé, 2015, pp.944-954).
Another major limitation of the research was on the cost of the research. Preparing all the
questionnaires and printing them and visiting all the respondents who took part in the research
was quite costly, and that’s one of the major reason why we did not choose a very large sample
size which could have increased the cost of the research greatly. We could have liked to have
even 1000 respondents taking part in the research, but this could have greatly increased the cost
of the research, and so we decided to work with 50 respondents.

29
Conclusion
Our entire research revolved about practicing good human resource management in the
organization. To be more specific, the research concentrated on the performance of Rescue and
Care for Wildlife organization, which is an organization which offers care and rehabilitation of
wounded wild animals and animals abandoned by their parents and thus are at great risk of losing
their lives. This organization has a great diversity of employees and thus has helped us to
understand the management of organizations with great diversity with face very many challenges
due to the diversity issues in the organizations. The human resource manager and the
management teams working in organizations with diverse employees must be very keen and
employ the management strategies and principles which we have discussed in this paper for them
to manage all the employees well for them to be productive which will consequently help to
improve the performance of the organizations. We can end our discussion by saying that good
and effective management of organizations is very important as it helps the organizations to
succeed in their performance.

30
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