Burberry's Challenges and Solutions

This assignment examines the challenges faced by Burberry as a flagship store in the UK. It focuses on issues such as employee motivation, customer service, and organizational effectiveness, suggesting problem-solving strategies to overcome these hurdles. The document analyzes various factors impacting Burberry's performance and proposes solutions based on best practices in management, communication, and organizational development.

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Employability Skills
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Employability Skills
Contents
Task1...........................................................................................................................................................3
Lo.1 be able to determine own responsibilities and performance................................................................3
1.1 Developing a set of own responsibilities and performance objectives........................................3
1.2 Evaluating own effectiveness against defined objectives............................................................3
1.3 Making recommendations for improvement...............................................................................5
1.4 Reviewing how motivational techniques can be used to improve quality of performance.........6
Task 2..........................................................................................................................................................8
LO2 be able to develop interpersonal and transferable skills.......................................................................8
2.1 Solutions for work related problems.................................................................................................9
2.2 Role of Communication...................................................................................................................10
2.3 Identifying effective time-management strategies..........................................................................10
LO3 Understand the dynamics of working with others.............................................................................12
3.1 Explaining the roles people play in a team and how they can work together to achieve shared
goals......................................................................................................................................................12
3.2 Analysing team dynamics................................................................................................................12
3.3 Suggesting alternative ways complete tasks and achieve team goals.............................................13
Task 3........................................................................................................................................................15
LO4: be able to develop strategies for problem-solving............................................................................15
4.1 evaluation of tools and methods for developing solutions for problem..........................................15
4.2 Develop an appropriate strategy for resolving a particular problem...............................................16
4.3 Evaluate the potential impact on the business of implementing the strategy................................18
References.................................................................................................................................................19
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Task1
Lo.1 be able to determine own responsibilities and performance
1.1 Developing a set of own responsibilities and performance objectives
Have responsibility and performance organization is related to self-organization. Self-
organization can be best described as the limit of the individual to give most possible outcome to
their specific business. Beginning two responsibility of organization masterminding and
orchestrating is associated with self-organization. This guide people groups toward choose their
particular capacities and demand. Individual with extraordinary capacity on self-organization
hold somebody of a kind aptitudes. Those attitudes best address their abilities to study solitary
qualities and weakness. The solitary inclination is an especially basis for the relationship as it can
bring high ground for the affiliation (Gawande, 2007).
In this, some bit of study the degree of self-organization is discussed. People ought to accept an
obligation to show the individual potential outcomes. There are strategies for showing inside
ability of a man. Individual would have the capacity to i) review and differentiation solitary
performance and others in the same place remembering the ultimate objective to find the
required changes ii) act in, for instance, that is sensible for the accomplices, seniors and youths
iii) choose and set out customs to make themselves and this can be remotely and inside
interestingly with affiliation iv) work in a base unsafe position v) work with knowing the part
should play as agent and the power he justifies.
1.2 Evaluating own effectiveness against defined objectives
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Singular need to evaluate singular ampleness with the destinations and objectives that are
consigned by the affiliation, so to survey singular need to proceed in a productive way
(Gawande, 2007).
 Quality and affirmation of responsibility of independent work
 Job of individual will be recognized in the wake of fulfilling fundamentals for customer
advantage, quality work, usage of benefits and master, here the level of work game plans
are varied by progressive methodologies
 Job degree of the individual should be protected and dealt with as per methodologies and
standards of affiliation
 Methods of significant worth estimations are used at the same time as per deliberate
progress of businesses.
 Managing self-occupations
 Individual solicitations are recognized by predestined way and dissected
against recognized business quality and range
 Job weight is settled and sorted out as per dispersed time keep
 Next work errand is hand over to the opportune individual who is settled by
past better performance.
 Application of the learning and understanding of responsibility of Council
 Work of individual staffs chooses the association among them
 Individual and staffs take after their commitments and obligations as indicated
by legitimate procedures and game plans
 Maintenance prosperity of society
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 Danger of prosperity are settled and reacted in association with possible
wellness of society
 Crisis of society should be pointed out inside most constrained possible time
and cured in perfect way
 Consequences of events are not equivalent on different customers, so
consequences of events on disparate on different customers are disapproved
with due care (Hiam, 2003).
 Individual require reinforce from various staffs and gathering people and this
support are responded and reacted to in line.
 Managing changes
 To be delivered and changed outside change are occurred in affiliation
 Place of work is changed for individual work, and it is perceived
 Predetermined changes early work results are put overwhelmingly
 To supply proposal for business remedy ways are settled
1.3 Making recommendations for improvement
HR are particularly eager to get headway and will demonstrate recommendation for
improvements. The worker can take exercises and take the relationship at pick at all stages by
concentrating on issues like cost minimization, upgrading goodwill, by giving the awesome
organization. Fitting seeing from authority level may decrease the responsibility of laborers. A
couple of exercises can be taken which look like a proposition for redesigns. These proposals are
for redesigns are related to
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 Review Management-Change in an organization and similarly inside the affiliation both
individual responses in such way to deal with complete change.
 Opportunity appraisal Employees best knows the condition of an affiliation so they can
create thought to develop the affiliation. So all staffs and people should be encouraged to
share thought to enhance work openings and practices (Hiam, 2003).
 Depending on individual practice for advancement: This is another way to deal with
basically reflect and measure singular work affinity. By like this an upgraded workplace
can be arranged.
 Engaging Coworkers: In an exceptional or inventive workplace all delegates can
successfully collaborate with various specialists and can share the data of work space.
1.4 Reviewing how motivational techniques can be used to improve quality of performance
As indicated by Maslow the basic strategy for moving delegates is to fulfill needs. As per
Maslow's Hierarchy of Needs speculation cut down, level specialists are specially prepared to
fulfill their lower level needs. Cut down level need infers physical need and prerequisite for
shelter. Here in prodding HR of an affiliation Maslow's Hierarchy of Needs speculation expect
an unprecedented part. The organization tries to goad their specialists as per their need
(Lawrence 2002). For example, if the authorities endeavor to fulfill the demand of agents they
ought to know their demand. If any laborers search for budgetary help and the organization tries
giving him master the agent won't be cheery and influenced. Most of the general population are
surmised by similar kind of demand. So boss should recall the motivational factors at the
different level of a relationship for further illustration. At lower of stage money is a sole partner
and can fulfill the demand of the delegates (Knuth, 2000).
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In his audit, McGregor dispatches the motivational factors. As indicated by McGregor there are
two sorts of delegates. What one compose is not willing to work and take fill in as a weight. Be
that as it may, another kind of delegates will work and take work as essential diverse works.
From studies, one may state that induced worker will work. Regardless, a unmotivated expert is
not willing to work they search for switch business and take better occupation. For this
circumstance boss should take exercises to goad delegates. Since animated worker works willing
for the change of the affiliation and brings high ground for the affiliation. There are a couple of
strategies for prodding agents (Mand and Whipple, 2000). For instance,
1.4.1 Providing Transportation: Transportation is a critical issue for specialists. So affiliation
can give transport office to the laborers who are non-monitory motivation.
1.4.2 Housing Facility: Organization can offer hotel office for the productive worker, so there
will be the contention of enhancing in the affiliation and take the workplace. Such hotel office
will go about as a monitory motivation.
1.4.3 Reward: Organization can offer a reward for a worker on the estimation of work. Best
performer will allow monitory reward. So worker will do incredible occupation with the
objective that they can have the ability to get the workplace. Here Reward is a monitory office.
1.4.4 Bonus: Bonus can in like manner be used as motivation. Specialists will be met all
requirements to get compensate for the advantage of the affiliation. If such offer is accounted for
by top organization than delegates will be enthusiastic to do the best work and win remunerate
(Ortega, 2016).
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Task 2
LO2 be able to develop interpersonal and transferable skills
There are various types of roles and responsibilities has to been performed by an HR manager of
an organization. In terms of flagship stores, the customers are mainly approached by skilled
employees who are appointed by the HR managers. In this section, Burberry is the selected
flagship store of UK which is going to open a new store in London and requires highly qualified
staffs who able to meet customer's expectation. Apart from that, the human resource department
of Burberry is very efficient and manage the recruitment process. In the recruitment system, the
HR manager asked frequent questions to candidates in the interview process. In other words,
different candidates have to give suitable answers. After that, the HR manager select most
suitable candidates through the interview and other tests, as well as those people will get
necessary training for effective employee performance. Besides that, strategic human resource
management implements essential policies and practices for employee competency to achieve
strategic goals. In order to run a newly programmed plan, each and every employee require
essential skills, knowledge, and ability which are developed by effective training sessions. On
the other hand, most of the HR managers applied a strategic planning by appointing top
managers in both decision-making board and other important positions of the organization. Apart
from that, the HR managers put an additional attention on the recruitment and selection process
of the organization (Ford, Perry and McNair, 2006). According to Flippo, recruitment is a kind
of process which includes stimulation and motivation for a prospective and potential employee
for applying for a job in an organization. On the other side, job analysis also enhances an
opportunity to determine the structure of the applied jobs, and what types of qualification are
required to perform those operational activities inside the organization. The HR manager of
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Burberry can decide what kind of people needs to be recruited through promoting job description
and job specification with specific information and data.
2.1 Solutions for work related problems
In order to execute operational activities of an organization, various types of errors and hazards
might be appeared due to lack of effectiveness. There are various types of process and operations
are utilized by the management. With the help of effective training, the management able to
aware their employees about the value and reputation of the organization. In addition, the
management of Burberry needs to focus on their recruitment and selection process by appointing
efficient employees (Ford, Perry and McNair, 2006). As early mentioned, a new outlet of
Burberry flagship store will be opened soon in London, and they require efficient staffs to
communicate and approach the customers in the stores. Along with that, in the department stores,
most of the employees are dealing with direct customers as walking customers. On the other part,
in the billing process, skilled workers also are needed by the management. In terms of problems
that is either directly or indirectly concerned with sales revenue. In other sense, many times
customers do not like the way of approaching. As a result, the level of customer dissatisfaction
become untouched by the organization. In the meantime, targeted employee has to suffer and
insulted by the customers. In order to eliminate this problem, the management of the
organization needs to provide effective training to improve communication skills. According to
many significant studies, with the help of active communication skills, employees can easily
convince the customers (Bach and Kessler, 2012). In addition, in the training process, the
employees also be learned about customer behavior. In simple words, through polite behavior
and good communication, the employees or staffs can handle any difficult situation and meet
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customer expectation. On the other hand, the employees also will get additional training in order
to develop personal skills and abilities. Along with that, with the help of developed training
salesperson able to determine the expectation of the customers and show them preferable
products.
2.2 Role of communication
In an organization, the best way to exchange feelings and emotion is communication system. In
addition, the communication system includes various types of important relations such as
employee-employer relationship, employee motivation, and increase productivity, maintain
brand value, customer satisfaction, and stakeholder management. Each and every type of factors
is measured by active communication. On the other hand, includes different formats and styles at
various stages of an organization (Bach and Kessler, 2012). In order to increase the employee
performance, the management motivates employee through effective communication. Besides
that, the relationship between the managers and employees is improved through effective
communication. Thus, the salesperson can more effectively approach the customers through
skillful communication. After getting the feedbacks during communicating with the customers,
salespeople determine the preference of the customers which helps in the production process
(Goodstein, 2013).
2.3 Identifying effective time-management strategies
Initially, from a commercial viewpoint, communication was viewed as one method procedure,
down, where the highest management wished to coordinate down to operate however phase has
transformed currently, and communication is currently observed as two-way process, it can be in
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numerous headings through upwards, downstairs and sideward. Communications levels are
discussed below:
Strategic Level:
The members of the top management are in charge of settling on every one of the elections and
afterward transient it to center level employees. On the other hand, they are additionally in
charge of the budgetary execution of the enterprise all in all, for instance, business representation
and social obligation. Thus, the communication is improved through group gatherings,
interaction, updates, and so forth.
Center Level:
Once the fundamental decisions are completed by the top management, it is currently the part of
the managers to suggest them and convey it to utilize. Along with that, at center management
communication is mounting, when the HR managers stretch an involvement with management
and they share and convey inside similar managers groups. Moreover, the communication is
developed through gatherings, presentations, and so forth (Hartley and Bruckmann, 2010).
Operational Level:
At the center level, various resources are provided, and offices are orchestrated for the
achievement of the strategies in setting to the divisional units at a lower level, which is known as
the functional level. In addition, this level is actualizing those key business planning and best
managers set up the vital planning. Corporate operations incorporate different factors, for
example, manufacture, promoting, office management, monetary management, workforce
management innovative work and so forth (Goodale et al., 2011).
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LO3 Understand the dynamics of working with others
3.1 Explaining the roles people play in a team and how they can work together to achieve
shared goals
From an individual point of view, the HR manager needs to deal with his period healthier as
retailer work is regularly left until the last minute or time he/she put aside is squandered. In
addition, he/she will take a while for utilizing some time management devices and procedures,
for example, the utilization of Gantt for frontward planning. Once planning forward the HR
manager should figure out what is vital, set up the key assignments, and choose which standard
they should be finished as well. In particular, the HR manager will endeavor to distinguish
somewhat limitations upon his/her time and focus on techniques to eliminate or minimize these
errors. Since a work perspective time management of an HR manager is regularly great as HR
manager he/ she must be ready to delegate himself/herself assignments to safeguard deadlines
are met, yet this is impractical from a school point of view.
3.2 Analysing team dynamics
Learning is somewhat that approaches characteristic to each and meanwhile, there is no set in
stone approach to take in somewhat learning grace can make and give chances to feasible
improvement. On the other side, there is a wide range of models and on the grounds that each is
adopting these strategies vary contingent on which techniques suits or is supported by that
specific individual(McGuire, 2013).
Primary sources of learning:
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This may incorporate a range of strategies for learning, and an individual can build up his/her
aptitudes on employment doing the everyday activities. Besides that, individual perceptions at
exertion regularly help in making one take in a great deal of the environment and perceiving how
others are getting along at function. Along with that, they receive similar techniques and make an
effort not to do the oversights others do. On the other hand, perusing and practice have ended up
being a decent resource for learning also. When the process of perceptions, perusing and practice
has passed, the individual begins to pick up happenstances, and this is yet another long lasting
method for adapting new things where individual tests new thoughts through his/her research and
experience(Lytras and Naeve, 2007).
Secondary resources of learning:
Aimed at compelling learning, it is straightforward that secondary resources of learning are
conveyed to legitimate utilize. With respect to starters, satisfactory training is an extraordinary
resource for learning since when employees are prepared to accomplish something, it is not
simple to overlook since they get on with for it. In the meantime, one can't prevent the
significance from claiming being guided and trained. While having a decent coach resembles
winning a lottery since they assemble their ground bases.
3.3 Suggesting alternative ways to complete tasks and achieve team goals
Through all the ordinary headways going ahead in this world at a quick speed it is basic that
lifelong learning is supported in each part of life. On the other side, over the previous years, the
businesses have seen the developing significance of it and have along these lines been taking a
shot at it. Moreover, there are different techniques organizations adjust to empower this
demonstration(Lytras and Naeve, 2007).
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Work Rotation: It is a characteristic phenomenon that employees lose their eagerness on the off
chance that they are made a request to do a similar thing consistently. Subsequently, it is vital
that employees are moved inside the organization through a scope of occupations keeping in
mind the end goal to expand premium thus promising long lasting learning(Manning, 2014).
Reward and acknowledgment: In order to keep somebody motivated, it is essential that they are
given a bonus for hard work which has done by them. In addition, this might be remunerated
every so often, and this gives the impression to realize them this time have come to utilize and
consequently will keep them motivated. With the help of the reward strategy, many employees
are getting encouraged for working harder and earn incentives for meeting allocated targets.
Though, reward strategy is one of the beneficial strategies of the organization which enhances
employee performance with sales revenue.
Reason: For long lasting learning it is imperative that the employees need to know the reason for
why they are learning? Employees can never learn until and unless they don't know how it might
profit them. Meanwhile, the employees need to aware of the organizational values and policies in
order to improve interpersonal skills along with effective training.
Work substance should be changed: Presenting diverse assortments of assignments in one's
occupation makes it all the more energizing and employees learn new things by accomplishing
something they have not ever completed. Alongside that, they likewise make it trying for them,
and they deal with them(Canós‐Darós, 2013).
From my work point of view, I for one have felt the significance of the previously mentioned
approaches to long lasting learning. Just as of late I have requested that by my director work at
the gathering for a couple of hours when our assistant phoned in wiped out ultimately. Despite
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the fact that it was not officially arranged, I preferred working in a unique environment for one
entire day(Canós‐Darós, 2013). As a result, I have to face various types of difficulties and
challenges, and I understood how troublesome yet energizing it was to work in there. Besides
that, the teamwork helped me in adapting new things like taking a shot at the switchboards,
display products to customers, managing valuable customers by communication, and attempting
to determine their issues before exchanging it to the sought individual. On the other hand, I
strongly suggest an alternative way deal with the customers and the employees can easily
achieve their desired goals. It is a very simple and smart process, just focus on the actual
requirements of the customers by asking questions. With the help of this alternative way, the
salespeople of Burberry able to meet organizational goals and objectives. It was a decent affair
and something I wouldn't see any problems with doing once more(Muir, 2008).
Task 3
Task 3
LO4: be able to develop strategies for problem-solving
4.1 evaluation of tools and methods for developing solutions for problem
There are some key tools and methods to make a proper solution for any problem. The processes
are as follow:
Mathematics:
The algorithm is one of the best ways to solve any problem. With the help mathematics, any
organizational problem can be solved easily. It is noticed that in a case of organizational issues,
the algorithm process of managing issues has helped employees and managers very much. The
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algorithm is the best-organized way to bring out any tools to solve problems, and also it brings
out the solution of the issue. The algorithm arithmetic process is very much popular in the
organizational context to solve internal and external issues. Another reason for choosing the
algorithm process is its standards. The standard that it provides is the best process of solving
organizational issues.
Heuristics:
Heuristics is one of the important processes of a problem-solving case. In an organizational
context, the process stands for the experience and learning ability. People with best knowledge of
the issues and the experience of solving the problem will accept the heuristics method.
Organizational problems can be spread through many processes. In this case, this process will
help to solve the issue as soon as it reveals(Gawande, 2007).
Trial and Error:
This is a problem-solving method in which the numbers are not same, but the numbers are not
the function. In this case, the method is an alternative process. When no other alternative process
is available to solve the problem trial and error method will be accepted by the management. It is
not necessary to accept at first if the problem is solved with other techniques(Hiam, 2003).
4.2 Develop an appropriate strategy for resolving a particular problem
Making an appropriate strategy for solving the issues within the organization is very much
important. In this way, the paper will deal with a key strategy of dealing with problems within
the organization in this section. Depending on that, some key strategies to deal with problems are
mentioned below:
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Understand the problems:
With a better understanding of the issues, a person can make appropriate justification of the
problem and also can make a solution for the issue(Lawrence 2002). Thus, with the
understanding of the issue within the organization, a person can get an idea of the issue which is
taken place in the company. With the understanding of the issue, the proper depth of the issue
can be figured out easily. On the other hand, the problem can be solved with the justified
process. In this stage, the problems and the types are discovered.
Set plan:
This is the second step of the problem-solving strategy. In this process, proper planning will be
set to deal with the problem. Planning is described as what should be done to recover the issue.
The planning will focus on particular problems and will deal with the problems step by step.
However, in this process, the tools and techniques will be applied to handle the issue. Alternative
options will be developed to recover the issue(Knuth, 2000).
Implementation:
In this process, the planning will be implemented. In this phase, the responsible person of the
process will implement the plan that has been taken and will find out the next step to proceed
with problem-solving strategy. There will be various alternatives which may confuse a person. In
this step, the concerned person will take control of choosing the best option for the problem-
solving process(Lawrence 2002).
Evaluation:
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After the implementation process, the evaluation process will take place in the problem-solving
process. Evaluation means understanding the effectiveness of the steps that have been followed
in the problem-solving process. After getting the results, the process will decide if something are
missing or it has some mistake or not. If any defect detects, the process will find out the gaps and
will take action to fix the defects.
The following process of problem-solving strategy is very much effective in the organizational
context. In this way, the issues within the organizations will be detected and will be solved
properly. However, it is also very important to understand the use of these techniques. With the
proper use of problem-solving techniques, the strategy will be effective(Knuth, 2000).
4.3 Evaluate the potential impact on the business of implementing the strategy.
Burberry is one of the most important flagship companies among all in the UK. Depending on
that, the company should be errorless or they should take care of their organizational problems
seriously. It is notable that, the company has to understand their needs of adopting the problem-
solving strategy. Depending on that, it is suggested to implement the problem-solving strategy to
represent them as the strongest flagship store in the UK(Mand and Whipple, 2000). Depending
on that, the problem-solving strategy has its great impact on the organization. It is visible that,
almost every company has adopted the problem-solving process as one of the most important
tasks for them. With the help of problem-solving strategy, the Burberry can figure out the
internal and external issues that are affecting the company. In this way, they can solve the issue
by following the steps of the strategy. Thus, it is not avoidable that, the problem-solving method
has a potential impact on the company and they will be benefited from the strategy(Mand and
Whipple, 2000).
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References
Bach, S. and Kessler, I. (2012). The modernisation of the public services and employee relations.
1st ed. Basingstoke: Palgrave Macmillan.
Canós‐Darós, L. (2013). An algorithm to identify the most motivated employees. Management
Decision, 51(4), pp.813-823.
Ford, L., Perry, B. and McNair, D. (2006). Exceptional customer service. 1st ed. Avon, Mass.:
Adams.
Gawande, A. (2007). Better. 1st ed. New York: Metropolitan.
Goodale, J., Kuratko, D., Hornsby, J. and Covin, J. (2011). Operations management and
corporate entrepreneurship: The moderating effect of operations control on the antecedents of
corporate entrepreneurial activity in relation to innovation performance. Journal of Operations
Management, 29(1-2), pp.116-127.
Goodstein, L. (2013). Managers, Values, and Organization Development. Group & Organization
Management, 8(2), pp.203-220.
Hartley, P. and Bruckmann, C. (2010). Business communication. 1st ed. London: Routledge.
Hiam, A. (2003). Motivational management. 1st ed. New York: AMACOM, American
Management Association.
Knuth, M. (2000). A Dialogue on Self and Work. Organization, 7(3), pp.477-488.
Lytras, M. and Naeve, A. (2007). Open source for knowledge and learning management. 1st ed.
Hershey: Idea Group Pub.
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Mand, M. and Whipple, W. (2000). Partnering for performance. 1st ed. New York: AMACOM.
Manning, P. (2014). Organizational communication. 1st ed. New York: A. de Gruyter.
McGuire, F. (2013). Exploring line manager relationships with trade unions and the HR
function. Strategic HR Review, 12(6).
Muir, C. (2008). Smiling With Customers. Business Communication Quarterly, 71(2), pp.241-
246.
Ortega, A. (2016). Self organization. 1st ed. Barcelona: Fundació Joan Miró.
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