Benefits and Difficulties of Line Manager in Encouraging Diverse Group

This document discusses the benefits and potential difficulties faced by line managers in encouraging diverse groups of people to uplift firm's performance, competitive advantages, and sustainability. It also provides recommendations on creating a true learning culture in an organization.

Human
Resource
Management

Table of Contents
PART 2............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
Discuss benefits and potential difficulties of line manger taking part in encouraging diverse
group of people in order to uplift high level of firm's performance, competitive advantages
and sustainability.........................................................................................................................2
Critically examine whether line manager react positively or negatively to their role at the time
of continuous development of their employees. ........................................................................4
Suggest recommendations how Tesco convince line manger for creates a true learning culture
in an organization........................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1
.........................................................................................................................................................1

PART 2
INTRODUCTION
According to the scenario brief explanation about true learning culture is illustrated. How
it is beneficial to the organization is highlighted in proper manner. Along with this organization
like WD40, the chief executive has spend $200 million dollars to $1.4 billion dollars over 10
years (Baum, 2018). True Learning culture helps the organization to build a learning culture that
had far more resilience. Tesco company which is a leading company in retailer has been taken
has examples so as to explain the project requirement. This assignment covers learning culture
can help in engaging employees so that a competitive advantage can be gained by company in
market. Also the benefits and difficulties of managing diverse workforce will also be discussed
along with how the employees can be developed continuously. Further recommendation on
creating a learning culture in company will also be discussed.
Discuss why true learning culture is key to employee engagement, organizational sustainability
and competitive advantage.
The brief explantation of true learning culture is key to employee engagement,
organizational sustainability and competitive advantage are illustrated as under:
Learning Culture is key to employee engagement:
Learning culture refers to as accumulation of values, practices, processes and
conventions. All this aspects motivates staff members to increase competencies and knowledge.
Example: True Learning culture is the key to employee engagement because it directly or
indirectly assist in building positive interactions with first line supervisors. By this skilled and
potential sub-ordinates can be retained for longer time duration. However learning culture in
Tesco aid staff members to develop and uplift their full potential so that best outcomes can be
attained. Learning culture helps in employee engagement as it enhances co-workers morale and
motivation. It leads to raise goodwill in the eyes of the customers for the overs because true
learning culture uplift both employees and employer's morale value in the cut throat competitive
world. On the other hand true learning culture is a game changer for individual because co-
workers are rewarded for their hard work as well as enhances their skills and competencies that
upgrade their career graph in the up coming years (Morgeson and Levine, 2019). Learning
culture can help the employees in continually expanding their knowledge in certain areas which
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can be developed effectively through increased employee engagement. Inclusion of employees in
decision making can give them a platform to come up with new ideas so as to deal with a
problems and also interact with managers and other co-workers which increase their ability to
learn in the company environment.
Learning Culture is key to organizational sustainability:
Learning Culture is the key to organizational sustainability as it ensure readiness to learn
new things prevailing in the organization. By this organization is able to sustain for longer time
duration in the open market place. Example: In Tesco learning culture enhances continuous
learning and has faith that system impact each other performance. However, it helps business
associates to cut down the employee turn out ratio and render them employee satisfaction to a
large extent. All this aspect helps firm to sustain and survive for longer time duration. It is very
essential to build learning culture in the working place because they had far more resilience. In
today's era things get changed frequently so true learning culture aid company to compete with
rivalry present in the international market. Whereas, true learning culture raises the ability of the
enterprise to come with more stronger strategies as compare to earlier (Brueller and Markman,
2018). Through a learning culture the employees are free to come up with new and innovative
ideas which can help in increasing innovation in company products and services. This help the
company in dealing with the changing customer demands in an efficient manner and also it can
sustain in the market over a longer period of time. This also increase the ability of company to
remain competitive in market.
Learning Culture is key to gain competitive advantages:
True learning culture is stated as unique way of creating success and staying ahead of the
curve. Example: Tesco is able to gain competitive advantages against competitors because of
true learning culture. It indirectly assist potential employees to work effectively and efficiently
in order to come up with creative ideas. Management of the firm scan the both internal and
external factors before coming up innovative and unique thought. This is done in order create
tough benchmark for others in the competitive market place. True learning culture aid
organization to easily compete with competitors as firm does not give up their conventions,
values and processes despite of any circumstances. True learning culture is able to compete with
rivalry challenges because organization permit to work with a degree of autonomy and focus on
learning (Peccei and Van De Voorde, 2019). True learning environment help in building a free
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environment in company where employees can share their view and opinions freely so that
innovative ideas can be generated which can help in gaining a competitive edge in market. The
learning culture also enhance the performance of employees as they improve their work
efficiently by learning better methods on completing their work thus helping the company in
achieving its goals in a timely manner.
Discuss benefits and potential difficulties of line manger taking part in encouraging diverse
group of people in order to uplift high level of firm's performance, competitive advantages
and sustainability.
Tesco has their line manger in the working premises. Various roles and responsibilities
are performed by them in the firm in order to run the business smoothly. While performing their
task of playing the role of proactive in continuous development of diverse group of people in
order to raise level of organizational performance, sustainability and competitive advantages
distinguish benefits and potential difficulties are faced by them.
The benefits are explained as under:
 Tesco line manger is working for the continuous development of diverse group in the
working premises in order to raise overall organization performance. By this management
of the firm are able to meet their set goals and objectives easily. As well as tough
challenges are created for the competitors prevailing in the competitive world.
 Regular development of diverse group of people are done by line manger of Tesco in
order to operate and survive Tesco business in the international market. Neck to neck
competition is prevailing in the market so to remain in the competition it very essential to
develop the diverse group of people on the floor. Employees from distinguish
background, culture, religion, geographical area, caste and so on helps the enterprise to
grow and develop in global market which is a positive sign for the firm (Huemann and
Turner, 2018).
 In Tesco staff members working under one roof with diverse background aid business to
gain competitive advantages against competitors. It is possible because diverse
employees come up with much more unique methods or style of working the same task in
different way. As well as more creative way are provided to the management of Tesco so
as to build much more challenging bench mark for rivalry.
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 The sustainability of the business enhance because of diverse people working in Teco. In
order to uplift the productivity and profitability ratio of the goods and services in the
international market it is very essential to assemble all the idea of diverse people and
select the most suitable one. By doing so development of diverse culture can be done by
line manger of Tesco as well as business will be gain sustainability.
 The benefits of managing a diverse workforce can help in efficiently dealing with the
needs of diverse customer base so that a competitive advantage can be gained.
 Diverse workforce also help in increasing the trust of potential candidates to apply for job
role in company thus enhancing the brand image of company in market and gaining
attention of talented employees belonging to different background and experience.
The distinguish difficulties are mentioned beneath:
 To manage and tackle diverse employees in Tesco premises is a very difficult task for
line manager. Development of diverse group of people in the working environment are
giving birth to unnecessary conflicts and misunderstandings among the team mates. All
this activities are indirectly reducing the overall workforce efficiency of the employees to
a large extent (Stewart and Brown, 2019).
 Sustainability of the business come on stake as diverse group of people creates politics in
Tesco. Line manger is unable to resolve all the politics taking place within individual
due to employees are providing unproductive outcomes to the company. Due to which
set goals and objectives are not meet in the set deadline.
 To motivate diverse group of people by line manger in Tesco is quite challenging. It is
because all the varied from one another. In order to upgrade the organization's
performance experts are hired so that proper training can be provided to them will be
able to better understand their job role. All this incur huge investment as well as consume
lot of time due to which company are unable to meet the expectation level of customers.
 It is difficult to manage the people belonging to different languages which can create
barrier in completing the task efficiently. The employees belonging to different languages
can find it difficult to understand and interpret the information delivered to them thus
leading to confusions.
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 Diverse workforce might also indulge in conflicts due to difference in the way of
performing their work which can affect the projects of company and their late
completion.
Critically examine whether line manager react positively or negatively to their role at the time of
continuous development of their employees.
Role of line manger in Tesco:
Recruiting and Hiring: Role of Line manger of Tesco is to recruit skilled and potential
employees for the vacant position and they react positively (Kaufman, 2019). By this continuous
development of their staff members can be done because when the experienced and skilled staff
members are placed in the right position they will motivate remaining co-workers to perform
their task better. Hiring right candidate at right place assist line manger to perform their role
positively at the time of continuous development so that competitive advantages against rivalry
can be achieved. The role of line manger is examined in order to understand the impact of
continuous development on their employees. If any loop holes are there then strong strategies
can be farmed to overcome them as soon as possible.
Cross training: At the time of continuous development of their employees line manger
of Tesco react positively towards it because cross training ensures job rotation . By this staff
members become specialize in multitasking which is a positive mark for the company. Cross
training helps in continuous development of their employees because it enriches their skills and
competencies. It directly leads in productive outcomes which assist them to create tough
benchmark for others.
Monitoring individual: Role of line manager is to look after the performance of
employees in the working premises. This helps in continuous development of their employees
because by monitoring the performance of staff members weak area can be improved.
Continuous development is important because by this set standards can be accomplished easily
in the short time duration (Terziev and Georgiev, 2018). This role of line manger is analysed
properly in order to make necessary modifications so that skilled and potential co-workers can be
retained over the years.
Ensuring quality standards: This is another role performed by line manger so that
continuous development of their co-workers can be done easily. By doing so quality results can
be attained easily. Quality of work can be improved by rendering staff members proper training
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for their assigned task. By continuous development of their employees emerging needs and
wants of the customers can be full-filled easily (Longoni and Guerci,2018).
Importance of continuous development in the effective leadership of diverse teams and
networks:
Continuous development plays a vital role in the uplifting employees skills and
competencies. It helps in building effective leadership of diverse teams and networks so that
tough challenges can be build for other competitors prevailing in the market. Some of the points
related to Importance of continuous development in the effective leadership of diverse teams and
networks are mentioned below:
Increased productivity: Through continuous development for Tesco employees overall
productivity can be raised to a large extent. The importance of continuous importance in
effective leadership is that they guide their subordinate to perform to work hard so as to raise
productivity. By this huge revenue can be raised in the global market.
Raises employee morale: Tesco management conduct continuous development for their
staff members in order to raise the morale value of their staff members. By this more competent
co-workers can be retained for longer time duration. Organisation is benefited when the morale
of their staff member raises because it increases collaboration as well as cut down absenteeism
ratio at tremendous scale.
Reduce employee turnover rate: The number of employee turnover ratio can be
reduced to a large extent by doing never ending improvement in them. It is another importance
of continuous development because by this to a large extent staff members switching ratio to
other company can be reduced. When the skills and capabilities of co-workers are raised in the
current working premises then they won't switch to other firm. By this goodwill and market
value can be raised in the open market place which is a positive mark for the business in the
international market (Meyer and Xin, 2018).
Suggest recommendations how Tesco convince line manger for creates a true learning culture in
an organization.
The recommendation are given as follows:
 By conducting seminars for line manger regarding the importance of true learning
culture. By this line manger of Tesco can be motivated to build effective learning culture
in the working place so as to attain best results.
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 By providing them off the job training to the line manger they can be made convinced
easily as they will be able to understand learning culture importance in other
organization. Through this step senior leadership task of convincing line manager for
building learning culture can be resolved easily (Mondy and Martocchio, 2016).
 By including policies and strategies of equal and fair opportunity to all the employees a
true learning culture can be build as everyone will be given equal and fair chance to get
involved in company activities.
 Building a culture of employee engagement so that all the employees can be encouraged
to get involved in decisions making thus creating a true learning culture.
 Through appraisals to line manager on the improvement of employee performance which
can be done by building a learning culture in company so that employees can perform
their task in an efficient manner.
CONCLUSION
From the above it can be concluded that it is very essential to study true learning culture
in the working premises. By this skilled and capable employees can be retained for longer time
duration. Line manger of the organization faces several difficulties while paying the role of
proactive in encouraging continuous development of diverse group of people so as to ensure
sustainability, competitive advantages and firm's performance. Along with this various benefits
are enjoyed by line manger of the company while dealing with diverse group of people.
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REFERENCES
Books and journals
Baum, T., 2018. Sustainable human resource management as a driver in tourism policy and
planning: a serious sin of omission?. Journal of Sustainable Tourism. 26(6). pp.873-
889.
Brueller, N. N., Carmeli, A. and Markman, G. D., 2018. Linking merger and acquisition
strategies to postmerger integration: a configurational perspective of human resource
management. Journal of Management. 44(5). pp.1793-1818.
Huemann, M., Keegan, A. and Turner, R., 2018, September. Human resource management in the
project-oriented organization. Project Management Institute.
Kaufman, B. E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green
supply chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Meyer, K. E. and Xin, K. R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Mondy, R. and Martocchio, J. J., 2016. Human resource management. Pearson.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Peccei, R. and Van De Voorde, K., 2019. The application of the multilevel paradigm in human
resource management–outcomes research: Taking stock and going forward. Journal of
Management. 45(2). pp.786-818.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. Wiley.
Terziev, V., Banabakova, V. and Georgiev, M., 2018. Social activity of human resource as a
basis of effective social policy. Available at SSRN 3138140.