Leading and managing Business Organisations

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Leading and managing
Business Organisations

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Table of Contents
INTRODUCTION...........................................................................................................................1
QUESTION 1..................................................................................................................................1
Why is it important for Business Organisations to manage the diversities among their staff?
Discuss some of the challenges which Sainsburys Supermarket would face in their attempt to
manage the diversity among their employees..............................................................................1
QUESTION 2..................................................................................................................................4
Despite its weaknesses, certain aspects of Scientific Management (Rational Goal Theory or
Taylorism) continue to exist in several organisations today. Discuss the broad characteristics
of the theory and explain why they have still not been phased out entirely in the operations of
some organisations.......................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Leading and managing business organisation influences people that are human resources to
achieve success (Crane, 2017). Leading business organisation can be achieved with vision
casting along with motivating teams through encouragement as well as inspiration. Likewise,
managing business organisation could be possible with proper planning, directing, organising
and controlling which ensure organisational success at multiple operational levels through
certain methods such as employee training, customer satisfaction and hence forth. For the
project, emphasis is made on Sainsburys Supermarket which is among largest chain of
supermarkets in UK with nearby 16.0% shares in supermarket industry. It works for exceeding
expectations of customers in shopping experience. It also offers customers with quality and
distinctive commodities at competitive prices across clothing, food, financial services and
general merchandise. It has approximated 111900 employees across its stores at global level.
The report discussing importance for business organisation to manage diversity among
employees and challenges that supermarket company would face in attempt for managing
diversity among manpower. It also covers discussion on broad characteristics of Rational Goal
Theory and explanation of the reason they have not phased out in operations of some enterprises.
QUESTION 1
Why is it important for Business Organisations to manage the diversities among their staff?
Discuss some of the challenges which Sainsburys Supermarket would face in their attempt
to manage the diversity among their employees
Diversity among staff refers to similarities along with differences within human resources in
terms of cultural background, religion, age, physical abilities and hence forth. Business
organisations which have wider employee diversity at workplace are able to outperform their
competitors, make huge revenue along with enhance employee engagement (Dave, 2017).
Through execution of such type of mindset, venture have possibilities for becoming more
inclusive location for individuals of varying ethnicity, languages, gender, education, abilities,
religion, race and so on. For example, managing diversity between staff in Sainsburys
Supermarket will consequently develop a more accepting culture having strong positive impacts
on employees and connecting all together. While reputation and inclusion of a business
organisation are key goals worth pursuing, staff diversity is a significant competitive advantage.
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Mentioned below are some important aspects for business organisations, for example, Sainsburys
to manage the diversities among their staff:
Higher innovation: Business concerns managing diversity among staff results in higher
innovation rates. Importance of managing diversity comprises on potential for wider base of
cultural experience for the purpose of driving innovation at workplace (Doppelt, 2017). Whether
staff member belong to management or other level, when all people in workforce have similar
background or education then the creative process which leads to driving innovation together
with problem solving is similar. For Sainsburys Supermarket, diversity among staff is important
to expose employees to diverse perspectives addition to worldviews. At the time multiple
perspectives combine then they come with novel aspects that opens door for innovation.
Cultural intelligence: One of important element to manage diversity within human resource
is cultural intelligence. For example, when fellow employees along with customers of Sainsburys
Supermarket are diverse then it creates opportunities for not only learning new things rather also
appreciate types of values other culture and religion hold sacred are boundless. With adoption of
the values as part of organisational core message as well as product foster understanding among
cultures in employees (Villar and Miralles, 2021). When business ventures operate with diversity
in mind, this creates opportunity to share values in terms of profit and society that are widely
expandable.
Encouraging personal growth along with development: A diversified enterprise
generally fosters growth and development of human resources. Personal growth and
development comprise enhancement of entire aspects of people, developing sense of
effectiveness in living and so on. In Sainsburys Supermarket, having expats as well as people
with global background working could assist employees in learning new perspectives, ideas
addition to connecting professionally with various people. Diversified workforce enriches
manpower as well as provides them some viewpoint about the ways for working of market along
with business.
Reducing employee turnover: A diversified enterprise is important for retaining
employee. Business concerns with diverse employees are wider inclusive for multiple individual
characteristics and perspectives (Guthrie, Manes-Rossi and Orelli, 2017). In case with
Sainsburys Supermarket, diversity among employees have potential to generate as sense of
feeling accepted and valued. At the time when manpower feels accepted together with valued
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than this develops a happier surrounding at workplace and staying longer with entity. As an
outcome, businesses having wider diversity have lower turnover rates. Moreover, through
developing commitment to diversity, staff creates a feeling of belongingness to the entity that
reduces chances of leaving.
Optimising organisational potential for meeting desires of each distinct market:
Diversity among employees is important as it optimises ability of company to fulfil all demands
and desires of each segmented market. For instance, having employees in Sainsburys
Supermarket that are part of specific culture in which operations are conducted is major benefit
for the venture. Representative of particular demographics could be paired with clients of same
background assist clients to feel more comfortable as well as in the manner for developing
customer loyalty to the entity.
There are some challenges that organisations such as Sainsburys Supermarket would face
while making attempt for diversity management among employees. Some of challenges are as
discussed:
Unfair prejudices: In the attempt of managing diversity within employees, there are
people who fails to tolerate individuals that are difficult from them. In Sainsburys Supermarket,
this results in religious discrimination or acts of racisms (Hack-Polay and Igwe, 2019). When
these issues develop within the enterprise, this would have chance of creating an uncomfortable
work surrounding as well as damage reputation of the brand. For this, organisational managers
are required to execute strict policies against any type of discrimination at place of work and take
immediate actions against people that do not adhere or carry out operations to the rules.
Communication barriers: Diversified employee or having diverse team reflect that there
are some people that speak foreign language that might lead to communication gap among
manpower having chances of negatively impacting on productivity of venture. In association to
Sainsburys Supermarket, one of challenge that managers might face while execute diversity at
workplace is communication barrier. Administrators can avoid this through hiring multilingual
people that have knowledge for performing translations. Moreover, there are certain number of
translation application on the market which business organisations could select from. Managers
can also consider sending workforce to various educational courses for learning or having
knowledge about new languages this will aid in communication with global audiences.
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Different interpretations related to professional etiquette: It is well said that different
cultures have multiple traditions (Potdar and Unnikrishnan, 2021). In relevance to Sainsburys
Supermarket, challenge that managers might face while implementing diverse workforce is
different interpretation of professional etiquette. Moreover, they also posses distinct values
together with etiquette in adhering diversity within staff which could cause misunderstandings
among members and potential for conflicts. For overcoming this challenge along with preventing
conflict at workplace, it is to ensure that managers must understand as well as respect traditions
of each other.
QUESTION 2
Despite its weaknesses, certain aspects of Scientific Management (Rational Goal Theory or
Taylorism) continue to exist in several organisations today. Discuss the broad
characteristics of the theory and explain why they have still not been phased out entirely in
the operations of some organisations
Rational Goal Theory is also known as Scientific Management Theory or Taylorism which
is management model devised by Frederick Taylor. It emphasises towards abilities of company
to attain the goals (Kouatli, 2018). Moreover, goals of an organisation are recognised through
establishing general objectives, discovering means for accomplishments and defining ser of
practices related to each objective. It also looks towards improving efficiency of all people in the
business organisation. The theory argues that it is an occupation of organisational managers to
develop proper production of set of system to attain efficiency.
Rational Goal Theory comprises work that are carry out on production floor as these
practices are somewhat different from other activities performed at workplace. These are
repetitive in nature and people performing day to day operations are divided into large number of
cyclical repetitions of similar and closely related ones. More attention of the theory is imposed
on standardisation of working methods. Key characteristics related to Rational Goal Theory or
Scientific Management Theory are as discussed:
Scientific approach: Rational Goal Theory is a systematic approach for managers as
well as its use ensures towards the aspect that all the practices are carried out in systematic along
with scientific manner (Marshall, 2019). By using Rational Goal Theory, managers of
Sainsburys Supermarket will be able to set and execute operations with scientific aspects.
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Brings complete mental change: It is a feature of Rational Goal Theory that it brings
out nearby complete mental change among professionals and employees of the company.
Through this, both managers and manpower initiate aim to make better production targets despite
of just chasing higher profits. By using Rational Goal Theory, administrators of Sainsburys
Supermarket would comprehend for better production that automatically leads to higher profits
which brings benefits among both parties.
Discards traditional management: Approach of Rational Goal Theory completely
discards traditional management which calls for eliminating old techniques as well as adopting
modern techniques in carrying out operational practices. In relevance to Sainsburys Supermarket,
adherence of Rational Goal Theory will discard all traditional techniques of operations and will
motivate employees for using modern tactics for improving efficiency. It is nothing but only a
result of overall change in attitude.
Needs strict observance of regulations: Rational Goal Theory needs strict observance
about regulation as all the rules are prepared after due analysis as well as results in less or no
chances of errors (Moxen and Strachan, 2017). For implementing Rational Goal Theory in
operations, it is essential for Sainsburys Supermarket to follow all rules otherwise scientific tinge
that are given to managers might fade away.
In various number of organisations, Rational Goal Theory is still not phased out in
operations. Some reasons are mentioned below that explains why the theory is not been phased
out in operations of Sainsburys Supermarket:
Monotony: Key emphasis of Rational Goal Theory is towards performing wok with
standardisations, planning and hence forth that makes operations monotonous as employees carry
out tasks with predefined lines of actions as well as losing interest in occupation. Adherence of
Rational Goal Theory makes working so routinised that employees do not want to use any
initiative and creativity for better performance because of which managers of Sainsburys
Supermarket have not phased out the theory in operations till date.
Loss of Jobs: Rational Goal Theory is opposed by multiple employees and labour unions
because they feel that the theory might enhance production capacity but also reduces work force
(Pedler and Hsu, 2019). In Sainsburys Supermarket, managers and workforce believes that if
Rational Goal Theory will be phased out in operations, then it would lead o loss of multiple jobs.
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CONCLUSION
As per the information includes in the report, it is concluded that leading and managing
business organisation results in stimulating workforce for higher performance level with strong
human relations. It is significant for venture as this results in maximising effectiveness and
attaining organisational goals. Workforce diversity is all about accepting addition to inclusivity
of human resource from all backgrounds. For an organisation, diverse workforce is key asset as it
acknowledges strengths of individual and brings huge potentials. Valuing differences of each
others ultimately brings people close which becomes secret of successful, fair work culture and
thriving organisation. Importance of managing diversity within staff are higher innovation,
cultural intelligence, encouraging personal growth along with development, reducing employee
turnover and optimising organisational potential for meeting desires of each distinct market.
Challenges which organisation would likely to face in their attempt to manage the diversity
among their employees are unfair prejudices, communication barriers and different
interpretations related to professional etiquette. Features of Rational Goal Theory includes
scientific approach, brings complete mental change, discards traditional management and
requirement of strict observance of regulations.
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REFERENCES
Books and Journals:
Crane, M. F. ed., 2017. Managing for resilience: A practical guide for employee wellbeing and
organizational performance. Taylor & Francis.
Dave, B., 2017. Business process management–a construction case study. Construction
Innovation.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Guthrie, J., Manes-Rossi, F. and Orelli, R. L., 2017. Integrated reporting and integrated thinking
in Italian public sector organisations. Meditari Accountancy Research.
Hack-Polay, D. and Igwe, P. A., 2019. Beyond words and rhetoric–small voluntary organisations
and effective refugee integration in the communities. Journal of Enterprising
Communities: People and Places in the Global Economy.
Kouatli, I., 2018. Emotions in the cloud: a framework architecture for managing emotions with
an example of emotional intelligence management for cloud computing
organisations. International Journal of Work Organisation and Emotion. 9(2). pp.187-
208.
Marshall, S., 2019. Leading and managing strategic change. In Strategic leadership of change in
higher education (pp. 22-34). Routledge.
Moxen, J. and Strachan, P. eds., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Pedler, M. and Hsu, S. W., 2019. Regenerating the learning organisation: towards an alternative
paradigm. The Learning Organization.
Potdar, A. and Unnikrishnan, S., 2021. Management of climate change risks in Indian
organisations: a proposed framework. International Journal of Environment and
Sustainable Development. 20 (1). pp.1-28.
Villar, E. B. and Miralles, F., 2021. Purpose‐driven improvisation during organisational shocks:
case narrative of three critical organisations and Typhoon Haiyan. Disasters. 45(2).
pp.477-497.
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