Importance of Business Organization in Managing Diversity Among Employees

This report discusses the importance of business organization in managing diversity among employees and highlights the challenges faced by Sainsbury supermarket in this regard. It also explores the characteristics and limitations of the rational goal theory model.

LEADING AND
MANAGING BUSINESS
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
QUESTION ONE............................................................................................................................3
Importance of business organization to manage diversities among their staff............................3
Challenges faced by Sainsbury supermarket in order to manage diversity among their
employees....................................................................................................................................4
QUESTION TWO...........................................................................................................................6
Characteristics of rational goal theory.........................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Business association is an entity formulated in order to carry on business-related endeavour.
Business organization management is the course of action of guiding the expansion, maintenance
along with distribution of resources in order to attain managerial goals. With the accomplishment
and preparation of company vision in efficient manner and motivate employees to perform better
is a way to lead an organization (Homan, A.C., 2019). This report will include the thoughts
related to the importance of business organization in order to manage diversities among
employees along with certain challenges that have been faced by Sainsbury in order to manage
the diversity among staff members. Apart from this, ten study will also highlight the concept of
aspects of scientific management exist in various organizations alongside characteristics of
theory that has been explained above.
MAIN BODY
QUESTION ONE
Importance of business organization to manage diversities among their staff
Workplace diversity refers to the establishment that purposely employs different people or
individuals having wide-ranging according to their age, gender, religion, education, ethics,
values, etc. An organization with wide range of diversified employees is a place at which
numerous persons are available with different characteristics and experiences. Employees take
various benefits whether touchable as well as insubstantial from their work space, which includes
respect from their co-workers and dealing expansion (Johnson, C. and Hinton, H., 2019). With
the help of effectively managing the diversity among staff members within the organization,
managers are able to get certain advantages such as:
 Mutual respect among workforce: Workplace diversity helps in order to generate
mutual respect among employees towards each other. It does not matters that whether the
employees are working individually or in a group of large team mates, respect is primary
function which creates an environment which satisfies them to the core of their
understandings and thus they feel highly motivated and satisfied at the work space.
Although, no company can able to create an idle environment which is suitable for each
employee working within the firm but certain steps that makes the environment soothing
for staff members to work is always a better option rather than doing nothing for team

mates. Working under such environment helps them to identify their strengths and talents
that come because of the involvement of diversity at the work space and thus they are
able to gain respect for the performances that has been completed by their colleagues.
 Reduction in conflicts and help to provide resolution: An environment which respects
each employee’s behaviour and culture in efficient manner helps each individual to value
and respect each other and thus create an environment to acknowledge others differences
in order to find similarities, especially when they distribute common goals within the
enterprise (Potvin, D.A., and et.al., 2018). Respect and understanding for co workers
helps to reduce the conflicts and provides an easy way to resolve any issues in
appropriate manner if arises.
 Enhancement in brand image: Diversity at the work space is important for employees
because it evident itself in creating a great brand reputation for the firm which
automatically leading towards the enhancement of profitability and opportunities for
employees working within the establishment. An organization which is known for its
ethics, positive culture, fair employment practices and appreciation for different talented
people is able to attract more talented people towards their firm.
 Enhance exposure to various kinds of individuals: Diverse work space offers various
opportunities for their employees to learn different things and techniques in order to work
at a place where different people are gathered for the purpose to achieve one common
goal (Raghavan, M., and et.al., 2018). Employees learn a lot from their subordinates or
co-workers as they came from different backgrounds and having different experiences in
dissimilar fields which offers an opportunity for the expansion of knowledge within
individual.
Challenges faced by Sainsbury supermarket in order to manage diversity among their employees
Sainsbury is a leading supermarket chain in the United Kingdom with large number of
shares in supermarket sector. The company is the largest retailer of groceries having various
stores at different locations in UK. In context of offering of diversity within the work space,
Sainsbury also contributes their share in order to support the theme of introducing and adopting
work place environment which provides support to the diversity within the organization.
However, there are various challenges that have been faced by Sainsbury as well like any other

organization. But taking advantages of diversified internal environment can never come without
facing certain challenges (Wittmann, B.J., and et.al., 2020). Some of the challenges are described
below:
 Communication: Cultural and language barriers needs to be conquer in order to achieve
a position of effective diversity at the work space of Sainsbury in order to get success in
all aspects of starting the business organization. Ineffective communication among
employees leads the firm towards the losses and thus generates results related to
misunderstanding, lack of cooperation, low self-esteem as well as enthusiasm among
staff members.
 Resistance to change: There are always some people within the establishment who
refuse to accept changes at workplace and thus few are available within the Sainsbury as
well who refuses to take changes within the firm in positive manner. So under such
circumstances, new and innovative ideas and progress affects drastically in order to
create diversified environment. However, Sainsbury manages to convince those
employees and take necessary actions accordingly. In order to complete this process,
Sainsbury creates a survey which consists of reasons for change and the timeline to
adopt such changes within the daily functioning of employees. This helps to prepare
employees to accept changes in constructive manner (Chang, E.H., and et.al., 2019).
 Implementation of diversity in the workplace policies: This is a challenging task for
Sainsbury to implement diversity policies within their existing course of action or
guidelines. In order to achieve such situation, Sainsbury build and implement a
customised strategy in order to maximise the effects of diversity at the work place so that
it satisfies all the employees within the enterprise. For this leaders and managers of the
firm incorporate diversity policies into every aspect of company functions.
 Successful management of diversity in the organization: Effective training towards
the introduction of diversity practices within the organization is not the only way or
sufficient to introduce concept of diversity within the workplace (Averina, T., Barkalov,
S. and Moiseev, S., 2018). However, Sainsbury adopts certain strategies and create or
implement a culture of diversity that permits each and every department within the firm
in order to function accordingly and create a diversified environment in total.

Sainsbury workforce is increasingly diverse because their economy is increasingly global. The
success of the organization is completely dependent upon the ability of the firm in which they
manage diversity at the workplace in most efficient manner.
QUESTION TWO
Characteristics of rational goal theory
Rational goal model was recognized in America in order to organize huge business firms’
workforces. The advantage of utilizing this theory within the functioning of any organization is
its contribution towards the success and their share in order to enhance the profit margin if the
establishment. It also helps to boost the efficiency if working of employees and also enables the
firm to create formal enterprise system. The model had been developed by Fredrick Taylor,
according to which this model is the best way to make any task more efficient and offers bonuses
and rewards to the employees in the form of incentives. Ad per this model, the tasks has been
distributed among the employees according to their individual talents which automatically help
in order to enhance productivity of the firm along with employees as well (Tamis-Holland, J.E.,
and et.al., 2019). These factors help the firm to build their brand image within the market space
or in front of their competitive firms.
As the theory is capable and helpful in the enhancement of productivity of employees but
there are certain limitations that also has been expressed by the Taylor. As per their views it has
been indentified that there are two types if employees working within any organization, one who
requires direction from their superiors and another one are those who seek responsibilities. An
environment which consists if lack of flexibility and innovation creates an environment in which
employees that requires directional forces has been generated. However, the stress free and more
flexible environment gives support to the employees who seek responsibilities by it and does not
require any kind of directions towards the accomplishment of goals. Thus, it has been identified
that the employees who are motivated with the help of incentives or bonuses would have
experienced more motivation rather than other workers who does not get any kind of rewards
from their subordinates.
Apart from increased efficiency and profitability of the firm, there are certain limitations of
this model for instance, employees’ motivation is situational and repetitive tasks might create de-
motivation and likely will lead towards poor performances of employees within the

establishment. Various disadvantages that have been evolved within the rational goal theory
which stops the operations of some organizations to adopt this strategy entirely and in each
functional departments, such as:
 High costs: This method is quite costly in order to adopt within the work place. A
thorough renovation of the firm and organizational structure is highly expensive in
nature. As this study includes time and movement studies as well as other upgrading
involves heavy amount of primarily capital for any organization owner.
 Unsuitable for small organizations: As the involvement of this theory requires high
amount of expenditure at very initial stages, it has been recommended that it does not
suitable for small organizations because they cannot afford to adopt such expensive
methods of working in their work space (Cicmil, S., and Richardson, K., 2017).
 Reaction from the workforce: This complete system is become effective at the
place in which each employee supports implementation of changes according to this
model through their complete cooperation. However, this strategy fails at the place in
which the system will not adopts by the employees in fruitful manner.
 Loss of individual initiative: Under this method of work, the work that needs to be
completed by employees are standardised and instructed by subordinates in pre
definite manner. Thus the workers are supposed to complete the tasks in which they
are supposed to perform according to the instructions provided to them and thus they
have to follow the same style over again and again. This leads towards the destroy of
individual employee initiative, makes their talent and abilities useless for the firm,
makes their work boring and they may also feel highly de-motivated while
completing the tasks.
 Autocratic kind of control by superiors: This strategy or model provides absolute
control of the bosses over their team members which results in lessen the interests
and responsibilities of the workers. The workers have to accept the orders given to
them by their supervisors at any cost and had to obey the rules and regulations.
 Unfairness: This practice tends to become unfair towards the workers. It has been
analysed that the profits that has been arises due to the workers effective working
does not provide any of the advantages to them and the other management within the
firm takes the benefits of the complete profitable situations.

 Monotonous behaviour: This strategy requires employees to only follow the
instructions of their subordinates this it creates a situation in which the workers feel
less motivated and bored towards their working conditions due to lack of innovation
and creativity (Logunova, O.S., and et.al., 2018). Thus, a mental situation arises
which creates inefficiency among workers along with loss of interests in the job title.
 Absence of non financial incentives: This models focusing on the distribution of
non financial bonuses or incentives to the workers which includes status, company
culture, job enrichment, job security, career enhancement, employees empowerment
and many other benefits that can never be compared with financial incentives.
Although non financial incentives are also efficient enough to satisfy employees but
they feel more likely attracted towards the financial incentives.
Thus, it has been evaluated that workers are not treated with standardised way such as materials.
The attempt of making activities of workforce standardize will not result in success and lead
towards the situation of monotonous in nature for employees working in such organizations
(Mair, J. and Reischauer, G., 2017).
CONCLUSION
From the above report it has been concluded that management of diversity within the
organization is highly important in order to manage employees in effective manner. It highly
contributes towards the advantages that have been taken by the firm with the help of adopting
certain practices which lead towards the enhancement of internal environment of the
establishment. Apart from this, the report also highlighted the model of scientific management
i.e. rational goal theory model along with its characteristics and certain limitations which
restricts the firms in order to adopt such strategy into their working environment or operational
functioning of the work place. The study also described the challenges that have been faced by
the firm Sainsbury in order to attempt to manage the diversity among their employees.

REFERENCES
Books and journals
Averina, T., Barkalov, S. and Moiseev, S., 2018, May. Application of the Theory of Latent
Variables to Personnel Management Methods. In Society. Integration. Education.
Proceedings of the International Scientific Conference (Vol. 6, pp. 42-52).
Chang, E.H., and et.al., 2019. The mixed effects of online diversity training. Proceedings of the
National Academy of Sciences, 116(16). pp.7778-7783.
Cicmil, S., and Richardson, K., 2017, April. Exploring the complexity of projects: Implications
of complexity theory for project management practice. Project Management Institute.
Homan, A.C., 2019. Dealing with diversity in workgroups: Preventing problems and promoting
potential. Social and Personality Psychology Compass, 13(5). p.e12465.
Johnson, C. and Hinton, H., 2019. Toward a Brillant Diversity. Journal of Culture and Values in
Education, 2(1). pp.56-70.
Logunova, O.S., and et.al., 2018. Identification of scientific collaborations: information model
and quality features. DEStech Transactions on Social Science, Education and Human
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Mair, J. and Reischauer, G., 2017. Capturing the dynamics of the sharing economy: Institutional
research on the plural forms and practices of sharing economy
organizations. Technological Forecasting and Social Change, 125. pp.11-20.
Potvin, D.A., and et.al., 2018. Diversity begets diversity: A global perspective on gender equality
in scientific society leadership. PloS one, 13(5). p.e0197280.
Raghavan, M., and et.al., 2018, July. The externalities of exploration and how data diversity
helps exploitation. In Conference on Learning Theory (pp. 1724-1738). PMLR.
Tamis-Holland, J.E., and et.al., 2019. Contemporary diagnosis and management of patients with
myocardial infarction in the absence of obstructive coronary artery disease: a scientific
statement from the American Heart Association. Circulation, 139(18). pp.e891-e908.
Wittmann, B.J., and et.al., 2020. Diversity-Oriented Enzymatic Synthesis of Cyclopropane
Building Blocks. ACS catalysis, 10(13). pp.7112-7116.
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