Management and Organisations in a Global Environment

This document discusses management and organizations in a global environment, focusing on topics such as the downsides of a diverse workplace, how individual employees manage stress, essentials of team-based organizational success, effective communicators in organizations, major types of individual power in organizations, and the difference between mechanistic and organic organizations.

Management and Organisations in a Global Environment

Table of Contents
INTRODUCTION...............................................................................................................3
MAIN BODY.......................................................................................................................3
Question 1 – downsides of diverse workplace..................................................................3
Question 2- individual employees manage their on stress................................................4
Question 3- Essentials of team based organisational success.........................................5
Challenges in virtual teams.......................................................................................5
Virtual leadership skills..............................................................................................5
Question 4- effective communicators in organisations......................................................6
Question 5- major types of individual power in organisations...........................................6
French and Raven's model ......................................................................................6
Question 6- distinguish between mechanistic organisation and organic organisation......8
CONCLUSION...................................................................................................................8
REFERENCES..................................................................................................................1

INTRODUCTION
Management and organisations in global environment refers to different functions
that company adopts to cope with changes in the general environment (Burns., 2018).
In the report Woolworth supermarket is being taken which was founded in the year
1924. The company provides groceries like, fruits, vegetables, meat, etc. Its
headquarters is in Bella Vista, New south wales, Australia.
MAIN BODY
Question 1 – downsides of diverse workplace
Diversity in the workforce refers to the acceptance, respect, equal treatment with
every employee and teamwork. There should be no discrimination among workers on
the basis of race, caste, age, gender, political beliefs, religion, communication styles of
employees. In the organisation if every employee will be treated equally then it will
boost the morale of the employees. Diversity in the workplace sometimes has negative
impacts on the organisation as when the goal of the company is to promote an
individual instead of team then diversity fails. It is not possible for the company to
promote each and every person, it is difficult for organisation to take decision (Heizer.,
Render and Munson., 2017).
Another negative impact of diversity in workforce is it creates too many opinions.
Sometimes, when managers of Woolworth want to make important decisions there are
number of opinions available which create problem for the company. The decision
making power lies with supervisor when team members are not able to take a decision
with mutual consent.
Diversity in the workplace create communication issues in Woolworth as people
are recruited from different cultures and backgrounds and they are not able to speak
same languages. Recruiting people from different areas provide unique perspective of
the organisation but it creates problem while communicating like there may be
difference in meaning of some words or understanding of an individual.
Diversity can lead to conflicts in the company as all the people are having right to
share their views and give suggestions or ideas. This may lead to conflicts among
employees in the Woolworth as all the employees are having different habits and their
working patterns also vary from each other, so this can be an issue for the company
(Iqbal., 2020). So, there are downsides of diverse workplace as opinions, culture,
languages etc. are different and this sometimes create problem for the company.
Question 2- individual employees manage their on stress
There are various ways by which individual manage their stress like they do
exercise, take deep breathe, eat well, take a break, talk about problems with
colleagues, spend some time for hobbies. For reducing the stress employees do
exercise regularly to keep their mind and body relax. Taking deep breathe for once will
help the employee in reducing stress. This is used by most of the employees of
Woolworth to reduce pressure.
It is necessary for everyone to eat properly because balance diet helps in
keeping your body and mind fresh and help in controlling mood of individual. Employees
of the company are given a break of 15 to 20 minutes to feel relaxed, in the break

workers can listen to their favourite music, read books, play board games, doing
puzzles or anything they like (Keenan., 2020).
Employees of Woolworth company talk with their colleagues and share their
problems, this helps them in reducing stress. Sometimes, they can get idea for how to
solve the problem or any easy way. Talking with someone gives employees positive
energy and boost their confidence. Taking stress is not good for the health of
employees and this will affect the working of the organisation. Every company should
take initiatives for reducing the stress of employees. Individual employees can take
some steps of their own to reduce stress and work more effectively. Every individual
has different way of reducing stress such as some like to take break, some people feel
relaxed by listening to music, or any other way.
Woolworth company make sure that workers are taking break on time, stress
management webinars, wellness trips or programs are arranged by the company to
reduce the stress of employees. It is essential for workers to reduce stress so that they
can concentrate on work and complete their work on time and effectively.
Question 3- Essentials of team based organisational success
Essentials of team based organisational success are, develop leadership skills,
timely provide training for continuous improvement, handle complex issues quickly, be
consistent, listen carefully and respond to feedback as soon as possible. These are
some points that are important for the success of organisation and objectives can be
achieved.
Challenges in virtual teams
There are many challenges of team based organisation, specially in virtual teams
by the employees of organisation.
In teams there is difference in communication style of workers. Some employees
like to interact via mail but some people like to do messaging. So, in virtual teams all the
employees are not able to communicate properly. The best way to cope with this
challenge is that time should be fixed when entire team has to be online (Lee and
Tang., 2018).
In teams based organisation there is lack of trust among team members because
they need time to understand the nature and behaviour of members of team and
everyone has different personality. When working in a team conflicts arise as every
member has its own perspective or opinion. Workers should communicate more with
each other to build trust.
In virtual teams there is lack of structure as no proper structure is defined and
there is no process and procedures. Some employees are not receiving proper
instructions from the top level due to communication barrier and no proper structure is
made. Proper structure should be defined by the organisation and everyone has to
follow it.
Virtual leadership skills
There are some leadership skills that are required for the success of virtual team based
organisations like, leader should have the ability to utilize technology properly,
recognize the achievements, leader should be proactive about staying in contact with

the dispersed team, good communication skills, able to influence and motivate team
members, set goals for the employees and be self motivated.
Question 4- effective communicators in organisations
Effective communication is necessary for the development of company. Good
communication skills helps to boost confidence of employees. It is one of the important
skills that helps in improving interaction with others. To improve effectiveness as a
communicator in the organisation employees should take initiative to communicate with
all the people in the organisation. Open meeting should be conducted by the leader or
manger so that everyone gets chance to improve their communication skills. Emails can
be used for effective communication in an organisation. Use simple words and easy
language so that everyone can understand what an individual wants to communicate.
To be a good communicator person should be good listener because listening things
carefully helps in effective communication. To improve communication skills more
teamwork task or activities should be given and leaders should be made.
When people will interact with other employees for work they will develop
confidence. This helps in boosting morale of employees and they feel that they are
getting information employees will feel secure. While communicating with someone be
polite and genuine so that the person feels good. Body language of person also matters
for being an effective communicator, think before speaking anything and talk politely
with everyone (Nag and Tran., 2020).
Effective communication helps in delivering the message clearly, employees are
satisfied, accomplish goals and objectives of the organisation, reduces conflicts or
misunderstanding, work is completed on time without any barrier or issue, employees
understand each other better and working environment of the organisation becomes
good.
Question 5- major types of individual power in organisations
French and Raven's model
There are five type of leadership power that are divide in two groups:
 Positional power
 Personal power
In the positional power there are three types of individual power i.e., legitimate power,
reward power and coercive power.
Legitimate power- It is the power in which a person is at higher position and has
control on employees working at lower positions in the company. This is a formal power
given to manager by higher authorities to control all the activities in the organisation and
the manager is responsible for giving instructions to the lower level people. This
legitimate power can be a written or verbal contract, in which responsibility is assigned
to the manager. In Woolworth company this power is assigned to the manager by
assigning responsibility to manage all the activities in the company (Okanazu., 2018).
Reward power- This power refers to the ability of manager to withhold rewards
such as money, promotions or any other formal power. The manager use rewards so
that employee follow orders or instructions. To convince employees to work in a
systematic way this power is used by organisations. The leaders will grant some

valuable rewards to the followers if they work according to the orders or instructions of
leader.
Coercive power- This power can be used by leaders of the organisations can
give punishments or impose penalty on the employees who are not following
instructions of the leaders. In Woolworth company teams are divided and leaders are
made of each team. All the leaders are given rights to punish their team members if
they are not performing well and training should be provided to them.
In personal power of individual there are two types i.e., expert power and referent
power.
Expert power- In the expert power it refers to power that comes from knowledge,
experience, expertise and ability to handle relevant task or situations that are faced by
the leader.
Referent power- This power is from leaders background, image, character traits,
executive presence, personality of the leader, power of charisma.
Question 6- distinguish between mechanistic organisation and organic
organisation
Contingency approach can be defined as management theory that suggests the
best style of management in a particular situation. It helps in making organisational
design as it gives suggestion that which management theory should be adopted by the
organisation (Saucedo-Martínez and et.al., 2018).
Mechanistic organisations Organic organisations
The organisation structure is pyramid
shaped in which the authority is at the top
level.
The organisation structure is flat shaped in
which authority is at lower level.
It follows hierarchy of command. It does not follow hierarchy of command.
Tasks are performed according to the
instructions given by top managers.
In this task are flexible, they change
according to situations.
CONCLUSION
It can be concluded that, there are downsides of diversity at workplace. Individual
employees manage their stress by doing exercise, taking break etc. Further, team
based organisation success is discussed and effective communicators in organisations.
French and Raven's model of individual power is described and difference between
mechanistic organisations and organic organisation is described.

REFERENCES
Books and Journals
Burns, M. G., 2018. Port management and operations. CRC press.
Heizer, J., Render, B. and Munson, C., 2017. Principles of Operations Management:
Sustainability and Supply Chain Management (Global editon). Pearson.
Iqbal, T., 2020. The effect of operations management practices on the competitive
advantages of SMEs: A mediating role of supply chain management
practices. Uncertain Supply Chain Management. 8(4). pp.649-662.
Keenan, P., 2020. Bibliographic analysis of operations research citation in the
environmental domain. International Journal of Decision Support System
Technology (IJDSST). 12(2). pp.67-79.
Lee, H. L. and Tang, C. S., 2018. Socially and environmentally responsible value chain
innovations: New operations management research opportunities. Management
Science. 64(3). pp.983-996.
Nag, B. and Tran, J., 2020. Blue Ocean Strategy and Operations
Management. American Journal of Management. 20(2).pp.33-44.
Okanazu, O. O., 2018. Innovative Strategies Required by Small and Medium Scale
Enterprises for Effective Management Operations and National Development in
Enugu State. Nigerian Journal of Business Education (NIGJBED). 5(1). pp.154-
169.
Saucedo-Martínez, J. A., and et.al., 2018. Industry 4.0 framework for management and
operations: a review. Journal of ambient intelligence and humanized
computing. 9(3). pp.789-801.
Online
Writer,S.,2020 Mangement and opertionin global environment[Online].Accessed
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