Management and Organisations in a Global Environment Tutorial Questions

This document provides answers to tutorial questions on management and organisations in a global environment. It covers topics such as the downsides of building a diverse workforce, managing stress effectively, team-based organisational success, virtual teams, virtual leadership, improving communication effectiveness, and types of individual power in organisations.

Management and
organisations in a global
environment tutorial
questions

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Question 1 Week 3:..........................................................................................................................1
What are the downsides, if any, of building a diverse workforce?.............................................1
Question 2 Week 4:..........................................................................................................................2
What could the individual employees do to help manage their own stress more effectively?.. .2
Question 3 Week 6:..........................................................................................................................3
What are the essentials for team-based organisational success? What are the challenges of a
team based organisation, specifically in terms of virtual teams? What are the required
competencies for virtual leadership?...........................................................................................3
Question 4 Week 8...........................................................................................................................4
Explain the various things you can do to improve your effectiveness as a communicator in
organisations...............................................................................................................................4
Question 5 Week 9:..........................................................................................................................5
Describe the major types of individual power in organisations..................................................5
Question 6 Week 10:........................................................................................................................6
Distinguish between mechanistic organisations and organic organisations, as described by the
contingency approach to organisational design..........................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Management and operations are the basic fundamental that concerned with controlling
and designing of suitable process of redesigning as well as producing sustained goods and
services through which profitable ending is resulted in timely constrained. It is a process that is
used to plan, control, supervise the production capability through which possible changes and
modification is processed with support of effective implementation of various resources (Burritt
and el. at, 2019). In context to global environment it is essential as business working credibility
is improvising with support of various strategies. The report below is based on Debenhams that
is a British multinational organisation with having headquartered in UK. The report provides
suitable knowledge about the “management and operations in a global environment”.
MAIN BODY
Question 1 Week 3:
What are the downsides, if any, of building a diverse workforce?
The diversity management reflects a collective effort through which leaders of an
organisation hire talented and skilled workforce as in order to support inclusive working place.
In this all the working employee has been treated equally and they get learn to connect with
others as by accepting adequate differences from all the individuals. There is different downside
that is faced by Debenhams in order to build diverse workforce and it is as explained below as:
 Create too many options: As per hiring of new worker’s managers has to maintain focus
towards diversity in which different opinion candidates are hired. The sheered amount of
opinions creates suitable problems for Debenhams (Finnerty and et. al, 2017). In this
consensus of team is required in which different task is supervise with perfection that
somehow ignored perspective of employees to share adequate ideas and thinking.
 Difficulty in Transitioning: The management of business worked to recognise potential
of diversification and it create more challenges within working environment. The
entrenched prejudices and old way of thinking hinder the efforts through which more
conflicts and confusion is developed within working. For this management requires to
educate the employee about workforce diversity as it is the prior basis of success.
 Short-term cost outlay: The long term sustainability of business is dependent on learning
ability of employees as with this working efficiency and its effectiveness both get
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manage in prior basis. To induce diversity management financial cost and accurate
flexibility is required. As for instance, transgender requires own bathroom and it induce
more cost to business. Communication barrier make productivity more challenging: An individual from
different background speak different languages and similar sentence having different
meaning as well. In this team and management has to work more hard in order to
maintain clear focus and concern about diversity and its initiative in this
miscommunication is prevent in adequate basis.
Question 2 Week 4:
What could the individual employees do to help manage their own stress more effectively?
To encompass all the personnel problems, job security, overwhelming of employees drags
the satisfaction level down and it has negative consequences towards working credibility of
business (Garza-Reyes, Kumar and Upadhyay, 2018). In this prior focus is maintained towards
aspects through which workforce stress getting elevated and there are few strategies that is taken
by individual to manage own stress effectively and it is as explained below as:
 Encourage workplace wellness: The healthy and well living is the best weapon against
stress and in this it is required that brain feels good while working as it helps to advance
production rate. As per encouragement of wellness ability of workers to advance healthy
living standards is developed on regular basis.
 Revamp the habit: It is also being required that individual having a power to get manage
and control stress that comes from the working environment. In this all the aspect of
working place is recognised for instance, the quality of coffee affects the engagement
level of employees. For this business and its management worked to advance and
increase level of enjoyment in which people felt free from stress.
 Encourage social activity: It is a standard that is requires under which employee felt
more connected with business activity and during this working possibility is advanced on
regular basis. The implementation of social activity is required as with this better and
clear interaction is processed through which it is easy for workers to get achieve
standardised outcome in balanced mode.
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 Recognise subordinates: It is an essential prospect within which it is required that
employee get connect with their subordinate as it is a basic fundamental through which
working relationship get boost and enlarged (Salim and et. al, 2018). As all the employee
has different personality and to get manage with each other it is required that working
prospect is analysed with clarity under which positive working culture is developed.
Question 3 Week 6:
What are the essentials for team-based organisational success? What are the challenges of a team
based organisation, specifically in terms of virtual teams? What are the required
competencies for virtual leadership?
Team based working is always being essential aspect as with this higher performance under
which rate of accomplishment of suitable task and objective is perceived with perfection and
adequateness. Ability of Debenhams to achieve long term goals is perceived as per working
standards of team. There are few essential that is required for team based success and it is as
explained below as:
 Develop leadership skills: It is a quality that is required while achieving standardised
success as in this adequate learning and growth is perceived with perfection (Schaltegger,
2018). It is applicable for all the suitable stages as leader has an ability to influence other
under which immediate changes is implemented as per requirement.
 Management of complex issues collaboratively: It is essential as with this systematic
operation are performed as per undertaking of adequate actions through which changes
are implemented as per concern of effectual accountability.
There are different challenges that are faced by Debenhams in terms of virtual team and it is
as briefly explained below as:
 Different communication style: All the employee has different style of working as few of
workers prefer email to reach other while rest use instant messaging under which
effectiveness to advance suitable level of collaboration is advanced in balanced mode. In
terms of virtual team manager requires to create brainstorming as with this only
productive team is developed in productive manner.
 Lack of structure: There is a lack of structuring under which communication is getting
imbalanced through which working possibility is affected on regular basis. In virtual
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team information is processed from central hub as with this more complex situation is
created in terms of work processing.
The required competencies for virtual leadership are trust, communication and attentiveness
as with this working performance and its credibility is advanced over a continuous period of
instance. In this suitable strategies are framework through which leaders and workers has better
attribute towards their team working.
Question 4 Week 8
Explain the various things you can do to improve your effectiveness as a communicator in
organisations.
In order to improvise the effectiveness of an organisation there are different prospect that is
implemented in timely frame as with this worker get ensure and encourage to advanced balanced
roles as with this collaborative environment is created (Schaltegger, Burritt and Petersen, 2017).
It is also being used to improvise productivity standards under which better outcome is delivered
in effective manner. The team today worked for to advance agility through which balanced
communication is processed under which required information is facilitated in clear mode. There
are different ways that is used to improvise effectiveness of organisation and it is as explained
below as:
 Communication strategy: In this required information is transformed through which rate
of task delivery and accomplishment of task is processed in timely frame. In this
appropriate strategy is designed that is also be processed with support of better and clear
interaction.
 Communication plan: It defines suitable path that is followed to persuade long term
effectiveness as with this adequate level of consistency is developed in balanced mode. It
is essential aspect within which possibility to advance working credibility is programmed
in balanced mode.
 Listen: It is an ability which is required while making communication as it is processed
as while listening and understanding each other’s prospects. As it is necessary while
implementing different information through which rate of connectivity and transparency
among working is processed with perfection. It also advances the level of clarity in
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between two so that capability to clarify communication gap is increases as with this
favourable outcome is processed with adequateness.
Question 5 Week 9:
Describe the major types of individual power in organisations.
There are different powers that is used within the organisation in order to manage and
operate different functions and that is as explained below as:
Legitimate power-
This is the power which is given in hand of managers to supervise their subordinates. In
context of Debenhams their managers have some powers like hiring and training of new
workers who have the experience in management field, motivate their workers to resolve
customer’s queries, supervision their subordinate’s performances, communicating with
home offices is also the responsibility of their managers.
Coercive power-
This is the power which is related to the fear in employees of not performing well in the
organisation then manager might dismiss them from the company. In context of the
company this power is basically found in most of the employees especially new employees.
In the company if the customers if complaining about the products and the workers are not
doing well to improve those errors then firstly managers warn them then they take strict
actions for such kind or irresponsible employees (Sovacool, 2017). And also in case of any
misbehave with customers, company take strict actions. There are strict rules and regulation
in the company which lead to face more fear of this power in employees.
Referent power-
This power has two prospective like – from manager’s point of view and secondly from
workers point of view. Ability of a manager to influence their workforce so the workforce
will believe him and secondly this power helps the workers to refer what they think and
what they want their managers to work like. In the company managers have high
managerial skills and a long time experience which help them to influence their subordinates
and in case of workers they have power to put pressure on managers to change any policy
related to workers benefit and in some situations managers have to accept their suggestions.
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Question 6 Week 10:
Distinguish between mechanistic organisations and organic organisations, as described by the
contingency approach to organisational design
The contingency approach of the business is highly suitable as with this organised level of
modification and advancement is processed in effective manner. In this suitable decision is
taken through which optimised ending is resulted and in this decision are taken as per varied
internal and external decision.
BASIS Mechanistic organisations Organic organisations
Definition The mechanistic organisation is
hierarchical aspect as with this
authority is centralised, formalised
procedure and practices is
implemented.
In this flatness interaction is performed
and with this low specialisation is
induced through which both formal and
informal relation is designed as per
concern of effectual decision making.
Characteristics In this employee get complete their
own task in this definite chain
command and decision is taken
with better possibility. For strict
interaction is developed under
which operating standards is
developed in ordinated basis.
In this employee more often share their
input under which open communication
is processed in between manager,
employee and executive. For this face to
face hierarchy of power is developed in
effectual manner.
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CONCLUSION
It has been concluded from the above report that management and operations are usually
being used to process sustainable working standards as with this working possibility and rate of
accomplishment of task is developed in moderate basis. In relation to this global working
standards and its environment is considered through which working efficiency of the business is
advanced in ordinate manner.
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REFERENCES
Books and Journals
Burritt, R.L. and el. at., 2019. Diffusion of environmental management accounting for cleaner
production: Evidence from some case studies. Journal of Cleaner Production. 224.
pp.479-491.
Finnerty, N. and et. al., 2017. An energy management maturity model for multi-site industrial
organisations with a global presence. Journal of Cleaner Production. 167. pp.1232-
1250.
Garza-Reyes, J.A., Yu, M., Kumar, V. and Upadhyay, A., 2018. Total quality environmental
management: adoption status in the Chinese manufacturing sector. The TQM Journal.
Salim, H.K.and et. al., 2018. Global trends in environmental management system and ISO14001
research. Journal of cleaner production. 170. pp.645-653.
Schaltegger, S., 2018. Linking environmental management accounting: A reflection on (missing)
links to sustainability and planetary boundaries. Social and Environmental
Accountability Journal. 38(1). pp.19-29.
Schaltegger, S., Burritt, R. and Petersen, H., 2017. An introduction to corporate environmental
management: Striving for sustainability. Routledge.
Sovacool, B.K., et. al., 2017. Political economy, poverty, and polycentrism in the global
environment facility’s least developed countries fund (LDCF) for climate change
adaptation. Third World Quarterly. 38(6). pp.1249-1271.
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