Management: Organisational Vision, Communication and Stakeholder Engagement Plan, Partnership Plan

This document discusses the organisational vision, communication and stakeholder engagement plan, and partnership plan in management. It covers topics such as vision, mission, values, personal manifesto, communication strategies, stakeholder analysis, partnership cultivation, and regulatory requirements.

Running head: MANAGEMENT
Management
Name of Student
Name of University
Author Note

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Table of Contents
Part 1..........................................................................................................................................3
1. Organisational vision.............................................................................................................3
Vision.....................................................................................................................................3
Mission...................................................................................................................................3
Values.....................................................................................................................................3
Personal manifesto..................................................................................................................4
Personal behaviours................................................................................................................5
Culture that contributes to collaboration................................................................................6
2. Communication and stakeholder engagement plan................................................................6
Develop a detailed stakeholder analysis.................................................................................6
Involve staff and stakeholders in decision-making................................................................7
Strategies for ongoing consultation and involvement............................................................8
Form collaborative communities............................................................................................8
Implementing a positive communication to the media, local community and stakeholders..9
3. Partnership plan....................................................................................................................10
Cultivate new and existing partnerships...............................................................................10
Work allocation....................................................................................................................10
Conflict resolution................................................................................................................11
Resource requirements.........................................................................................................11
Write policies and procedures of organisation.....................................................................12

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Form partnership..................................................................................................................12
Outcomes to be achieved from partnership..........................................................................13
Performance Indicators.........................................................................................................14
4. Regulatory requirements......................................................................................................14
Legal requirements...............................................................................................................14
Policies, procedures, and regulatory requirements...............................................................15
Reporting systems................................................................................................................15
5. Staff development................................................................................................................16
Encourage and support staff.................................................................................................16
Empower staff to work autonomously within guidelines.....................................................16
Create opportunities to measure the climate of the work environment................................17
Clearly defined work roles...................................................................................................17
Part-2........................................................................................................................................18
Part-3........................................................................................................................................18
Bibliography.............................................................................................................................22
Appendix..................................................................................................................................24

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Part 1
1. Organisational vision
Vision
The vision of Woolworths is to become one of the most responsible retailers in the
world so that the passionate commitment of the organisation towards the population can be
revealed. It aims to conduct good business with customers, people and planet, which indicates
the CSR activities of the company (Woolworths.com.au 2019).
Mission
The mission is to add quality to the products that are sold. The products sold by
Woolworths signify the selling strategy by taking into consideration the demands of the
customers (Woolworths.com.au 2019). The company takes care of the customers and the
employees.
Values
The value of Woolworths is to inform and underpin the ways it conducts business
across the group. Woolworths seeks to embed its values across every sphere of business such
as value based leadership or passionate brand advocacy (Woolworths.com.au 2019). The
company is obsessed with the customers meaning that first priority is always given to the
customers (Woolworths.com.au 2019). At the same time, it is inspirational which means that
it looks ahead and takes the required lead. Woolworths is also responsible for doing the right
thing by adding value with values (Woolworths.com.au 2019). The company works in a
collaborative manner, which means that the employees work together as a team. Quality is

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considered as the heart of the business. The commitment is made to the quality of the
products that are sold by the company (Woolworths.com.au 2019).
Personal manifesto
Woolworths stands for providing the customers with quality products that are served
for meeting the demands of the people (Woolworths.com.au 2019). Woolworths provides the
first preference to the customers and creates values based on the requirement of the market as
well as the industry. Woolworths also stand for providing employment opportunities to many
people across the country without any ethical violations (Woolworths.com.au 2019).
Woolworths is willing to sacrifice the quantity offered for quality. It is necessary for
Woolworths to understand the requirements of the people and balance the quality and
quantity of the organisation. Woolworths interacts with the customers on a regular basis that
helps in understanding the demand made by them (Woolworths.com.au 2019).
The strongest belief of Woolworths is the fact that it can be a responsible retail
company in the world. The strength is that it conducts proper business and identifies the
factors that are responsible for the development of the business within the country
(Woolworths.com.au 2019).
Woolworths wants to conduct business by identifying the needs of the customers so
that they can retain its position as one of the best retail companies in the world
(Woolworths.com.au 2019). It needs to identify the manners by which quality and quantity
can be balanced so that every customer can be satisfied in every aspect of the services
provided.
Woolworths need to undertake changes so that it can continue with its business
prowess. One of the changes that the company can undertake is the fact that it can make fresh

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produce of the products so that dependence on the suppliers can be reduced
(Woolworths.com.au 2019). This can allow Woolworths to continue with the development of
fresh produce in the company.
The money spent by Woolworths has to be made by calculating the profit that can be
earned in the future. For example, the investment made by the company on technologies can
be reduced so that it can develop resources like staff development policies for the benefit of
the target customers (Woolworths.com.au 2019).
The slogan that Woolworths uses for launching its campaign is “Australian’s Fresh
Food People”. The slogan also indicates that the intended market of the company is the
people residing in Australia (Woolworths.com.au 2019). However, a change in slogan is
required during commencement of business outside the country.
Personal behaviours
The behaviours undertaken by an organisation can be measured in terms of responses
from the customers as well as the employees. In the case of Woolworths, the behaviour of the
company towards the customers can be considered as positive (Woolworths.com.au 2019). It
has already been seen that Woolworths provide importance to the customers and thus, the
important factors that are needed to be considered is the quality as well as the quantity of the
products (Woolworths.com.au 2019).
It is necessary that Woolworths understand the demand of the customers so that
proper and effective products can be provided. At the same time, behaviour of the employees
also needs to be stable so that the company can thrive from the contribution made by the
employees (Woolworths.com.au 2019). Motivation is required so that the employees can
provide the best services to the customers. Thus, it can be said that Woolworths manages to

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maintain proper personal behaviour with the customers as well as the employees
(Woolworths.com.au 2019).
Culture that contributes to collaboration
The corporate culture of Woolworths can be considered as one of the richest in the
retail organisations mainly because the company holds a dominant reputation in the market.
The culture of the company is defined by the foundation it has build among the employees in
terms of hard work and integrity that needs to be maintained (Woolworths.com.au 2019). At
the same time, it is seen that Woolworths possess a down to earth culture and help in the
celebration of family and friends value (Woolworths.com.au 2019).
The customers lead the company as every business aspect of the company is directed
towards the satisfaction of the customers. Woolworths serves about 28 million customers that
are loyal to the company on a weekly basis and consists of 190,000 employees with a
majority of them being involved with the company for more than 25 years
(Woolworths.com.au 2019). The organisational culture helps in the development of trust.
2. Communication and stakeholder engagement plan
Develop a detailed stakeholder analysis
The good business journey undertaken by Woolworths helps in managing the business
comprehensively and meets the expectations of the key stakeholder groups. The stakeholder
analysis includes:
Customers: Woolworths make efforts to continue to meet the requirements of the
customers as they are considered as the most effective stakeholder (Woolworths.com.au
2019). The requirement of the customers is satisfied in terms of product quality, value and
sustainability.

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Employees: Woolworths employs over 190,000 people across the globe and the role
as a leading employer can help in enabling the wellbeing through skills and learning
opportunities (Woolworths.com.au 2019). Hence, the contribution of the employees is for the
continuous development of the organisation with innovative services.
Suppliers: Woolworths have a strong connection with direct and indirect suppliers
(Woolworths.com.au 2019). The company strives to provide terms and conditions that can
help in providing support for the development of inventories and ongoing long-term
sustainability maintained at the organisation.
Communities: Apart from Australia and New Zealand, Woolworths also operates in
South Africa (Woolworths.com.au 2019). Meaningful involvement with a community can
help Woolworths to boost its initiative of maintaining a social responsibility within the
community.
Shareholders: Woolworths is listed under the JSE and public trade company
(Woolworths.com.au 2019). Due to this, the company has numerous shareholders in the
country as well as in foreign lands.
Involve staff and stakeholders in decision-making
As stated by Cooper (2017) the involvement of the staff and stakeholders in the
decision-making activities of a company is essential for proper development. In the case of
Woolworths, the staffs are also part of the stakeholder of the company and hence, it is
essential to involve them in the decision-making activities of the company. The decisions of
the staffs as well as the stakeholders are important for Woolworths, as the ideas provided by
them can be useful for the development of the activities of the company (Woolworths.com.au
2019).

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The involvement of the stakeholders can ensure that not only the production, but also
the corporate responsibility of the company is attained. As seen from the analysis of the
stakeholders, the customers are the most valuable for Woolworths and thus, indirect
involvement of the customers in the decision making process can be made. This can be done
by collecting feedback from the customers.
Strategies for ongoing consultation and involvement
It is necessary for every company to maintain proper communication with the
stakeholders. According to Locke et al. (2016), consultation with the stakeholders is
important for the development an organisation. The consultation need to be done while taking
any decisions and formulating any form of changes that are required. In the case of
Woolworths, it is necessary that the consultation and involvement of the stakeholders be
made so that any form of risk can be mitigated for the development of the company.
The involvement need to be done based on the analysis of the capability of the
stakeholders. Woolworths can consider in indulging in consultation in the form of conducting
group sessions or gaining feedback so that every idea provided by the stakeholders be
considered. The strategy for involvement of the stakeholders is done by providing them with
the motivation required for effective performance of the company (Martin et al. 2016).
Form collaborative communities
As per Attachment F
Audience Message Type Delivery Method Schedule Message
Source
Employee
s
Remain motivated Conduct meeting After every month Managers

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Customers Ensure that quality
product is provided
Receive feedback
and promote on
social media
With each new
product
development
Managers
Suppliers Adhere to the code of
conduct of the
organisation
Make phone calls
or provide emails
After every month Managers
Implementing a positive communication to the media, local community and
stakeholders
A positive communication can be maintained by developing tools that can help in
building effective collaboration. Positive communication towards the media as well as the
local community and the stakeholders need to be maintained so that Woolworths can gain
recognition in the business and enhance its business opportunities. As stated by Picciotto and
Mayne (2016) the positive communication is mainly based on the development and effective
use of the strategies that are employed by a company.
Hence, in the case of Woolworths, positive communication in the form of media as
well as local community can be maintained by providing a regular update about the change in
policies, strategies and development of new products (Woolworths.com.au 2019). In the case
of the stakeholders, the positive communication need to be in the form of implementing the
feedback received so that a proper acknowledgement can be provided that helps the
stakeholders to understand its importance in the business.

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3. Partnership plan
Cultivate new and existing partnerships
Partnerships help in gaining a support for an organisation so that it can commence
with the smooth progress of the business in the market. In the case of Woolworths, the
partnerships that the company is involved with include the existing suppliers. The suppliers
of Woolworths help the company in gaining success. Therefore, as stated by Picciotto (2017)
partnership is formed with the local suppliers of the country in which it manufactures so that
effective development of the company can take place.
The partnership need to be formed by considering the effectiveness that the
stakeholders may have on the development of the market. The new and existing suppliers of
Woolworths need to abide by the culture of the organisation so that it can maintain its
business prowess. As stated by Bendell (2017) the partnerships can be developed based on
the effectiveness of the stakeholders of the company.
Work allocation
The work allocation of the employees needs to be based on the talents that the staffs
possess. The work allocation needs to be divided in an equal manner so that every employee
gets an equal opportunity to display the talents. At the same time, the work allocation needs
to be such that each employee gets opportunities to balance the personal as well as the
professional life in a proper manner.
It is for this reason that the work allocation in Woolworths is based on the
development of the talents of the company and the manner in which it can develop its
business (Woolworths.com.au 2019). It is necessary that the work that is allocated be
subjected to the talent and skill of the employees as this result in the motivation of the

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employees in the future. Work allocation also helps in improving the productivity of the
employees.
Conflict resolution
The conflict resolution can be considered as one of the most important techniques that
need to be developed by companies so that coordination can be maintained among the
employees (Anstey, Riggar and Walker 2017). Conflict resolution need to be done so that
productivity of an organisation is not hampered. In the case of Woolworths, the company can
adopt various conflict resolution techniques that can be used so that effective application of
the products can take place (Woolworths.com.au 2019).
Techniques such collaboration, compromising, avoiding can be adopted so that
conflict resolution within the organisation can take place. Hence, it can be said that for
Woolworths, it is necessary that the company ensure the application of conflict resolution
takes place mainly due to maintaining the effectiveness of the employees within the
organisation. Without effective conflict resolution tactics, it can be difficult for Woolworths
to solve the basic problems related to it (Woolworths.com.au 2019).
Resource requirements
As stated by Sadiq and Governatori (2015) it is necessary for an organisation to
maintain rich resources so that development can take place in terms of productivity as well as
for the success of the business. The resource requirements need to be managed based on the
intensity and the urgency of the factors necessary for success. In the case of Woolworths, it is
already seen that the company owns about 190,000 employees (Woolworths.com.au 2019).
However, development in the form of employee as resources is required while commencing
business in an international market.

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At the same time, resources in the form of raw materials and finances need to be
maintained so that the company can ensure success and continue to develop in the market.
Another important resource that is required for the company is the feedback from the
customers. This is mainly because the customers provide the ultimate resource in terms of
increase in the profitability of the company (Woolworths.com.au 2019).
Write policies and procedures of organisation
As per Attachment G
Policy:
Privacy policy
Purpose:
To maintain the private information of the customers as well as the employees
Scope:
The scope is that it can help in developing trust among the people about making bank
transactions with the company
Responsibilities:
The responsible people include the managers of the organisation
Form partnership
As seen from the above analysis, Woolworths have formed formidable partnership
with the suppliers. In this regard, changes regarding the formation of partnership can take
place that can help the company to continue with its growth and development
(Woolworths.com.au 2019). Partnerships can be formed by analysing the most effective

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supplier in the country so that Woolworths can gain fresh products for providing to the
customers.
In this regard, it can be said that for Woolworths to succeed in the international
market, partnership with local suppliers or local companies that complement the products
sold by Woolworths can be made (Woolworths.com.au 2019). This can help in the
development of an effective partnership for the company (Woolworths.com.au 2019). It can
also help to ensure that the resources Woolworths have can be multiplied. Hence, formation
of partnerships can help in enhancing the prospect of success for Woolworths in the business
market.
Outcomes to be achieved from partnership
As per Attachment H
Indictor
i.e
percentage
of or
number of
Baseline
What is the
current value
Target
what is the
value to reach
Data
source
Where will
we get this
information
Frequency
How often
will we
measure it
Responsible
Who will
measure it
Reporting
Where
will it be
reports
Achieved
Is it on
track
(traffic
light)
Goal 15% AUD$120,00
0
AUD$200,000 Secondary
source
Annually Managers Meetings Green
(Achived)
Outcom
e
10% AUD$12,000 AUD$200,000 Secondary
source
Annually Managers Meetings Red (Not
achieved)
Out-puts 5% AUD$6000 AUD$200,000 Secondary
source
Annually Managers Meetings Red (Not
achieved)

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Performance Indicators
The performance indicators that can help Woolworths to continue with the
development of the company include the quantitative indicator, which present the number of
sales and profit of the company. At the same time, Eskerod and Jepsen (2016) stated that the
qualitative indicator indicates the outcome of a process for proper development of the
organisation. For example, Woolworths can identify the lagging indicators that can help in
identifying the success and failure that is associated with the development of the company.
This can help it to maintain its resources and ensure that the process adopted for
manufacturing the products can have a significant outcome for the development of
Woolworths. At the same time, financial indicators used in performance measurement can
help in the development of the operating index of Woolworths (Na, 2016). The budget and
the cash flow statement of the company can be analysed based on the calculation of the
operating index.
4. Regulatory requirements
Legal requirements
It is essential that Woolworths maintain the ethical rules that are related to
employment. The Fair Work Act 2009 helps in governing the work of the Australian
employees. In the case of Woolworths, the application of this particular act can help in the
development of a diverse employee culture and ensure that every employee is provided with
the equal opportunity to commence business with the company (Woolworths.com.au 2019).
At the same time, legal requirements in terms of maintaining the health and safety of
the employees need to be maintained so that Woolworths can keep a fit and healthy staff in a

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risk free environment (Woolworths.com.au 2019). The Work Health and Safety Act 2011, is
taken into account for maintaining such stability. Personal Property Securities Act 2009 is
also required to be maintained so that legal claim on the land of the building can be done
(Bolden 2016).
Policies, procedures, and regulatory requirements
The main policy that is maintained by Woolworths is that of the privacy of the
customers and business activities. As observed by Picciotto (2017) every customer
transaction is made in a secured manner so that none of the personal information shared by
the customers is made in public. At the same time, personal information about the employees
is also not shared. The procedures followed by Woolworths in trying to cope up with the
legislation are that it maintains strict organisational rules related to ethical discrimination
intolerance or unfair labour.
The regulatory requirements are directed towards the suppliers in which it is stated
that food standards that apply to Australia and New Zealand need to be maintained while
commencing business with the company (Eskerod and Jepsen 2016). This can help
Woolworths to ensure safety of the food that is being provided to the customers and
responsible authorities maintain the required quality of the food.
Reporting systems
The reporting system that is followed by Woolworths can be described in two ways.
The first way identifies the reporting system based on market research and customer
feedback. According to Cooper (2017), the research conducted by the market analyser is
reported directly to the manager via email or during meeting depending upon the urgency of
the information. The customer feedback can be however traced immediately as most
feedback is sent to the manager directly.

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The reporting system based on violation of rules and regulations at the work place are
done to the immediate in-charge of the employees that is the line manager (Picciotto and
Mayne 2016). This reporting system is done by email or by dropping the grievance at a
grievance box of the company. These reporting systems help in maintaining the effectiveness
of the organisation and ensure that the development of the reporting system can be done for
the growth of the organisation.
5. Staff development
Encourage and support staff
Woolworths provides encouragement and support to staffs by providing motivation
via financial as well as non-financial factors. At the same time, any type of discrimination is
not tolerated at the company. Line managers are made the in-charge of any employee
grievance (Woolworths.com.au 2019). The employees are also encouraged to be innovative
and they are given the full right to help the customers during purchase of products. Leaves
and bonus are also provided to the employees as per rules set out by the organisation. Hence,
Woolworths boasts of a large number of employees than other retail stores
(Woolworths.com.au 2019).
Empower staff to work autonomously within guidelines
Woolworths follow a strict guideline about maintaining a code of conduct. Every
employee need to maintain the code and ensure that each of the employees read, agree and
follow it (Woolworths.com.au 2019). The staffs are empowered to continue with the progress
of the work only after maintaining these rules (Woolworths.com.au 2019). Thus, the
employees are required to behave in a manner that is consistent with the value set by
Woolworths and the culture of the organisation. Each employee working at the company
takes personal responsibility of the customers (Woolworths.com.au 2019).

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Create opportunities to measure the climate of the work environment
The opportunities that can be created to measure the work environment can be
attributed to the fact that Woolworths organise an annual campaign that can help in uniting
the employees. Martin et al. (2016) stated that the cooperative manner in which the
employees can work among themselves during the setting up of the campaign could be
considered as a way to measure the work environment. At the same time, competition is set
up that helps in the development of a competitive spirit among the employees. The reactions
to competition by the employees in terms of pressure undertaken can be considered as
another way of measuring the work climate (Bendell 2017).
Clearly defined work roles
The work roles of the employees are based on the organisational policies and
procedures. As stated earlier. Code of conduct is developed by the organisation, which is
required to be followed by the employees. The employees need to maintain the organisational
culture and value so that they can enhance the reputation of the organisation (Anstey, Riggar
and Walker 2017). At the same time, it is also seen that the employees understand the benefit
that they can gain for maintaining the code of conduct.
Hence, it can be said that the work roles that are to be maintained by the employees
are defined in a clear manner by the management and based on the clarity of the code of
conduct, the employees can understand the effectiveness of working at the organisation. At
the same time, as stated by Cuppen (2016) the code of conduct also defines the roles that are
to be played by the employees. This can help in providing every employee with the
responsibility of remaining active in the organisation and work towards the development of
goals.

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Part-2
Given in presentation
Part-3
Q1 (a)Discuss the key behaviours, ethics and skills required to foster positive
relationships and engage with stakeholders.
The key behaviours that are required include motivation of the employees and
stakeholders. Involving them in every organisational decision making activity as well as
providing them with the opportunity to make changes within the organisation can help in
developing positive relationship.
(b) Explain how to encourage participation and deliver effective communications.
Participation can be encouraged by ensuring that employees and stakeholders are
motivated properly and that every meeting that is conducted involves the stakeholders. At
the same time, effective communication can be ensured by using communication tools
and modern methods such as emails and direct contact with the management
Q2 Define and explain collaborative partnerships and how successful partnerships add
value to the organisation
Collaborative partnerships are the agreements and actions that are made by consulting
with the organisations so that resources can be shared to understand goals. Successful
partnerships can add value to the organisations by splitting the cost of resources as well as
ensuring that large amount of risks does not take place that may hinder organisational
progress
Q3 Explain what PEST analysis is and how it may assist with building collaborative

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partnerships
PEST analysis is done to understand the external environmental factors that may have an
impact on the success of an organisation. The analysis can help in developing
collaborative partnership as with the help of the analysis, managers can understand the
local suppliers and companies with which collaboration can be made
Q4 What role does emotional intelligence play in positive individual performance and
team success
The role of emotional intelligence in influencing positive individual performance is that it
can channel the emotions of the people and manage the interrelationship in an empathetic
manner
Q5 What are the important stages of a change process and how is this relevant when
implementing a partnership program
The stages of a change process include shock, disbelief, self doubt, acceptance,
experimentation, search for meaning and integration. This is relevant in partnerships as it
helps in developing the characteristics of the partners in an organisation
Q6 Describe how you would initially involve stakeholders and how you would keep them
informed in an ongoing manner. Give 3 examples.
Stakeholder Initial involvement Ongoing
communication
Employees Motivate them to Via meeting

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work properly
Customers Provide them with
quality materials
Via feedback
Suppliers Ensure fair price is
provided for the
resources
Via emails
Q7 Select two (2) initiatives that contribute to a positive culture the embraces
collaboration. Discuss each initiative.
The two initiatives include:
Ethical considerations: Under no circumstance, the culture of the people can be brought
to criticism. Effective collaboration may lead to the development of a diverse culture in
the organisation
Motivation: Always motivate the employees so that harmonious existence takes place. It
is necessary to ensure that the motivational factors identify the development of the
employees within the organisation
Q 8 Discuss two (2) mechanisms you would put into place to measure the organisational
culture
The two mechanisms include:
Developing ethical policies: Ethical codes related to accepting and collaborating with
different cultures can be stated
Identifying diversity in the products: Products manufactured can be made innovative by

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adding cultural values of different countries
Q9 What are the legal requirements that may impact on a new partnership to be
considered when forming a partnership
A partnership must have more than one owner so that the profits and losses can be shared.
It needs to be formed by binding contract related to exit or death of a partner. Every rule
in a partnership need to be written down specifically
Q10 How would you plan your resourcing requirement in regards to staff allocations,
equipment and infrastructure requirements?
The resource requirement will be planned by identifying the deficit that exists in each of
these areas. Staff allocation need to be updated on an annual basis whereas the
equipments need to be checked after every month. Infrastructure resource requirement can
be based on the method obtained for the development of the cultural implications
Q11 Explain why diversity is an important consideration when considering the
development and cultivation of partnerships
Diversity is important as it helps in gaining various ideas related to the development of an
organisation. Managing the diverse people can help in the development of new innovative
ideas for the progress of the business

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Cooper, S., 2017. Corporate social performance: A stakeholder approach. Routledge.
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Na, N., 2016. The United Nations and business: A partnership recovered. Springer.
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Picciotto, S., 2017. Rights, responsibilities and regulation of international business.
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Appendix
Attachment A
1. Aligning Organisational Culture Woolworths can ensure that fresh
products are provided that can help in
building the reputation of the
organisation
2. Communication Strategy Communication via email between
employees and social media between the
organisation and the customers can be
made
3. Partnership Strategy The partnership strategy that is to be
developed includes alliances with local
farmers so that fresh products can be
gained
4. Staff Development and Performance
Strategy
Training to the employees can be given
and performance based on competency
can be ensured by the employees
5. Evaluation Strategy The monitoring of the employees can be
done by maintaining a regular record of
the sales and progress of the company