Management Perspectives: Woolworth's Sustainability Report and Growth Opportunities
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This research report analyzes Woolworth's sustainability report and explores growth opportunities for the company. It examines the relevance of organizational theory and ethical practices in Woolworth. The report also discusses the vision and values of the company, as well as its diversity and ethics initiatives.
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MANAGEMENT PERSPECTIVES
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Executive summary This research report has been conducted on Woolworth because its sustainability report will reflect positivity as it is one of Australia`s renowned company. This report is entirely based on the growth opportunities that can be accessed by the Woolworth if it perform with acute ethnical process.
Contents Executive summary...............................................................................................................................1 Introduction...........................................................................................................................................3 Research methodology..........................................................................................................................3 Vision and values of the company.........................................................................................................3 Organisational theory............................................................................................................................4 Ethics and diversity................................................................................................................................6 Conclusion.............................................................................................................................................8
Introduction Woolworths is an Australian grocery store, which was established in 1924. Woolworths along with Coles has formed duopoly of the Australian supermarkets which account for 80% of the country`s market. Apart from this, Woolworth has vested its power in diversifying the portfolio so that it can provide huge options to the customers. The company has considerable market share in New Zealand`s nearly 45%. This research paper will be analysed on the basis secondary data mainly sustainability report of Woolworth (Woolworth Group, 2018). Research methodology Withincreasingramifiedchangesin thedynamicbusinessenvironment,multinational companies mainly exist to earn money to attract investors and shareholders. Concentrating on earning higher profit is not only mere obligation of the MNCs these days. Despite huge profits, it is mandatory for the organisation to comply CSR (corporate social responsibility) which means that the organisation can enhance its long-term sustainability by executing CSR activities. This research report will analyse the effect of diversity in organisations and compliance with ethics that affect the sustainability. The research question will be framed as- What will be the relevance of organisational theory in Woolworth? How relevant is the evidence of ethical practises in Woolworth? This research report is based on secondary data available in the sustainability reports of the organisation. The values and mission of the organisation are reflected in its culture by using Morgan’s metaphors. Vision and values of the company The mission of Woolworth is to help its members by achieving financial security and well- being by providing huge range of related competitive saving prices, and financial services. The vision of the company is to provide appropriate financial assistance for the subordinates
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of the company. Apart from employee concerns, purpose of the organisation is add quality to its every product, which they sell to its customers and people. The vision of the company is to reflect passionate commitment to do business for customers, planet, and people. When associating it with eight metaphors of the organisation, it is seen that cultural system includes interactive human, beliefs, share values and culture between the employees. From value- based leadership to a passionate brand, teams seek to inculcate values in all the dimensions of the business. The values stated are inspirational, collaborative, committed to quality, and obsession. Customer-based means that customer should be served first. Collaborative means working together of work and quality is the heart of business as Woolworth is committed to quality in whatever they do. According to eight metaphors, traditional pattern of organisational society can disintegrate and finally lead to fragmented values, which are based on occupational structure, and chain of command. Culture shapes the organisation and it is said that companies in themselves have mini-societies due to different subcultures in the organisation. Organisational theory In order to undertake the understanding of organisation theory, this discussion examines motivation, managerial style, leadership, and communication. Other organisation related theories such as Agency theory focuses on two parties where there is a principle and an agent. For example- conflicts of goals that exist between principal (buyers of Woolworth) and agent (stakeholders` especially dairy farm industry of Australia). Sense making theory defines the noticing of the event and then interpreting it on the basis of event. Issue is related to when Woolworth do not focus on customer feedback. As a process of decision making for the company that is based on work can be overlooking practises, which are contributing to positive results. The organisation will have to develop such understanding, which works to include changing business environment. In future, this can be achieved with the help of
continuous communication. The company has to focus on technology by improving its safety system. The organisation can offer better online shopping by signing in the video for the newcomers. According to literature stated by the upper level of management is that, management in Woolworth was removed from the staff because of informal hierarchical system and head of the department had very less communication with the part time employees. This means that management do not know its entire staff in its personal terms resulting in poor application of motivational methods. During recession, there is a need to motivate staff so that they can feel encouraged. Many employers do not have large budget to train and recruit in order to ensure that their business is surviving in the hands of talented workers and this makes them more competitive. In many cases, the employees are driven by money and on the other hand some people not only rely on salary but they demands self-esteem and self-respect once they reach a reputed position. If Woolworth fails to motivate its workforce then their effectiveness and their quality of work can deteriorate organisational culture. As there are large number of part time employees working in Woolworth and biggest challenge is to keep the staff motivated. As demotivated employees would lead to low quality of service which is a factor that can lead to failure of Woolworth. Poor feedback from the customers can lead to poor reputation. By applying McClelland`s principle at the starting of the career where management can get deeper understanding of each employee working in it. Majority of workforce seek to harmonise their experiences and further seek to make their jobs straightforward by making the relationships friendly. Evaluation based on organisational theories can be extended McGregor`s theory of X and Y where it is the responsibility of the manager to make favourable working environment. In the branches of Woolworths, huge number of managers
fit the traits of X character. One of the key roles in management is communicating with the staff, which can have negative effect. Not offering any responsibility to the part time workers can be a pragmatic decision, which would simply deter the staff and reach their ability potential at the work. Whereas, Y theory character are not suitable for this work. As the analysis remains around the part time workers, which means too much responsibility on the shoulders of part time workforce can lead to lack of obligations and effectiveness. Rather than mixing both the theories Y and X which are most suitable to manage the retail workforce in which management might delegate the responsibility to the employees and given them freedom at the workplace and watch the work progress. Management by objective is the most appropriate especially when the workforce is competent. It is important to find appropriate situation where it wants to enhance and increase its workforce`s management and other self- leadership traits so that it can tap creativity, initiative, and knowledge. It is observed that head of the department of the organisation have used to decide the objectives for the senior managers. Ethics and diversity It is seen that diversity is one of the weakness of Woolworths as it barely takes any action and consideration to LGBTI community in their policies in regards to organisation`s diversity. According to the reports, Woolworth employs more than 205000 employees where 2,000 are natives and 38.9% women are on the management positions (Woolworth Group, 2018). As reported in the sustainability reports, it can be said that Woolworth comply with its CSR activities by serving the society. For instance- making of broad supply chains in order to procure huge amount of raw materials from black-owned women and men and SMEs that will remain a key vital. This service transformation will encourage the development of small black-owned suppliers. Skill development has become a strong point mechanism that can upskillandadvancethe designatedgroups. In thedevelopingcountries,climaticand
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economic pressures face several challenges, which increase the cost of living and easy accessing to basic amenities. In South Africa, initiatives related to social developments in the community base are aligned with the work accomplished by Woolworth group. The company has transformed its anti-bribery policies and it has conducted a comprehensive overview of all the corruption and anti-bribery initiatives operating at all the level of jurisdiction in Africa. Group values customer obsessed, as the committee requires considering many aspects of customer relationships. The company has to ensure that it has embedded shared values in its organisation culture at its workplace. Apart from this, it is also an important concern to treat health and safety concerns for the employees where it is the primary focus on health priorities. Diversity dimension has led to planning, managing, and the implementation of certain programs in partnership with Woolworth and collaborating with huge range of regional stakeholders. In 2016, it has nationally being on targeting placements. It is across 150 locations in regional, Metro, and remote Australia. This program delivers employees for supermarket, Murphy stores, and Big W. Diversity dimension plays an important role in helping Woolworth to meet the commitment in order to recruit native team across Australia. As the country has been undergoing huge demographic changes and its customers are emerging by saying that it is an essential part of great shopping process that has been receivedasafantasticcustomersfrompeoplewhousuallyreflectcommunities.The organisation is working to attract and retain diverse workforce with positive focus by providing equitable, engaging, and safe working environment. The company values each employee of the organisation at the workplace regardless of age, gender, disability, beliefs, sexual orientation, and gender identity. During 2025-2016, the company has reviewed several strategies in order to ensure that they can support inclusion and diversity. More than half of the total workforce is female and board of the company is split into 50:50 among women and men. The company is committed to enhance its representation of women and even further by
increasing the number of executives in the management. In 2016, women was positioned in 39% of the management employees in the company across all the functions that will improve Woolworth overall performance of the employees that will provide aspirational role models that increase attention of good performing women. The organisation is focused towards addressing the gender gaps between issues. The company opt for extensive work analysis in order to understand the salary wage gaps. The company has deployed a diversity and inclusion strategy to drive improvement in this area. Certain steps will be launched to deliver and serve important step changing so that it can close the gap. In 2015, the company entered into a reliable contract with the (AFG) Australian federal government under the EPI (employment parity initiative). This will further result in adding 16000 new native teams to the business. Conclusion This is take into this concluding paragraph that successful work culture of the company should be characterised by open communication at every level of management. Woolworth`s management should consider the needs of each employee and identify their motivating factor that will ultimately identify the nature of individual and their behaviour towards their job. The company can take the advantage of incentive-based motivational types where the performance is directed by goals. By conducting regular meetings, it can be determined whether the goals accomplish the mutual agreements or not. On the other hand, this organisation promotes diversity at high level as it has been hiring locals workforce of the countryatgreatspeed.
References Diversity dimension, (2018). Woolworths: Woolworths puts Indigenous people on par. Retrieved from:https://diversity-dimensions.com.au/woolworths/ Woolworth Group, (2018). GROUP REVIEW: PEOPLE: encouraging diversity. Retrieved from:https://wow2016cr.qreports.com.au/home/group-review/people-encouraging-diversity- details.html INTEGRATEDANNUALREPORT,(2018).SOCIALANDETHICSCOMMITTEE REPORT.Retrievedfrom: https://www.woolworthsholdings.co.za/wp-content/uploads/2018/09/WHL_2018_Social_and _Ethics_Committee_Report.pdf Miso, L. (2014). We have a diverse community of shareholders: Woolworths. Retrieved from:https://www.jacarandafm.com/news/news/we-have-a-diverse-community-of- shareholders-woolworths/ Prideaux,S.(2018).FromorganisationaltheorytotheThirdWay:Continuitiesand contradictions underpinning Amitai Etzioni’s communitarian influence on New Labour. InThe Third Way and beyond. Manchester University Press. Bunnell, T., Fertig, M., & James, C. (2016, April). Bringing institutionalisation to the fore in educationalorganisationaltheory:AnalysingInternationalSchoolsasinstitutions. InAamerican Educational Research Association Annual Meeting. University of Bath. Phillips, C., Esterman, A., & Kenny, A. (2015). The theory of organisational socialisation and its potential for improving transition experiences for new graduate nurses.Nurse Education Today,35(1), 118-124.
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