Leading and Managing Business Organisations

This report discusses the importance of managing diversity in business organisations and the challenges faced by Sainsbury's Supermarket. It also explores the characteristics of Scientific Management theory and why it still exists in some organisations today.

LEADING AND
MANAGING
BUSINESS
ORGANISATIONS

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
QUESTION ONE.......................................................................................................................3
Why is it important for Business Organisations to manage the diversity among their staff? 3
Discuss some of the challenges which Sainsbury’s Supermarket would face in their attempt
to manage the diversity among their employees....................................................................5
QUESTION TWO......................................................................................................................6
Despite its weaknesses, certain aspects of Scientific Management (Rational Goal Theory or
Taylorism) continue to exist in several organisations today..................................................6
Discuss the broad characteristics of the theory and explain why they have still not been
phased out entirely in the operations of some organisations..................................................7
CONCLUSION..........................................................................................................................8
REFERENCES...........................................................................................................................9
Books and Journals:...............................................................................................................9

INTRODUCTION
Management consists of controlling a group to accomplish a goal. Leadership refers
to an individual ability to influence or motivate others to contribute to an organisation's
success. Managing and leading is the part of the business without these organisations cannot
handle their employees. Now organisations also manage diversity among their staff it is so
much more difficult for HR to handle diversity in the workplace (Jordaan, 2019). For this HR
use various strategies to reduce conflict and create a harmonious environment which
increases the relationship between employees. Diversity is good for the organisation because
it is helpful in organisation development. Organisations use scientific management theory to
increase productivity and get higher profit but some organisation is not used scientific
management theory because they are different their workable condition is also different. In
this report, the researcher discusses organisation diversity and challenges faced by HR to
manage diverse employees.
MAIN BODY
QUESTION ONE
Why is it important for Business Organisations to manage the diversity among their staff?
Diversity in the workplace
The organisation cultivates a more diverse and inclusive environment which is more
important to understand what constitutes workplace diversity. Workplace diversity refers to a
variety of different individuals working in an organisation. Diversity is not only how
individuals identify themselves but also it includes how other people perceive them. The
workplace encompasses gender, sexual orientation, military service, and the physical
condition of an employee. These characteristics are judged by other people in the
organisation.
Important for diversity in an organisation
A diverse workforce gives multilingual employees who come from ethnic
backgrounds helpful for the organisation. Organisations want to expand and improve their
operations at the international level, national level, regional level or local market with the
help of diverse workers because they understand international or local market conditions
(Collings and et.al., 2021). Diverse workers give creative new ideas and they deeply

understand their culture so this experience can help in creating new ideas. Divers’ workplace
helps the organisation better understand its target demographic market and they also
understand the need of consumers because they move in the market.
Diverse workforce can align better with the organisation's culture because of
demographic makeup. When an organisation recruit those employees who are related market
so organisation understand the customer's need and wants these employees easily interact
with diverse client or the public. An employee can easily understand the local customs and
they satisfy because customer trust in employees. Customers see an employee who comes
similar background which can create trust among the customer and they purchase products.
Most MNCs companies use this diversity in their work and avail profit because they
understand the global business strategies and customer needs.
Managing diversity in the workplace
Managing diversity in the birthplace of a diverse group is more challenging for HR.
They can be mitigated by the organisation making of effort to increase the heterogeneous
environment by promoting a culture of tolerance (Marshall, 2019). HR promote open
communication or create conflict management strategies to address the issue that arises in the
organisation. HR communicate with employees and staff they solve their conflict and
promote a healthy environment.
 Leadership plays an important role in a diverse workplace they need to understand
their background and their behaviour or beliefs can affect decision-making within a
diverse environment. An organisation need to a sure effectively communicate with
employees. They make policies, safety rules, or other information which is designed
to overcome language or cultural barriers.
 Avoid assumptions about employees from different backgrounds. HR judge an
individual based on merit rather than their background.
 Organisations make an environment where they encourage employees from diverse
backgrounds. Organisations give chance to understand each other on an individual
basis which can break cultural understanding.
 Organisations set the standard of rules for all employees based on organisation
requirements instead of employees' backgrounds (Mayer, Oosthuizen and Tonelli,
2019). The organisation ensures all employment includes discipline for standard
criteria and makes sure employees are treated the same.

 Organisations are open-minded the encourage employees with their experience
instead of their background and culture. The background or culture is not valuable for
the organisation.
Discuss some of the challenges which Sainsbury’s Supermarket would face in their attempt to
manage the diversity among their employees.
Sainsbury's supermarket is facing various challenges among the staff this is a
communication issue which can be common in a diverse group. They may be a language
barrier for different communication styles (Sobratee and Bodhanya, 2018). The organisation
does not understand the people's language and they miss important official communication
which can create easily a problem.
 The supermarket also faces cultural misunderstanding because they invite various
people from different cultural backgrounds which can create a misunderstanding in
the organisation.
 The supermarket is taking slow decision making which can create a problem in the
organisation customer demand prompt reply. The supermarket also takes slow
decisions in respect of progress towards school which can create conflict and
confusion among the staff they did not understand how to achieve the target. There is
an inconvenience with the specific guideline.
 The supermarket also includes inequitable inclusion which creates a huge difference
between employees. Sometimes HR gives specific guidelines to employees and
sometimes they do not give inequitable information.
 Discrimination among employees is created huge conflict and harassment behaviour
in the organisation which can create by supermarkets discriminating against
employees and not giving specific remuneration for their work (Best and et.al., 2021).
Organisations create discrimination among all staff. These things are faced by
supermarkets and they did not create a specific tool for reducing these types of
problems which reduces their growth.

QUESTION TWO
Despite its weaknesses, certain aspects of Scientific Management (Rational Goal Theory or
Taylorism) continue to exist in several organisations today.
A scientific theory is given by FW Taylor the main objective of this theory is to
increase productivity. Organisations used this theory to perform organisation tasks. Scientific
management theory is focused on efficiency for the worker. The theory gives awarded
punishment or incentive according to employees' workable capacities. Employees adapted
efficient techniques which were rewarded as a result of higher productivity. Who employees
are unable or unwilling to adapt techniques are punished by the organisation. The scientific
management theory is planning the activities it is no rule of thumb which can be replaced by
any existing practice. The theories focus on a standard process along with time, equipment,
and cost at all processes (Margherita and Braccini, 2021). Theory wanted the workers to be
trained by recording their role which performs in the organisation. The scientific
management theory is divided into various parts which are time motion and fitting figures
each organisation select according to the working conditions. The time management theory is
focused on time organisation and giving periods to their worker. Fatigue means a lot for the
organisation they provide minimum time for the worker when the process is too hard they
provide fatigue time to workers. This theory is used in all organisations because of their
management. This theory is reduced conflict between worker and manager because it
manages all work according to the worker's capacity authority and responsibility are well
defined in this theory. Sometimes organisations motivate employees in form of incentives
they give financial support to their employees and wanted to expect work. This theory is
mainly used by all organisations for providing a profit. The theory focuses on the
management system the work is divided into groups and provides a resource at the correct
time which is to enforce employees to give work on time. When an organisation's
management system is strong so it can give productivity.
Organisations use scientific management theory for better results. It reduces the cost
of production with the help of mechanisation and the latest technology in producing goods.
When a large scale of production has occurred in the organisation it reduced the per unit cost
of production. The scientific management theory is to give better quality products it restoring
and measure of standardisation with an effective supervisor. Various companies use this
theory and give better quality products (Kujala, Lehtimäki and Freeman, 2019).
Organisations adopted the division of labour so the work is simplified or carried out

economically and efficiently.The scientific management theory avoids disposing between
labour and management because it creates a healthy corporation between the liver and
management it encourages a harmonium relationship between labour and management which
leads to a reduction in an industrial disputes.
It aims to provide higher productivity or worker get increased wages. This theory
suggests a differential incentive plan for workers (Shad and et.al., 2019). Higher wages
increase the standard of living of workers. Organisation uses theory to lead large turnover it
gives profit for the investor. No organisation trains their workers. Organisations provide
better working conditions to their worker.
Discuss the broad characteristics of the theory and explain why they have still not been
phased out entirely in the operations of some organisations.
Characteristics of scientific management theory
The scientific management theory is a systematic approach which is used by an
organisation to handle a management problem. It is a scientific technique used in the work,
recruitment, selection or training of workers (Parnell, Stone and Aravopoulou, 2018). The
scientific management theory rejects a job method or uses hit or miss approach.
The scientific management theory discovers the best method for a lower cost. It
develops workers to give their great efficiency. The scientific management theory is a
complete change in the organisation system it gives a mental revolution for the worker as
well as their management system because it enforce workers to give better productivity in the
organisation.
The scientific management theory is focused on the quality they provide a better
product to their customers. This theory is improving the quality of output they inspect the
product and providing a good product to their as per the need of the customer. This theory
believes that if the customer is satisfied so they come again and again to the organisation for
their want.
This theory is choosing write meant for writing work because if a worker is eligible
for their job so they give their best in their work (Doherty and Kittipanya-Ngam, 2021). They
also promote workers to give incentive wages. It increases the efficiency of the worker and
gives efficient work.

Some organisations do not choose scientific management theory because their
working condition is different from scientific management. Scientific management theory is
focused on productivity but it can't focus on customer needs and wants. So, organisations
choose theories according to their workable condition. Every organisation is different from
other organisation so they are working condition is also changed. Scientific management
theory is focused on monetary terms which are not part of every organisation (Elnaghi and
et.al., 2019). The scientific management theory is not focused on employee relationships they
focus on only efficiently production so it can not fit in every organisation.
CONCLUSION
As per the above discussion, organisations face various challenges to diversity which
can create big problems in the organisation. Diversity in the organisation is a good thing
because it gives an innovative idea to generate profit but managing a diverse work force it is
a big task for HR in the organisation. For managing staff HR used different techniques which
reduce conflict and create a harmonious relationship. Everyone is different from other
organisations so their workable condition is also different they adopted scientific
management theory as per their work. It is a choice of every organisation to choose what
management style.

REFERENCES
Books and Journals:
Best, B., and et.al., 2021. Mission or margin? Using dynamic capabilities to manage tensions
in social purpose organisations’ business model innovation. Journal of Business
Research, 125, pp.643-657.
Collings, D.G., and et.al., 2021. Leading through paradox in a COVID‐19 world: Human
resources comes of age. Human Resource Management Journal, 31(4), pp.819-833.
Doherty, B. and Kittipanya-Ngam, P., 2021. The role of social enterprise hybrid business
models in inclusive value chain development. Sustainability, 13(2), p.499.
Elnaghi, M., and et.al., 2019. Exploring the role of a government authority in managing
transformation in service re-engineering–Experiences from Dubai
police. Government Information Quarterly, 36(2), pp.196-207.
Jordaan, B., 2019. Leading organisations in turbulent times: Towards a different mental
model. Leading in a VUCA World, 38(4), p.59.
Kujala, J., Lehtimäki, H. and Freeman, E.R., 2019. A stakeholder approach to value creation
and leadership. Leading change in a complex world: Transdisciplinary perspectives.
Margherita, E.G. and Braccini, A.M., 2021. Managing industry 4.0 automation for fair ethical
business development: A single case study. Technological Forecasting and Social
Change, 172, p.121048.
Marshall, S., 2019. Leading and managing strategic change. In Strategic leadership of
change in higher education (pp. 22-34). Routledge.
Mayer, C.H., Oosthuizen, R.M. and Tonelli, L., 2019. Subjective experiences of employment
equity in South African organisations. SA Journal of Human Resource
Management, 17(1), pp.1-12.
Parnell, B., Stone, M. and Aravopoulou, E., 2018. How leaders manage their business models
using information. The Bottom Line.
Shad, M.K., and et.al., 2019. Integrating sustainability reporting into enterprise risk
management and its relationship with business performance: A conceptual
framework. Journal of Cleaner production, 208, pp.415-425.
Sobratee, N. and Bodhanya, S., 2018. Leading in a global context: The balancing act between
leadership and management. Journal of Business and Retail Management
Research, 12(4).