The assignment explains the identification of skills required by managers, importance of managing and developing employees, work situations calling for managerial competency, employee development theories, and proposing solutions for organizational and individual employee development needs.
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Managing Employee Development 1
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Executive Summary Theassignmenthasbeenframedinsuchmannerthatithasbeenexplainingthe identification of skills required by managers. Along with this, importance of managing and developing employees within management has also been described. Work situation calling for managerial competency, recognizing problems, and solutions has also been proposed. Some of theories have been applied for employee development for practice within Dutch – British Financial Services Consultancy so that employees like Seema do not face issues like harassment as mentioned in case study provided. Organizational and employee development skills with proper solutions have been described. And lastly, recommendations have been provided. 2
Table of contents INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................3 Skills required for managers to effectively manage their workforce..........................................3 Importance of effectively managing and developing employees and the issues.........................4 Evaluatingwork situationscallingfor managerialcompetency,recognise problemsand propose realistic solutions............................................................................................................5 Applying knowledge of employee development theories to practice..........................................6 Various organizational and individual employee development needs and proposing solutions.7 CONCLUSION................................................................................................................................8 REFERENCES..............................................................................................................................10 3
INTRODUCTION Employee development is the process where employee undergoes training programs to upgrade their skills and learning (Jangbahadur and et.al., 2018). The assignment will analyse identification of skills required by managers. Importance of managing and developing employees within management will also be described. Work situation calling for managerial competency, recognizing problems, and solutions will be proposed. Some of theories will be applied for employee development for practice within Dutch – British Financial Services Consultancy so that employees like Seema do not face issues like harassment as mentioned in case study provided. Organizational and employee development skills with proper solutions will be described. And lastly, recommendations will be provided. MAIN BODY Skills required for managers to effectively manage their workforce There are various skills which are required for managers to effectively manage their workforce so that there are no situations like harassing or mistreating any of the employees who are working within the organization. This will help the company in gaining more of the reputation and this will also help Seema in this case as she was facing and back lashed by the manager (Cletus and et.al., 2018).Also, there are cross cultural issues which are being addressed in the case and this becomes an issue which creates problem for both Jack and Seema as there was a situation in which Seema could not understand Jack’s humour. This created much problem and due to this the effects were very high and considerate at large scale as there were clashes which created problem for both Seem and Jack and affected their relationship. Skills required for managers to effectively manage the workforce are described as follows – The main skill which in this case of Seema facing the harassment the managers should incur is that of how to manage the formal relationships within the working environment. This would have helped Seema and Jack in assuring and analyzing what are the ways of communication within which all the perspectives of behaving normally and working cordially within the organization is useful at all scales. No such humours should be presented or create a conversation between the employees as thisalsocreatedconfusionandmadeSeemainsecureofwhatJacksaidand communicated to her (Tajpour, 2018). 4
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Decision – making skills is one of the most important skills which should be taken into conisation and this should create the probability of how the managers are working well and creating their positive impact within the organization. These are most of the very concerned and important skills which are to be presented at large scale so that everything which is in consideration of how organization is managed properly is known at large scale in effective and efficient manner as being managed properly. Importance of effectively managing and developing employees and the issues There can be management problems and issues when they are not taken into observation and this may impact the organization and the employees work which may also affect their productivity. It is very important to effectively manage and develop employees and the issues which have been created either on small scale and large scale within the organization. Effective management should be taken into account so that there are no such problems such as Seema facing them within the organization due to the poor management skills which the Dutch – British Financial Services Consultancy had (Goswami, 2019).The problem and the issue were also regarding the gender and organizational culture which arose within the employees’ at large scale. It is very important therefore to manage and develop employees according to the situation and makethemfeelthattheyarecomfortablewhileworkingwithinanysituation.Positive environment should have been provided to Seema so that she could not have faced such harassment issues and problems. Managers like Jack in this case should have taken care of the issues and problems rather creating more for Seema. This also affected the progress and the growth of the organization at large scale. Apart from this the main issue which Dutch – British Financial Services Consultancy was facing was how the employees were being treated (Rodriguez and et.al., 2017).It is very important and concerned topic for the mangers and the high positioned individuals who are part of the organization to take initiative and solve the problems and manage work of employees so that they are more concerned about how effectively and in appropriate manner they can seek development and growth by solving such minor issues related to gender or organizational culture problems. Along with this, management skills should be framed in such manner that they provide positive working environment to the employees such as should be provided to Seema so that she 5
would not have faced such harassment and bad behaviour of the manager and the vice president Jack in bad manner. Evaluating work situations calling for managerial competency, recognise problems and propose realistic solutions Work situations calling are the most significant part of concern both for the employees and the managers of the organization as this helps in evaluating and managing the skill through which the purpose of growth and development of the Dutch – British Financial Services Consultancy is being served at large scale. For managerial competency to be managed effectively within the organization so that problem which Seema was facing within the company could have been managed and this could have not created issue of gender disparity cultural diversity. The office humours along with resilience and sexism became the main issue within organization and this created major problem and issues for Seema (Barão and et.al., 2017).The problem which Seema was facing within Dutch – British Financial Services Consultancy is that she faced some harsh comments which were related to her body and some of other sexism remarks along with gender disparity being taken as major issue within organization. Seema faced these problems where she was being bullied for her gender and some of the sexist remarks which were thrown to Seema in the form of humour which later on became a case of harassment to which Seema had to take some major decisions regarding the situation. Some of the realistic solutions to what the problems and issues which Seema faced are – Proper way of making and initiating a conversation and so with the communication should be taken into action such that the employees especially Seema would not have faced the problems and issues regarding the sexist remarks and gender disparity 9Para- González and et.al., 2018). Appreciation of the differences and similarities between benevolent sexism and hostile sexism should be understood in a better way. Gina is the vice president of human resource therefore Seema should have talked to her concerning the issues she is facing with Jack and other senior individuals within the organization. Seema should have been little more resilient and should have reacted less negatively to Jack’s humour as this would have solved more the issue. 6
Applying knowledge of employee development theories to practice There are three main theories which are to be compared for the employee development within Dutch – British Financial Services Consultancy and it is very important to be considered for the employee development and how to improve it at large scale within the organization. The theories are linked together as follows – Maslow’s Hierarchy of Needs –The hierarchy of needs are explained for the employee development within Dutch – British Financial Services Consultancy which are – Physiological Needs –These are the basic requirements of the employees within organization. For eg – drink, food, air, clothing, warmth, sleep, shelter etc (Hopper, 2020). Safety Needs –It is important to take the concern of how the employees are provided safety and security within the organization so that they can develop their working scale effectively. Love and Belongingness Needs –Human and social concerns of employees within Dutch – British Financial Services Consultancy are concerning the emotional and belongingness feelings. Esteem Needs –This concentrates on the employees self – worth and accomplishments which the organization is taking into account (Fallatah and et.al., 2018). Self – Actualization Needs –It is the realization of employees potential as how they are being able to serve the organization. Alderfer’s ERG Theory –For employee development for the case of Dutch – British Financial Services Consultancy, this theory is beneficial and is linked with the Maslow’s Hierarchy of Needs. This is described as follows – TheExistencefactor of ERG theory is directly linked to the physiological and safety needs for existence at priority of Maslow’s Theory which helps in analyzing how the employees are developing within the organizational structure (Acquah and et.al., 2021). TheRelatednessfactor of ERG theory concerns the love and belongingness and self – esteem needs which are helpful for the employee development process when linked significantly with the Maslow’s theory. TheGrowthfactor of ERG theory is helpful for the employee development process to take place for the self – actualization needs which will help in seeking growth and development of the employees within Dutch – British Financial Consultancy Services (Mansaray, 2019). 7
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Herzberg’s Two – Factor Theory –This theory is linked both with the Maslow and Alderfer’s Theory which helps in explaining the employee development within Dutch – British Financial Services Consultancy effectively. Hygiene Factors –Hygiene factors are related with the safety and security along with the physiological needs of Maslow’s and Alderfer’s Existence factor theory (Alshmemri and et.al., 2017).For employee development, these factors are important as they serve the health and hygiene factor to be considered as important. Motivators –These factors encourage the employees to work harder and then finally help in development of the employees within organization (Bevins, 2018).This factor is linked with the Maslow and Alderfer’s theory for the aspects such as Growth factor and Self – actualization needs. Various organizational and individual employee development needs and proposing solutions Organizational and individual employee development needs are very important for the organization to take considerate actions and focus on how the employees are working within the organizationalculture.Theorganizationalneedsare–goodteamwork,besttraining opportunities, handling poor performance, significantly sharing of goals etc (Dachner and et.al., 2021).The individualemployee development needsare – effective communication skills, creativity skills, great leadership skills, flexibility in working etc. The proposing solutions to the organizational and employee development needs are as follows – Providing recognition and reward to the employees. Providing positive working environment rather than making them face sexists and gender remarks which are bad for employees such as Seema faced. Providing feed back in real – time to employees (Nerstad and et.al., 2018). Creating and communicating effectively the values of the organization. Improving the on boarding and orientation programs. Empowering the employees by changing some old patterns and framing them into new. Changing of policies and practices of the organization. 8
Conducting the selection of anything beneficial related to organization in proper manner (Dachner and et.al., 2021). These are some of the needs which are helpful in taking concern of improving and providing solutions for organizational and employee needs as much in requirement to Dutch – British Financial Services Consultancy as well in case. This will help Seema and organization in better analyzing what are actual needs which are to be paid attention to. Recommendations –There are various recommendations which are in reference to the case study and in general. These recommendations are as follows – Seema should have taken major steps in taking a strong decision over the harassment she faced within Dutch – British Financial Services Consultancy (Carvalho and et.al., 2021). The managers and the senior positioned individual should have maintained the decorum and not initiate the issues by making sexist remarks and gender disparity. Dutch–BritishFinancialServicesConsultancyshouldchangeitspatternsof communication with the employees. Proper and effective communications skills and ways should be flowed between the employees and the higher positioned people. Different patterns and ways of providing positive working environment should be made so that the employees are more concerned in proving their competencies and providing the best with their performances significantly (Asatiani and et.al., 2019). These are some of the important recommendations which an organization should follow at large scale. CONCLUSION Thus, it is analyzed from the above assignment that identification of the skills required by managers was mentioned effectively. Importance of managing and developing the employees within management was also described significantly. Work situation calling for managerial competency, recognizing problems, and solutions were proposed effectively. Some of the theories were applied for the employee development for the practice within Dutch – British Financial Services Consultancy so that employees like Seema do not face issues like harassment 9
as mentioned in the case study provided. Organizational and employee development skills with proper solutions were described. And lastly, recommendations were provided in proper way. 10
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REFERENCES Books and journals Acquah,A.andet.al.,2021.LITERATUREREVIEWONTHEORIESOF MOTIVATION.EPRAInternationalJournalofEconomicandBusiness Review.9(5).pp.25-29. Alshmemri, M. and et.al., 2017. Herzberg’s two-factor theory.Life Science Journal.14(5).pp.12- 16. Asatiani, A. and et.al., 2019, December. Implementation of automation as distributed cognition inknowledgeworkorganizations:Sixrecommendationsformanagers.In40th international conference on information systems(pp. 1-16). Barão, A. and et.al., 2017. A knowledge management approach to capture organizational learning networks.International Journal of Information Management.37(6).pp.735-740. Bevins, D.T., 2018. Herzberg's two factor theory of motivation: A generational study. Carvalho,S.andet.al.,2021.Challengingexperiences:recommendationsforpromoting individualdevelopment.InternationalJournalofProductivityandPerformance Management. Cletus, H.E. and et.al., 2018. Prospects and challenges of workplace diversity in modern day organizations:Acriticalreview.HOLISTICA–JournalofBusinessandPublic Administration.9(2).pp.35-52. Dachner,A.M.andet.al.,2021.Thefutureofemployeedevelopment.HumanResource Management Review.31(2).p.100732. Fallatah, R.H.M. and et.al., 2018. A critical review of Maslow’s hierarchy of needs.employee motivation in Saudi Arabia.pp.19-59. Goswami, M., 2019. Developing social intelligence among employees for effectively managing organizational change.Development and Learning in Organizations: An International Journal. Hopper, E., 2020. Maslow’s Hierarchy of Needs Explained.ThoughtCo, ThoughtCo.24. Jangbahadur,U.andet.al.,2018.Measuringemployeedevelopment.GlobalBusiness Review.19(2).pp.455-476. 11
Mansaray, H.E., 2019. The Role of Human Resource Management in Employee Motivation and Performance-AnOverview.BudapestInternationalResearchandCriticsInstitute (BIRCI) Journal.pp.183-194. Nerstad, C.G. and et.al., 2018. Negative and positive synergies: On employee development practices,motivationalclimate,andemployeeoutcomes.HumanResource Management.57(5).pp.1285-1302. Para-González, L. and et.al., 2018. Exploring the mediating effects between transformational leadership and organizational performance.Employee Relations. Rodriguez, J. and et.al., 2017. The importance of training and development in employee performance and evaluation.World Wide Journal of Multidisciplinary Research and Development.3(10).pp.206-212.` Tajpour,M.,2018.Investigatingtheknowledgemanagementeffectonmanagers’skills improvement.Sabokro,M.,Tajpour,M.,Hosseini,E.(2018).Investigatingthe knowledge management effect on managers’ skills improvement. International Journal of Human Capital in Urban Management.3(2).pp.125-132. 12