Managing for Success: Issues and Solutions in People Management

This article discusses the issues faced by Parveen in her job, and suggests actions she can take to improve her people management skills and the performance of her team. It also provides suggestions that Parveen can give to Andy, the hotel manager, regarding the improvement of performance and engagement with staff.

Running Head: MANAGING FOR SUCCESS 0
Management

MANAGING FOR SUCCESS 1
Answer 1: issues that Parveen is facing in her job
Parveen was facing several issues in its job. The main issue was related to the high
turnover rate. Employees in the Company were frequently leaving the job. It has been
founded that almost six members of the Company left the job. Parveen was failing
continuously in fixing this major issue. In addition to the issue of high turnover rate,
difficulty in recruiting good staff was also one such that Parveen was facing (Brown,Thomas
& Bosselman, 2015). Recently, it is founded that people are moving to another job in search
of better pay, better working environment, and flexible working hours. Due to low offering of
pay rate, it was quite difficult for Parveen to retain and recruit the staff. Due to the inflexible
working hours, employees were leaving the job that is the serious issue for Parveen. After
getting the responsibility of managing the staffing matters in the hotel, it started facing
various issues. Parveen is facing issues in dealing the operational side of the business
(Navarro, Roe & Artiles, 2015). It is quite difficult for the Parveen to manage the operational
aspects of the business. All the issues related to employees are the serious concern for the
Parveen. Many employees were performing too low due to high turnover rates in the
organization. One employee of the organization was quite underperforming. It is because the
restaurant was not able to meet the turnover expectation. Parveen was not sure how to
overcome from this issue. Therefore, it was becoming the serious issue for Parveen to address
the issue of turnover but without breaking the law.
The long working hours is also becoming the serious concern for Parveen. Due to the
mental pressure and stress also, many of the employees were on the leave for long time. This
issue is affecting the organization and forcing Parveen to take certain measures to fix this
issue. Due to the less initiative for employee’s wellbeing, Parveen was not properly aware of
the provisions. In addition to this, resistance to change is also one serious issue that Parveen
is facing. A decision was taken by the Parveen in which staff members were divided into sub
teams. Besides this, many staff members were given some new roles. Many of the staff
members were complaining about the change that is taken by Parveen. Due to this change,
many of the members left the job (Hörning, Gerhardt & Michailow, 2018). At this time,
retaining is the major issue that Parveen is facing in the Company as a responsible person. It
is true that without the retention of employees, it is not possible to bring the productivity at
organization. Similarly, in the case study, Parveen was facing these challenges from the

MANAGING FOR SUCCESS 2
employee’s side. At this time, Parveen was in the state of pressure to bring some useful
changes so that it can overcome the issues. Parveen was also facing the issue of absence due
to long-term sick on the part of employees (Alvesson & Sveningsson, 2015). All these
absence was due to the stress and mental health. All these issues were helpful when skilled
and competent staffs were hard to find. Burnout was the most common problem among
employees due to which they were taking so many leaves. The absence level was putting too
much pressure on the remaining staff. Even Parveen was not aware of any provisions
regarding the wellbeing of staff. Besides this, it found very hard to deal with all problems that
was arousing at the time of dealing with people. Parveen was also facing too much pressure
in order to deliver the results. Even getting the less support from her line manager is one issue
that Parveen was facing. Among all the discussed issues, adjustment into the new job was
major issue that Parveen was facing on getting new job where she were required to report of
Andy, manager of the hotel.
Answer 2: what actions Parveen could take to improve her people management skills and the
performance of the people in her team
In order to improve the performance of people in the team, Parveen can take several
measures. The first skill that is required in a manager is the problem solving skill. The right
skill empowers the manager in facing, identifying as well as overcoming the several problems
Issues that
Parveen is
facing in
job
frequency
in leaving
job
employees
burnout
dealing in
operational
side of
business
resistance
to change

MANAGING FOR SUCCESS 3
that are arising in the workplace. It has been seen that when Parveen took the approach to
bring some change in the job role of staff members, they refused to accept it. Besides
bringing changes directly in the organization, Parveen could also conduct the meeting in
which all the possible outcomes of such changes discussed. Employees also accept those
changes that are discussed with them before applying on them (Cottrell, 2017).
Analytical skills are also essential in the management. Besides this, problem
communication is also necessary when employees are facing several issues in the
organization. This helps in knowing the problems of employees in detail. In spite of taking
the decision by own, if discussion is done with the team members, it leads to proper decision
(Care, Griffin, Scoular, Awwal & Zoanetti, 2015). Same, Parveen could also communicate
properly with its team members in order to ensure the better results. It is true that employees
accept those changes mostly that are taken before consulting them (Ansoff, Kipley, Lewis,
Helm-Stevens & Ansoff, 2019). Communication also acts as a strong connection point
between the top-level management and other staff members. it is true that good
communication is significant in maintaining the good relationship between the staff members.
Without the proper communication with the staff members, organization faces several
issues that Parveen in the case study is facing. Therefore, communication is also one such
skill that could adopt by Parveen in order to improve the performance of members.
Communication is the essential skill for each member as it helps in getting the better result.
It is also seen that members usually resist the changes that is being taken by the organization.
Similarly, staff members were also facing the issue in the given case study due to change
taken by Parveen without even consulting with them. At this time, Parveen could clearly
communicate all the necessary changes that will be brought by taking certain measures. Clear
expectation also helps in establishing the clear expectation for staff members of the
organization. Effective and proper communication also helps in building the strong
relationships. Loyalty and trust are two essential factors in any relationship that is boosted by
effective communication.
In today’s changing environment, it is not only required to lead the staff members. It
is also required to motivate the team members for going ahead, solving various problems, and
becoming a part of high performing culture. Therefore, effective people management is
essential as it has a direct relation with the morale and motivation of employees for working
harder. Parveen could involve each members as each team has mostly inclusion of extroverts

MANAGING FOR SUCCESS 4
and introverts (Aguenza & Som, 2018). Involvement of team member could help enough
Parveen to know their viewpoints about the changes that it is about to bring. Involvement of
team members in the decision-making could help Parveen to get less resistance on part of
team members. Among all the above-mentioned actions, communication skills also play an
essential role. Parveen can effectively communicate with all the team members by clearly
telling them the long as well as short-term goals. In addition to above mentioned people
management skills, Practice empathy is also essential people management skill for the leader
to possess. Empathy also goes on a long way in order to create the great working
environment in the organization (Eilon, 2018). It is true that employees are important asset in
every organization. Therefore, it is essential to recognise the contribution and efforts by
Parveen in order to improve the performance of employees in the organization. A reward
recognition system is very good people management skill that helps in increasing the
engagement and performance of employees. Discussion with staff members on the daily basis
can also prove to be helpful to improve the performance of team members. By doing this,
employees will also feel that management is concerned about hem and want to help them out.
All these things will be prove to be helpful in improving the staff engagement and lowering
down the sickness level (Wheelen, Hunger, Hoffman & Bamford, 2017). It can also use the
quality of management that determines the quality of working life. It can use the more
empowering and open management style in order to solve the problems of organization. This
will result in increment of job satisfaction as well increase the personal productivity of staff
members. With the help of open discussions, staff members can discuss all their problems
with the staff of management. This would also help Parveen in solving all the issues related
to staff members (Chen, Sparrow & Cooper, 2016).
Some of the leadership skills are also required in a manager in order to lead
effectively. It is true that effective leaders have the good abilities to do things great. In order
to develop the leadership skills, some actions that Parveen can take. It can give those
facilities to the employees that they require to succeed. Just as in case study, they require
flexible working hours in order to work properly. In the case study, many employees are
leaving because they almost were married. Besides this, problem-solving skills are also
required by the Parveen to adopt in order to solve all the issues. In this case, employees are
also facing several problems related to retention, or pay. Therefore, the adoption of correct
problem solving strategy will reduce the problem to some extent. Parveen is required to
figure out what is the best schedule for its employees, how to track the hours of working, how

MANAGING FOR SUCCESS 5
to manage or set up the inventory, and how to calculate the payroll. These all are the problem
that is required by a manager to resolve in organization.
Answer 3: Suggestions that Parveen can give to Andy regarding improvement of performance
and engagement with staff
In order to improve the engagement and performance of staff, Parveen can suggest
several things to Anny (the Hotel Manager). Flexibility in working hour is the first suggestion
that Parveen can made to Anny. It has been seen that many employees left the job due to long
working hours. Many of the employees were also ready to continue the job if flexible
working time will be provided on the job. Therefore, Andy can adopt the policy in which
employees are provided the freedom to complete their work in less time. Parveen can
influence the Anny to start flexible working time in their Company by showing the growth of
other Companies by adopting this measure. Meeting can also be held between all the staff
members and management (Schnall, Dobson, Rosskam & Elling, 2018). This will help in
knowing all the problems that staff members are facing from the organization. This will assist
the organization in making appropriate changes according to the problems that are being
faced by the members. It is true that proper discussion helps in solving most of the problems
because members also feel that they are given value in the organization. Many of the research
also shown that organizations that have high employee-engagement, are able to get more
productivity from the employees. As result of this, they achieve the high productivity and
operational efficiency. Parveen could also suggest to Anny regarding the proper means to
taught that help in encouraging the employees to find personal fit with the culture of the
organization. It is true that when employees are encouraged by positive means they tends to
work hard. Parveen can suggest some of the policies that works in the benefit of the staff
members as well as company. The adoption of several strategies can help the employees as
well organization in various aspect. An initiative can prove to be helpful if both any decision
is taken after consulting with the team members too. Participative leadership also states the
same when employee gets participation in the organization, they feel that they are valued.
Similarly, they give their best when they are given value in the organization.
Parveen can also suggest Andy to use the correct employee engagement survey. It is
founded that whenever company asks its employees for their ideas, those employees believe
in action to follow. Many organizations do the mistake by using the employee’s surveys for
collecting the data that are inappropriate or can be impossible to act. Therefore, Parveen can

MANAGING FOR SUCCESS 6
suggest using the survey data that must be relevant, specific, as well as actionable for any of
the team at organization level. Besides this, real changes occur at the local level when leaders
proves to be effective in their action. In this way, suggestion based on putting the emphasis
on organizational and local level can prove to be effective. By stating the benefits of
engagement to Andy, Parveen can be able to bring effective changes. By doing this,
employees will feel empowered for making the significant difference in the working
environment for employees. It is true when employees are empowered, they tends to work
with giving their maximum efforts. When employees are familiar with the systems,
processes, as well as policies of the company, it tends to engage employees in a better way
(Raziq & Maulabakhsh, 2015). Parveen can also suggest to bring out the necessary changes
for employees engagement. It can describe the meaning of success in effective way to all the
employees. Emotive language will prove to be helpful by giving meaning to goals as well as
building of commitment within the team. Planning sessions could also be suggested where
one on one sessions with all the employees can be done. As a result, it will weave the
engagement by doing daily interaction and activities with employees.
It is true that link of monetary, as well non-monetary incentives are required in every
organization to improve the performance of staff members. Therefore, Parveen could suggest
this scheme to Anny through which employees feel motivated and work in a better way. It
can also prove to be best reason for the employees to stay for long time in organization. The
problem of retention can also be reducing from the adoption of this scheme (Cloutier,
Felusiak, Hill & Pemberton-Jones, 2015). This can also prove to helpful for higher
engagement of employees in different activities of organization. Usually people like to
engage more when they get any type of benefit out of it. It can also suggest some career
development opportunities that will help the staff members in developing their abilities,
acquiring new knowledge, learning some new skills, as well as realising their potentials.
Career development opportunities influence the employees to engage and retain. Parveen can
also recommend many of the fair and equal opportunities for advancement and growth of its
staff members. By doing this, employees will also feel that they are not facing any kind of
discrimination in the organization. Training and development is also an essential criterion
that contributes in the employee engagement. Redundancy of skills is also one such reason
for the high turnover of the employees in the organization. In order to reduce the turnover of
employees, Parveen can suggest the time-to-time training program to Anny in order to
improve or increase the skills of employees. By knowing the necessity of re-training, training,

MANAGING FOR SUCCESS 7
or multi skill training, it can suggest the training program for its staff members. In order to
convince the Anny for these training programs, it can also show the benefits and importance
of these programs on the performance of staff members (Sloman, 2017). A handbook for
training strategy Performance management process also provides the condition for employee
engagement. This will encourage in focusing on responsibilities and roles of employees. By
explaining the importance of performance management to Anny, it can also suggest these
criteria. By using this, it can also promote the acceptance of challenging objectives. It can
also encourage as well as recognise the contribution that will exceed from the expectations
(Alhejji, Garavan, Carbery, O'Brien & McGuire, 2016).
Above all the suggestions, Parveen could also suggest to bring some changes in the
working pattern of employees. In order to ensure the proper engagement of employees, it is
essential for the manager to engage with them time-to-time. Proper involvement at work and
feeling values are some of the parameters from which employees feel engagement in
organization. It can also suggest diversity of labour and some flexible ways in order to reduce
the complexity at working environment (Reina, Rogers, Peterson, Byron & Hom,
2018).There is a need to deliver the relationship of trust to the staff members. Therefore,
recommendation could also be met for starting the regular employee recognition and
employee survey. It is true that in today’s time people is getting increasing motivated by
work/life balance, career advancement, flexibility, personal growth, and development
(Aguenza & Som, 2018). In this regard, Parveen could also suggest the some redesigning
approach of job in order to make them satisfying. Reward strategy can also be of great help if
Parveen suggest this to Anny. A reward strategy in any organization brings some extra
components such as development and learning (Noe, Hollenbeck, Gerhart & Wright, 2017).
This strategy goes beyond the standard remuneration that aimed at providing voice to each
person in the organization. Using this strategy, it will help the firm in improving the staff
engagement scores, saving on the temporary staff and the lower absence at the time of
sickness.
Answer4 : Potential practices in the management area
The first area that I have cover in the above case analysis is problem-solving skill. I
have seen that I am quite successful in this field when matter comes to any problem.

MANAGING FOR SUCCESS 8
Whenever any problem arises, I do not get upset. Rather than getting upset, I first see the
problem and try to find out the reasons of those problems. After knowing the reasons those
problems, I undertake the certain research so that some alternatives can be getting of those
problems. A proper and deep understanding of those problems helps me in getting some
alternative.
When the problem is quite difficult, I always divide the problem into sub problem.
Such as in the management area, problem can occur in series of dimensions such as finance,
technical or social. By breaking the complex and hard problem into small part, I get a piece
of relaxation. It is one of the major strength can be seen in me as management area. It also
avoids discouragement when various problems are being faced at one time. By dividing the
task into small parts, it solves the problem quickly. I will definitely apply this skill in the
management position, as it is quite helpful in organization.
The second area that I covered is reward or incentive. According to my perception,
reward plays an essential role in the personal as well as professional life. Whenever I am
included in any group project, I always keep myself loyal while working any type of group
task. This is my strength that I have founded while working in any group project. I would
apply this strength properly on the management position. In every management position,
reward or incentive plays an essential role as it motivates the employees to work harder. I
will require the development to know the incentive policy of concerned organization. I would
make the table in order to clarify the concept of incentive in concerned organization for
which I will work (Ambrus & Egorov, 2017).
The next approach is change management approach. Whenever any change
adaptability situation occurs in front of me. I sometimes fail to apply changes when they
come in my life. I do not accept change due to fear of changing some working or learning
pattern. However, in my management position, I will apply this in positive manner (Serrat,
2017). I will always try to accept the change by understanding its possible outcome. Besides
this, I will list the possible positive contribution that the change will bring in the organization.
In change management, I will understand the concept of change management properly. For
bringing these changes, I would apply the changes in my daily life routine in order to
understand the impact of those changes. This would help in a greater way to effectively know
the benefits of those changes (Brunsson, & Olsen, 2018).

MANAGING FOR SUCCESS 9
Training is also one such approach of management. From the module, I have learnt
that training has several benefits in the organization. The best thing that I have founded is it
helps in improving the performance of individual. Similarly, I apply this concept in my life.
Whenever any change occurs, I accept the change by gaining the insight of changes. Despite
of resisting, I always try to accept the same by undertaking training program. It also helps the
individual in improving the satisfaction and morale of employees (Tummers, Kruyen,
Vijverberg & Voesenek, 2015). It is true that investment in training program also helps me in
addressing the weaknesses. It allows me in strengthening the skills that are required to
improve. In this way, it really helps in overcome from all the weaknesses. Similarly, Parveen
could also reduce the turnover of employees in the organization. In many organizations,
successful training strategy programs assist the company in developing its employer brand. It
also helps the company in attracting the potential and competent candidates who want to
improve their skills (Hornstein, 2015). In addition to this, I have also learnt various things
with the help of training.
Development plan for meeting the developmental needs in several areas:
What do I
want/need to
learn?
What resources
or support will I
need?
What will my
success
criteria be?
Target dates for review
and completion
Essential areas
that causes
problems in
the
organization
Books or some
reliable source of
data that will
explain these
concepts of
management
How many
conflicts or
problems it
will solves by
understandin
g these
concepts.
The estimated target date or
time
of completion of this
Process is two or three months.
Change
management
Better salary
packages or
When
employees
The estimated target time for

MANAGING FOR SUCCESS 10
approach inclusion of
effective training
programmes are
some support that
I will need to
bring the change
management
approach
will be
provided the
better training
and flexible
working hours
with better
salary
packages
completion of this task is
three to four months
Proper
communication
skills that is
essential in the
organization
Support of
employees or a
meeting room will
be required for
ensuring proper
two-way
communication in
an effective
manner (Barber,
2018).
When
employees
will start
accepting the
changes that
is made by
organization
For getting the better results
out of this activity,
estimation is one or
two months
Timely review
of performance
I will require the
help of top-level
management.
Besides this, I will
need the
database
regarding
performance of
employees for a
certain period.
The success
criteria will
depend on
the positive
results on the
side of
employees.
For getting the positive results,
the estimation decided is
weekly, quarterly,
half yearly as well as yearly.

MANAGING FOR SUCCESS 11
References
Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and
engagement in organizations. IJAME.
Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and
engagement in organizations. IJAME.
Alhejji, H., Garavan, T., Carbery, R., O'Brien, F., & McGuire, D. (2016). Diversity training
programme outcomes: A systematic review. Human Resource Development
Quarterly, 27(1), 95-149.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. United Kingdom: Routledge.
Ambrus, A., & Egorov, G. (2017). Delegation and nonmonetary incentives. Journal of
Economic Theory, 171, 101-135.
Ansoff, H. I., Kipley, D., Lewis, A. O., Helm-Stevens, R., & Ansoff, R. (2019). Implanting
strategic management. Springer.
Barber, J. (2018). A meeting of minds. Practical Pre-School, 2018(208), 20-21.
Brown, E. A., Thomas, N. J., & Bosselman, R. H. (2015). Are they leaving or staying: A
qualitative analysis of turnover issues for Generation Y hospitality employees with a
hospitality education. International Journal of Hospitality Management, 46, 130-137.
Brunsson, N., & Olsen, J. P. (2018). The Reforming organization: making sense of
administrative change. United Kingdom: Routledge.
Care, E., Griffin, P., Scoular, C., Awwal, N., & Zoanetti, N. (2015). Collaborative problem
solving tasks. In Assessment and teaching of 21st century skills (pp. 85-104).
Springer, Dordrecht.
Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between person-organization fit
and job satisfaction. Journal of Managerial Psychology, 31(5), 946-959.

MANAGING FOR SUCCESS 12
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability
& Ethics, 12(2).
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability
& Ethics, 12(2).
Cottrell, S. (2017). Critical thinking skills: Effective analysis, argument and reflection.
Macmillan International Higher Education.
Eilon, S. (2018). Management practice and mispractice. United Kingdom: Routledge.
Hörning, K. H., Gerhardt, A., & Michailow, M. (2018). Time pioneers: Flexible working time
and new lifestyles. United States: John Wiley & Sons.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Navarro, J., Roe, R. A., & Artiles, M. I. (2015). Taking time seriously: Changing practices
and perspectives in work/organizational psychology. Revista de Psicología del
Trabajo y de las Organizaciones, 31(3), 135-145.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job
satisfaction. Procedia Economics and Finance, 23, 717-725.
Reina, C. S., Rogers, K. M., Peterson, S. J., Byron, K., & Hom, P. W. (2018). Quitting the
boss? The role of manager influence tactics and employee emotional engagement in
voluntary turnover. Journal of leadership & organizational studies, 25(1), 5-18.
Schnall, P. L., Dobson, M., Rosskam, E., & Elling, R. H. (2018). Unhealthy work: Causes,
consequences, cures. United Kingdom: Routledge.

MANAGING FOR SUCCESS 13
Serrat, O. (2017). Building a learning organization. In Knowledge solutions (pp. 57-67).
Springer, Singapore.
Shams, A., Sharif, H., & Kermanshah, A. (2017, June). Holistic Change Management:
Importance and methodological challenges. In 2017 IEEE Technology & Engineering
Management Conference (TEMSCON) (pp. 272-276). IEEE.
Sloman, M. (2017). A handbook for training strategy. United Kingdom: Routledge.
Tummers, L., Kruyen, P. M., Vijverberg, D. M., & Voesenek, T. J. (2015). Connecting HRM
and change management: the importance of proactivity and vitality. Journal of
Organizational Change Management, 28(4), 627-640.
Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic
management and business policy (p. 55). Boston: pearson.