Report on Managing People and Individual Differences at Sainsbury

This report delves into the critical aspects of people management, focusing on the significance of understanding individual differences within an organization, using Sainsbury as a case study. It explores how recognizing individual differences impacts staff morale, motivation, team building, and overall organizational effectiveness. The report examines various approaches to measure these differences, including nomothetic, physical, demographic, dispositional characteristics, and personality perspectives, such as the Big Five factors. Furthermore, it critically evaluates the impact of performance-related pay systems, analyzing their advantages and disadvantages in the context of Sainsbury, and addressing associated human resource challenges. The analysis includes strategies for effective communication, conflict resolution, and fostering a positive work environment. The report concludes with the importance of employee management and how it can improve employee performance. The document is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

MANAGING PEOPLE

TABLE OF CONTENTS
QUESTION 1...................................................................................................................................1
Introduction.................................................................................................................................1
Knowledge of individual differences impact on management of staff.......................................1
Approaches to measure individual differences...........................................................................1
Characteristics.............................................................................................................................2
Critical evaluation on big five factors of personality..................................................................2
Conclusion...................................................................................................................................6
QUESTION 2...................................................................................................................................6
Introduction.................................................................................................................................6
Performance related payment system..........................................................................................6
Conclusion ................................................................................................................................10
REFERENCES..............................................................................................................................11
Books and Journals........................................................................................................................11

ILLUSTRATION INDEX
Illustration 1: Personality trait factors..............................................................................................4
Illustration 2: people management tools..........................................................................................5

QUESTION 1
Introduction
People management is the important concept which directly influence to the productivity
in order to determine impact on staff morale and motivation as well. It includes skills which
particularly carries in the period of transition (Bush and Middlewood, 2013). In this context, it is
based on Sainsbury which is retail sector organisation of UK. In order to focus on the present
report, it covers critical assessment of knowledge of individual differences which aids in
effective management staff. Furthermore, it includes management team with concerning to the
main issues to create advantages and disadvantages in form of the payment.
Knowledge of individual differences impact on management of staff
It is considered that having knowledge of an individual's ability and interest towards
working in group affect team building and effectiveness of organisation. In this regard, different
tools are analysed for identifying psychological, socio-cultural and other factors for creating
environment according to their suitability (Bolman and Deal, 2014). It influences staff
performance and task accomplishing tools for effectiveness of Sainsbury and enhancing its
efficiency at maximum level. Therefore, building team according to this awareness remains
appropriate for managing staff and segmenting according to their differences for team building
and accomplishing the tasks.
Approaches to measure individual differences
Individual differences of workers are identified by using approaches as nomothetic,
physical and demographic affect team building and effectiveness of Sainsbury. However, these
approaches can be understood as:
 Nomothetic-ideographic: Through this approach, behaviour and individual's perception
on any specific thing for team building and effective coordination among workers (Etkind
and Koffman, 2016). However, nomothetic approach is quantitative in nature while
ideologreaphic is qualitative by which different ideas are generated for work
segmentation and their behaviour towards working in group affect effectiveness of
Sainsbury.
 Physical and demographic: On behalf of analysing these factors, various several ideas
are generated for team building and segmenting work according to environmental factors.
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It includes factors like background, gender, age group, physic and others for which team
can work upon further implementation (Tomlinson, 2017).
Characteristics
It is essential to analyse individual's differences for creating environment of the
workplace to their suitability (Bush and Middlewood, 2013). It is characterised for their
improvements and enhancing efficiencies of Sainsbury. However, its characteristics can be
understood as:
 Dispositional characteristics: It is helpful to identify human behaviour including their
attitude, perception and psychological tools for providing tasks. It is related with
environment and culture for creating understanding, traits, abilities and feelings regarding
any specific event and tool (Martin and Siebert, 2016). Thus, it is a kind of tendency for
analysing human behaviour and segmenting work according to their interests and
abilities.
 Personality and psychodynamic perspective of personality: With the help of analysing
this factor, lifestyles and living standards of an individual is identified. It includes
analysing their behaviour and perception towards organisation's function and
effectiveness for the further years (Lu and Honey, 2016).
 Behaviourist perspective: Analysing individual differences remain effective for human
behaviour and their perspective towards getting adjusted according to situations and
dealing with people of the group (Hudson, 2017). Therefore, on the basis of behaviourist
perspective, ideas are obtained for work segmentation and effective team building for
effectiveness of Sainsbury.
 Trait and type perspective: It is necessary to analyse an individual's traits and related
perspective regarding working in group, supporting team and other factors. Therefore,
work can be segmented according to their behaviour and working in team for
effectiveness of the enterprise (Kleijnen, Dolmans, Willems and Van, 2014).
Critical evaluation on big five factors of personality
For analysimng an individual's personality, following factors affected on which groupism
is craeted as well work is segmented for effectiveness of Sainsbury (DiPaola, 2016). In this
regard, following tools are identified for analysing his/her personality as:
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 Openness: It includes behaviour of an individual regarding curious, original, creativeness
for work segmentation and creating environment according to them (Hallinger, 2013).
Thus, by analysing these factors, an individual's behaviour and personality is identified
for development at maximum level.
 Conscientiousness: In this factor, an individual's punctuality towards task
accomplishment, his attitude and dependable tools are identified. On the basis of
analysing these factors, work is segmented among team workers for team building and
task accomplishments (Boyatzis, 2014).
 Extraversion: With the help of this tool, personality of an individual is identified in
respect of his/her behaviour like outgoing, talkative, sociable and so on (Bolman and
Deal, 2014). Therefore, personality and his own perceptions are identified for work
segmentation and team building linked with organisation's efficiency.
 Agreeableness: In this process, individual's tolerance power, sensitive, trusting and kind
behaviour is analysed as how he behaves with other members of the team and efficient to
work with them as well.
 Neuroticism: An individual's personality can be analysed by identifying his
temperamental, mood, irritation and other behaviour to deal with negativity. Therefore,
on the basis of analysing all the factors his personal behaviour and group behaviourist
perspective are recognised affect work segmentation and further goal accomplishments
for effectiveness of the enterprise (Giarola, Bezzo and Shah, 2013).
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In this regard, individual differences impact on management of staff for Sainsbury and its
services can be understood as below:
 Emphasis on communication: It is essential to recognise individual differences of
Sainsbury for group work efficiency which impacts on communication process regarding
sharing information from place to another place. In this regard, various ideas are
generated for effective communication and creating environment according to group
workers for Sainsbury (Boyatzis, 2014). Therefore, team efficiency can enhance
according to workers' interest impacts on task accomplishments and understanding
among all of them. Hence, it is recognised that by identifying individual differences,
communication among team members can be more effective for
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Illustration 1: Personality trait factors
(Source: Big Five Personality Traits, 2016).

 Diagnosis disagreements: In case of occurrence of conflicts and disputes at workplace,
different ideas are generated for creating healthy and peaceful environment of Sainsbury.
For this purpose, various strategies are implemented for team building and creating group
according to attitude and behaviour of an individual. In this regard, evaluation of an
individual's behaviour is done including his attitude, perception and different other tools
for effectiveness of Sainsbury and team building for task accomplishments (Giarola,
Bezzo and Shah, 2013). It influences management of staff and environmental factor of
the organisation to achieve its effectiveness and enhancing efficiency at maximum level.
Including this, various tools can be implemented for reducing issues and increasing
understanding among all team workers efficiently. Likewise, it is able to diagnose
disagreements and creating coordination among workers towards project and reaching out
to set goals. Therefore, different skills of an individual can improve such as
communication, problem solving, leadership and so on. It is able to create positive and
healthy environment of Sainsbury for encouraging workers to contribute their working
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Illustration 2: people management tools
(Source: People Management, 2016).

efficiencies and developing skills at maximum level. Thus, it is recognised that
identifying individuals' differences able to diagnose disagreements and creating positive
environment of entity for team building and implementing its working abilities at
maximum level (Hallinger, 2013).
Conclusion
With the help of this report, it is concluded that managing employees of the organisation
is one of the challenging task for team building. In this regard, significance of analysing
employees' individual differences has been understood that affect management of staff and goal
accomplishments. However, different ideas for managing people and creating positive
environment of Sainsbury is recognised through this assignment. Overall, deep understanding
towards techniques to manage people and encouraging them for effective contribution in team
work for task accomplishments has been understood through this report.
QUESTION 2
Introduction
Performance related pay system provide effective results through provide payment to
individual employees with financial rewards. In this way, Sainsbury need to link assessment of
their personnel work with performances such as sales commission, bonus to reach targets, etc.
Human resource manager of the chosen organisation has several issues such as conflict due to
different wage system, personal courage, implementing of strategic planning, etc. (Lu and
Honey, 2016). In addition to this, they are also failed to manage benefits and perks programs,
ensure internal and external compensation equity, etc.
Performance related payment system
Performance related payment system generally implementing as the strategy because it
determines clear and understandable structure of the goals. In this aspect, skilled employees
expect their qualifications and results to get reward for the improvements. With the help of PRP
system, employers has flexibility and capabilities to reward to get high performances adequately
to get outcomes (Battersby, 2016). However, it includes several disadvantages as that firstly
targets and criteria of assessing need to be agreed between all employees, starting with top
managers, line managers, etc. It also consumer more time which create negative impact on the
business operations. Further, employers must need to make efforts to create favourable
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circumstances to realise own goals and meet it with effective manner (Adetoro Adewunmi,
Adetoro Adewunmi and Damilola Ajayi, 2016).
Beside this, giving reward is the effective aspect to the chosen business unit for
developing clear and understandable which is based on the known and objectives criteria. With
the help of rewarding, employees perform in well and effective manner with high standards
which justified to accomplish effective functioning (Agarwal and Ansell, 2016). There are
different kinds of reward can be implemented such as base pay, bonuses, shares, profit sharing,
etc. Main objectives to implement reward system determines as follows:
 To attract staff members
 To retain staff
 To drive changes
 To understand corporate reputation (Wong and Cheung, 2014).
In order to make solution for these issues, performance related payment system need to
be outlined which create advantages and disadvantages in the business.
Advantages
 With the help of good performance related payment, the organisation can develop
performers values and reward to them. It is the best system to deal with poor
performances of workers (Etkind and Koffman, 2016).
 Rewarding and high performances helps in retaining to the staff members. Therefore, it
helps to provide direct incentives to accomplish targets of the work.
 Several employees determines their contribution to recognised tangible reward.
Therefore, healthy performance based culture develop effective introduction in
systematic way (Lu and Honey, 2016).
 Small firm association provide useful guidelines on the performances related pay with its
implementation.
Disadvantages
 Employees are also de-motivated when goals are set very hard and it is not easily
accomplish.
 People are relies on the quality of judgement which made by the manager.
 It diminishes pay equity and make the company liable to equal costly and pay challenges
which it not operated fairly (Etkind and Koffman, 2016).
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 Further, performances appraisal process can be affected detrimentally because it focuses
on the financial reward instead of the developmental needs.
 It also hindered team spirit and co-operation (Tomlinson, 2017).
 Reward at Sainsbury also made for short term quantifiable goal so that it can be narrowly
focused.
 It is danger that employee can expect to the additional payout the system in a year.
Within the low inflation climate the rewards which might not appear which is very great
(Davis, Lockwood and Alcott, 2013).
From the above description, it has been seen that human resource professionals
determines wide range of responsibilities in order to recruiting and retention (Blacker and
McConnell, 2015). There are several types of personnel issues handle in this aspect to provide
foundation for well staffed. In the Sainsbury, it is the best way to find right administrative
professionals requires for management savvy. Due to several reasons, HR staff of the chosen
company can ensure that compensation is competitive (Oelze, Hoejmose and Millington, 2016).
Ensuring internal and external compensation equity is the main burden which making sure that
workers of business not take better salaries, impressive titles and attractive perks rests on the
people shoulders (Hudson, 2017).
 Piecework: It is the price which can be pay as each unit on the results as output.
Therefore, it is the system in which manager of Sainsbury set payment to their employees
for developing outcomes and results in systematic way. It determines relevant policies
which are correct to measure targets and objectives in significant manner (Lu and Honey,
2016).
 Payment by results: It is the most popular term that used to pay for the process of
performance for employees in the bonuses term. It demonstrates quantified values which
put for whole establishment (Candelo, Casalegno and Civera, 2014).
 Wide incentives in the organisation: This strategy generally used as the tender led
scheme and earned as bonus which put in the Sainsbury development.
 Merit payment: Merit pay system implemented to offer bonus earning that depends on
contribution level of performances (Martin and Siebert, 2016).
 Payment as per the individual performances' basis: In this aspect, employee execute
tasks and it also compares to set objectives and goals in systematic way.
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 Profit related pay: It is the effective and generally used in private owned businesses.
Their main aim is to share bonus and demonstrates overall profits and revenue within the
business unit (Bush and Middlewood, 2013).
 Commission: Commission is the most commonly method that used by Sainsbury in term
of retail, sales and many other aspects. In this aspect, percentage payments offered on the
sales and turnover. Generally it is used in the initial targets which have been hit (Hudson,
2017).
 Strategies of compensation depicts in the industry and size of the Sainsbury. There are
number of people employed and the compensating plan tied with performance appraisal
practices in the business unit (Lu and Honey, 2016). With the help of general idea,
following are certain advantages and disadvantages has been created in Sainsbury:
Advantages
 Performance related pay offers immediate incentives to workers to accomplish work
targets (Blacker and McConnell, 2015).
 Contribution of employee recognised in the evident reward (Martin and Siebert, 2016).
 Managers of the selected business unit will easily set goals from the corporate framework
which improve for individual productivity and performances (Jack, Anderson and
Connolly, 2014).
 People also tend to focus on the need which improves techniques that directly linked with
payment (Bush and Middlewood, 2013).
 Performances related pay structure set reward which is most productive for employees.
 It is an effective way to deal with poorer performing workers.
 These methods also rewarding to the high performance that helps to ensure the
organisation retains to most industrious staff (Tomlinson, 2017).
Disadvantages of performance related pay
 It reduces pay equity which could make liable to the firm which is costly for prosecutions
when they are not effectively working.
 Review process can be adversely impact on the financial rewards due to development
needs (Etkind and Koffman, 2016).
 Employees are also begun with additional pay-outs in each year which testing due to low
inflation rate (Blacker and McConnell, 2015).
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