Managing People in Organisations

This report covers recruitment, selection and induction process, identification and analysis of two motivational theories and its application, identification of several factors that influence staff and team behaviors. Moreover, comparison among four different management and leadership style and its usages are described. Apart from this the relation among organizational culture and structure for describing how culture influence structure into work area are also discussed in this report.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Recruitment, selection, training and induction...........................................................................1
Theories of motivation and performance management500.........................................................4
Factors affecting behaviour and team work600..........................................................................5
Management and leadership styles..............................................................................................7
Relationship among organisational structure and culture...........................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing people in organisation is regarded as the designed which aids entities to
understand the impact of staff behaviours at work as well as attitude of those who are around
them have affects upon work performance. Moreover, this is also called human resource
management which is a proper area of practice that is related with planning, hiring as well as
directing individuals into firm (Arp, Hutchings and Smith, 2013). As per the scenario, the
undertaken company for this report is Trading scents Ltd. Which is a local firm that operates in
UK. It deals in perfumes and cosmetics. This report covers recruitment, selection and induction
process, identification and analysis of two motivational theories and its application, identification
of several factors that influence staff and team behaviours. Moreover, comparison among four
different management and leadership style and its usages are described. Apart from this the
relation among organisational culture and structure for describing how culture influence structure
into work area are also discussed in this report.
MAIN BODY
Recruitment, selection, training and induction
Recruitment is regarded as the procedures of identifying as well as recruiting the best
proficient candidates either from outside outside of firm or inside for particular job openings in
cost effective way. As per the Edwin B. Flippo, this is the methods of searching for potential
staff and stimulating as well as motivating them for applying for jobs with company. The
recruitment process is considered as the method of finding job vacancy, examining requirements
of job, reviewing applications, screening, short-listing as well as choosing appropriate
candidates. The recruitment process that is utilised by the Trading scent Ltd. Is recruitment
planning, development of strategy, searching, screening and evaluation and control. All these
steps are discussed below: Recruitment planning: This is regarded as the initial step of recruitment procedures in
which the vacant position are examined as well as explained (Beech and MacIntosh,
2017). This involves job specification as well as their experiences, nature, skills and
qualification needed for job and so on. Within Trading scents Ltd. At this step their HR
find the vacancy through analysing number of post to be accomplished, accountability
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and duties to be performed etc. Thereafter, they analysis the job, prepare job description,
provide specification about job and ascertain the basic pay. Recruitment Strategy: This is regarded as the second stages of recruitment procedures in
which strategy is developed in order hire the resources. After accomplishing the
formation of job description and specification the human resource manager of Trading
scents Ltd has to decide which plan of action is to adapt for hiring proficient candidates
for company. Searching right candidates: At this step, resources are sourced based on job requirement.
So, after adoption of recruitment strategy the Trading scents Ltd. HR manager initialized
the searching of individuals. With the assistances of two sources that is internal as well
as external sources. Screening/Short-listing: This is regarded as the procedure to filter candidates applications
for further process of selection (Brown, 2013). At this step, Trading scents Ltd. HR
manager obviate the in-proficient candidates that are received by sourcing. This can be
performed by reviewing resumes, organising telephonic interview and finding capable
candidates.
 Evaluation and control: This is regarded as last step. As recruitment is a expensive
process at this stage, so it is essential for Trading scents Ltd. HR manager to evaluate
and control it effectively. This includes salaries to recruiters, administrative cost and
others.
Selection Process
This is regarded as the method of selecting appropriate candidates who is efficacious for
vacant job position within company. Moreover, it is essential for all firm to pick effective
applicants as they will be an asset for them (Burns and et. al., 2013). So, the HR manager of
Trading scents Ltd. Utilise the selection process that are discussed below: Employment interview: It is considered as the procedures where one to one session sis
organised with applicants to understand the person effectively. At this step, HR manager
of Trading scents Ltd. Take interview of candidates this aids them to know about the
applicants qualities, perception and others. Checking references: This is considered as the method of confirming candidates
experiences as well as qualification with reference facilitated through firm. At this stage,
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HR manager of Trading scents Ltd. Verify the experience and qualification of candidates
effectively.
 Final selection: At this process, the respective organisation HR issued appointment letter
to selected candidates (Recruitment and Selection process, 2019).
Induction process:
This is regarded as the planning to assure that new staff may settle within its employment
in simple way and allow them to become efficacious in best and sooner manner (Hummelbrunner
and Jones, 2013). The process that is used by Trading scents Ltd. HR manager are discussed
below: Greeting of new staff: At this step, Trading scents Ltd. Manger greets their new
employees and welcome them in appropriate way. Information: At this step, the respective organisation HR manager provide information to
new employees regarding firm that includes its structure, products, services and others. The job: At this step, Trading scents Ltd. Describe the new staff regarding key
performance indicator, explanation of colleagues involving line of reporting. Employment terms and conditions: In this, the main employment terms and conditions
have to issues to new employee by Trading scents Ltd. HR manager. This involves
termination notice, holidays, sickness, working hours and others. Company rules: At this step, Trading scents Ltd. HR manager described about system,
process, policies and so on to new staff. Security: At this step, respective organisation provide the password, document
authorisation and other in respect to access work area. Health and Safety: In this step, Trading scents Ltd. HR manager give information about
the safety at work area. Training and development: In this, the description about performance appraisal system at
workplace is given by Trading scents Ltd. HR manager. Staff benefits and facilities: At this step, the information related to medical insurance and
many others are described. Staff representation: At this step, respective organisation HR manager give information
to their new employees regarding trade union at work area.
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 Layout of work area: In this step, they describe about the offices tours as well as an
assimilation of facilities into workplace (INDUCTION PROCESS, 2019).
Theories of motivation and performance management500
There are various motivational theories such as Maslow's hierarchy of needs, Herzberg's
two factors theory, Alderfer’s ERG theory, McClelland’s achievement motivation and many
others. So, some of the motivational theory that is utilised by Trading scents Ltd. Are discussed
below:
Maslow's hierarchy of needs Theory
This is regarded as the motivational theory that is developed by Abraham Maslow in year
1943. moreover, it is comprising a 5 tier model of individuals requirements, often represented as
hierarchical level in form of pyramids. As this is not an easy task to motivate the staff as for this
they have to satisfy their needs in effective and effectual way (Kakabadse and Bank, 2018). So,
Trading scents LTD. Utilised this theory and its five needs are discussed below: Physiological needs: This is regarded as the basic needs regarding individuals
maintenance. It involves, water, food and so on that is needed through person in order to
sustain. Therefore, this is vital for Trading scents Ltd. to ensure that its required get
accomplished efficaciously by rendering them salaries etc. to their staff. This aids their
assistant manager to motivate its staff as well as improve their performance effectively. Safety and security needs: This involves security in respect of health, job and others. So,
in order to accomplish this requirements the assistant manager of Trading Scents Ltd. can
facilitate facilities, health insurance etc. in its tough circumstances and others as this aids
them to maximise its level of motivation and also enhance their perform effectively for
attaining firm's objectives. Social needs: This involves love, belief, affection and etc. so, the assistance manager of
Trading scent Ltd. Has to be ensures that its all staff are managed equally. This will aids
them to fulfil the needs of its staff that help them to maximise its level of motivational
and performance to attain objective effectually. Self esteem needs: This is regarded as the essential requirements for which whole person
put potential to give its best. So, Trading Scents Ltd. Assistant manager need to develop
strategies and manager optimistic surroundings within firm. This aids them to improve
the performance of whole staff and attained objectives efficaciously.
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 Self actualisation needs: This is regarded as staff expectation which will help to develop
and lead their career in systematized way. So, for it Trading scent ltd. Facilitates some
session in respect of training to its workers. This aids in enhancing level of motivation
and performance in order to attain their goals effectually.
Herzberg’s Motivation Theory
This theory is also known as the two factors theory which is established Fredrick
Herzberg in year 1959. With the help of this particular theory they try to know about the root of
motivation within work area. Moreover, this theory is also helpful for getting effective
performance form their team (Martin and Siebert, 2016). This includes two factors that are
motivating as well as hygiene factors. Both the factors are discussed below: Motivation factors: This is regarded as the factors which influence workers to perform
with full potential. As the company such as Trading scents Ltd. Provides achievements,
growth, recognition and so on to its workers in order to keep them motivated as this
enhances their performance by doing the assigned task effectively and efficiently.
 Hygiene factors: It is regarded as the factors which is not not exactly represented within
workplace but its atmosphere. Therefore, Trading scents Ltd. have to facilitate security,
remuneration and so on to its workers in order to feel them encourage as well as hygiene
towards its task. Also, it will aids their assistant manger to improve their performance as
they are motivated and accomplish organisational objectives efficaciously (Motivation
theories. 2019).
So, in order to enhance the level of motivation as well as performance the Trading Scents
Ltd. Has to applied the Maslow's hierarchical of needs theory as if the requirements of their staff
member get fulfilled in effective and efficient manner then the organisational objectives can be
achieved.
Factors affecting behaviour and team work600
Individuals behaviours within organisation is regarded as the combination among
individuals as well as environmental characteristics. There are some factors which influence the
individuals behaviours in Trading Scents Ltd. that are discussed below: Personal factors: This is also known as the individual factors that includes gender,
religion, personality, perception and many others. This particular factors influence the
individuals behaviours within Trading Scents Ltd. as various individuals in firm are from
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different religion, age etc. so their personality and perception is also distinguish from
each others. Such as the staff which of low age group having different perception and
higher age on having others so this influence individuals behaviour as the lower aged
people feel demotivated. Environmental factors: This is regarded as the vital factor which includes economical,
social, political and others. All these factors influence the individuals behaviour
effectively (Marynissen, 2013). For example: In Trading Scents Ltd., The employment
opportunities that are provide to person influence the individuals behaviour for longer
period. As if opportunities of job is less the person will has to stay with respective
organisation where as if there is more job opportunities then staff turnover will be also
more.
 Organisational factors: This is also regarded as the essential in which the individuals are
influenced through board variety of firm's system as well as resources. This involves
leadership, organisational structure, rewards system and many others. For example:
within Trading Scents Ltd. The physical environment is the arrangement of person as
well as things so that they have optimistic influence upon individuals. Such as the work
nature, cleanliness, ventilation and others are not effective then they do not feel
comfortable to work in profitable manner.
Team work:
Team work is considered as collaborative efforts of team for attaining a common
objectives or to accomplish a work within most effectual manner. This is essential in firm as this
facilitates staff with an opportunity to make bond with each others. There are some factors that
influence the team work within Trading scents are discussed below: Communication: The efficacious communication mechanisms are vital for developing
appropriate teams. For understanding the objectives and and scope, the team have to
formulate effectual methods communication. Such as if communication is performed
effectively among groups then they may able to do the assigned task in appropriate
manner. But in case, this is not then there will be chances of conflicts within organisation.
So, this particular factors influence the team largely. Group think: This is regarded as the tendency for decision making group to control
opposing perception for preserving team harmony. It occur as team members has an
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overwhelming wants that is to be accepted as well as teams desires to reduce disputes.
For example: Within Trading Scents Ltd., the group think influence the team work as
effective thinking aids them to make proper strategy and effective decision as well as
accomplish the task on time.
 Stability: This is regarded as the factors that influences the team work. Team which has
lower turnover rates experiences high level of group cohesion, effectual methods as well
as so much effectual role identity (Mavi and Mavi, 2014). For example: Within Trading
Scents Ltd., this factor influence the team work effectively as firms structure, culture and
others are stable the team may able to work effectively and productivity will enhanced
(Seven Factors of Successful Teams: The Keys to Ensure High Team Performance, 2019).
Management and leadership styles
Leadership style is regarded as the way as well as approach of facilitating guidance,
executing plans as well as encouraging people. Management style is considered as the manner
the managers develops decisions, how they plan as well as organise work (Mayo, 2016). Some of
the management and leadership style that is utilised by Trading Scents Ltd. are discussed below:
Type of Style Use by Managers Use by Leaders
Autocratic
This type of management style
involves managers making the
decisions solely. There little to no
involvement of the employees or
subordinates and they are not asked
for any inputs. Management at
Trading scents Ltd. is the sole
authority in making decisions. This
helps in making decisions faster as
preferences of various employees is
not important.
The leader makes decision on
behalf of the team members
and based on their own
thinking. The decisions made
are clear and straight forward.
Democratic This type of management style
involves the employees and team
members providing inputs when the
The leader motivates the team
members to focus more on
their work in order to achieve
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decisions are to be made but the
final decision is made by the
manager. This type of style can be
applied to any organization.
goals and objectives of the
organization. The leaders
inspire the team members and
promote respect among them.
Transformational This style of management allows
Trading Scents Ltd. to manager and
direct their staff effectively. If any
changes occurs within firm them its
management have to transform their
strategies and plan of action
effectually and efficaciously.
The leaders push the team
members to work harder and
strive for success in order to
achieve the goals and
objectives. The leaders also
guide the members if there is
any confusion.
Relationship among organisational structure and culture
Organisational structure is regarded as the system which represents how certain practices
are guided for attaining the organisational objectives. This practices involves roles,
accountabilities and rules. This ascertain the that how information flows among level into firm.
Organisational culture is considered as the system of shared beliefs, conception, values and other
that governs how person behave within company. These shared values has stronger influences
upon individuals within company (Rees and Porter, 2015). Therefore, within Trading Scents
Ltd., for reaching its objective effectually they required to comply a formal structure for
developing effective culture. It is vital to delegate the work into various group for ensuring that
same work is not performed through single individuals. The decision regarding firm' culture
itself may be influences through structure. A company such as Trading Scents Ltd. Which is
managed and controlled through their owner so the culture of the firms will be developed
accordingly. Moreover, the various organisation have different structures such as functional,
divisional, matrix and many other but the culture of their have to be friendly, comfortable and
others.
FOR EXAMPLE: The Trading Scents Ltd. Organisational structure is flat due to which all
the staff feel free to communicate with one another and also can able to share their ideas,
thoughts effectively with each other that developed the culture a comfortable and friendly in a
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way to accomplish the organisational objectives effectively and efficaciously (Stone and Stone,
2013).
CONCLUSION
From the above report, this has been concluded that it is vital for organisation to manage
the people as they are the key assets. The recruitment, selection and induction process assists
company to hire the proficient candidates. The several motivation theories will provide
assistance to firm for enhancing motivation and performance level. Moreover, there are various
factors such as group thinking, personal factors etc. which influence the individuals behaviours
and team work effectively.
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REFERENCES
Books and Journals
Arp, F., Hutchings, K. and A. Smith, W., 2013. Foreign executives in local organisations: An
exploration of differences to other types of expatriates. Journal of Global Mobility. 1(3).
pp.312-335.
Beech, N. and MacIntosh, R., 2017. Managing change: Enquiry and action. Cambridge
University Press.
Brown, A., 2013. Managing challenges in sustaining business excellence. International Journal
of Quality & Reliability Management. 30(4). pp.461-475.
Burns, D. and et. al., 2013. Work with us: How people and organisations can catalyse sustainable
change.
Hummelbrunner, R. and Jones, H., 2013. A guide to managing in the face of
complexity. London: ODI.
Kakabadse, A. and Bank, J., 2018. Working in organisations. Routledge.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Marynissen, H., 2013. A constitutive view on risk communication in organisations managing
high-risk processes: Towards a conceptual framework.
Mavi, N. K. and Mavi, R. K., 2014. Talent pool membership in sport organisations with fuzzy
analytic hierarchy process. International Journal of Logistics Systems and
Management. 17(1). pp.1-21.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Rees, W. D. and Porter, C., 2015. Skills of management and leadership: Managing people in
organisations. Macmillan International Higher Education.
Stone, R. J. and Stone, R. J., 2013. Managing human resources. Wiley.
Online
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INDUCTION PROCESS. 2019. [Online]. Available
through:<https://www.questcover.com/resource-centre/hr-guides/induction-probation/
induction-process/
Motivation theories. 2019. [Online]. Available
through:<https://www.tankonyvtar.hu/hu/tartalom/tamop412A/20110023_Psychology/
030300.scorml>
Seven Factors of Successful Teams: The Keys to Ensure High Team Performance. 2019.[Online].
Available through:<https://www.brighthubpm.com/monitoring-projects/62415-seven-
factors-of-effective-team-performance/>
Is There a Relationship Between Organisational Structure and Culture?. 2019. [Online].
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