People Management: Impact of Organizational Structure, Culture, and Leadership Style on Employee Performance

This report on people management discusses the impact of organizational structure, culture, and leadership style on employee performance. It explains how personal differences impact individual behavior at work and analyzes the management style needed to deal with differences in behavior. Additionally, it analyzes the effect of leadership style on individuals and teams.

people management

Table of Contents
people management ........................................................................................................................1
Introduction .....................................................................................................................................1
MAIN BODY...................................................................................................................................1
Activity 1.........................................................................................................................................1
1.1 explain how organisational structure impacts on people in organisation ........................1
1.2 Analyse how organisational culture impacts on people in organisation .........................2
2.1 explain how personal differences impact on individuals behaviours at work..................3
2.2Analyse the management style needed to deal with differences in behaviour..................4
ACTIVITY 2....................................................................................................................................5
3.1Analyse the effect of leadership style on individual and teams........................................5
3.2Explain the benefits of flexible working practices to individuals and organisation ........6
3.3Using motivational theories, assess how working environment impacts on performance 6
3.4Assess how an organisation's ethical practices impact on motivation levels ..................8
3.5Evaluate how organisation use their corporate social responsibilities to motivate employee
................................................................................................................................................9
Activity 3.......................................................................................................................................10
4.1Discuss how motivation theories can be used in developing people in business organisation
..............................................................................................................................................10
4.2Explain the different uses of coaching and mentoring in organisation ..........................11
4.3Analyse the benefits of training and development to individual and organisation.........12
Activity 4.......................................................................................................................................12
5.1Discuss people management strategies used in an business organisation.......................12
5.2Discuss the impact on people of management strategies used in the business organisation
..............................................................................................................................................14
5.3Recommend strategies to promote high level of performance in the organisation........16
CONCLUSION..............................................................................................................................17
REFERENCES.............................................................................................................................18

Introduction
People management is the procedure of training, motivating and directing employee to
optimize the workplace productivity and enhance professional growth. The people management
is also defined as a set of practices that look after the end- to-end process of talent acquisition,
talent optimization and retention for providing the continued assistance for the business as well
as guidance for the employee within organisation. Additionally, people management helps to
create and building a workforce that builds a better future by knowing the purpose of each and
every team. This process of people management is also considered as a linear process system, it
would mainly begin with talent acquisition of building the effective team. The main focus of
people management is to creating the right structure of team that involves continued setting up
processes (Kumar Agrawal and Budhwar, 2020). This assist to create the right roadmap to
success and functional planning to achieve success within business organisation. Now, in the
context of report, as an intern of multinational company global business news. The manager of
organisation wants an understanding of firm of how structure and culture impacts upon the
people within organisation and their performance.
MAIN BODY
Activity 1
1.1 explain how organisational structure impacts on people in organisation
The organisational structure mainly aligns and relates parts of an organization. So,
organisation can achieve its maximum performance. The structure chosen affects within
organisation success in carrying out the organisation strategies and its objectives. Now, the
further discussion is about all the structure of organisation and what are its following impacts.
Functional and divisional; There are two main types of the vertical structure that exist
on functional and divisional. The functional structure divides work and employee by its
qualification. This is the traditional type of form of organisation such as production, sales and
research development. Each department has a separate functions and specialization in that
particular areas. The benefit of functional areas that, employees can directly report to managers.
This means this structure will works best for the organisation like small medium enterprises as
1

for example Layness espresso based in UK. It is a coffee shop that generally best known for its
taste and services, they uses these structure to interconnect with their staff and regular update of
productivity. Also functional and divisional structure divides work and employee according to
their efforts and outputs. However, these structure works best for any of the organisation that is
remain centralized. This means, it assist organisation in the process of decision making that
occurs at higher level of the organisation.
Matrix organizational structure- A matrix structure combines the functional and
divisional structure to create a multiple command of situation. In a matrix structure,an employee
will report the two managers who are responsible for performance of employee. Apart from this,
matrix structure are common and used in heavily project driven organisation as for example
Balfour beatty plc is largest contractors and construction companies of UK. These are the
structure have developed out of the project construction in which the employee from different
functions are formed the teams for completion of work in appropriate manner. Additionally,
matrix structure will poses the hard situation for professional charged with making sure the
equity as well as fairness within organization. However, within structure managers should be
prepared through communication and training, for accomplishment of its goals and objectives in
an appropriate manner(Lund, J., 2020).
Hierarchical structure- The hierarchical structure will helps the employees to
understand the several levels of leadership. The hierarchical structure maps out the path of the
careers, due to many of employee will join a company at the ground level. Therefore, this
hierarchical structure provides employee several opportunities for development as well as
promotion, which can turn and drive the motivation to perform and increase the job satisfaction
of employee. As for example the company Tesco uses these hierarchical strategies to help and
understand every employee and encourage them for proper accomplishment of work within its
organisation.
Inverted triangle structure- The inverted pyramid structure which simply means to
placing the most fundamentals information within company and then arranging the details within
company, from most important to least important, also having responsibilities to make graph for
company that how their functions can improved.
Product market and geographical structure- a geographical organisation structure
assist to create the people within organisation by its geographical location. This structure will
2

creates a particular divisions for each and every location. Each divisions acts as it is own
company, that combining the different types of personnel for various business functions of
organisation. Additionally, the market structure which refers to how dissimilar industry are
classified and differentiated that is based on its nature of degree and competition of goods and
services . This structure assists organisation and market for both goods market and services
factors, that is determined by its nature of competition that already exist in prevailing market
place.
Flat tall structure- when business is started, the company firstly decides that which kind of
organisational structure company want to pursue and how it is important. These refers to the
types of management structure that business wants to establish within its organisation. The tall
organisational structure gives a clue as to how this type of structure is organised within any
company. The word flat is type of structure that is horizontal in nature because, it means this will
provide freedom to lower level of employee and authority to its job.
1.2 Analyse how organisational culture impacts on people in organisation
The organisational cultures generally defines the way of employees will complete the
task and interact with each other within the organisation. Although, the culture paradigm will
comprises the various beliefs, values, symbols and rituals that can easily govern the operating
style of the people in organisation. Now the, further discussion about the types of organisational
culture and its impact upon organisation.
Behaviours- This systems of organisation always find the several ways of controlling the
employee. So, the behaviour assist to maintain a balance in the systems. This means, some of the
ways of organization do this through with the formal and informal cultures within workplace.
However, every organizational systems and culture means work related activities as well as
meaning attached from such of the activities. These are the activities norms and values are
generally contextualized within organisation. The organizational culture normally focuses on
employee performance team work and continuous process and its improvement. This is also
expressed within terms of values, ideologies of the organization (Kalitanyi, and Goldman,
2021).
Beliefs- beliefs is the conclusion about the world of works. This once formed to direct
future actions. For example; if someone beliefs that something is helpful for them, then they will
3

keep effort on those things. Apart from, this belief generated a willingness to experiment and
move within new market. It means strong belief encourages the employee to effort properly
within their assigned duties, the strong beliefs towards business organisation makes employee
interested and enthusiastic towards work.
The way we do things- the way of doing things affects the way to people and groups that
interact with each other. However, this factor can influence the things and use to make things
better in business organisation.
Assumptions- assumptions assist organisation to helps in judgement, make meaning and
draw conclusion about what is happening and what others are thinking.
Codes- a well written codes of conduct which clarifies an organisation mission, values
and principles and assist to maintain the professional standard of company.
Stories and myth- These stories people share within organization strengthen and central
the beliefs that shapes culture of organisation.
Ceremonies and rituals- The rites and rituals are expression which are important and
affects the culture of organisation. However, this helps to strengthen the accepted cultural values
and norms of organisation and maintain decorum of organisation.
Working practices- The organisational working practices have various impacts. These
practices can impact on employee performance and motivation levels of business organisation.
2.1 explain how personal differences impact on individuals behaviours at work
The individual differences are the ways in which people precisely differ from each other. Every
associate of the organisation has their own behaviours. This is important for managers to
understand individual differences because they can easily get influence the feelings, thoughts as
well as behaviour of the employee. Now, the further discussion about the impact on individual
behaviours at work will be is as follows;
knowledge skills and experiences- as every individual is different from one another,
every organization comprises of different people that creates a unique grouping of personalities.
Sometimes individual can not able to recognise it personality traits that can be beneficial. In
every organisation differing personalities can be focused within small amount of time, due to
employee knowledge and skills. In addition within workplace, differing personalities traits are
4

really important to create a diverse workplace where creativity and varying ideas can be useful
for easy accomplishment of work (Kalitanyi and Goldman, 2021).
Attitude- The attitudes within organisation are really important and can easily affect the
people. In addition organisation can get influence the attitudes of employee and its behaviour by
using the different strategies of management and by generating strong behaviour of organization
improvement.
Perception-The perceptual process is the series of the psychological steps of the person
uses to organise and explain information from the outside of world. This means selection,
organization and interpretation of perception can vary among different peoples. Furthermore,
when people react differently within situation. This is part of behaviours that can be explained
and examined the perceptual process, and how their perceptions are directing to person responses
and further improvement of business organisation.
Culture- The culture creates the environment within organisation and influences the
natures of long term plans that move the organization towards the vision of employee. The
culture also assists to prescript the process and policies that make able the organization to live its
operation every day. The culture of organisation also defines that what type of environment will
be operating within workplace. This analysis is really important within organisation for
improvement of culture. So, that every employee can feel safe, secure and interested towards its
assigned responsibilities (Creagh,Babb and Farley ,2020).
personality- the personality affects all the aspects of a person performance, how they
reacts to every situation in job. This can lead to increased the productivity and job satisfaction
within organisation.
Opinion- The individual beliefs have direct effect on behaviour, every person is unique
because of its opinion. The people with different perception have different characteristics needs
and how other individual can interact differently with their workers and subordinate
culture- the organisational culture will greatly influence the employee behaviour. This
result of the study to indicate the organisational culture that mainly impacts on motivation and
promotes the individual learning.
Religion and beliefs- the religion will affect the behaviour when role expectation aligned
with a religious identity in any business organisation
5

2.2Analyse the management style needed to deal with differences in behaviour
The management style plays really important role in strengthening the bond among the
employees and making them work as a single unit. This is responsibility of management to make
sure that employee are satisfied with its responsibility and sometimes deliver their level best. The
management style must understand its employee and get attempt hard to fulfil its expectation for
stress free environment at workplace. The further assessment to analyse the management style
needed to deal with differences in behaviour is as follows;
Theory x ; This generally describes the two different sets of assumptions of managers.
That means an average employee does not like to work and tries to hide it whenever this will be
possible for them. Therefore, the employee does not want to work, they must be analysed and
compelled and give punishment to achieve the organizational goals. The close supervision is
necessary for employee. For this manager will adopt a more dictatorial style. Due to many of
employee have job security on top and they have no ambition of accomplishing work on the
given time.
Theory y; generally in theory y, the employee can easily understand their job in a normal
way. The employee can do exercise their physical and mental efforts in an appropriate manner.
Apart from this, employee not require to use self direction and self control. If they can dictate as
well as honest to achieve the objectives of organisation. Moreover, the job is rewarding and
satisfying then it will give result on commitment of employee and also they are more committed
to organisation.
Self fulfilling prophecy- according to model the self filling leaders are high level of
expectation towards the performance and aim to facilitating and motivating its employee and
continuously provides positive feedback in business organisation.
The hawthrone studies- The hawthrone studies showed the people work performance is
dependent on social issues and job satisfaction. However, the monetary incentives and good
working conditions are generally less important in relation to improving the employee
productivity.
ACTIVITY 2
6

3.1Analyse the effect of leadership style on individual and teams
The leadership style that any of business choose to implement have an impact on the
success and failure of small business. The leadership style is all about making decision, it is all
about the culture that create within workplace . Therefore structure of organisation is also
depends on how an organisation or individual handle problems and issue of specific company.
Now the further discussion is about what are the effect of leadership styles is as follows;
motivation- motivation is an essential part of success and business prosperity in any
competitive environment. This comprises an individual external and internal factors that include
the individual differences and organizational practices. Apart from this, motivating employee is
most important in completion of task. A major reason for every team to motivation and changes
in attributes. However, the most important factors that motivate employee are fulfilling of needs,
the justice of workplace and employee development program in form of reward and appreciation.
Creativity- creativity in business would not just happen. It must be nurtured and
developed wherever will be possible. It was found that there was a positive and specific link in
between a leader and communication of ability and innovation of worker. However,
communication are key to culture and its workplace,and directly influenced by management.
Although, in general the creative potential of individual is less significant in comparison to its
modest rise in relation to creativity all around. Therefore, creativity of employee is developed
and sustained through education, training and involvement and team work.
Flexibility- The flexibility is increasingly an important trait is fast changing economic
and social environment. The flexible leaders are those who can modify their style and approach
to leadership in relation to some unpredicted circumstances. In addition flexible leaders can
easily adopt changes as they come in its form (Ntounis Medway and Parker 2020).
Commitment- a commitment is conscious behaviour. The individual have attitudes as
identifying with person and corporation with action. The commitment is a whole and
remaining ,member of organisation, having a desire to strive within organisation. However,
commitment can fulfil the beliefs in accomplishment of organisational goals.
Productivity- the leadership style affects the and influences the productivity because,
this impacts on morale of employee. This is generally used by autocratic leaders within business
organisation.
7

Credibility- the credibility of leaders influences the employee engagement which turns
and impact on the organization productivity and its performance.
Trust and respects- when a leaders will speak its is important to be able to have
confidence, honesty, truthfulness and sincerity of the words. So,that organisation can influence
by them in appropriate manner.
3.2Explain the benefits of flexible working practices to individuals and organisation
The flexible working is what this sound like it is. This means providing employee more
flexibility to choose where, when or how they work. There are three major flexible arrangements
of work that is flexible locations, flexible timing as well as flexible schedule. Now, the benefits
of flexible working practices to individual and organisation is as follows;
level of autonomy- The level of autonomy is important within an organisation to make
its own choices. This makes employee responsible happier and more productive and more loyal
than those whose action is prescribed. The autonomy is important to contributing factors to
employee in sense of engagement with its work and organisation. However, this factor plays an
important part in decision of employee to stay with an organisation or to seek a new role in other
business organisation.
Productivity- a productivity is important to run a business, the necessity for productivity
within organisation to ensure that it runs smoothly as possible. However, this also provide
advantages for other members of team. If multiple group are working within a project and task
are sometimes divided clearly and effectively. This will improve team morale and make every
team members happier in their work (Cassell and Kele, 2020).
Quality of life- The quality of life within organisation provides benefits of work life
balance initiatives are not confirmed to its workplace. The work life policies and flexible
working practices can help employee and organisation better team work and communication as
well as increased engagement and commitment level for better productivity of organisation. This
also includes allowing employee to extra day off and providing employee maternity leave when
it will be required.
Motivational- the motivational people wants every time the flexible working hours and
its also assist employee to focus on multiple roles in today's competitive environment. Therefore,
it can create a high positive relation between flexible working hours.
8

Need for facilities and systems- the facilities within working environment provides
comfortableness to employee and this impact on motivational level on employee.
3.3Using motivational theories, assess how working environment impacts on performance
In every enterprises motivation plays a key role in driving employee towards achieving
its goals, organizational goals to certain extent of the dreams and their nations. Also, there are
many theory of motivation, and they mostly will provide a relation to influence the outcomes of
employee in their job satisfaction. In addition, these theories of motivation mostly give a relation
or influence the outcomes of employee job satisfaction. Now the further discussion is about
impact on performance of motivational theory.
Trait theory- The trait theory of leadership has been really important to study of
leadership. For the research and supposition that leadership ability are being rooted within
characteristics that is controlled by individuals. In addition, the trait theory has shown specific
response for making positive relationship in between effective leadership and its personalities
traits such as extroversion, intelligence, and openness to its experience. Apart from this, traits are
helpful within business organisation to know individual personality, such as their adaptability
and comfort level. In addition, this also assist to know task competence and individual approach
to the execution of performance.
Behavioural approach theory- The behaviour approach theory automatically links with
the achievement of the goals and conflicts of interest for control and reward. Therefore, it helps
to make and manage the organisation for making decision and fulfilling goals of organisation.
This performance appraisal also do motivates employee to perform better within future. This
approach is extremely effective about 75 percent of people who are cognitive and behavioural
theory experience for providing some benefits and treatment. Apart from this, behavioural
approach assist organisation to monitors various parameters of business organisation such as
satisfaction of employee. Therefore, behavioural approach automatically links with performance
of employee to link with achievement of goals and conflicts.
Contingency approach- the contingency approach is an organisational theory that claims
no best way to organize a business organisation. This theory is really important to lead a
company or to make decisions within organisation. In addition, contingency approach is
beneficial for organisation because of potential learning, to perform in specific situation and
using these lessons to influence management and similar situation. However, this contingency
9

approach having ability to control the external and pressure and changes of any business
organisation (Shawky, and et.,al2020).
Autocratic theory- The autocratic leaders make decision without discussion of any
group. The people in group may sometimes dislike and also they are unable to generate ideas. In
addition, the researcher also found the autocratic leadership often results in absence of creativity
to solutions of any problems . Apart, from this autocratic leaders will brainstorm all the ideas as
well as chooses from them without taking any advice from any of team members. Furthermore,
autocratic leaders are also called absolute leaders for their uncompromising and dominating
nature. However, within leadership decision are made quickly and there are no time to consult
many people before decisions are made, these are some advantages.
The hersey and blanchard situational leadership theory- The hersey and blanchard
model suggest no single leadership style is better than another and also helps to adjust its style to
those they lead its abilities
charismatic leadership- the charismatic leaders are traits which based on leadership
theory, that is driven by its convictions and will assist to motivate its followers within business
organisation
3.4Assess how an organisation's ethical practices impact on motivation levels
A good manager will always explain that marketing, product, placement and budgeting
all wants careful planning. In addition, many managers however forget that motivating of ethical
behaviour within a workplace that takes careful planning as well. In addition ethical employee
make an ethical company, which will receive several benefits from its good reputation. This will
attract more customers as well as an ethical company will also be able to retain more skilled
workforce. However, this analyses current work environment and existing values, mission, goals
and ethical policies of business organisation. Now, the further discussion is about the ethical
practices and its impact on motivation levels is as follows;
scrutiny of suppliers- The manufacturers today facing increasingly complex challenges ,
from economic instability to compliance pressure raise the global competition. In addition, when
organisation come under scrutiny in relation to its ethical and practices of sustainability with
consumer paying a closure attentions. This means more than half of consumers is paying more
for products for its designs to be reused and recycle that bringing sustainable practices within
business organisation. Apart, from this technology also plays an important role to play and
10

develop more ethical and responsible sourcing for part of raw materials. However, in this process
organisation can make sure that external suppliers, business partners and contractors have secure
access for internal system. Therefore, these process of scrutiny helps organisation for doing
ethical practices and also it impacts on motivation level.
Distribution of techniques- The leader is designing an ethical culture should make
various contexts that keep their principal ethical and top of mind, this provides reward to ethics
during formal and informal opportunities. This means company can apply ethics into day to day
behaviour. Simultaneously, this is achieved and vary among every organisation. Now here are
few examples of ethical design put into practice will be as follows;
 hiring- The first impression is really important. Because many of employee within an
organisation values show to them during hiring process. Therefore, interviews are
typically treated as opportunities for obtaining the best candidate.
 Evaluation- ethics can also be considered into the design of evaluation of performance
and highlight its importance to an organisation to reward and encourage its good
behaviour. In addition it express its commitment to its customers, employee,
communities and its stakeholders.
Customer relationship management- The ethics in customer dealing will improves the quality
of services and trying to make positive relationships. The business ethics is being able to
differentiate in between the wrong and right. Therefore, the goal of business to improve customer
services relationship and assist in retention of customer and drives the sales growth of business
organisation (Shields,and et.,al 2020).
selling practices- to proper maintaining the selling practices its is necessary to conduct
selling, this will assist business to meet its ethical obligation on selling
staff development- the ethical practices promotes staff development to improve ethical
performance to create a code and engage with employee and customers within every
organisations .
3.5Evaluate how organisation use their corporate social responsibilities to motivate employee
The corporate social responsibilities is increasingly more important today. This can take
the various forms that broadly consider financial arrangement and situation friendly pattern in
more originative way in which small and large business can give back to its communities. This
will helpful to positive press and building reputation, this is one of the most powerful effects of
11

sustainable. Therefore, the responsible business is its ability to quickly generates positive
environment for clients. Now the further discussion is about use of corporate social
responsibilities to motivate employee will be is as follows;
developing the workforce- The concept of corporate social responsibilities is make sure
to provide every business a far greater capabilities to create sustainable business development. In
addition this can assist to provide ongoing advantages for the business and their stakeholders.
Apart from this, corporate social responsibilities empowers its employee to leverage its corporate
resources at the time of management of goods. Moreover, the formal firm social responsibilities
programs can assist to boost its team spirit of employee and lead to greater productivity within
workforce.
Mentoring and coaching- every business his or her own style of leadership and
management. The traditional styles depends on their types of organisation. As employee will
progressively look for meaning and social impacts on their corporate jobs. In addition, social
impacts programs and shared value activities will assist to create a more engaged and powerful
workforce. Therefore, it also provides more opportunities for purpose driven professional to
pursue its personal passion while working within its corporate world. However, mentoring and
coaching is also important developing skills of employee for skill building and development of
leadership.
Supporting the community- The CSR programme will provides an opportunities for
corporation and company to engage positively with communities across every level of society.
Providing work experience- This is providing work experience by gaining and working
with NGO or corporate organisation to gain skills that they could transfer.
Supporting career progression- The CSR supports the communication improvement
and a demand to increase the accountability in corporate sector.
Environmental policy- the adoption of social responsibilities affects the protection of
environment from pollution and its affects and increase the participation of workers within
organisation.
12

Activity 3
4.1Discuss how motivation theories can be used in developing people in business organisation
Motivation theory plays an essential role in enhancing and developing individual in the
business organisation, it helps in enhancing the motivational level of the individual through
offering them various monetary and non monetary benefits which will lead them towards
achieving desired goals and objectives of the business. The effective use of motivational theory
in the business organisation helps in enhancing the productivity and profitability of the business
and enhance job satisfaction level of employees. For example use of Maslow's Hierachy
motivational theory allows the organisation to satisfy the basic needs of water, food and sleep as
well as safety needs including the financial security, employment security of the employees
which will lead to motivating them to continue to work in an organisation. Additional
maintaining healthy relationship with employees, feeling of belongingness which comes under
the belongingness needs and recognising their work, offering rewards and benefits also helps in
motivating employees in the business organisation (Alton and Farndon, 2018). In addition to this
fulfilling self actualisation needs also helps employees in enhancing their motivation level, under
this theory individual is motivated through enhancing self satisfaction level. This theory explains
that level of employees job satisfaction is directly related with their their needs and factors that
leads to creating essential amount of satisfaction among them. This theory focus on satisfying the
needs of employees which will directly motivate them in performing better.
Another theory that can be used in analysing how motivational theory can helps in
development of employees in the business organisation can be the McGregor's X and Y theory.
As per this theory the employees are categorised in two groups on the basis of two different set
of assumptions (Chelladurai and Kerwin, 2018). Theory X assumption highlights negative
perspective of the individuals so as per this assumption workers can have negative feelings
regarding the work and wants to avoid it and because of this the manager thinks that they needs
to be controlled, corrected and also punished. These kind of employees are mostly lazy and
mostly focus on themselves only. Whereas the Theory Y has different perspective on this factors,
under this the employees are motivated by themselves only. They are considered to be the ones
who are intrinsically motivated in order to achieve their desired goals and objectives. The use of
this theory allows the business organisation to analyse their employees and accordingly
categorised them (Fewings and Henjewele, 2019). This will help them to effectively motivate
13

their employees as per their their set of assumptions. The effective use of the motivational
strategy helps in enhancing overall productivity and profitability of the business. It also helps in
retaining employees for long period of time in the organisation. In addition this use of
motivational theory also helps in building strong and loyal employees base in the business
organisation who will be continuously working towards achieving goals of the organisation and
leading business towards continuous growth and success. Motivational factor is considered to be
one of the most essential factor in the growth and development of an individual in the business
organisation (Kaufman, 2019).
4.2Explain the different uses of coaching and mentoring in organisation
The coaching and mentoring of employee makes more valuable to organisation by
developing and enhancing its skills. In addition, coaching and mentoring of employee makes
them more valuable to its organisation by assistance of development and increasing its skills both
professionally and personally. Now, further explanation of uses of coaching and mentoring in
organisation will be is as follows;
Talent pool- A talent pool is database of potential job candidates. The employee that are
included in database are highly qualified and expressed interest in the form of joining
organisation. The talent pool allows the organisation to make relationship with skilled workers
whose skills as well as expertise align with its companies and its values. Therefore, talent pools
are the most effective method for recruiting, building and maintaining and nurturing high
quality of talent pools that is important for company for making long term strategies.
Developing skills and confidence- having confidence within workplace can be really
important for success within organisation. Therefore, confidence will comes from state of mind
where manager or head of company can trust the knowledge as well as capabilities. Developing
skills and confidence is strategies chosen by employee for professional and personal
development that can assist to learn new skills of employee. This may also assist to identify the
various opportunities to practice skills and feel confident to increase motivation of employee
(Slater, and et.,al2020).
Re-engaging in workforce- re-engaging the workforce refers to searching and finding a
job after months or year. Additionally re entering the workforce can be a challenge no matter
how good the employee are, the reality of re-engaging in workforce is to make some
14

compromise. Therefore, these short term job sometimes provides great experience to employee
in business organisation.
4.3Analyse the benefits of training and development to individual and organisation
The training allows employee to acquire a fresh skills and knowledge to sharpen the skills
that already present within employee. Therefore a company is a sum total of what employee will
achieve individually within organisation. Moreover, employee development is a process where
the managers and employee together to create a development plan. Furthermore, the benefits of
training and development to individual and organisation is as follows;
increased productivity- by increasing productivity organisation must have happy
workforce, their productivity also will increase and help the business organisation to grow. It can
sometimes difficult to know what do make the employee happy. In order to increase productivity
working efficiently to increase productivity within workplace. Apart from this, delegate duties to
employee by increasing responsibilities for the employee is a good way to improving morale as
well as job satisfaction. It will be helpful for increasing productivity for organisation (Laureani,
and Antony 2021).
Work force retention- having the retention on workplace means keeping staff members
long term resulting in less time of resources that is required for training new staff and
maintaining the loyalty that will needs to run the business organisation. However, maintaining
the employee as long as they are good fit for company is important.
Enhanced profit- The benefit can trickle down to each and every aspects of company
that will improve the morale of staff and improve the performance of business.
legal compliance- the legal compliance is employee training that is mandated by
legislation and regulation or policy of company
Activity 4
5.1Discuss people management strategies used in an business organisation
People management strategies are the systematic actions taken into consideration by the
business organisation in order to manage and handle the human resource of the organisation, the
human resource are considered to be the main part of any business leading business towards
growth and success through contributing in enhancing the performance of the business. So it
becomes essential for the organisation to manage their human resource more effectively. For
15

example Unilever uses a number of strategies in order enhance the performance of the employees
such as offering required training to them to enhance their performance and skills, providing
smooth and healthy working environment and giving rewards and benefits to them
(Kothandaraman and Kamalanabhan, 2018). Some of the people management strategies are
mentioned below:
Organisational culture: The organisational culture plays an essential role in managing
human resource of the organisation. The culture of the organisation determines the how the
people at the organisation behave and perform together as well as a how good they perform in a
team. Creating and maintaining healthy and effective balance in the organisation and respecting
the diversity of thoughts will helps the manager to create smooth culture in the business
organisation which will automatically lead to enhancing the performance of the employees.
Organisational structure: It is an one of the most essential method used by the business
organisation through the work flows within an organisation (Kouatli, 2019). The organisational
structure is also defined as the systematic grouping of individual in the organisation together
working for achieving desired goals and objective. Having systematic and effective structure will
allow the people to have clarity of their role and will make it easier for the organisation to
manage them (Lipscombe, and et.,al 2020)
Working environment: It is the top most responsibility of the organisation to provide
healthy and smooth working environment to the employees in order to effectively manage them
and enhance their performance. A smooth and healthy workplace environment plays an essential
role in increasing the productivity and profitability of the business also in reducing issues like
absenteeism, employees turnover, employees dissatisfaction and son on (Leary, 2019).
Leadership style: A leader is someone who continuously guide and motivate its team
members towards achieving desired goals and objectives. Offers required training to them in
order to improve their performance, a leader plays an essential in motivating team members
towards performing better. Use of right leadership style will helps in motivating them so its is
essential to use right leadership style in order to lead and manage people in the organisation.
Workforce development opportunities: Offering right opportunities to the employees
will helps them to grow and develop effectively. It helps employees to enhance their skills and
abilities to perform better. The management needs to ensure that they are offering right
development opportunities such as offering training, participation in the discussion, job
16

development assignments and so on, these will helps employees to be more productive and
prosperous in the organisation which will helps organisation to manage them effectively (López-
Felipeand Valera, 2019).
Flexible working practice: Offering flexible working conditions helps business
organisation to retain their employees for long period of time and enhance their satisfaction level.
Also helps in managing the long term health problems also reducing their mental stress which
can directly influence their performance in the organisation. Management needs to ensure that
flexible working practice is followed in the organisation in order to retain their employees,
improve their productivity and employees engagement.
Ethical practices: In order to continue to enhance the performance of the organisation
and gain competitive advantage in the marketplace, it become essential for the organisation to
develop their brand image through following the proper ethical practices. It also allows to attract
and retain potential employees in the company. Some of the ethical practices that can be used by
the company includes implementing proper ethical standards and policies, promoting positive
behaviour, ensuring proper behaviour from leaders ends and so on.
CSR agenda: It is the top most responsibility of each and every organisation to work
towards corporate social responsibility. The corporate social responsibility includes working
towards welfare and sustainability of the environment. This will help organisation to enhance
their performance and brand image in the competitive marketplace. The management needs to
ensure that people are actively involved and committed in the organisation's CSR strategy also
they are managed properly in order to achieve desired goals (O'Brien, and et.,al2020).
5.2Discuss the impact on people of management strategies used in the business organisation
The people management strategies plays an huge impact on the enhancement and
productivity of the business. Some of the impact of people management strategies used on the
business organisation are highlighted below:
Employees satisfaction: Effective use of the people management strategies such as
flexible working hours, offering development opportunities, use of ethical practices helps the
business organisation to manage their employees more effectively and enhance their satisfaction
level (Olofsson, 2020). In addition to this offering right rewards and benefits to the employees as
per their performance also helps in increasing satisfaction level among employees.
17

Employees retention: The another impact of people management strategies on business
organisation is that it leads to retaining employees for long period of time. Satisfying the needs
of the employees through offering them healthy working environment and rewards will motivate
them towards achieving desired goals and retaining them for long period of time.
Improved performance: The effective use of people management strategies in the
business organisation help in managing and handling the employees of the organisation,
motivating them towards achieving desired goals. Motivated employees will automatically
enhance the overall performance of the organisation leading business towards further growth and
success.
Individual and team: The use of people management strategies leads business
organisation to create smooth and healthy working environment for the employees allowing them
to have clarity of their role and responsibilities. It also helps in creating diversity of culture
allowing team work and proper enhancement of the individual. It also helps in ensuring that
proper growth opportunities are offered to each and every individual allowing them to grow
(Tappingand Shuker, 2019).
Enhanced productivity: The effective use of the people management strategies in the
business organisation also helps in enhancing overall productive of the business also through
achieving desired goals and objectives. It leads to creating smooth working environment where
each and every employee will be working towards overall goals which will automatically lead to
enhancing overall productivity of the business.
18

5.3Recommend strategies to promote high level of performance in the organisation
Enhancing the performance of the overall organisation helps them to continuously grow
and develop themselves in the competitive environment and also helps them to gain competitive
advantage. There are number of strategies used by the business organisation in order to promote
high level of performance in the company as mentioned below:
Recognise and rewards employees: One of the most essential strategy that can be taken
into consideration by the organisation in order to promote high level of performance can be
offering rewards and benefits to the employees as per their performance. Offering incentives,
bonus, schemes or incremental rises will help in motivating employees towards achieving desired
goals and objectives. In addition to this recognising employees for their hard work will also helps
in enhancing their performance and creating sense of belongingness in them. (Schluter, and
Sinasac, 2020).
Promote a positive workplace environment: Another strategy that can be used by the
organisation in order to promote high level performance in the organisation can be promoting
healthy and positive workplace environment. A healthy and positive workplace environment will
help employees in having clarity about their roles and responsibilities which will automatically
lead them to perform better and enhance overall performance.
Enhancing job satisfaction level: The management needs to ensure that necessary needs
of the employees are fulfilled and also they are required development opportunities which will
lead to creating job satisfaction among them. The enhanced job satisfaction among the
employees will automatically lead them to perform better and achieve desired goals and
objectives effectively (Zhang and Li, 2019).
Offering required training: The management needs to ensure that required training is
given to the employees as per the requirement in order to improve their skills and knowledge.
Skilled employees will effectively contribute in improving overall productivity and profitability
of the business through proper utilise of their potential, achieving desired goals will
automatically helps in enhancing the overall performance of the organisation ( S.P. and
Rodríguez, A.M., 2021).
Building healthy feedback culture: Getting required and necessary feedback helps
employees to analyse and understand their mistake and accordingly they can make improvement.
This regular feedbacks will help employees in enhancing their performance and achieving
19

desired goals and objectives, this will also helps in improving overall productivity and
profitability of the business. Building healthy feedback culture allows the business organisation
to regularly evaluate the work of employees and accordingly offering them training to enhance
their performance.
CONCLUSION
From the above report the conclusion of topic is as follows; People management is the procedure
of training, motivating and directing employee to optimize the workplace productivity and
enhance professional growth. Apart from this report also consists of how organisational
structure impacts on people within organisation by functional and divisional structure. Moreover
the effects of leadership style within the organisation that includes motivation creativity and
flexibility. Also the benefits of flexible working practices of business that generally provides the
information about level of autonomy, productivity of business organisation. However, this report
is overall explanation of business using various motivation strategies and theories and what are
their impacts as well as what are the benefits of organisation after adopting these theories.
20

REFERENCES
Books and Journals
Alton, S. and Farndon, L., 2018. The impact of community pharmacy-led medicines management
support for people with COPD. British journal of community nursing, 23(6), pp.266-
271.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Fewings, P. and Henjewele, C., 2019. Construction project management: an integrated approach.
Routledge.
Kaufman, B.E., 2019. Managing the human factor. Cornell University Press.
Kothandaraman, K. and Kamalanabhan, T.J., 2018. People process excellence and business
outcomes–a structural equation modelling-based analysis. International Journal of
Business Excellence, 15(1), pp.1-17.
Kouatli, I., 2019. People-process-performance benchmarking technique in cloud computing
environment: An AHP approach. International Journal of Productivity and Performance
Management.
Leary, M.R., 2019. Self-presentation: Impression management and interpersonal behavior.
Routledge.
López-Felipe, M.T. and Valera, J.A.D., 2019. Self-Management in Entrepreneurship of People
with Disabilities 1. Journal of Entrepreneurship Education, 22, pp.1-5.
Olofsson, J., 2020. ‘The biggest challenge is that we have to tell people how to sort.’Waste
management and the processes of negotiation of environmental citizenship in
Slovenia. Journal of Environmental Policy & Planning, 22(2), pp.256-267.
Tapping, D. and Shuker, T., 2019. Value Stream Management for the Lean Office: eight steps to
planning, mapping, & sustaining lean improvements in administrative areas.
Productivity Press.
Zhang, L. and Li, L., 2019. People-oriented emergency response mechanism—An example of the
emergency work when typhoon Meranti stroked Xiamen. International Journal of
Disaster Risk Reduction, 38, p.101185.
Kumar, P., Agrawal, A. and Budhwar, P.S. eds., 2020. Human & Technological Resource
Management (HTRM): New Insights into Revolution 4.0. Emerald Publishing Limited.
Lund, J., 2020. Systems engineering knowledge and skills for water and environmental
problems. Civil Engineering and Environmental Systems, 37(4), pp.183-196.
Kalitanyi, V. and Goldman, G.A., 2021. Human capital management in the fourth industrial
revolution. In Research Anthology on Cross-Industry Challenges of Industry 4.0 (pp.
1592-1612). IGI Global.
Kalitanyi, V. and Goldman, G.A., 2021. Human capital management in the fourth industrial
revolution. In Research Anthology on Cross-Industry Challenges of Industry 4.0 (pp.
1592-1612). IGI Global.
Creagh, R., Babb, C. and Farley, H., 2020. Local Governments and Developers in Placemaking:
Defining Their Responsibilities and Capacities to Shape Place. In Placemaking
Fundamentals for the Built Environment (pp. 107-128). Palgrave Macmillan, Singapore.
Ntounis, N., Medway, D. and Parker, C., 2020. Managing places. In The Routledge Handbook of
Place (pp. 335-345). Routledge.
21

Cassell, C. and Kele, J., 2020. Managing diversity and inclusion. In Contemporary Human
Resource Management: Texts and Cases. SAGE Publications.
Shawky, S., Kubacki, K., Dietrich, T. and Weaven, S., 2020. A dynamic framework for
managing customer engagement on social media. Journal of Business Research, 121,
pp.567-577.
Shields, J., Rooney, J., Brown, M. and Kaine, S., 2020. Managing Employee Performance and
Reward: Systems, Practices and Prospects. Cambridge University Press.
Slater, P., McConkey, R., Smith, A., Dubois, L. and Shellard, A., 2020. Public attitudes to the
rights and community inclusion of people with intellectual disabilities: A transnational
study. Research in Developmental Disabilities, 105, p.103754.
Laureani, A. and Antony, J., 2021. Launching, Managing and Sustaining Lean Six Sigma
Deployment. In Leading Lean Six Sigma. Emerald Publishing Limited.
Lipscombe, K., Grice, C., Tindall-Ford, S. and De-Nobile, J., 2020. Middle leading in Australian
schools: professional standards, positions, and professional development. School
Leadership & Management, 40(5), pp.406-424.
O'Brien, I.M., Ouschan, R., Jarvis, W. and Soutar, G.N., 2020. Drivers and relationship benefits
of customer willingness to engage in CSR initiatives. Journal of Service Theory and
Practice.
Schluter, J.E. and Sinasac, P.A., 2020. Community stomal therapy services: a needs analysis and
development of an evidence based model of care. Journal of Stomal Therapy
Australia, 40(1), pp.8-13.
Castaños, S.P. and Rodríguez, A.M., 2021. Managing the uncertain while facing economic
collapse. Political Communication and COVID-19: Governance and Rhetoric in Times
of Crisis, p.145.
Sannino, G., Lucchese, M., Zampone, G. and Lombardi, R., 2020. Cultural dimensions, Global
Reporting Initiatives commitment, and corporate social responsibility issues: New
evidence from Organisation for Economic Co‐operation and Development
banks. Corporate Social Responsibility and Environmental Management, 27(4),
pp.1653-1663.
Margherita, A., Sharifi, H. and Caforio, A., 2021. A conceptual framework of strategy, action
and performance dimensions of organisational agility development. Technology
Analysis & Strategic Management, 33(7),
Goni, F.A., Chofreh, A.G., Orakani, Z.E., Klemeš, J.J., Davoudi, M. and Mardani, A., 2021.
Sustainable business model: A review and framework development. Clean Technologies
and Environmental Policy, 23(3), pp.889-897. pp.829-842.
Cvitanovic, C., Shellock, R.J., Mackay, M., van Putten, E.I., Karcher, D.B., Dickey-Collas, M.
and Ballesteros, M., 2021. Strategies for building and managing ‘trust’to enable
knowledge exchange at the interface of environmental science and
policy. Environmental Science & Policy, 123, pp.179-189.
22

23