TOPIC:-“Todeterminethebenefitsof Gender pay gap ontheperformance of employees working within the organization”. A study on Aston Martin Lagonda............................................3 INTRODUCTION...........................................................................................................................3 TASK 1...........................................................................................................................................3 P1 Aim and objectives............................................................................................................3 Literature Review.............................................................................................................................4 Concept of equality&diversitywithin the organization.......................................................4 Benefits of equality & diversity for Aston Martin Lagonda.................................................4 Various strategies that supports in implementing equality & diversity at workplace............5 P2 Project management plan..................................................................................................5 P3 Gantt chart and Work Break down Structure...................................................................6 ..........................................................................................................................................................8 ..........................................................................................................................................................8 TASK 2............................................................................................................................................8 P4 Quantitative and qualitative..............................................................................................8 TASK 3..........................................................................................................................................12 P5 Data Interpretation.......................................................................................................12 TASK 4..........................................................................................................................................20 P6 Recommendations...........................................................................................................20 P7 Reflection........................................................................................................................21 CONCLUSION..............................................................................................................................21
TOPIC:-“Todeterminethebenefitsof Gender pay gap ontheperformance of employees working within the organization”. A study on Aston Martin Lagonda. INTRODUCTION Equality and Diversity are referred as providing equal rights to individuals working in the company. This is helpful for providing job opportunities to different employees working in the organisation. It is necessary for each and every company to provide equal rights to all employee. This helps in increasing the satisfaction level of customers and it helps in making employee to work in enthusiastic way (Araten-Bergman, 2016). Calling report company which is considered is Aston Martin company. This is a British organisation that manufactures car and it was founded in the year 1913. The following report will tell us about the aims and objectives of the research followed by Gantt chart and Work Break down Structure (Boehm,and Dwertmann,2015). There is also discussion about various methods used for collecting information for conducting the research. TASK 1 P1 Aim and objectives Research Aim:“Todeterminethebenefitsof Gender pay gap ontheperformance of employees working within the organization”. A study on Aston Martin Lagonda. Research Objectives: Toknowthe concept of equality&diversitywithin the organization. Toidentify differentbenefits of equality&diversitypractices gain byfor Aston Martin Lagonda.Toexamine variousstrategieswhich help inimplementing equality&diversitywithin the organization. Research Questions: How toknowthe concept of equality&diversitywithin the organization? What are thedifferentbenefits of equality&diversitypractices gain byfor Aston Martin Lagonda?
What arevariousstrategieswhich help inimplementing equality&diversitywithin the organization? Literature Review Concept of equality&diversitywithin the organization. As per the point of view ofBoehm and Dwertmann, (2015), diversity and equality are two different concepts which are important for managing workplace effectively. All employees must be treated equally at workplace. It is concluded that all employees will be motivated and engaged by providing them equal rights at the workplace . When there is unequal treatment, the employees will fight and sometimes this may get even worse by arise of conflicts. This is not beneficial for the company. Equality rights and regulations are adopted by companies in order to have positive environment at workplace. It is also important that there is no discrimination amongthelowerlevelmanagersorupperlevelmanagersasthiswillincreasethe mismanagement. It is also identified by the researchers that employee’s satisfaction level increases when they are treated equally. It is necessary for different organisations to provide equal rights and opportunities to their employees and subordinates for minimising the conflicts and fights. Also diversity within workplaces is highly linked with advancing human rights and opportunities. Benefits of equality & diversity for Aston Martin Lagonda According to the view point ofErickson and et. al., (2014)equalitythere are a lot of benefits from diversity and equality that helps in doing business operations and functions in effective manner. In context of Aston Martin Lagonda organisation, it is able to do all it’s functions and business operations in an effective manner if there is equality and diversity. There is opportunity for the organisation to retain potential employees within the company for longer time. Another objective of equality and diversity is that within the organisation, all employees and individuals are provided fair treatment and care. have same treatment and fair opportunities. Aston Martin Lagonda ensures every worker get equal & fair treatment.This helps in maintainingtheemployeesatisfactionandmakingthemhappy.Themanagementofthe organisationensuresthatallemployeesaretreatedequallyatworkplace.Thereisno discrimination among employees on the basis of any of these basis age, disability, gender and many more.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Various strategies that supports in implementing equality & diversity at workplace. According to the thoughts of(Ewoh, 2013), there are various strategiesused for managing the implementation of equality and diversity within the company. The level of involvement and engagement of employees within the company can be increased by maximising the equal treatment among employees. It is concluded that cross cultural communication is very important for a company. When the management team of an organisation analyses culture, background and thoughts of people, then it is helpful forsatisfying the needs and demandsof employees. It has also concluded that employees are provided positive environment at workplace by providing equal rights and opportunities. P2 Project management plan Project management design is defined as a blueprint that is beneficial for investigators and researchers. It includes every task and activity that is associated with the accomplishment of project work (Erickson, and et. al., 2014). PDP includes different strategies and plans that are executed within the completion of a project work. The project management plan consists of different factors likesize, scope, cost, time,risk, resource,quality and communication.The project management plan for the present investigation is described below – Cost:There is amount fixed for having products and goods that will be used for completing the project. There is an amount of money required for completing the project. There is an amount of money which is needed for manufacturing the services and goods. For doing the research, the amount of money required for completing the project work. An amount of £ 40,000 is taken by investigator for completing tasks and activity. In order to implement activities and tasks, it is important for integrating all the activities which helps in research results. Scope:Scope is necessary factor that is helpful for describing the scope of research on business perspective. In context of the present research, it is seen that Martin Lagonda. Is having huge scope for knowing it’s opportunities that it is having. Time:This is defined as time needed for accomplishing the activities and tasks of project. There is time allotted for achieving objectives and aims of the research (Ewoh, 2013). In context of the following research, it is concluded that researcher needsapproximately5months to work efficiently. This is the minimum time required for attaining research aims and objectives.
Communication: It is known asgood communication isrequired for managing tasks and activities in effective manner.In current investigation of diversity and equality , researcherusevariouswaysofcommunicationsuchasmobilephones,emails, conferences and so on. that will help to develop plans and strategies for the research. Quality:It is known as the maintaining the quality of the project (Hebl, and Avery,2012). The secondary sources is also used by investigators in gathering the information as it helps researcher to working in an appropriate manner. Risk:The risk that is associated withPresent investigationisover utilization of information that impacts on confidentiality. It will also impact in future as any of the respondent canclaim to the researcher . This will lead to negative word of mouth of researcher in market. Resources:The current research onAston Martin Lagonda requires various resources that includes land, capital, labour and so on. This helps in completing the work on time effectively and efficiently. P3 Gantt chart and Work Break down Structure Work Break down structure: WBS is known as process used by different investigators and researchers for dividing the lengthy method of doing work into small and easy tasks (Henry,And et. al.,2014). This distribution provides effective functioning and operations. Also,the break down of task into small tasks makes it manageable. The work break down structure for the present researchis given below -
Gantt chart: Gantt chart is known as a graphical representation of the various activities and tasks that are involved in the project. This is basically breaking down of various activities and tasks that reflects a visual presentation of the activities of the project. There are basically two axis such as vertical and horizontal axis. Companies must keep them updated regarding the project activities and tasks.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
TASK 2 P4 Quantitative and qualitative Researcher has to perform activities and tasks by analysing different methods. It is helpful in achieving the goals and objectives of the project. By using methods, it is concluded that investigator needs information and data in effective manner (Hewins-Maroney,and Williams, 2013).There are basically two types of methods for analyzing data in research. Are described below
Primaryresearch:Primaryresearchdefineasanin-depthanalysiswherethe investigator has to collect raw data for conducting the research. The different type of primary research methods are questionnaire, interview, observations, surveys, and many more. This is time consuming method for collecting data (Houtenville, and Kalargyrou, 2012). Also it costs a lot to the investigator Secondary research:It is the method through which researcher gather past data in order to conduct their research. Some of the resources of secondary data are newspaper, journals, magazines, online sites and many more. These methods are less costly. In doing this research, both primary and secondary data is used for conducting the research (Jammaers,Zanoni,and Hardonk,2016). Questionnaire is used for collecting information from 30 respondents. The various sources of secondary method used for collecting data are books, newspaper, journals and online articles all these elements are considered. Qualitative research:It is defined as a market research methodology where researcher collect non numerical data used to conduct the research in an effective manner. In this type of method, questions which are asked include open ended and are in semi structured way. Quantitative research:Quantitative method defined as market research where the investigators has to numeric data that is used for getting results from the search effectively. Such type of Data Collection requires human behavior in different situations. Methods used in the quantitative search are online sampling, In order to analyse and conduct the research in an effective manner with the help of qualitative research method so that they can develop effective results (Kulik, 2014). Questionnaire: This is helpful in making ideas and thoughts for conducting strong and effectiveresearches for getting results. There are 30 respondents taken for completing this research. The respondents are stakeholders of Aston Martin Lagonda.
Questionnaire Q1) Do you have knowledge on the concept of equality and diversity at workplace Frequency a) Yes25 b) No5 Q 2) Do you think, implication of equality and diversity practices at workplace will help in attaining their goals and objectives in quicker manner? Frequency a) Yes22 b) No8 Q3) Asperyourperceptiontheimplementationofequalityand diversity practices influence Aston Martin Lagonda business growth? Frequency a) Agree20 b) Disagree10 Q 4).As per your opinion, major benefits attain byAston Martin Lagondawith the help of effective execution of equality and diversity within the company? Frequency a)Growth opportunities10 b)Timely attainment of goals10 c)Positive working condition10 Q 5). Do you agree with the statement that implementingequality& diversity practices helps in enhancing the performance of employees? Frequency a)Yes20 b)No10 Q6). Which is the most appropriate strategy adopted byAston Martin Lagonda, which assist them in order to execute equality and diversity in Frequency
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
the organization? a)Effective leadership strategies15 b)Enhance the participation of staff members15 Q7). What are the impacts of implementing equality and diversity within the organization on the performance of employees? Frequency a)Positive impact20 b)Negative impact10 Q8). According to you, do you think retaining employees for longer period of time within the organization with the help of equality and diversity practices? Frequency a)Yes25 b)No5 Q9).Whichoneisthemainissueraisewithintheworkplaceby implementing equality and diversity practices? Frequency a)Demoralization10 b)Anxiety and depression10 c)Ineffective guidance from top authority10
TASK 3 P5 Data Interpretation Theme 1: Concept of equality & diversity at workplace Q1) Do you have knowledge on the concept of equality and diversity at workplace Frequency a) Yes25 b) No5 0 5 10 15 20 25 a) Yes b) No Interpretation:As per the above mentioned graph, it is interpreted that 25 respondents from the total of 30 have stated they are aware about that concept of equality and diversity (Kulkarni, and Gopakumar, 2014). On the contrary other 5 respondents have denied that they do not have knowledge about the same.
Theme 2:Implication of equality and diversity practices at workplace will help in attaining their goals and objectives in quicker manner Q 2) Do you think, implication of equality and diversity practices at workplace will help in attaining their goals and objectives in quicker manner? Frequency a) Yes22 b) No8 0 5 10 15 20 25 a) Yes b) No Interpretation: According to the above described bar chart, it can be said that 22 people have agreed to the statement that implication of equality and diversity practices supports in the quicker attainment of goals and objectives in quicker manner. While, leftover 8 respondents have denied to the same statement.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Theme 3:Implementation of equality and diversity practices influenceAston Martin Lagonda business growth Q3) Asperyourperceptiontheimplementationofequalityand diversity practices influence Aston Martin Lagonda business growth? Frequency a) Agree20 b) Disagree10 0 2 4 6 8 10 12 14 16 18 20 a) Agree b) Disagree Interpretation: From the graph, it is interpreted that 20 respondents agrees that implementation of equality and diversity helps Aston Martin Lagonda’s business growth in effective manner. Whereas, 10 said that it is not true.
Theme 4:Major benefits attain byAston Martin Lagondawith the help of effective execution of equality and diversity within the company Q 4).As per your opinion, major benefits attain byAston Martin Lagondawith the help of effective execution of equality and diversity within the company? Frequency d)Growth opportunities10 e)Timely attainment of goals10 f)Positive working condition10 0 1 2 3 4 5 6 7 8 9 10 Growth opportunities Timely attainment of goals Positive working condition Interpretation: According to the above described graph, it is interpreted that all 30 respondents have represented equal viewpoint towards the questions (Kundu, and Mor, 2017). Among them all 10 shown favourable response towards to growth opportunity as main opportunity, other 10 statedTimely attainment of goals and leftover 10 mentioned that Positive working condition are positive aspect ofequality and diversity practices.
Theme 5:Implementing equality& diversity practices helps in enhancing the performance of employees Q 5). Do you agree with the statement that implementing equality& diversity practices helps in enhancing the performance of employees? Frequency a)Yes20 b)No10 0 2 4 6 8 10 12 14 16 18 20 Yes No Interpretation: From the graph, 20 respondents have expressed yes towards the question on the other hand leftover 10 have said no as according to them it is not improving performance of employees.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Theme 6:Most appropriate strategy adopted byAston Martin Lagonda, which assist them in order to execute equality and diversity in the organization Q6). Which is the most appropriate strategy adopted byAston Martin Lagonda, which assist them in order to execute equality and diversity in the organization? Frequency c)Effective leadership strategies15 d)Enhance the participation of staff members15 0 2 4 6 8 10 12 14 16 Effective leadership strategies Enhance the participation of staff members Interpretation:According to the bar graph, 15 people said that effective leadership strategies are main strategy ofequality and diversity while remaining other have expressed that equality and diversity is effective strategy.
Theme 7:Impacts of implementing equality and diversity within the organization on the performance of employees Q7). What are the impacts of implementing equality and diversity within the organization on the performance of employees? Frequency c)Positive impact20 d)Negative impact10 0 2 4 6 8 10 12 14 16 18 20 Positive impact Negative impact Interpretation: Major impact ofequality and diversity is positive as per 20 people on the other hand remaining 10 have expressed that it has negative impact over performance of company.
Theme 8:Retaining employees for longer period of time within the organization with the help of equality and diversity practices Q8). According to you, do you think retaining employees for longer period of time within the organization with the help of equality and diversity practices? Frequency c)Yes25 d)No5 0 5 10 15 20 25 Yes No Interpretation: The graph shows that 25 respondents express thatequality and diversity is helpful in retaining employees whereas other 5 have denied for the same thing.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Theme9:Main issue raise within the workplace by implementing equality and diversity practices Q9).Whichoneisthemainissueraisewithintheworkplaceby implementing equality and diversity practices? Frequency d)Demoralization10 e)Anxiety and depression10 f)Ineffective guidance from top authority10 0 1 2 3 4 5 6 7 8 9 10 Demoralization Anxiety and depression Ineffective guidance from top authority Interpretation:The graph states that as per 10 people main issue ofequality and diversityis demoralization, other 10 expresses it has anxiety and depression and leftover 10 thinks that ineffective guidance from top authority is major problem. TASK 4 P6 Recommendations With the help of an overall analysis, there are various recommendations given to the management team of Aston Martin Lagonda by the researcher (Sang,and Powell, 2013). With the assistance of all these recommendations, managers will be able to implement equality as well as diversity practices within the workplace. For this, some of the most essential for the company are as follows: First of all, it is required by the managers of Aston Martin Lagonda need to follow every aspects of organisational ethics so that they can implement equality & diversity practices
in an effective manner. With the help of this, managers of the company will be able to develop better working culture. Along with this, it is essential for the managers to conduct meetings on continuous basis so that issues and problems related with demoralization faced by staff members can be resolved within given time frame. P7 Reflection While doing the whole research on the topic of equality and diversity so that my overall understanding will be enhanced, I have observed that there are various things which influences the whole research outcome (Phillips, And et. al., 2016). It has been identified by me that various elements help me in order to increase my understanding such as interactions with respondents, gathering of information and many more. When I was conducting the whole research I realized that my communication and team management skill is not effective as I get nervous while interacting with individuals. By the each passing time, my communication skill was improved which help me in attaining future opportunities in my professional life. Apart from this, it has also been identified that one of the toughest and most difficult task is collecting information and data from respondents (Roulstone,and Williams,2014). Reason behind this is that it is time consuming process and sometimes respondents do not provide right information related to the topic. This is a result affect the whole resultof theresearch in a negative manner. These are the staff members ofAston Martin Lagondawho are chosen as the respondents. At the end of this research, I have observed that there for gathering information in more appropriate manner another alternative will be interview which provide various advantages to the management team ofAston Martin Lagonda. CONCLUSION Aspertheabove statedresearch, it has beenconcludedthatby implementingequality & diversitypractices within theworkplace, managers of the company will be able to retain their employees for a longer period of time. Furthermore, it has also been discussed in this research that by using various research methodology, researcher will be able to gather more authentic and accurate information and data related to the aim of this research. With the help of primary and secondary data, investigator conclude the whole research in an effective and efficient manner. At
the end of this research, various recommendations are given to the management team which help them in conducting their business functions in an ethical manner.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
REFERENCES Books and Journals Araten-Bergman, T., 2016. Managers’ hiring intentions and the actual hiring of qualified workers with disabilities.The International Journal of Human Resource Management. 27(14). pp.1510-1530. Boehm, S. A. and Dwertmann, D. J., 2015. Forging a single-edged sword: Facilitating positive age and disability diversity effects in the workplace through leadership, positive climates, and HR practices.Work, Aging and Retirement.1(1). pp.41-63. Erickson, W.A and et. al., 2014. The employment environment: Employer perspectives, policies, and practices regarding the employment of persons with disabilities.Rehabilitation Counseling Bulletin.57(4). pp.195-208. Ewoh, A. I., 2013. Managing and valuing diversity: Challenges to public managers in the 21st century.Public Personnel Management.42(2). pp.107-122. Hebl, M. R. and Avery, D. R., 2012. Diversity in organizations.Handbook of Psychology, Second Edition. 12. Henry, A. D. And et. al.,2014. Employer-recommended strategies to increase opportunities for people with disabilities.Journal of vocational Rehabilitation.41(3). pp.237-248. Hewins-Maroney, B. and Williams, E., 2013. The role of public administrators in responding to changing workforce demographics: Global challenges to preparing a diverse workforce. Public Administration Quarterly.pp.456-490. Houtenville, A. and Kalargyrou, V., 2012. People with disabilities: Employers’ perspectives on recruitmentpractices, strategies,and challengesin leisureand hospitality.Cornell Hospitality Quarterly.53(1). pp.40-52. Jammaers, E., Zanoni, P. and Hardonk, S., 2016. Constructing positive identities in ableist workplaces: Disabled employees’ discursive practices engaging with the discourse of lower productivity.Human relations.69(6). pp.1365-1386. Kulik, C. T., 2014. Working below and above the line: the research–practice gap in diversity management.Human Resource Management Journal.24(2). pp.129-144. Kulkarni, M. and Gopakumar, K. V., 2014. Career management strategies of people with disabilities.Human Resource Management.53(3). pp.445-466. Kundu, S. C. and Mor, A., 2017. Workforce diversity and organizational performance: a study of IT industry in India.Employee Relations.39(2). pp.160-183. Phillips, B. N. And et. al., 2016. Disability diversity training in the workplace: Systematic review and future directions.Journal of occupational rehabilitation. 26(3). pp.264-275. Roulstone, A. and Williams, J., 2014. Being disabled, being a manager:‘glass partitions’ and conditional identities in the contemporary workplace.Disability & Society. 29(1). pp.16- 29. Sang,K.andPowell,A.,2013.Equality,diversity,inclusionandwork–lifebalancein construction. InHuman Resource Management in Construction.(pp. 187-220). Routledge.