Bupa: Management of Ethics, Culture, Diversity and Innovation

This report provides a comprehensive analysis of Bupa's approach to management, focusing on ethics, culture, and diversity as foundational elements. It delves into the application of ethical principles, the importance of organizational culture, and the management of a diverse workforce. The report also examines strategic people management, emphasizing fostering innovation and achieving competitive advantages through human resource practices. It highlights the significance of organizational systems, including structure and legal obligations, to maintain a competitive edge. The author, acting as a manager within Bupa, addresses challenges related to communication, performance management, and employee development, while also discussing the importance of legal compliance and strategic planning for future success.

MANAGEMENT,
PEOPLE AND TEAMS

Introduction:
Ethics, Culture and Diversity
The ethics, culture and diversity are three base of the Bupa organisation.
Bupa Australia is one of the private heath insurer in the country. Our ethics,
culture and diversity helps to provide uniqueness for the individuals with
regard to values, and beliefs (Adolfsson 2017).
As I am the manager, I need to understand the ethics of the organisation
and the principles to judge the actions of employees working in the
organisation. As culture of bupa is different form other organisation (Barak
2016). I am aware of the culture of Bupa as it focuses on achieving good
results with team work. We also focus on our customers, colleagues,
business partners and stakeholders.

The approaches of personal ethics-
• The Utilitarian Approach
• The rights approach
• The fairness or justice
• The common good approach
• The virtue approach

Our organisational culture is the shared values, beliefs, behaviours and
norms that influences the operations of the organisation. It has
strategic plan that have systems and processes important for the us to
understand the organisational culture (Bititci 2016). This helps us to
understand and make adequate changes in the future with needs of the
organisation. Bupa is globally operating its services so as a manager, I
need to understand different cultural values and customs,
communication among employees. As a manager of Bupa, I need to
understand the culture for managing them effectively and enrich with
effective communication between employees and managers (Bratton
2017).

Our diversity is also important to maintain the ethics and organisational
culture. I understand the diverse workplace issues regarding gender,
personality, education, disability, age, religious beliefs and ethnicity
(Davis 2016). As a manager, I encourage for diverse work environment
which provides individuals to have a different perspective of situations.
As a manager of Bupa, I create the diverse work culture so as to
increase the performance and creativity. I face many obstacles to
identify and remove the barriers that can impact the organisation.
These barriers may be created due to improper communication
between employees from different cultures.

Strategic People Management and Fostering Innovation
As a manager of Bupa, I must consider the organisational performance as
prior for strategic development of the organisation. I must be able to
handle the practices for people for effective people management. I have
broaden the scope of innovation for achieving the competitive advantage in
the global market (Kane 2015). I must focus on maintaining the team on
track to meet daily targets and evaluate their performance through key
performance measures. I have provided the organisation with strategic
management of human resource by determining the organisation’s mission,
vision and external and internal environment. I have analysed the
environmental factors by SWOT, PESTLE and many more for effective work
force planning (Noe 2017). I have determined the potential human
resource needs. Through fostering innovation and performance
management system I may succeed in achieving greater benefits in future.

Organisation. Systems and Legal Obligations
Bupa have a systematic approach which keeps the organisation to be
competitive. Our strategic direction promotes for designing the
organisational structure with strategies driving for achieving
organisational goal. Our organisational structure helps to promote
healthy relationships between different departments (Smith 2016). I
have span of controlling number of employees, departmentalisation,
specialisation of work and chain of command. This system may helps
me to operate smooth functioning in various levels. My objective is to
create a high performing culture, improving the performance
management system.

As a manager, I must consider all legal responsibility which provides our
organisation with solving disciplinary issues. I critically analyses and
covers all employement conditions which values the employee needs
and maintains minimum standard of employment.
I mainly focus on improving the capability of the people to enhance
their skills and knowledge through various training programmes (Tidd
2018). I have also enhanced my performance and efficiency to manage
the people.

Conclusion
Our management in Bupa helped to analyse the importance of effective
organisational culture, to improve the communication in diverse business
field and achieve competitive advantage by approaching strategic people
management and fostering innovation. These applications helped me to
improve my knowledge and skills for understanding the critical situation in an
organisation due to challenges that rise in the organisation. I have
successfully addressed the issues regarding the improvement of employees
and provide them with proper training. The legal section helps to provide the
organisation with a dynamic structure where the individuals are required to
follow it strictly. The strategic dimensions helped me and my organisation for
competitive advantage for global leadership in the market of health service.

References
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performance management practices of organisations. International Journal of Production Research, 54(6),
1571-1593.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Davis, T., Cutt, M., Flynn, N., & Mowl, P. (2016). Talent assessment: A new strategy for talent management.
Routledge.
Kane, G. C., Palmer, D., Phillips, A. N., Kiron, D., & Buckley, N. (2015). Strategy, not technology, drives digital
transformation. MIT Sloan Management Review and Deloitte University Press, 14(1-25).
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a
competitive advantage. New York, NY: McGraw-Hill Education.
Smith, G. W. (2016). Management Obligations for Health and Safety. CRC Press.
Tidd, J., & Bessant, J. R. (2018). Managing innovation: integrating technological, market and organizational
change. John Wiley & Sons.

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