Business Management: Sustainability, HR Practices, and Ethics Review

This report provides a comprehensive overview of business management principles, focusing on the critical role of employees in organizational productivity and sustainability. It delves into human resource management practices, emphasizing the importance of effective recruitment, employee treatment, and alignment with organizational goals. The report explores contemporary workplace trends, including the impact of technology, and the significance of ethical and social considerations in fostering a productive and innovative environment. It examines the application of management functions, such as planning, leading, and controlling, and highlights the role of communication, teamwork, and leadership in creating inspiring workplaces. The paper also discusses emerging HR issues like workforce diversity and compliance with regulations. The report concludes by emphasizing the importance of integrating HR practices with organizational goals and promoting effective communication and teamwork to achieve sustainable business success.

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BUSINESS MANAGEMENT
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Business Management
Introduction
Since employees play a vital role in the productivity of any given organisation, the
manner which they are recruited and treated is critical. With the current management and human
resources trends and issues, organisations have to be careful so as to ensure business continuity.
Additionally, effective leadership and communication should adhere in order for an organisation
to motivate, boost employee’s morale and enhance productivity. Therefore, the paper seeks to
provide a review of how managing people in an organisation can maintain sustainability as well
as the current human resource practices. Additionally, the paper also reviews how these concepts
are applied in different organisations and which ethical and social considerations are likely to
arise.
Managing People and Organisations to Build Sustainability
The contemporary workplace is known to have different cultures and principles all which
affect the productivity of the organisation. Furthermore, every organisation must make sure that
their workplace culture is productive and that members of the employees' team have a positive
attitude towards the management of the organisation (Daft and Armstrong, 2015 p.5). Therefore,
understanding of contemporary workplace helps me to build my business professional by
exposing me to diverse cultures, learning how to handle the contemporary management issues as
well as making effective decisions. Furthermore, am also involved in the decision-making
process which improves my creativity and innovation in the organisation.
Understanding of four management functions including planning, controlling leading and
managing help to build my business professional by exposing me to process of planning the
available resources, leading other employees, managing the available resources (both human and

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capital) and controlling all the activities taking place in an organization. Furthermore, the issue
of organisational management has been revolutionized by the current trends in technology, with
more businesses adopting technology in management (Tan and Nasurdin, 2011 p.155).
Additionally, the available information technology systems available have made business
management more efficient in terms of cost and productivity. For instance, all organisational
records can be stored and accessed electronically, thus reducing the burden of paper records
which tend to be cumbersome.
For an organisational to be more productive, the management must come up with
effective ways of responding to both internal and external forces. These forces can include key
trends and issues in management and issues related to ethics and governance. With the help of a
SWOT and PESTEL theories, I will be able to identify all the internal and external forces and
come up with the right strategy aimed at responding to the forces (Gürel, 2017 p.994).
There are various kinds of trends and issues that can face an organisation and all affect its
productivity. Some of the issues entail the nature of working conditions that employees work on
and the manner in which employee-related cases are handled. For instance, in the airline
industry, companies are opting to train their own employees so as to give them the required
knowledge in their respective fields. Additionally, every company must adhere to all the legal
requirements of the state or country they operate in. These legal issues may include the labour
laws which define how workers should be recruited and the working conditions they should work
in. as a practitioner, it is recommended to do adequate research on the current issues and trends
and how they are being handled by the leading competitors. Therefore, by understanding the
current issues I am able to apply workforce ethics and governance which is a key requirement for
my business professional.

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Human Resource Management Practices
The human resource department of every organisation is crucial to the development and
productivity of the company (Scullion, Collings and Gunnigle, 2017 p.307). The primary role of
human resource management in a contemporary organisation is to make sure that the employees
maximize their potential and to make sure that their operations are in line with the organisation's
goals and objectives. Therefore, every organisation should have efficient human resource
management practices which should be designed in line with the organisation’s goals (Delery
and Gupta, 2016 p.139). Learning of the human resource practices shapes by business
professions am able to respond positively to changes that arise in a contemporary organization
and further support other employees during the transition period.
The human resource department is a major player in implementing an organisations
strategy (Mitchell, Obeidat and Bray, 2013 p.899). This is because for any organisation to be
profitable, the employees must have an innovative culture which can is cultivated by the human
resource department (Tan and Nasurdin, 2011 p.157). Therefore, as defined by Mitchell, Obeidat
and Bray (2013 p.904) every organization must come up with the right management topology,
which is crucial for the future of the organization. Additionally, the strategy should be aimed at
creating a good rapport between the objectives and the organizational structure (Gnjidić, 2014).
Therefore, learning about how HR responds to strategy shapes my career as a business
professional as am able to validate strategies that fit organizational structure and culture but not
for personal interest. In addition, leaning about theories regarding responding to strategy
develops knowledge of decision making which is very essential in the workforce when dealing
with a workforce from diverse backgrounds and cultures.

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There are several human resource emerging issues that are available in the current
business world, such as the use of technology, compliance with the government laws and
regulations and employees diversity (Mayhew, 2019 p.4). Over the recent years, companies are
trying to make sure that they have a diverse workforce which has a representation of most of the
minority groups. Additionally, the issue of compliance with current laws and regulations has
become a challenge since most of the laws are complex and not easy to implement. Exploring the
theories related to emerging issues in SHRM and HRM perspectives shapes my business
profession as a business professional I develop knowledge of problem-solving and also
compliance with regulatory frameworks.
When sourcing for employees, the human resource department has to consider various
factors such as experience, allocated budget and the nature of employees required. Therefore,
when sourcing for employees, the department should have a budget and an outline of the
employees needed. Additionally, the advertisement for the job vacancies and requirements
should be made, which can be done through print media or from the company’s website.
Candidates who apply should be contacted and interviewed so as to retain the most appropriate
person. However, proper interviews should be done so as to ensure the picked candidate is
qualified for the job. The learning of sourcing theories shapes my business profession as am able
to select the appropriate candidate by following a recruitment process and strategies that are
involved when hiring the right candidate.
Some companies prefer training their own employees who start as interns, then get
promoted depending on the experience accrued. This method is more effective since the
employees get tailor-made knowledge about the organisation and the industry. Additionally, the
recruitment method ensures that the organisation maintains its employment brand. However, the

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process is more expensive and is prone to poaching by competitors. Therefore, learning about
personal and professional career development plan is essential to my business profession as am
able to identify the learning needs of my team in future and plan for training in order to develop
expertise.
Creating Inspiring Workplaces through High Performing Teams
Communication and teamwork within an organisation are crucial since it promotes
effective decision making (Daft & Armstrong, 2015 p.4). Additionally, leaders should encourage
teamwork within the organisations so as to promote innovation and thus increase productivity
(Boies, Fiset and Gill, 2015 p.1080). The main foundations of team communication should be
integrity, honesty and trust, which should all be encouraged since they promote innovation and
productivity (Yang, 2014 p.858). A leader should be in a position to communicate with his or her
team members freely, thus boosting employees’ morale. However, the emergence of technology
has changed the modes of communication, with many employees opting for electronic modes of
communication. Learning of communication theories such as intercultural interactions helps to
develop my business profession as am to identify communication barrier such as
miscommunication and misunderstanding which might occur in an organization and further
come up with the solution of addressing them. In addition, learning leadership theories help me
to determine which leadership style is appropriate when approaching a certain situation. For
example, am able to determine whether I will use transactional leadership approach or
transformational leadership approach in a changing workplace environment.
Conclusion
The value of employees in an organisation is crucial since they run the operations of the
company. Therefore, every organisation must come up with effective human resource

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management practices which should be in line with the set goals and objectives. Additionally, the
practices should comply with the rules and regulations set by the state or national governments.
Every organisation should also consider the current trends and issues so as to ensure a great
rapport with the community. Finally, teamwork and communication should be encouraged in
every organisation so as to promote effective decision making.

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References
Boies, K., Fiset, J., and Gill, H. 2015. “Communication and trust are key: Unlocking the
relationship between leadership and team performance and creativity”. The Leadership
Quarterly, 26(6), pp.1080-1094.
Daft, R., and Armstrong, A. 2015. Organization Theory Design (3rd Canadian ed). Toronto:
Nelson.
Delery, J., and Gupta, N. 2016. “Human resource management practices and organizational
effectiveness: internal fit matters”. Journal of Organizational Effectiveness: People and
Performance, 3(2), pp.139-163.
Gnjidić, V. 2014. “Researching The Dynamics Of Miles And Snow's Strategic Typology”.
Management. 19(1) pp. 93-117
Gürel, E. 2017. “SWOT Analysis: A Theoretical Review”. Journal Of International Social
Research, 10(51) pp. 994-1006.
Mayhew, R. 2019. Emerging Issues in HR. [online] Smallbusiness.chron.com. Available at:
https://smallbusiness.chron.com/emerging-issues-hr-58709.html [Accessed 24 May
2019].
Mitchell, R., Obeidat, S., and Bray, M. 2013. “The Effect of Strategic Human Resource
Management on Organizational Performance: The Mediating Role of High-Performance
Human Resource Practices”. Human Resource Management, 52(6), pp. 899-921.
Tan, C., and Nasurdin, A. 2011. “Human Resource Management Practices and Organizational
Innovation: Assessing the Mediating Role of Knowledge Management Effectiveness”.
Electronic Journal of Knowledge Management, 9(2) pp. 155-167.

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Scullion, H., Collings, D., and Gunnigle, P. 2007. “International human resource management in
the 21st century: emerging themes and contemporary debates”. Human Resource
Management Journal, 17(4), pp.309-319.
Yang, I. 2014. “What makes an effective team? The role of trust (dis)confirmation in team
development”. European Management Journal, 32(6), pp.858-869.