CIPD Level 7 7CO01: Work and Working Lives in a Changing Environment

This CIPD Level 7 assignment provides comprehensive answers to questions regarding the impact of globalization, technology in the workplace, managing an aging workforce, social inequality, the effects of COVID-19 and Brexit, government policy on education, employment market regulation, labor market dynamics, organizational change, employee voice, flexible working, innovation and creativity, business ethics, employee wellbeing, sustainability, and diversity and inclusion. The solutions offer insights and recommendations relevant to people management professionals, drawing upon examples and references to support the analysis. Desklib offers this assignment as a resource to aid students in their studies, alongside a wealth of other solved assignments and past papers.

CIPD L7

Contents
Question 1.................................................................................................................................5
Explain the most significant way in which globalisation has affected the worlds of work
and employment over the past twenty years. To what extent will this continue to be the
case in the next twenty years?................................................................................................5
Question 2.................................................................................................................................7
You have been asked to advise your senior management team (SMT) about how your
organisation can support the use of technology in the workplace in ways which will
enhance employees’ experiences of working life. What THREE distinct points would you
make? Justify your answer.....................................................................................................7
Question 3...............................................................................................................................10
a. Critically analyse TWO key challenges associated with managing an ageing workforce
..............................................................................................................................................10
b) Recommend ways in which people management professionals can respond to these two
key challenges......................................................................................................................11
Question 4...............................................................................................................................13
What are the main causes of increased social inequality around the world? To what extent
could changes in HR practice help to reduce social inequality?..........................................13
Question 5...............................................................................................................................15
Organisations have responded to the covid-19 pandemic through redundancies, pay and
recruitment freezes and a shift to homeworking. The CIPD (2020:2) predict that "there will
be no return to business-as-usual post-crisis". To what extent do you agree with this
viewpoint? Justify your answer............................................................................................15
Question 6...............................................................................................................................17
In what ways and to what extent does government policy in the field of education affect
HR and L&D practice in organizations? Illustrate your answer with THREE current
examples...............................................................................................................................17
Question 7...............................................................................................................................19

How far do you agree with the view that employment and labor markets in the UK have
become over-regulated in recent decades?...........................................................................19
Question 8...............................................................................................................................22
Explain how the management of people tends to vary depending on whether a labor market
is tight or loose. Illustrate your answer with examples from your observations and your
reading..................................................................................................................................22
Question 9...............................................................................................................................24
Covid-19 and Brexit have been, and are likely to remain for the foreseeable future,
catalysts for unprecedented organizational change. How can people management
professionals continue to support their organizations in responding successfully to these
economic changes?...............................................................................................................24
Question 10.............................................................................................................................27
Critically evaluate a common intervention used by people management professionals to
enable all voices in an organisation to be heard. Justify your answer..................................27
Question 11.............................................................................................................................29
To what extent do you agree with the view that employers rather than employees are the
main winners from flexible working initiatives? Justify your answer.................................29
Question 12.............................................................................................................................31
Identify THREE distinct steps that managers can take to encourage greater innovation and
creativity in their organisations. Which do you think would be most effective in your
industry? Justify your answer...............................................................................................31
Question 13.............................................................................................................................34
In what ways can the HR and L&D functions in organisations make a direct and significant
contribution to the achievement of high standards in the field of business ethics? Illustrate
your answer with examples..................................................................................................34
Question 14.............................................................................................................................36
The CIPD's Health and Wellbeing at Work Survey (2020) found that some organisations
which reported rising levels of stress-related absence are not taking specific steps to
address this type of absence. How would you advise these organisations to effectively
respond to rising levels of stress-related absence? Illustrate your answer with examples
from your reading.................................................................................................................36

Question 15.............................................................................................................................38
You have been asked to make recommendations to your senior management team about
how your organisation might improve its record in the area of sustainability. You are asked
to identify TWO distinct interventions that will not be too expensive to implement. What
would you recommend and why?.........................................................................................38
Question 16.............................................................................................................................41
You are going to attend a conference for managers at your organisation at which you will
be making a fifteen-minute presentation. Your brief is to propose ONE way in which action
could be swiftly taken to improve diversity and inclusion in a meaningful way. What
proposal would you put forward? Justify your answer........................................................41
REFERENCES.......................................................................................................................43

Question 1
Explain the most significant way in which globalisation has affected the worlds of work and
employment over the past twenty years. To what extent will this continue to be the case in the
next twenty years?
Globalisation is the procedure through which the world is becoming increasingly
interconnected because of vastly accelerated change and cultural alternate. Globalisation has
elevated the production of goods and services. Globalization is the phrase used to describe
the developing interdependence of the sector's economies, cultures, and populations,
introduced about via pass-border alternate in items and offerings, technology, and flows of
investment, people, and data. Economic globalisation might also have an effect on the shape
of jobs, i.e. Their distribution throughout financial sports. Jobs related to certain economic
activities might also have a tendency to vanish while jobs related to different, maybe new
activities, are created because of changing aggressive styles of specialisation (Garg, and et.
al., 2021). In a few instances, globalization can worsen hard work standards, and global
investment agreements can every now and then shift bargaining energy toward multinational
companies and faraway from growing international locations' governments. But, in different
instances, globalization offers mechanisms to enhance the situations faced via employees.
Globalization way reduction in authorities intervention and controls on private zone financial
sports. This is anticipated to spur private financial interest that would imply a boom in
overseas alternate and advanced financial role. This might suggest employment growth even
within the quick-term. Globalisation results in improved opposition among companies, that
can bring about closures, offshoring and task losses. Manufacturing is the arena that is the
most uncovered to offshoring because of competition from low-wages international locations
(Liu, Qingqing and Liu, 2021).
Globalization is truely contributing to elevated integration of labor markets and
remaining the wage hole between people in superior and growing economies, particularly
through the unfold of generation. It also performs a component in increasing domestic
income inequality. In trendy, globalization decreases the value of producing. This manner
that agencies can offer goods at a lower charge to clients. The common cost of goods is a key
aspect that contributes to increases within the widespread of dwelling. Consumers
additionally have get admission to to a greater variety of goods. Many critics have also talked

about that globalization has terrible effects at the surroundings. Thus, the large improvement
of shipping that has been the basis of globalization is likewise answerable for extreme
environmental problems inclusive of greenhouse fuel emissions, worldwide warming or air
pollution. The manner of globalization refers back to the merging of country wide economies
on an worldwide stage. The tremendous results of globalization on workers may be found
through extended requirements of dwelling in countries (Ansari, Farrukh and Raza, 2021).
Additionally, workers from unique regions can journey and pursue higher employment in
different international locations. The technique of globalization refers to the merging of
national economies on an worldwide level. This has ended in a alternate of the exertions
tradition in countries. The advantageous effects of globalization on workers can be
determined via accelerated requirements of dwelling in nations. Additionally, employees
from precise regions can tour and pursue better employment in different countries.
Globalization has additionally multiplied the social consciousness of people and has boosted
their expert aspirations. Globalization is eroding employment security through a higher
charge of process creation and destruction as well as through the growing prevalence of
casual and precarious employment. The former element of the problem has been dealt with
within the previous dialogue of active labour marketplace policies. While the manner become
inevitable, globalization could lead to unemployment and injustice, in addition to
implementing cuts on social programmes and leaving unprotected more and more human
beings (Ahmad and et. al., 2021).
Globalization is now seen as marginalizing the less educated and low-professional
employees. Business enlargement will no longer mechanically imply improved employment.
Additionally, it can purpose a high remuneration of capital, because of its higher mobility
compared to hard work. Globalization is eroding employment safety through a higher fee of
job introduction and destruction as well as through the growing prevalence of casual and
precarious employment. The former component of the trouble has been dealt with within the
previous discussion of energetic labour market regulations. Trade liberalization raises the
professional salary fee and the a hit opportunity of matching, which encourages unskilled
employees to study skill but boom the variety of the professional employees after alternate
liberalization. Therefore, the unemployment charge of skilled people may also increase after
globalization (Berman and et. al., 2021). Globalization and unemployment are phenomena
that are among the most broadly discussed topics within the monetary debate today. Often,
globalization is seemed as being answerable for the boom in unemployment, especially in

unskilled labor. Globalization allows organizations to find lower-price ways to produce their
products. It additionally will increase global competition, which drives charges down and
creates a bigger type of choices for consumers. Lowered costs help people in both developing
and already-evolved countries stay higher on much less money.
Globalization is eroding employment protection through a higher fee of task creation
and destruction in addition to through the growing occurrence of informal and precarious
employment. The former element of the hassle has been treated inside the preceding dialogue
of lively labour marketplace rules. Globalization has ended in decrease prices, greater
choices, and a blurring of the traces of country wide identity for many products. Its effect also
consists of lack of domestic jobs, trade disputes, and challenges to national sovereignty by
way of groups. While the procedure was inevitable, globalization should result in
unemployment and injustice, in addition to enforcing cuts on social programmes and leaving
unprotected increasingly more humans (Zhao and Zhou, 2021). Globalization has improved
firms' abilities to relocate their production techniques without obstruction or barrier. This lets
in companies to hastily scale up and reduce overhead costs through outsourcing tactics to
nations with less expensive labour fees. This free waft of labour increases the full wide
variety of world jobs.
Question 2
You have been asked to advise your senior management team (SMT) about how your
organisation can support the use of technology in the workplace in ways which will enhance
employees’ experiences of working life. What THREE distinct points would you make?
Justify your answer
It has been analysed and find out that technology helps in the keeping the business
fully organised by the way of making use of the systems and software that helps in building,
delegating revising and assessing all the task and organise all workplace activities to enhance
the employees’ experience of working life (Wilkinson and Dundon, 2021). It has been
analsysed and reviewed that the best way of that through which organisation can support the
use of technology in the workplace in ways which will enhance employees’ experiences of
working life leading effective communication along with ensuring referral training of
employees. Further, the effective advice that can be made for senior management team

thorough which organisation can support the use of technology in the workplace in ways
which will enhance employees’ experiences of working life are listed and discussed as below:
 Use of employee engagement software- It has been seen and analsysed that the
making use of the employee engagement software provides an effective use of the
technology to have enhancement in employee performing and working life. The use
of the employee engagement software tends to provides an effective outlet that
supports better recognition of the employees needs and performance to ensure
effectively meeting all their wants in improved manner (De Cieri, Sanders and Lin,
2022). Thus, recognition of all employees needs from management tend to promote
and lead out a strong organisational cultural. Further, a justification for making use of
the employee engagement software can be made as it supports better coordination and
collaboration among co-workers based on the sue of software that help them to
outline the key skill and competency of each individuals so that they can perform their
assigned job in improved manner. Along with this, use of the employee engagement
software within an organisation is also suitable and justifiable as it tends to create a
positive and motivated organisational culture where needs and wants of all employees
are meet along with better work management based on the skill and competency level
of employees thus lead to enhancement in the working life and performance level of
employees (Garg, and et. al., 2021). Apart from this, use of employee engagement
software also supports positive workplace relationship based on the use of rewards
and perks that brings huger motivation in employees and leads to better facilitating of
their own job along with leading enhancement in the employee’s performance and
working life.
 Use of communication and cloud based software- Making use of effective
communication software are also advice to ensure better use of the technology to
bring teammates near and far closer to ensure enhancement in employee’s
performance and working life. It has been seen and observed that effective
communication is vital and important to have and support overall productivity of the
team and employees. Further, it has been also seen and analysed that organisation also
tend to uncut time and efforts to create software that improves the overall level of the
team communication. Thus, making use of the advanced technology based on the size
of company including software and technology comprises of team messenger, video
conferencing apps and other technology with help and result in form of the higher

team and workplace productivity (Liu, Qingqing and Liu, 2021). The justification
behind making the use of the effective communication software tend to base on the
fact that it tends to support and brings out an improve level of workplace coordination
and collaboration that plays a vital role in enhancing the employees’ experiences of
working life. It has been observed that having of the effective communication tend to
leads out and support regular feedback and interaction level among employees that
supports better implication and use of the technology at workplace. Along with this,
the use of the communication also builds positive relationship and interaction level at
workplace that supports enhancement and betterment in the employee’s experience of
working life. Along with this, making use of the cloud based project and task
managing software are also tend to be effective and vital as it helps in making the
organised way of workplace across the organisation based on use of effective
technology. Use of cloud based software is justifiable as it significantly tend to
improve the overall team performance and leads better workplace coordination to give
a positive working experience to employees. Along with this, it has been also seen
and find out that the use of effective communication as well as cloud based project
management tend to reduce the chances of chaos and conflicts at workplace through
supporting better workflow thus, it ensures and brings enhancement in the employees’
experiences of working life (Ansari, Farrukh and Raza, 2021).
 Running a pilot program and train the employees- The another vital and effective
step that can be taken by the organisation to support the use of technology in the
workplace in ways which will enhance employees’ experiences of working life
consists of running of a pilot program so that all the employees can become well
known and aware about the kinks and use of new technology that offer better working
experience. Further, it has been also seen and analysed that the providing of the
regular training makes the employees more user friendly to the technology along with
leading higher confidence and positive perception in employees regarding the use of
the technology that leads to positive employer performing and improve working life
experience (Ahmad and et. al., 2021). Along with this, effectively analysis the
technical feasibility also supports better use of technology within organisation to have
enhance employees’ experiences of working life based on effective and credible
demonstration that supports more effective use of technology. Along with this, the
Providing and leading out effective engaging training sessions are key to a successful
implementation and effective use of technology that is justifiable to ensure better use

of technology as it lead to higher confidence level in employees that tend to support
and brings out the enhancement in the employees’ experiences of working life
(Berman and et. al., 2021).
Thus, on the basis of above discussion, a justification can be made that making use of the
employee engagement software is suitable and justifiable for organisation to support the use
of technology in the workplace in ways which will enhance employees’ experiences of
working life as it provide a better outlet and framework to identify and meet the needs of
employees that leads to higher job satisfaction and better working experience. Further, the
communication and cloud based software is also effective and justifiable within an
organisation as it supports more systematic and organised way to accomplish and undertake
business activities that supports and enhance employees’ experiences of working life based
on effective communication and work collaboration. Beside this, implication of pilot training
along with supporting regular training for employees also lead an effective way to support
development of better skills and confidence level that would enhance the employees
experience of working life while suing technology.
Question 3
a. Critically analyse TWO key challenges associated with managing an ageing workforce
The ageing workforce tend to comprises of the part of working individuals and employees
who have reached and cross a certain age limit and beyond that is mainly defined as higher
than 45-50 years. It has been seen that with the ageing of the workface many challenges and
issues are being faced by the organization that tend to comprise of having higher level of
biasness and absenteeism along with the issues and planning related with retirement expenses
and decision about their succession (Zhao and Zhou, 2021). A discussion about the two main
challenges that being assorted and faced while managing an ageing workforce are listed and
discussed as below:
 Higher absenteeism level- The issues of absenteeism is tend to be related and
associated with the habitual or unintentional absence of emolyess from work that can
be due to family related issues, illness or any other reason. It has been seen and

analysed that the aged workforce tends to have a higher absenteeism level as they
mainly needs leaves because of higher illness and issues of many health related
problems. Apart from this, aged workforce also tend to have higher family
responsibilities thus, they needs more leaves for managing there work life and family
related issues. Thus, managing the illness level along with issues of higher
absenteeism is big challenges faced while managing aged workforce (Wilkinson and
Dundon, 2021). Along with this, it has been also seen that reduction in the level of
productivity and efficiency level due to regular illness and absenteeism is also being
faced while having and managing aged workforce.
 Intergenerational conflicts- It has been also seen and analysed that the increased
proportion of mature-aged workers also increases the risk of age-based discrimination
and unconscious bias towards older workers (particularly in recruitment practices and
policies) that tend to create and lead to higher level of intergenerational conflicts at
workplace (De Cieri, Sanders and Lin, 2022). It has been seen the challenges and
issues reeled with the intergenerational conflict tend to comprises and includes of the
conflicts and chances of higher chaos between the older and younger generation of
employees as they tend to have different perceptive of work and also tend to compete
with each other for use of resources and perform assigned task. Therefore, while
working and managing an ageing workforce having regular conflict and issues based
on the value shift and along with difference in the view point of the younger as well
as the older generation is also tend to be faced at workplace. Along with this, the
working with the aged workface also tend to lead to creation of higher struggle at
workplace based on the fact that the successive generations of workers tend to have a
feeling that the public pension system where the first generation has better pension
benefit and the last must pay more taxes, have a greater tax wedge and a lower
pension benefit due to the public debt that the states make in (Cassell and Kele, 2021).
Thus, higher conflicts and chaos passed on settlement of pension and other retirement
benefits also tend to create higher workplace conflicts that reflects a major challenge
faced while managing and working with an aged workforce.

b) Recommend ways in which people management professionals can respond to these two
key challenges.
It has been and evaluated that the working with aged people brings many challenges
and issues for the people of management professional but at the same time many benefits are
also lead and bring by ageing workforce that comprises of the having a more experienced
workface along with having setting work ethics in older worker. Thus, a strategy of retaining
and encouraging older people to remain in workforce for longer period can be made by the
people of management as it would supports a better check on the expenses of pension and
retirement benefit along with supporting a more experienced workforce. Further, in order to
mitigate and overcome the issue of the high absenteeism level of the aged workforce a
strategy of having volunteering, care and leading artistic work for aged people is highly
recommended (Black and Warhurst, 2021). It has been seen and observed that the aged
people tend to have regular health issues and high family obligations thus, it is recommended
for organisation to provide some voluntary rewards and other motivation to have better care
of their health along with timely sick leaves and other facility to ensure there lower
absenteeism at workplace. Along with this, focusing on providing and leading facility of
flexible working and exploring remote working schedules and plan for aged workforce also
supports the reduction in the issues of higher absentees. It has been seen that ageing
workforce might face it difficult to come to office on regular basis that leads to issues of high
workplace absenteeism. Thus, it is highly recommended and suggested for the people
management professional to come up with and adopt flexible working schedule for ageing
people that supports higher efficiency and less absentees along with supporting better health
and meeting of family obligation of ageing people (Gupta, Dhusia and Jha, 2021).
Further, in order to mitigate and overcome the issues of intergenerational conflicts
that are based on miscommunication and undisciplined behaviour along with higher level of
biasness and discrimination, implication and adoption of the fair practises along with
establishing clear cultural values and effective communication at all level is highly suggested
and recommended. Further, a recommendation of having and encouraging multi-generational
team working could also made for the people management professional as it provide a better
opportunity to younger and older employees to accept each other and work on their
differences to achieve the set targets. Along with this, the setting of the clear cultural values
is also recommended for the people management professional as it supports a systematic and