Report: People in Organisation - Communication, Teamwork, Remote Work

This report provides an in-depth analysis of workforce management practices within Century Ltd., a wholesaler facing challenges in employee satisfaction and productivity. It examines communication practices, including their benefits, policies, and relevant legislation such as the Data Protection Act and Freedom of Information Act, alongside the impact of organizational structure. The report further explores teamwork, assessing its advantages for individuals and organizations and the reasons behind team failures. It also investigates remote working implications and appropriate leadership styles. Finally, it covers the role of Human Resource departments in supporting and monitoring employees, including relevant policies and legislation like the Employee Relations Act and the Companies Act. The report aims to identify issues and suggest strategies to improve employee engagement and organizational performance by addressing communication, teamwork, and remote work dynamics.

People in
Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................4
SECTION A- COMMUNICATION PRACTICES.........................................................................4
1.1 An analysis of the benefits to organisations of effective communication........................4
1.2 An analysis of the policies and procedures that are used to enhance communication within
organisations...........................................................................................................................5
1.3 An explanation of legislation relevant to communication within organisations..............6
1.4 An evaluation of how organisational structure impacts on the communication methods
used.........................................................................................................................................8
1M1 An analysis of the impact new technologies have on organisations’ communications
systems and practices...........................................................................................................11
SECTION B- TEAMWORK.........................................................................................................12
2.1 An assessment of the benefits of teamwork to both individuals and to organisations.. .12
2.2 An analysis of why teams might fail to meet their objectives........................................14
2M1 An evaluation of the impact of leadership styles on teamwork...................................15
2D1 An analysis of the application and effectiveness of teamwork in a given organisation.15
SECTION C- REMOTE WORKING ...........................................................................................16
3.1 An explanation of the implications of the different ways in which people work ‘remotely’.
..............................................................................................................................................16
3.2 An evaluation of common working practices used by those working remotely in different
contexts.................................................................................................................................17
3.3 An analysis of leadership styles appropriate for remote working..................................18
SECTION D- SUPPORT AND MONITORING STRUCTURE..................................................20
4.1 An explanation of how Human Resource departments can provide support and monitor
people within the workplace.................................................................................................20
4.2 An assessment of the policies and procedures designed to support and monitor people in
the workplace........................................................................................................................21
4D1 An evaluation of the impact of legislation on employee relations management in different
organisational contexts.........................................................................................................22
CONCLUSION .............................................................................................................................23

REFERENCES..............................................................................................................................24

INTRODUCTION
People in an organisation represents to the human resource and employees playing vital
role in success and growth of the company. Workforce of an entity are the pillars of it enabling it
to perform in the prescribed form, completing tasks in given time frame and implementing all
strategical plans into action, facing real situation for attaining organisational goals and objectives
(Wójcik and et. al., 2020). The current report is developed on Century Ltd. a wholesaler of
electronic and telecommunication parts and technical equipments. Century Ltd. was founded in
2003 a privately owned firm which is facing problems in managing their workforce causing
absenteeism, staff turnover and reduction in productivity as sales units are describing due to
demotivated employees and low moral of working. The report covers an in-depth evaluation of
practices and procedures required to perform in relation to workforce and to keep them satisfied.
The assessment acknowledges several aspects for gaining knowledge about the cause of
problems. At first communication practices are evaluated where benefits, procedures and
legislations of effective communication are identified along with the impact of organisational
culture and structure over it. Moving forward, teamwork and its benefits for organisation and
individuals will be identified with determining the reasons for failure of teams objectives.
Moreover, remote working styles and their implications on the organisation will be examines as
well as leadership style that is best to adopt by leaders for those who are working remotely. At
the end, support of HRM to the staff while developing policies and procedures for monitoring
them and their performances are also highlighted.
SECTION A- COMMUNICATION PRACTICES
1.1 An analysis of the benefits to organisations of effective communication.
Communication creates the foundation of organisational success, growth and effective
achievement of goals and objectives (Kools and Stoll, 2016). Effective communication and
interaction practices makes sure that all information is reaching to all relevant parties, reducing
any chances of miscommunication and misunderstanding which can lead to dissatisfaction and
lack of trust. It is the responsibility of managers and top level individuals to make sure that
effective communication practices are flourishing in the firm in several forms oral, written,
formal, informal and others. Benefits of effective interaction are presented underneath in context
of Century Ltd.:

 Increases Productivity is the foremost advantage of effective communication and
interaction. A crucial but essential function of managers of Century Ltd. is to generate
culture where effective communication is flourishing. This practice will rendering better
clarity to employees about their duties and goals resulting in higher productivity and
increased number of sales.
 Higher level of creativity and employee engagement in firm will automatically
improve as workforce will be kept informed which motivates them to search for new
innovative ideas of working (Ahmad, and et. al., 2017). Effective interaction with
personnels will increase their feel of belongingness which makes them more participative
and engaged in work assigned to them. The workforce or Century Ltd. will be more
involved in company and improvise their practice for making sales and stay motivated for
working efficiently.
 Reduced staff turnover and absenteeism is the most effective benefit in case of
Century Ltd. as this is the major issue of the firm leading to unsatisfactory results and
sales units. Effective communication practices will lead to better relationships between
managers and personnels and they get rapid solutions of any issue they are facing while
working in office and outside the workplace.
1.2 An analysis of the policies and procedures that are used to enhance communication within
organisations.
Communication practices which are utilised and flourishing in organisational culture
needs to be developed before developing strategies and documenting them. It is very necessary
for Century Ltd. for developing their effective communication strategy and identify practices in
accordance to it and then document them in form of company's policy and procedures. Keeping
staff informed is the core task for encouraging their interest, keeping them motivated and
improving inputs (Burzová, 2019). The suggested policies and procedures which are useful for
Century Ltd. for enhancing communication within the workplaces are as follows:
 Develop two way communication practice- This is the best communication policy
which is currently used by most organisations for interacting with staff and keeping the
flow of information. The two way communication practice once adopted by Century Ltd.
will induce employee engagement in operations and keep them motivated enough to work
appropriately.

 Ask for feedback- This is procedure which is followed in two way communication
where staff is asking for suggestions and point of views of staff. Century Ltd. is
recommended this practice as it will enable the firm to increase creativity by getting new
innovative recommendations from staff for performing activities and operational plans
resulting in improvised productivity and sales.
 Introduce employee participation- By keeping staff informed and asking for their
suggestions brings creativity and improves their motivation standards which
automatically engages workforce in entity and results in higher participation. This policy
of is also recommended to Century Ltd. for reducing absenteeism and staff turnover as
they will be receiving job satisfaction and recognition (Santa, 2015).
 Develop Protocols- One of the best form of increasing communication flow in Century
Ltd. is by introducing protocols. For example, in case of addressing several number of
employees with same form of communication managers of Century Ltd. can make use of
emails. This is one of the easiest way to reach to maximum personnels and by following
all protocols in formal manner.
 Team Briefing- This is a method which refers to bringing the whole team of
subordinates together and sharing information by making face to face communication
aimed towards the respective topic. This will enhance communication within Century
Ltd. as employees and managers are together and engaged in the process together.
1.3 An explanation of legislation relevant to communication within organisations.
Legislations refers to the laws and regulation prepared and enacted by law makers that
are present on either national, local or state. Few legislations are developed by governments and
legislators in relation with organisational communication as well. These legislations bound the
company to follow them in order to keep staff informed and let them know about all the required
information.
Legislations are only applicable when the company has specified number of employees
providing basis for good and strong communication practices for all types of organisations. Few
legislations which are required to be followed by Century Ltd. in order to maintain good and
effective communication practices are presented below in next section:
 Data Protection Act, 1998 GDPR, 2018- This is a regulation which is developed by the
Parliament of United Kingdom which contains rules and policies in relation to employees

or workforce personal information. The act basically regulates how and when employee
personal information should be used and can be used by the company. It is an essential
act which protects the rights of employee and their personal data against the public.
 Freedom of Information Act- This is an act which offers access to information required
by public authorities like Government and local authorities a swell. Through participation
of this act the employee gets the freedom of accessing and gathering information about
several agencies. This is a significant act for communication within the office and
organisation as it assist in spreading awareness about respective issues, opinions and
knowledge for avoiding any errors and problems throughout the whole organisation and
in the communication flow.
 Privacy and Electronic Communication- This regulation was by European Union (EU)
that is concentrated on right for privacy while using e-communication tools for sharing
information with one another. Staff need of Century Ltd. Needs to be aware of this act
and stay focused while contacting customers on behalf of the company. The law needs to
be practised while making communication with buyers on organisations behalf for
making customers feel safe about their private information.
 Information and Consultation of Employees Regulations, 2004- This regulation is
shorten to ICE, applicable to those organisations who have employee base of 50 or more
employees like Century Ltd. This act renders employees and representatives right to be
informed and ask or consult everyday issues to the management. For instance, related to
health and safety, standard pension. The entity have to comply with it and keep people
informed and also staff has the rights to ask the employers for such rights if they do not
introduce new arrangements voluntarily (Cox, Lowe and Winter, 2019). The personnels
of Century Ltd. have the right to consult about the present and future economic and
employment situation and any threats to their jobs.
 The Companies Act, 2006- This act replaced The Company's Act 1985 and updated in
1989 bringing in new elaboration of Corporate Social Responsibility that involves
considerate interest of workforce. This law states that relationships between employee
and employer requires collective consultation with relevant trad union or employee
representatives. Century Ltd. is under obligation to reflect upon the impacts of their
actions and decisions on the people under this act.

 Employee Relation Act, 1996- This act of employee legislations for communication
renders people of organisation that is Century Ltd. rights to get written statements with
specified terms and conditions of employment, payroll, working hours, holidays and
disciplinary actions. Along with it they are entitled to have pay statements, with gross pay
and fixed deductions and their net pay. Moreover, these statements should be properly
refereed to employee tribunal as well (Rees and French, 2016).
1.4 An evaluation of how organisational structure impacts on the communication methods used.
Organisational structure is framework provided by management and directors of
company outlining the flow of certain activities for attaining goals and objectives of company. In
such activities communication is also involved, organisational structure decides the flow of
communication in the entity. The management make use of several methods and procedures for
boosting the flow of information in the entity amongst, management employees and external
parties as well.
The organisational structure highlights upon the hierarchy levels which impacts upon the
communication flow. There are different organisational structures through which organisations
work and communicate. The organisational structure and flow of communication in respective
methods are elaborated below:
Major organisational structures which are very commonly used in companies around the
globe according to their size, scope and diversity are Functional, Divisional or Multi-divisional,
Matrix and Flat.
 Functional Structure, is the oldest and traditional form of organisational structure which
is used by companies. This structure divides the company in smaller groups based on
different functions and operations of it. That means, the company is divided in different
departments and their functions are prescribed as well (Thomas, 2019). For instance, If
Century Ltd. is adopted functional structure then the organisation is divided into
marketing, finance, Human resource and other functional departments. The
communication flow will be vertical form top to bottom and vice-a-versa.

Illustration 1: Types of Organizational Structures,
2018
(Source: Types of Organizational Structures, 2018)
 Divisional or Multi-divisional Structure, is the second most common form of structure
which is mostly adopted by large and geographically diversified organisations (Chuang,
2019). The structure divides the company according to the geographical locations and on
the basis of markets as well. Under this form of structure each division operates on their
own, procure, manage and control resources by themselves according to the internal and
external conditions surrounded by it.
Illustration 2: Division Market Based Structure, 2018
(Source: Division Market Based Structure, 2018)

Illustration 3: Division Geographical Structure, 2018
(Source: Division Geographical Structure, 2018)
 Matrix Structure- The third organisational structure is Matrix which is a combination of
both functional and divisional structure (Heinisch and Mazzoleni, 2016). A hybrid
structure employees may need to report to two bosses due to duplication of tasks. It is
more complex structure which makes communication flow complex too but most
effective of the other two structures discussed. The complications occurs due to the
situation and the requirement for reporting to different bosses. The large organisations
with complex operations and cross functions use this form of organisational structure.

Illustration 4: Types of Organizational Structures, 2018
(Source: Types of Organizational Structures, 2018)
 Flat Structure, is the newly developed and determined structure that is favourable for
the small and medium sized businesses. This flat structure is most commonly used by
new business start-up's but beneficial for SME's as well. The flat structure provides the
required flexibility and adaptability to the firm (Kearney and Kruger, 2016). Century
Ltd., also use flat structure for their operations through which communication flow is
made flexible, rapid and decision-making being improved efficiently. Through flat
structure being followed in company the communication is more open and flexible
enabling people to work fast as rapid decisions are made reducing the time consuming
long communication processes.
1M1 An analysis of the impact new technologies have on organisations’ communications
systems and practices.
The new technologies and advanced devices have been introduced in market and rapidly
being adopted by businesses for several operations and practices. In the same ways for
communication as well such devices and technologies are utilised in the firm by the management
and employees for interacting. For instance, earlier letters were posted for rendering written

information which use to take 4 to 7 days in conducting the communication, but now emails are
used for the same letters and which reaches to the recipient in just few clicks. This example
implies that communication systems and processes are affected by the new technologies and that
is a positive impact. Now Century Ltd. make use of such devices and tool such as internet and
intranet for communicating with staff and management. Emails, voice calls, fax and other tools
are used for interacting internally and externally with staff and other parties for rendering
information and getting reverts or feedbacks (Kurki and Wilenius, 2016). As well as for the retail
firm like Century Ltd. customers do play a key role in revenue generation and profitability of the
company. Hence, new technology can assist and support Century Ltd. in developing effective
communication with customers for taking reviews and feedbacks about the products and services
received. Effective communication with customers enables Century Ltd. to develop healthy and
long term relations with them and helps in enhancing value of their Customer Relationship
Management (CRM)
SECTION B- TEAMWORK
2.1 An assessment of the benefits of teamwork to both individuals and to organisations.
Teamwork refers to the process of working collaboratively with group of people for
attaining goals and objectives. This is most often considered as crucial part of business growth
and success as it is very common that people or colleagues are working together in different
situations and trying their best to perform with their utmost potentials. Teamwork is an act where
employees or individuals try to work together and cooperate using their personal and
professional skills and rendering constructive feedbacks rather than engaging in any personal or
professional conflicts with each other.
This is an essential practice to be practised in workplace for better outcomes and
productivity. Team-working environment is must for Century Ltd. for reducing its issues of
increasing staff turnover and unproductive results (Uitermark, 2015). It has benefits for both
employees and employer which are specified as under:
BENEFITS TO EMPLOYER AND EMPLOYEE:
 Foster creativity and learning- It is a feature of team-working that creativity thrives
when people are working together. Century Ltd. will be automatically benefited of team
working environment as it will develop healthy relations amongst staff, better