People Management Report: Leadership, Ethics, and CSR Practices

This report provides a comprehensive overview of people management, exploring the impact of organizational structure and culture on employees, and the role of personal differences in the workplace. It examines various management styles and leadership approaches, including democratic, transformational, and participative styles, alongside the importance of flexible working practices. The report assesses the working environment, ethical practices, and corporate social responsibility (CSR) in motivating employees. Motivational theories such as Herzberg's two-factor theory, Vroom's expectancy theory, and ERG theory are discussed, along with the use of coaching and mentoring. Finally, the report highlights people management strategies and recommends effective approaches to enhance employee performance and productivity, offering insights into practical applications within organizations like Tesco plc and Hilltop.

People Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
1.1 Organisational structure impact on employees of the organization......................................1
1.2 Organisational culture impact on employees of the organization.........................................2
2.1 Impact of personal differences at the organization. .............................................................2
2.2 Management styles to comply with varied behaviours and attitude of employees...............2
ACTIVITY 2....................................................................................................................................3
3.1 Effective leadership styles.....................................................................................................3
3.2 Importance of flexible working practices.............................................................................3
3.3 Assessment of working environment. ..................................................................................4
3.4 Assessment of ethical practices on motivation levels. .........................................................4
3.5 Corporate social responsibility to motivate employees. ......................................................5
ACTIVITY 3....................................................................................................................................6
ACTIVITY 4..................................................................................................................................12
5.1 People management strategies............................................................................................12
5.2 Impact on people of management strategies.......................................................................13
5.3 Recommendations for effective strategies..........................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
People management is an effective system of recruiting, managing and maintaining
strong employee relation within the organization which results in attainment of organizational
goals and objectives.
This study evaluates the organization structure and culture which influence the
employees of the company. This study also demonstrates, management styles in order to deal
with different behaviour and attitude of the individual. This study also examines the effective
leadership styles, advantage of flexible working hours, ethical practice and CSR practice.
Furthermore, this also includes motivational theories, use of mentoring and coaching and
importance of training and development. This study also highlights, people management theories
and effective recommended strategies in order to deliver high level of performance and
productivity to the organization.
ACTIVITY 1
1.1 Organisational structure impact on employees of the organization.
Organizational structure is a hierarchical arrangement to carry out certain activities which
results in higher operational standards and efficiency (Malik and Rowley, 2015). It helps in
determining how the information will flow and goals will be achieved in a systematic and
accurate manner. Different organisational structure influence the employees in different manner.
Flat structure: this structure eliminates middle management which helps employees in
taking strategic decision in order to perform the task with utmost efficiency. Here, employees of
the organization take decision and perform the task without considering advise and approval of
the superiors (Hoffman and Tadelis, 2018). This structure is highly motivating for employees
which helps them in delivering the best results.
Hierarchical structure: This organizational structure has one supervisor who gives
employees clear set of guidelines to perform a particular task. This structure has a clear reporting
standards and also has a clear career path. This helps employees to specialize in their work in
order to deliver bet results.
Matrix structure: The employees of the organization who have similar skills and perform
same task are pooled together in order to perform particular task. In this organizational structure
employees of the organization has dual reporting system. This helps in inspiring people by
1

putting them in a team where they can shine and perform excellence. This helps with
supervisors in appraising and giving feedback. However, employees may dislike the fact of
reporting it to two different supervisors and it may lead to confusion.
1.2 Organisational culture impact on employees of the organization.
Organizational culture is the set of belief, assumptions, culture, tradition, attitude,
knowledge and belief of the different employees in the organization (Liao and Ai Lin Teo,
2018). Positive organizational culture helps in attracting talented personnel to the organization
and also helps in retaining the old employees. An effective organisational culture helps in driving
engagement and leads to higher performance of employees. This also leads to high level of
satisfaction and helps organization in creating strong employee brand in order to attain desired
goals and objectives. A positive organization culture impact the performance of the company.
Company should align management system with culture which helps in redirecting the behaviour
of employees in attainment of organizational goals. Strong corporate culture helps in better
understanding and communication with the people in the organization.
2.1 Impact of personal differences at the organization.
Personal difference means people have different attitude, background, personality,
abilities, belief, learning experience, etc. Personal differences of employees in the organization
leads to inefficiency in the performance of the work and it may result in lower operational
performance and productivity (Bratton and Gold, 2017). Personal differences can be defined as
an individual difference in respect of learning styles, personality, behaviour, intelligence,
aptitude and attitude. Personal difference in the organization may largely affect the productivity
and quality of work of the employees. The people management must focus on developing an
effective strategy in order to value each differences of the individuals which results in increase
innovation and creativity. Personal differences also hamper the performance of the employees as
it leads to rise in conflicts and misunderstanding at workplace. Maintaining work life ethics helps
in resolving various issues in an efficient and viable manner.
2.2 Management styles to comply with varied behaviours and attitude of employees.
Behavioural theory: This theory mainly focuses on sociobiological and psychological
behaviour of the people in the organization. This largely influence the performance of each
individual (Brewster and Cerdin, 2018). This approach helps in building strong relationship with
the employees.
2

For example: Tesco plc. Uses behavioural management theory in order to define the
human dimension at work. It also helps in having better understanding at work which leads to
improved productivity.
Modern management style: This style helps in taking viewpoints of pople in the
organization. It has a strong authority to have full control over the activities of the organization.
It helps in taking strategic decision.
ACTIVITY 2
3.1 Effective leadership styles.
Democratic leadership styles: This leadership style motivates employees to share their
view and ideas. It also focuses on This style of leadership helps employees feel encourage,
valued and motivated (Daft and Marcic, 2016). This helps in motivating employees to deliver
best services.
For example: Tesco plc. focuses on democratic style of leadership because it helps in
complex decision making and encourage employees to contribute their ideas in order to achieve
higher organizational goals.
Transformational leadership styles: This style inspires people in achieving remarkable
outcomes for future growth and development. This leadership style is also useful in resolution of
conflicts and perform with accuracy (Collings, Wood and Szamosi, 2018). This helps employees
in changing the work system and solve challenges by maximizing the capabilities of the team.
For example: Hilltop uses Transformational leadership styles as it helps employees of the
organization to find an effective and strategic way to perform particular task.
Participative leadership styles: This style involves ideas and strategies of all employees
which helps in participative decision making and also helps in developing effective strategies in
order to resolve the problem. This style helps in motivating employees in order to achieve
common goal.
For example: The facilitator or management of the Tesco organization tends to involve
every employee in the decision making process n order to take strategic decision in relation with
collaboration.
3.2 Importance of flexible working practices.
Flexible working practice is an effective approach which gives employees flexibility over
the working hours. This mainly comprises of telecommuting, remote working, part time work,
3

jog sharing, flexible vacation time, customized working hours, condensed work weeks, etc.
Flexible working practice helps in improving the work life balance and leads to higher
satisfaction for employees and higher productivity for the organization.
Remote working: The work is performed outside of the office. This gives employees the
beneft to work from anywhere across the globe. This helps business in broadening their
employee base. This also helps company in reduction of maintenance cost.
Customized working hours: This gives employees the flexibility to customize their
working hours. This helps employees in maintaining a work life balance and choose the time
which best suits their schedule.
Part time job: This gives employees extra time to focus on something else in order to
gateway to advanced opportunities.
Flexible working hours helps organization in reducing absenteeism, boredoms and
tardiness. This also leads to increase employee engagement, morale and loyalty to the
administration in order to achieve higher goals and objectives.
3.3 Assessment of working environment.
Working environment is the place within employees work. A healthy work environment
helps people management in bring out best results in stressful situation. A poor working
environment leads to inefficient working conditions and it results in lower operational standards
and productivity. A poor working environment damages the health of the individual and leads to
higher risk. On the contrary, a good workplace environment helps in improving productivity,
reduce labour turnover, lower cost, etc. In accordance with Herzberg's two factor theory it helps
employees of the employees to perform more challenging task and helps in retaining in the
company for the long run in order to achieve higher operational efficiency. Maslow motivation
theory helps in determining the basic needs of the people in the organization. this mainly
comprises of psychological needs, self esteem, safety and security, belongingness and love and
self actualization. This takes into consideration all the necessary factors which helps in
maintaining positive work environment.
3.4 Assessment of ethical practices on motivation levels.
Ethical practice means individuals complying with ethical behaviour, society and
individual. An organization must work ion compliance with ethical practices such as honesty,
law abiding, respect, concern, trust, integrity, loyalty, etc. An ethical business practice helps in
4

motivating people of the organization as it helps in delivering the best results and outcomes with
mutual respects and understanding (Hoffman and Tadelis, 2018). Proper reward, effective
relationship, better understanding and respect and value for each other ideas, knowledge and
experience helps in motivating employees to perform the desired task in an ethical and
systematic manner. An ethical business practice motivates employees to give their best which
eventually results in higher productivity (Wehrmeyer, 2017).
3.5 Corporate social responsibility to motivate employees.
Corporate social responsibility is an effective practice which helps in building positive
working environment to the organization (Mayo, 2016). This helps company to be socially
responsible and take necessary measures to improve their contribution towards society in order
to improve organization goodwill and brand image. CSR helps in motivating employees as it
helps employees to contribute towards this practice which leads to higher sustainable growth. It
helps in improving employee relation and also enhance the employee identification. This helps
employees in motivating them to experience that the company is socially responsible. Corporate
social responsibility helps in increasing creativity and employee engagement in the organisation
when company is involved CSR practice. Organization who comply with CSR practice have
more satisfied customers (Malik and Rowley, 2015). Corporate social responsibility programs
mainly helps company to differentiate the company from its rivalry.
5

ACTIVITY 3
For example: Tesco plc focuses on understanding the needs of people in the organization and use
Maslow motivation theory to fulfil their needs for higher productivity.
6

Herzberg's two factor theory: This theory states that there are 2 major factors which are
motivators and hygiene factors. This helps in rooting motivation at the workplace. The
motivator factors helps people of the organization to work hard with utmost efficiency. The
motivator factor includes, challenging work, better opportunity, growth, advancement,
responsibility, achievement and recognition. Hygiene factors such as positive work environment,
salary, insurance, job security, vacation, status, etc. leads to higher satisfaction and motivation to
employees.
For example: Hilltop company focuses on motivating employees by using Herzberg's two factor
theory and maintain an effective and strong work environment which leads to higher operational
standards.
VROOM's Expectancy theory: It is considered to be an effective approach which in turn states
why an individual person tends to behave in a certain way. Individuals in turn are motivated to
choose the particular behavior.
7

For example : If one of the employees of the Tesco plc. tends to complete more work
than that individual tends to get a promotion over other individuals.
ERG theory: This theory tends to state that, at a given point of the time more than one need
might be generated which in turn helps in accomplishing related set of needs. For example : if
one of the ambitious employees from Tesco is not provided with growth opportunities then it
results in lower motivation and increase in frustration levels.
Concept of coaching
Coaching is an effective process which helps in utilizing effective tools in order to
improve the skills of the individuals. Coaching helps in employee engagement and increased
communication. This helps in building strong management relationship. Coaching helps in better
communication and it also results in better work conditions. Coaching helps in improving
specific skills of the organization which helps them in delegating the work and also helps in
higher operational efficiency.
8

Concept of mentoring
Mentoring helps in building professional relationship which helps professional leaders to
do mentoring of other individuals in order to develop effective skill and outcomes. This helps
employees to do the task in an efficient manner to increase employee productivity.
Coaching and mentoring helps in effectively adapting to cultural and environmental
factors. Coaching and mentoring helps in personal and professional development which results in
higher productivity and attainment of organizational goals. Coaching is considered to be very
useful in unlocking the person's potential in order to maximize their performance. Mentoring
tends to focus on advancing the professional and personal growth of an individual.
9

10

11

ACTIVITY 4
5.1 People management strategies.
Effective people management strategies helps in determining, planning and monitoring
the activities of the organization. An effective people management theories helps in continually
developing the capacity in order to develop the capacity and also focus on regularly evaluating
the performance (Stewart and Brown, 2019).
Performance management software: This helps in streamlining the performance of each
employee in the organization to effectively evaluate the capabilities and skills of the individual
in a systematic manner (Wehrmeyer, 2017). This keeps proper track of the performance and also
helps in quick actionable reporting. This helps in reviewing the performance of the people and
further leads to higher employee motivation, retention and satisfaction.
Frequent performance feedback: This helps in taking frequent feedbacks on the
performance of the employee from its supervisor (Taylor, Doherty and McGraw, 2015). This
results employees to perform better. Taking feedback from the customers helps in finding the
best solution in order to perform better. It is very useful in creating healthy flow of
communication within organization. This is very useful in providing timely training to
employees in order to develop necessary skills in order to perform specific task.
12

Timely recognition: Proper and timely recognition helps in motivating employees of the
organization through appreciation, package, promotion, salary, bonus, vacation, etc. which
results in effective performance and engagement in the organization (6 Strategies for Effective
Performance Management, 2018).
Employee engagement: This is considered to be an effective strategy which helps in
keeping employees engaged and motivate individuals to feel passionate about their job. This can
be done by recognizing and appreciating good work, establishing two way communication,
providing road map for success, etc.
5.2 Impact on people of management strategies
Performance management software: It helps in aligning the organizational goals of the
company. It helps in evaluating the skills of the company and enhance the operational efficiency
of the company. This is an effective strategy which in turn helps in meeting external challenges
faced by the individuals within the organization.
Frequent performance feedback: This helps managers to evaluate the performance of
the employees and give feedback to individuals which helps individuals to progress their skills
and reach greater heights.
Timely recognition: This helps employees to feel motivated and help in delivering better
results. Recognition and appreciation helps them in encouraging the employees to perform better
and also leads to higher job satisfaction (Malik and Rowley, 2015). This helps in taking
necessary solution on a timely manner associated with particular risk or external challenges.
5.3 Recommendations for effective strategies
360 degree feedback: Effective feedback mechanism helps in improving the skills of
areas where the employees need improvement. Te feedback is given from peers, supervisors and
colleagues in order to improves their performance and deliver the best possible results (Brewster
and Cerdin, 2018).
Regular meetings: It helps in discussing the organizational goals with the employees of
the organization which helps employees in delivering high performance the results (Taylor,
Doherty and McGraw, 2015).
CONCLUSION
From the above study it has been summarized that, Organizational structure is a
hierarchical arrangement which helps in determining how the information will flow and goals
13

will be achieved in a systematic and accurate manner. Organizational culture is the set of belief,
assumptions, culture, tradition, attitude high level of satisfaction and helps organization in
creating strong employee brand in order to attain desired goals and objectives. This study also
includes, management styles and leadership styles. Further this study also includes, flexible
working practices and also assess working environment. It also concludes motivational theories
and CSR. This helps in determining the usefulness of coaching and mentoring. It also evaluates
people management strategies.
14

REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Cerdin, J.L., 2018. The management of people in mission-driven organizations.
In HRM in Mission Driven Organizations (pp. 1-13). Palgrave Macmillan, Cham.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Daft, R.L. and Marcic, D., 2016. Understanding management. Nelson Education.
Hoffman, M. and Tadelis, S., 2018. People management skills, employee attrition, and manager
rewards: An empirical analysis (No. w24360). National Bureau of Economic Research.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in engineering. 34(3).
p.04018008.
Malik, A. and Rowley, C. eds., 2015. Business models and people management in the Indian IT
industry: From people to profits. Routledge.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Webb, S.P., 2017. Knowledge management: Linchpin of change. Routledge.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Online
6 Strategies for Effective Performance Management. 2018. [ONLINE]. Available
through:<https://hrdailyadvisor.blr.com/2018/01/11/6-strategies-effective-performance-
management/>
15