Workforce Management Challenges at Rescue and Care for Wildlife Org

This report investigates human resource management at Rescue and Care for Wildlife, focusing on workforce challenges such as communication gaps, lack of diversity management, and discrimination. The study reviews literature on diversity and workforce management and presents findings from a survey of 50 employees. Key findings reveal that poor communication demotivates employees, senior leaders are not sufficiently involved, and employees desire clear diversity management policies. Recommendations include prioritizing communication and encouraging diverse group work. The research employs a positivism research philosophy and quantitative data collection through surveys, ensuring ethical considerations such as informed consent and confidentiality. The discussion highlights that employee performance is affected by discrimination and communication gaps, aligning with literature emphasizing the importance of diversity management and workforce planning. The report concludes by advocating for improved communication and the development of diversity management policies to enhance organizational performance and employee satisfaction.

Running head: INDUSTRY RESEARCH PROJECT PART B ASSESSMENT ITEM 2
Industry Research Project Part B Assessment Item 2
Name of the Student
Name of the University
Author Note

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Executive Summary
The research has been performed on the human resource management at Rescue and Care for
Wildlife. The major purpose of the report is to address the workforce challenges in the
organization and develop a suitable solution to help organization in meeting its business goals
and objectives. A review of literature has been performed in the study and it includes multiple
journal articles on diversity and workforce management. The study also includes a primary data
analysis and to perform the analysis, quantitative data has been collected by performing a survey
among the employees of the organization. The sample size used in the study includes 50
employees of the organization.
 Findings: Due to lack of communication, employees are demotivated about their roles
and responsibilities. Senior leaders of the organizations are not involved in the general
level of activities. Employees demand a set of norms and policies, which should be
developed to address the diversity issues Recommendation: i) Prioritize communication, ii) Encourage workers to work in a
diverse group

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Table of Content
Introduction......................................................................................................................................4
Problem Space.................................................................................................................................4
Literature Review............................................................................................................................5
Findings...........................................................................................................................................8
Discussion -...................................................................................................................................12
Recommendation...........................................................................................................................13
Limitation -....................................................................................................................................14
Conclusions....................................................................................................................................14
References......................................................................................................................................15

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Topic: Topic- Managing Human Resource
Introduction
It is identified that human resource management is the term along with the practice of
designing and describing formal systems devised for the management of people within an
organization. Managing human resource in a workplace remains as significant element of
leadership which provides a particular way of generating desired organizational outcome. When
it comes to managing workforce, the role of human resource is vast with the inclusion of
managing and developing a motivated workforce. The purpose of the report is to develop a
proper understanding and strategies of managing workforce at Rescue and Care for Wildlife,
which deals with the care and rehabilitation of wild animals that are injured or abandoned by the
parents. However, the report particularly focuses on the management of employees who provide
the care services against the ongoing workforce challenges in the organization. The challenges
include the negative impact of workplace diversity leading to poor volunteer ship and strained
relationship between the workers leading to poor employee retention. The report is prepared with
many sections including review of existing papers, problem space, findings and discussion and
recommendation.
Problem Space
The major problem that Rescue and Care for Wildlife faces is that workforce lacks
diversity. Employees come from different cultural background facing language barriers, which is
further leading to gap of communication. There is a significant gap of communication between
leaders and employees due to the language barriers. Moreover, due to poor diversity
management, discrimination based on level, age and professional abilities between the workers

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occurs in the workplace. Consequently, the organization experiences poor output and lack of
productivity. Therefore, the organization needs to address these challenges along with a
sustainable solution. The following research question is developed to resolve the stated issues
1. What is the impact of poor diversity management in the workplace on organizational
performance?
2. What strategies can Rescue and Care for Wildlife apply to develop an effective team to
meet the organizational objectives?
Literature Review
A study performed by Goetsch and Davis (2014), on workforce management reveals the
fact that poor work relationship may appear as a challenge to workforce diversity. According to
the author, employees’ behavior can generate a significant impact on the overall performance of
the business. On the other side, Pfeffer (2014) performed a study and mentioned that talent
shortfall might have serious implications for business outcome. Moreover, the author has also
mentioned the fact that poor workforce planning cause the business struggle hard to resolve the
internal challenges. Findings of the study say that workforce planning is eventually about
ensuring that business has the talent required to deliver on the business goals. On the other side,
Connell, Nankervis and Burgess (2015) performed a research and found that business needs to
understand the workforce planning is essential to secure both appropriate talent and appropriate
amount of it, to achieve the business goals.
Furthermore, Knol, Janssen and Sol (2014) mentioned that before an organization is able
to efficiently manage employee performance, it must have to unveil whether its employees are
experiencing difficulties that discourage them from performing effectively. However, leaders or

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the managers find it difficult to notice internal workplace issues when there is a significant gap
of communication arising from other workplace related factors. Therefore, according to the
author of this study, to remain competitive and successful in a market place experiencing
demographic changes, organization must have to build and implement a diversity management
strategy that help to attract and retain the best talent.
Diversity Management practices
Sabharwal (2014) performed a study on diversity management and suggested the
following approaches.
Involving the entire top management team
When applying a diversity program, senior leaders of the business should be involved in
the initiatives. Wrench (2016) arguably mentioned that visionary speeches have limited impact
on the workforce; thereby, the CEO and other business leaders should be visible to the
workplace, training programs and Q&A sessions on diversity.
Adaption of the organizational structure
According to Leon, Gjuvsland and Boxenbaum (2016), organizational structure should
support the diversity effort and this can be achieved by generating a diversity department with
the appointment of a Chief Officer and if the organizational structure supports the diversity
offers, it is more likely to be considered seriously across the organization.
Communication regarding the initiatives on continuous basis
The management of the organization needs to communicate about why diversity is
necessary for the success of employees and the business (Barak 2016). The communication

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needs to be wide with the inclusion of different channels like social media, newsletters, intranet,
meetings, posters and seminars.
Methods
The study included primary data analysis techniques to analyze the issue of diversity and
poor workforce management. Therefore, the research principle includes a positivism research
philosophy as positivism research philosophy gives importance to numerical findings such as
number and digits which help to generate an unbiased and accurate outcome. The study includes
quantitative data collection method; thereby, to collect quantitative data, a survey has been
performed among the employees of Rescue and Care for Wildlife. The quantitative data
collection method has been chosen as the study requires surveying the general level of
employees who face the workplace issues. General level of employees does not have much
knowledge about the internal organizational policies; therefore, they can respond to close ended
questions but they particularly highlight the issues that the face and identification of the issues is
one of the significant requirements of the study.
Sampling frame and Sample size:
For performing the survey, the respondents have been selected from the target population.
Target population involves the employees of Rescue and Care for Wildlife. Hence the sampling
frame is 53 employees who contribute to the quantitative data collection. The sampling size
includes 50 employees, who took part in the survey.
Research Setting and Instruments

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As the study includes a primary analysis, engagement of employees of the organization
was the significant requirements. Thus, to contact the employees, operational bodies of the
organization have been approached initially and then taking the consent of the organization,
employees have been provided with a consent form which they had to fill up and send back to
the research authority. A quantitative questionnaire has been developed which includes 4 close
ended questions. The questionnaire has been distributed among the employees through their
personal email.
Ethical consideration
Any study with primary data analysis has to deal with the ethical issues such as
copyright, privacy and confidentiality. Thus, to avoid such issues, appropriate consent has been
taken before involving the employees in data collection. Before, involving employees in the
process, a consent form has been given to the employees, which they have gone through and
signed accordingly. The researcher makes sure that no respondent has been forced to take part in
the study and respondent has the right to withdraw their participation at any moment.
Findings
Quantitative Data
1. What are the challenges do you face in the workplace? Choose from the following
Options No. of Responses Percentage Total Respondents
Discrimination in the
workforce
11 22% 50
Communication gap 21 42% 50

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between leaders and
workers
Cultural disrespect 7 14% 50
Fragile human
resource policies
9 18% 50
Neutral 2 4% 50
Table 1: Employees facing workforce challenges
Discrimination in the
workforce
22%
Communication gap
between leaders and
workers
42%
Cultural disrespect
14%
18%
Neutral
4%
Employees facing workforce
challenges
Graph 1: Employees facing workforce challenges
2. How far do you agree that senior leaders at Rescue and Care for Wildlife
communicate with the general level of employees on a regular basis?
Options No. of Responses Percentage Total Respondents
Agree 10 20% 50
Strongly Agree 7 14% 50

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Disagree 19 38% 50
Strongly disagree
13 26% 50
Neutral 1 2% 50
Table 2: Employees’ opinions on senior leaders’ communication
20%
14%
38%
26%
2%
Employees’ opinions on senior
leaders’ communication
Agree Strongly Agree Disagree
Strongly disagree Neutral
Graph 2: Employees’ opinions on senior leaders’ communication
3. How far do you agree that effective communication can address the challenge of diversity
management?
Options No. of Responses Percentage Total Respondents
Agree 17 34% 50
Strongly Agree 19 38% 50
Disagree 9 18% 50

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Strongly disagree
5 10% 50
Neutral 0 0% 50
Table 3: Role of communication in diversity management
34%
38%
18%
10%
Role of communication in diversity
management
Agree Strongly Agree Disagree
Strongly disagree Neutral
Graph 3: Role of communication in diversity management
4. How far do you agree that HR management of the organization should separately
develop a diversity management policy to address the cultural barriers?
Options No. of Responses Percentage Total Respondents
Agree 19 38% 50
Strongly Agree 15 30% 50
Disagree 9 18% 50
Strongly disagree
7 14% 50
Neutral 0% 0% 50

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Table 4: HR’s role in managing diversity in the workplace
38%
30%
18%
14%
HR’s role in managing diversity in the
workplace
Agree Strongly Agree Disagree
Strongly disagree Neutral
Graph 4: HR’s role in managing diversity in the workplace
Discussion -
The above presented discussion helps to observe that performance of employees in
Rescue and Care for Wildlife have been affected by several factors. According to the primary
data findings, almost 22% of the respondents have mentioned that there is an increasing
discrimination in the workforce on the basis of age and professional abilities, while almost 42%
of the respondents have mentioned that communication gap is the major factor that affects
employee performance. It was also found in the literature that poor work relationship may appear
as a challenge to workforce diversity and the findings of the literature also indicate that poor
workforce planning cause the business struggle hard to address their business challenges.