ATHE Level 5: People Management Strategies in Organisation

This report provides a comprehensive analysis of people management strategies within organizations, focusing on Global Business News as a case study. It examines the impact of organizational structure and culture on employees, the influence of personal differences, and effective management styles for addressing these differences. Furthermore, the report explores the effects of leadership styles, the benefits of flexible working practices, the impact of the working environment on performance, and the role of ethical practices and corporate social responsibility in employee motivation. Finally, it discusses the application of motivational theories, the uses of coaching and mentoring, and the advantages of training and development programs for individuals and organizations. The analysis uses examples like GlaxoSmithKline (GSK) to illustrate key concepts and their practical implications.

Running head: PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
People Management Strategies in Organisation
Name of the Student
Name of the University
Author Note

1PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Table of Contents
Introduction......................................................................................................................................2
Activity 1:....................................................................................................................................3
Explanation of the organizational structure and its impacts upon the people in organizations
.................................................................................................................................................3
Analysis of the organizational culture and its impacts on the people and organization..........4
Explanation of the impact of personal differences on behaviour of an individual in work.....6
Analysis of the management styles needed to deal with differences in behaviours................8
Activity 2:....................................................................................................................................9
An analysis of the effect of leadership styles on individuals and teams.................................9
An explanation of the benefits of flexible working practices to individuals and organizations
...............................................................................................................................................11
An assessment of how the working environment impacts on people performance...............15
An assessment of how an organisation’s ethical practices impact on motivational levels....17
An evaluation of how organisations use their corporate social responsibility agenda to
motivate employees...............................................................................................................18
Activity 3:..................................................................................................................................20
An explanation of how motivational theories can be applied to developing people in
organisations..........................................................................................................................20
An explanation of the different uses of coaching and mentoring in organisations...............21
An analysis of the benefits of training and development to individuals and organisations. .22
Conclusion.....................................................................................................................................23
References......................................................................................................................................25

2PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Introduction
The importance of every organization lies within the assets it owns. One of the most
important amongst the assets, or in other perspectives, the most important asset that an
organization owns happens to be the workforce assets, that is, the employees within the
organization (Webb 2017). The entire structure of a company and the outcome of its projects
depend on how the company is being able to serve its employees (Lazaroiu 2015). The way the
structure of a company is set up, paves the way for the market that the organization prepares to
serve. It helps the organizations to structure itself. People management is important for every
organization as it just does not end with the utilization of the Human Resource Management in
hiring the right people for the respective works and utilizing them with respect to the
requirements of the organization.
Therefore, the following report is an analysis of the Human Resource Management for
the organization of Global Business News, which specializes in the production of print
magazines (Mihalache et al. 2014). The organization would thus be analysed for the explanation
of the organizational structure and its impact on the employees, the impact of organizational
culture, the impact of personal differences prevailing between the employees, and the appropriate
management styles that helps to deal with the personal differences within the employees
(Bélanger et al. 2015). Next, there would be an analysis of the effects of leadership amongst
teams as well as the individuals, the benefits of the flexible working practices, the impact of the
working environment on employee performances, the impact of ethical practices on the
motivational level of employees, and the effective corporate social responsibility agenda to
motivate the employees. Finally, the analysis would be about the utilization of the motivational

3PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
theories applied for the development of people, the uses of coaching and mentoring employees
and the benefits of training and development.
Activity 1:
Explanation of the organizational structure and its impacts upon the people in
organizations
The development of a company depends on the way it effectively manages the workforce
within the organization, that is the way by which the organization manages its human resources.
However, managing the employees within an organization depends on various aspects of the
organization, one of which is the structure of the organization (Sattler et al. 2016). Structure of
an organization depends on the way by which the day to day operations within the organization
is conducted and the way by which the outcome of the project works out.
For example, the organization likes GlaxoSmithKline or GSK serves both in the aspects
of healthcare and pharmaceutical industry and the organization is also spread over various
nations and almost 99000 employees are currently working under the organization (Currie et al.
2017). Naturally, given the spread of the company and the product and services they deliver, it
can be clearly said that the organization has a complex structure and setting up the normalization
of the employee throughout all the branches it has is a humongous and difficult phase to go
through for the process of implementation. They are spread over almost 37 countries, which is
even harder to be set within a unified definition for the organization (Roche, Teague and Colvin
2014).
Including all the factors as mentioned above, there are other aspects of an organizational
structure that affects the people within the organization (Einarsen et al. 2018). These are the

4PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
hierarchical structure of the organization and the type of product or services the company
provides to its customer base. The flat or tall of the hierarchy model of the organization has an
impact of the people within the organization and their ability to perform. The structure of an
organization has a high predictive and explanatory power that can analyse the reasons for the
behaviour of employee within the organization (Rahim 2017). Organizational structure generally
works as an extrinsic factor that is used to find out the behavioural factors of the employees and
the stimuli they receive from inside or outside of the organization.
Figure 1: Organizational Structure and its relationship with Organizational Performance
(Source: De Vito et al. 2018)
However, there are various formal limitations added to the analysis of the impact of
organization. These are the limitations set by the division of labour, the distribution authority, the
grouping developed in different units, and the coordination between the employees (Bratton and
Gold 2017). Therefore, all these factors work for the development of the behaviour of an
employee. Organization structure is a comparatively stable state or either a planned or
spontaneous state of the patterns as well as the interactions between the members of the
organization established for the fulfilment of the goals set by the organization itself. It is

5PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
considered as a rational instrument to analyse the impact of employee behaviour and the
rationality is ensured by the integration and differentiation of the collective activities of each
employee within the organization (Zameer et al. 2014). The process of differentiation is based on
the differentiation of both operational and management of the organization. Thus, it can be
clearly understood that the structure of an organization affects the behaviour of the employees in
an organization from both the managerial and operational aspects.
Analysis of the organizational culture and its impacts on the people and organization
The way by which the daily operations of the organization are handled is known as the
organizational culture. This is a factor that helps in the driving of the collective processes in the
organization and supports the mission of the company as well (Malik 2017). For example, if we
take the instance of the organization of GlaxoSmithKline into consideration, it can be said that
the employees working in the organization are driven by the urge to affect the health of the
people. This mission set for the organization compels the employees to implement their activities
to reflect the same on a daily basis (De Vito et al. 2018). The value of the organization lies in the
existence of integrity and transparency of operations. In addition to that, the demonstration of the
mutual respect for the people within the organization also builds up the culture within the
organization.
It is always beneficial to explode the relationship between an organisation structure as
well as their culture both of these factors are the determinants of the organisation and the
behaviour of the employees within it (Ristic, Selakovic and Qureshi 2017). Although the impact
of organisational structure has on the behaviour of the employees is far more different than that
of the organisational culture. Organisational culture on the other hand is a macho intrinsic factor
for the determinant of organisational behaviour and indirect the way in how the people in an

6PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
organisation behave. The operating factors that determine the assumptions are the values, norms
as well as the attitude of different employees according to which the employees guide their day
to day activities within the organisation (Dilip 2018). Organisational culture can also be defined
as a whole some system including all these factors manifested through various signals in which
the members of an organisation has the potential to develop or adopt through experience
gathered for helping them in determining the meaning of the environment of the work culture
(Molina-Azorín et al. 2015). This also helps them in determining their own way of behaviour
within the organisation based on the day to day activities and the vision that the organisation sets
in every employee.
Figure 2: Organizational Culture Profile
(Source: Rudolph 2016)
The analysis also brings about the fact that the culture of work for environment in any
organization makes the employee realise within them about the outcome or the behaviour that the
organisation is expecting from its employees and according to that they said their own behaviour

7PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
to work in favour of the organisation (Wehrmeyer 2017). This definition of organisational
culture puts forward the idea that the organisational culture possesses a cognitive as well as a
symbolic component in the very content. Therefore the organisational culture is a determinant of
the way in which the employees within the organisation policies and interpret the environment of
the organisation as well as their behaviour (Stoyanov and Diderich 2017). A company structure
impact the employees in another way but the culture within the company has great influence of
people in supporting up the employees to speak up their own mind and provide much more
power in bring forward their personal opinion about the operation on management structure
within the organisation (Taylor, Doherty and McGraw 2015). The culture within the organisation
defines the power of an individual employee as well as the power of the team of employees. It
also elaborates the power of leadership as well as that influences on the workforce. A company's
culture is much more developed through the communication channel within each and every
employee. It is also important that a good amount of creativity is brought about in the corporate
culture of a company that would for the give positive outcome towards the encouragement of
innovation within the operation and management of the organisation (Bailey et al. 2018).
Explanation of the impact of personal differences on behaviour of an individual in work
All human beings are not the same. It can occur that various individuals behave
differently in the same condition when exposed to (Rudolph 2016). This mostly occurs due to the
variants of mind set and thinking capabilities as well as the possession of skill set and
technological abilities. All these factors make every individual different from others and this is
the reason why within an organisation it is found that there are different in opinion and mindset
existing between the employees. Every man or woman differs in their ability, education and

8PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
knowledge factors and in the dimension of these experienced everybody does not perceive the
same situation in similar ways.
There are also other factors that work to create different mindsets for married individuals.
The attitude of a person towards a particular issue can also create difference of that person with
the others based on their difference in behaviour (Pološki-Vokić 2016). On the other hand the
factor of the belief of an individual in a religion can also be different from another person having
believed in a different religion. Thus, automatically there lies the difference in opinions and mind
set noticed among the different employees.
Figure 3: Mars Model of Individual Behaviour
(Source: Olszewski and Rytelewska 2017)
For example, if you consider the company of GlaxoSmithKline, you can easily be seen
that they are spread in the entire world through numerous shops in outlets housing almost 33000
employees worldwide from several regions (Pološki-Vokić 2016). Therefore, it is quite natural
that spreading of employees through such a huge area would definitely include employees
coming from several countries and having different religious beliefs, even they can have their

9PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
behaviour and activities shipped by the belief and the religion they have acquired to be true. The
worldwide handling of GlaxoSmithKline spread over several religion have acquired the ability of
managing the people within the industry coming from different regions assistant in to perform
the daily task in different ways.
The main idea of finding differences in opinion between people working in the same
organization and under the same organizational structure and culture mostly arises from the
differences in the personality. A project team may comprise of 20 members of whom all of them
might have different personalities and may also belong to different cultures (Olszewski and
Rytelewska 2017). The impact of such difference in cultures impacts heavily on the work culture
and environment of an organization as there may be conflicts arising between the employees as a
result but there are also mechanisms to handle them in a feasible way. The following discussion
would be about the management styles that would effectively handle the differences between the
employees of an organization and how they can be utilized to handle these conflicts after they
arise and even manage the conflicts before they arise and create a rather amicable working
environment in the organization.
Analysis of the management styles needed to deal with differences in behaviours
One of the daily occurrences within the work environment of an industry is the conflict
resolution systems that have the potential to either propel the momentum of the members and
employees within an organization or disrupt it further (Johnson and Szamosi 2018). It can even
occur that due to the conflicts that have risen in the organization has made the environment of
the workplace a much toxic place. This generally occurs when the management and leadership
initiators let a conflict fester rather than try to confront the conflicts head on or try to manage
them. Managing conflicts within the environment of an organization can be a bit tricky

10PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
(Banfield, Kay and Royles 2018). Especially, when the management ecosystem of the
organization that the reason why the conflict has been raised is not something that the person
managing the conflict is familiar with. The person handling the conflict raised because of the
differences between the employees should be aware of the work environment and the individual
or the department that forms the root of the conflict within the organization.
After the leadership initiators or the people in the management become aware of the
people or the department that forms the root of the conflict, they should be aware of the
management implementation processes that should be enough to be effective in resolving the
conflict and would reverberate throughout the ecosystem of the organization. The workplace is
fuelled with the concurrent agendas that have risen through the ecosystem of the organization
(Amin and Ahmad 2015). It is hard to understand for a person which one would be effective in
handling the conflict in a better way. It is not that a conflict within the organization that rose
through the differences in opinion and behaviour of the organization is to be resolved through a
conflict management process that solely solves the issue for the organization. It is also to be
made sure that the person handling the conflict is also able to attain sole benefits and advance in
their own within the organization.

11PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Figure 4: Continuum of Leadership Behaviour
(Source: Amin and Ahmad 2015)
The leaders should also behave responsibly in order to be respected by the employees
within the organization. However, management and leadership should not be perceived as a
competition or something of that sort. Instead, it is a much more serious responsibility that
chiefly involves the development and the guidance of the full potential of an individual employee
or the entire organization as a whole (Liao and Teo 2018). The main idea of managing conflict
within an organization is to benefit the employees and further the organization as a whole by
making the people understand each other’s perspective in viewing the same situation. The
effective management of such conflict would rise from the development of potential in an
individual responsible in handling the conflict by recognizing the perspective of viewing the
conflict and the potential to seize the opportunity within the conflict before healthy tension turns
into overly disruptive chaos.

12PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Activity 2:
An analysis of the effect of leadership styles on individuals and teams
The leadership styles that are practised within an organization have effects on both the
organization and the teams and individual employees as well. The significant effects can just not
be seen only in small organizations but also in the larger corporations as well (Landy and Conte
2016). These affect everyone within the organization, starting from the directors, to the managers
and even the newest intern within the organization. These create the corporate culture that
influences the performances within the organization and the organization as a whole.
Autocratic Leadership style and its effects: This leadership style can also be called as
authoritarian leadership style and it clearly defines the division that exists between the leaders as
well as the workers (Kramar 2014). The autocratic leaders that makes the decision, has to carry
on with their activities in applying the autocratic leadership styles with either little or no
involvement between from the employees. They all are supremely confident in making the
decisions in favour of the organization with individual responsibility comfortable enough to
operate the organization through the implied strategic plans. There have been various researches
that have found out that the autocratic leadership style happen to display a much lesser creativity
than the contemporary leadership styles that are in vogue nowadays (Jones 2016). It is perceived
that this leadership style works faster that the other leadership styles and the decisions should be
made without having much involvement from the employees of the organization. The employees
thus feel disconnected with this kind of leadership style.
Participative Leadership Style and its effects: This leadership style is also known as
democratic leadership style and most companies consider this leadership style to be one of the
best leadership styles that can be implemented within an organization. This is exactly the

13PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
opposite mechanism than the autocratic leadership style and this style emphasizes the fact that
the management offers the guidance to the team, the departments and the employees that it is
serving to. It happens to take the insights from the employees as well to accept the inputs
delivered by the individual staff members (Guillaume et al. 2017). It is essential that a manager
makes to decide on the final verdict, but this management style enables the feedbacks,
suggestions and ideas from all the employees, This makes the employees feel worthy of having
an opinion within the organization and result to a more content workforce since each individual
is capable of delivering inputs into making a decision within the organization.
Delegative Leadership style and its effects: This leadership style is also known as the
laissez-faire leadership and mostly considered as the least effective option. In comparison with
the other leadership style in managing the operations of the organization this is the leadership
style that has a stark contrast in the primary styles of leadership and the delegative leaders are the
ones who rarely make any decision in this leadership style (Francis and Santhosh 2016). The
entire functioning of this leadership style relies upon the group of employees or team members
who take upon their responsibility to make any decision (Aryee et al. 2015). These leaders
sometimes offer guidance to the team of employees or an individual employee to delegate the
making of decisions to the trusted team members. This leadership style offers just a few
advantages over the other leadership styles that are entrusted within an organization. It is often
found that the leadership style creates advantages of its own. Job descriptions and lines of
authority become blurred and confusing. The loss of motivation and positivity often accompanies
the confusion of team members.

14PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
An explanation of the benefits of flexible working practices to individuals and
organizations
There are ample advantages for both the employees as an individual and the
organizations as well when flexible working practices are employed within an organization (Jung
and Yoon 2018). The advantages of the entire set up of flexible working practises on favour of
both the employee and the organization would be effectively described as follows:
Advantages for the employees
The flexible working practices and schedule can add further advantages to the career
graph and professional life of an employee as an individual would be describes further as below:
 Flexibility develops the ability to meet the needs of the family life, the personal
obligations and the responsibilities in life in a convenient way. The various needs
of an individual from their life as well as the expectation of the family and friends
can also be met (Zigarmi, Roberts and Shuck 2018). If there is any case of
emergency the flexible time schedule allows an individual employee the ability to
be present both at work and other responsibilities in life.
 There happens to be reduces consumption of the employee commute and the fuel
costs. In some areas, it can be found that the commutes are more than an hour on
road to avail to work and the ways to work can also be uncommon (Day 2015). If
these employees can be allowed a flexible work practise and made to stay at home
and work for the organization, there could be a less consumption of both finance
and useful time. The wear and tear of people on the way to work can also be
reduced making the employees be energetic enough for work. In addition to that,
driving of fewer people would mean that the consumption of gas is much reduced

15PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
and makes it easier for people who happen to commute every day through the
roadways in public transporting systems.
 The flexible work practices makes it easier to avoid the traffic at peak hours when
almost every working person get out to reach office on time for maintaining
punctuality (Erkutlu and Chafra 2015). It would be a great noticeable change
when people would have to be in the office at 10 am instead of a constricted time
of 8 am.
 The flexible work practises often provide an individual with the feeling of
increased self control over the work and professional life and they even do not
feel overburdened or controlled by their professional lives (Folger, Poole and
Stutman 2015). The main factor that burdens an employee with their work
environment is the issue for control. When an employee is allowed to determine
their own work environment and flexible schedule, it appeals the entrepreneurial
spirit of the owner of the organization to the employees, which works in favour of
both the organization and the employees.
 The factor of employee burnout due to overload of organization is reduced in the
lowest possible way and the employees feel a sense of security to ask for a break
and go for a vacation whenever they need without having to fear face the wrath of
their seniors (Way, Jimmieson and Bordia 2016).
 The flexible working practices make the employees feel accomplished and allow
the flexibility to work even when they have accomplished the most, feeling the
freshest and enjoying their work (Bai, Han and Harms 2016). There is no myth
stating the differences between the working capabilities of a morning shifter and

16PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
the night shifter and the work culture within an organization is much elevated
than usual.
 Depending on the flexible work schedules chosen, the employees would be at a
peace watching over the reduced costs for childcare and the hours for the
childcare units (Wombacher and Felfe 2017). Even working from home requires
time for taking care of the children at home and requires devoted time required for
them. It is always more effective to look after the children by an individual self
than handing them over to the childcare centres. Thus, the flexibility in work
schedules allows the employees to take of their children by themselves reducing
the costs of childcare and reduced hours for them as well.
Advantages for the employers
The advantages that the employers can also experience with the flexible working
processes are to be listed as below:
 The morale of the employees within the organization are much increased and their
commitment to the organization as well as work engagement is heightened as well
(Bolino et al. 2016).
 There is much reduction in absenteeism and tardiness within the employees of the
organization.
 The ability of hiring or recruiting outstanding and capable employees becomes
much increased in the organization given the flexible work process and schedules.
 The turnover of valued and capable staff also becomes much more reduced given
the flexible working hours.

17PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
 The flexible work environment enables an employee to feel like working when
they feel most accomplished, like a person may feel that they are more
accomplished when they work in night shifts than the day shift, and when an
organization allows the flexible timings to the employee, it works in favour of
both the organization as well as the employee (Coggburn, Battaglio Jr. and
Bradbury 2017).
 The hours of operations for the departments like customer services become
extended, making the opportunity of the service to be available to the customers
of the organization at any given time; even after conventional work hours.
 The organization develops an image of the employer of choice with the
employees as a family-friendly flexible organization providing feasible work
schedules according to the need of the employees.
 Flexible work schedules support employee engagement, positive morale, and
retention. However, it is also to be kept in mind that the flexible work schedules
must operate to meet the needs of the business as well.

18PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Figure 5: Benefits of Flexible Work Hours
(Source: Coggburn, Battaglio Jr. and Bradbury 2017)
An assessment of how the working environment impacts on people performance
The workplace environment impacts the morale of every employee working within the
organization and thus it creates an impact on both the productivity of the employees; both in a
positive and a negative manner. A work environment encompassing several factors must also
include the consideration of the way an employee perform his or her work within the
organization. It is noticed at all times that the comfortable and an all inclusive workplace
environment works in favour of boosting the performance of the employees which in turns
boosts the performances of the organizations as well (Dalton 2017). This is the reason that
organizations should also create a work environment where the employees would feel their
importance and enjoy their daily work schedules while having the feeling of pride in whatever
they do for the organization and feel their purpose in doing so as well.
Having a comfortable and flexible work environment makes and employee enjoy their
work and feel their potential in achieving the further milestones improving their professional

19PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
lives. The impact of working environments are thus researched by various researchers to make
sure what should organizations follow to built up a feasible environment for the employees to
increase productivity as well as reduce the employee turnovers (Anderson, Potočnik and Zhou
2014). The researchers have found out that there are indeed impacts of the employees when the
respondents are concerned about the work environment. The study has also revealed that the
performance of the employees have improved if the problems within the working environment
are solved and the identified complications are never repeated that have been found during the
identification process (Leon-Perez, Notelaers and Leon-Rubio 2016). Mostly it has been found
that the implications in the working environment that affect the employees the most are the
flexibility in the working environment, the noise distraction while work is in progress within the
organization, the relationship of the subordinates with their supervisors, the presence of the job
aids, the use of the performance feedbacks, and the improvement in the work incentives within
the respective field of work in the organization that generally motivates an employee to perform
in their job.
Based on the studies that have been conducted to find out the impact of the working
environment on the employees it has been recommended that there should be periodic meetings
to be held with the employees of the industry to make them have a provision to voice their
grievances to the management and the responsible leaders (Schepers, Nijssen and Heijden 2016).
This would work as a motivating factor to the employees and this is the reason that the
management should always find the means and the ways to communicate to the employees to
make sure that the goals and strategies that they have in mind are achieved for the betterment of
the organization. This gives a boost to the organization in meeting its missions and visions.

20PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
An assessment of how an organisation’s ethical practices impact on motivational levels
Every organization in the business is in competition with each other given the gradual
rise in the business world in the recent times. As in the recent times, the competition within the
organization keeps on increasing every day, the organizations need to implement various
strategies to survive and expand at the same time (Beitler et al. 2016). It becomes increasingly
difficult to operate a business along with its financial systems and for this reasons, the
organizations should bring in several strategies in order to bring in the positive impacts of the
strategies for the survival of the business as well as its expansion. It also has to be kept in mind
about the employees within the organization and how their motivational levels are impacted.
Employee motivation is also a major factor and highly essential for an organization to thrive in
the competition today.
If the employees within an organization are not motivated enough it could mean that the a
dedicated team would find enormous difficulty in developing, where it could have been a highly
functional and dedicated team which works exceptionally to achieve the goals set by the
organization and at the same time achieving the personal achievements and goals (Benschop et
al. 2015).
A proper set of motivated employees within an organization is achieved through the good
management who would enable a motivating as well as ethical behaviour within the organization
and takes careful planning in order to support the same (Manning 2017). For setting up the
ethical behaviour, the current work environment should be checked for the analysis of the
existing values of the company and the vision, mission and goals including the ethical policies. It
should be kept in mind that there is no misleading wording or failure of communication between
the management and the employees about the initiatives of the company, including the latest

21PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
recruited employees. Each input of every employee should be subjected to proper solicitation
according to proper ethical rules and ethical issue an employee reports about should be taken
proper notice about.
For proper establishment of the ethical practices within the organization, there should be
proper ethical training provided to the employees and every members of the organization as a
proper solicitation of the ethical practises in the workplace motivates the employees in a huge
way increasing their productivity within the organization (Al‐Hamdan, Nussera and Masa'deh
2016). The ethical practises make and employee feel their importance within the organization
and also helps them find purpose in their work and motivates to improve their personal skills
further.
An evaluation of how organisations use their corporate social responsibility agenda to
motivate employees
Employees are found to be extremely motivated with the implementation of Corporate
Social Responsibilities within the organization that includes the integration of the social,
economical as well as the environmental improvements (Schneider et al. 2017). The
improvement of all these factors is heightened with the utilization of the Corporate Social
Responsibilities. Mostly, Corporate Social Responsibilities can be identified as a broad term used
to properly describe the efforts of the company to try and improve the society in some way,
mostly through their manufactured products or the services they deliver. It may also include the
donation of money to non-profit organizations and investing in the environment friendly policies
within the workplace environments.
Researchers have found that the successful implementation of the Corporate Social
Responsibilities within any organization result in developing the employee relations in the

22PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
positive ways with respect to the process of recruitment, retention, morale, and productivity
(Zhang, Chen and Sun 2015). There are various ways to implement in the organization that helps
in the motivation of the employees through proper Corporate Social Responsibilities. These can
be listed as below:
 Let the employees participate as well in the Corporate Social Responsibilities
 Let the employees lead for several Corporate Social Responsibilities tasks
 Recognize the attitude behind the Corporate Social Responsibilities and
contribute to the commitment and motivation of the employees
 Encourage the employee referrals for contributing to their loyalty to the Corporate
Social Responsibilities
 Encourage the involvement of the Corporate Social Responsibilities within the
organization and make the employees understand the mission and visions behind
the investment in training and tutoring the employees for Corporate Social
Responsibilities
 Make the executive team visible for the Corporate Social Responsibilities (Reio
Jr. and Trudel 2017)
 Convert the sick days into rewards as a part of Corporate Social Responsibilities
 Be loud about the accomplishments achieved through the Corporate Social
Responsibilities and make them visible through the social media websites

23PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Activity 3:
An explanation of how motivational theories can be applied to developing people in
organisations
A successful business leader should be able to motivate and inspire the employees
accordingly to make them understand the mission and vision of the organization as well as
inspire them in working towards them (Prause and Mujtaba 2015). The employees can be made
to understand the mission and vision of the organization through several motivational theories
applied by the understanding of philosophy to these employees. There are several ways by which
the motivational theories can be applied to develop the people within the organization, and they
are to be listed as below:
Hertzberg's Two-Factor Theory: This theory generally considers the improvement of
motivation and hygiene of the employees (Cummings and Worley 2014). These two factors are
implemented in the workplace through the establishment of the comprehensive salary and
benefits programs, the development of team-building workshops and the creating of ways to
recognize the good performances.
Maslow's Hierarchy of Needs: This theory establishes the general demands of meeting
the basic needs of the employees including their psychological well-being and the recognition of
the need for their safety, belonging and self esteem (Putnam, Fairhurst and Banghart 2016). To
apply this at work, managers can implement diversity training and programs that celebrate
differences in people.

24PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Hawthorne Effect: This theory is mostly based on the productivity theory and it is
mostly based on the physical conditions of the employees at work including the amenities that
they are provided with for their working feasibility (Dyer and Song 2015).
Expectancy Theory: This theory work in favor of the recognition of the performance of
the employees in the expectation of the results within the organization and how feasibly they are
being achieved by every individual employee (Driskill 2018).
An explanation of the different uses of coaching and mentoring in organisations
The process of coaching and mentoring the employees that could further help the
employees to adapt into the environment and culture of the workplace can prove to be extremely
beneficial as it would make any employee, old or new, within the organization receive from
personal guidance on specific job duties, processes or responsibilities and understand them
completely (Boddy 2014). These can be achieved through the following processes:
Retention: At the level of an organization, coaching and mentoring can help in the
encouragement of the employees in improving their loyalty to the company more (Baillien et al.
2014). When previously experienced members of the organization help in moulding the career of
and provide opportunities for mentees, the new employees may feel a greater sense of connection
and commitment to the business.
Personal Development: This results in better efficiency across the organization when
bringing on new employees (García et al. 2017). In addition, coaching and mentoring can help
guide an employee along on her career path resulting in an employee well versed on company
expectations.

25PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Team Efficiency: The coaching and mentoring of the employees within an organization
happens to improve the function of the team as a whole and it allows a manager to identify what
are the strengths and weaknesses of each employee as an individual (Schein 2017). The
organization does castle access to capitalize all the resources that they have at hand for managing
the entire team in working smoothly if the employees request a vacation or takes an off for sick
day.
An analysis of the benefits of training and development to individuals and organisations
Training and development of every individual working within the organisation is
absolutely important as it is believed that most employees have certain amount of weaknesses in
the workplace kills according to the structure of an organisation (Luthans, Luthans and Luthans
2015). The training program that is in by within the organisational system allows a person to
strengthen the skills and make sure that they retain their skills according to the organisation's
requirements.
This is why the training and development programme brings together the employees to a
much higher level of the similar skills and knowledge that they used to process at the time of
joining the organisation (Riasi and Asadzadeh 2015). It is believed that a well trained employee
practically shows a greater rate of productivity and their work output is higher in quality than
that of an untrained employee. The training and development programme happens to increase the
key skills of the employees and makes their performance much more improved for a particular
job. Another benefit of this training and development programme of individual employees within
the organisation helps in increase both the quality and quantity of a person's basic skills
reflecting in the output.

26PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
Conclusion
Thus, it can be concluded from the above analysis that people management within an
organisation is extremely necessary than having an organisation with no people management at
all. it is already analysed in the above report that human resource management and people
management are extremely different zones of operation within the organisation. Where Human
Resource Management only operates the recruitment process and the management of the
employees within the organisation, people management works at a much deeper level and try
different mechanism and neutralizes various theories to motivate the employees to help them
increase the productivity and add to the benefits of the organisation in a much more organised
way. The work environment and work culture within the organization involves in maintaining
the propagation of the work within the organization. Organizational culture is the way by which
the organization conducts its way of conducting the operations and the employees within the
organization. When numerous employees work within an organization there is indeed the
implication of differences of opinion within them. This happens since no two human beings have
the similar mindsets or same perspective. So an occurrence of personal difference over a matter
is quite common within a given organizational environment. Various other factors also work in
the behest of the employees to create differences between each other. The structure of the
organization and the organizational culture impacts a great influence over the employees within
the organization. Nowadays, the company focuses more on the empowerment of the employees
within the organization so that they do not have to shy away from expressing their feelings over
the organizational environment or the operations management. The analysis thus describes all the
factors that provide valuable insights about the ways a successful people management can be
achieved within the organization.

27PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION

28PEOPLE MANAGEMENT STRATEGIES IN ORGANISATION
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