People and Organisations Report: Evaluating Bloom Perfumery Strategies

This report provides a comprehensive analysis of people and organizations, focusing on key aspects relevant to Bloom Perfumery, a perfume company starting in LSBU. It begins by examining the characteristics of effective work groups, highlighting elements such as clear direction, collaborative spirit, effective decision-making, and mutual accountability. The report then delves into retention strategies for newly recruited employees, emphasizing the importance of pay and benefits, training and development, work-life balance, and recognition and rewards. Furthermore, the report discusses the significance of performance appraisal in managing employee performance, outlining its benefits in providing feedback, informing training decisions, and guiding compensation strategies. Finally, it explores different types of organizational culture, including power, role, task, and person cultures, recommending the adoption of a task culture for the perfume company. The report concludes with a summary of the key findings and recommendations, emphasizing the importance of effective teamwork, clear roles, performance management, and the adoption of an appropriate organizational culture for achieving organizational goals.

People and
organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Characteristics of Effective work group.....................................................................................1
TASK 2............................................................................................................................................2
Retention Strategies for newly recruited employee ...................................................................2
TASK 3............................................................................................................................................3
Importance of Performance Appraisal for managing employees performance...........................3
TASK 4............................................................................................................................................5
Different types of Organisational Culture ..................................................................................5
CONCLUSION................................................................................................................................6
REFFERNCES.................................................................................................................................7

INTRODUCTION
Organisation needs effective manpower to manage and control the business activities in a
effective manner. Managers and leaders within the organisation should influence and inspire
individuals to work effectively towards the attainment of organisational goals (Cascio, 2015).
This report is based on recruiting market specialist for a bloom perfumery organisation in
London which is starting a perfume company in LSBU. The report will contain the
characteristics of effective group as well as the retention strategies. It also analyses the
importance of performance appraisal for managing the task of newly recruited employee and
discusses different types of organisational culture within the business.
TASK 1
Characteristics of Effective work group
In every organisation it is necessary for the mangers to form groups an team so that
employee wok collaboratively, this leads to minimisation of conflicts and helps in attaining the
common goals in a positive manner. It is necessary for respective organisation to form groups so
that employees work effectively. Characteristics of effective groups include-
 Clear Direction- Groups consist of many employees within the organisation, team
members should be aware about the purpose of the existence of the company. This
provides them clear direction to work and team goals should be effectively
communicated so that team members work in right direction towards attaining goals.
 Collaboration Spirit- When the team members within the respective organisation
effectively communicate and collaborate it leads to generation of more ideas and thoughts
which assist the team work work to attain the results in a effective manner(Farndale and
et.al., 2014).
 Decision Making- In a effective group within the organisation, prior making decision
views and opinions of all the team members should be taken so that team can make
effective decision and therefore maintains harmony and trust among all the employees.
 Mutual Accountability- In a effective group, team members equally accept the
responsibility of the task as a individual and as a team and should not blame others for
the failure or mistakes. Team members should work collaboratively towards success of
organisation (How to Define an Effective Team, 2019.).
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Reflection
While working in this group assignment effective team was made with qualified members
which made my task easier to work effectively and gain more understanding and knowledge
towards the report. There was a mutual trust and accountability between the team members
which perform the group task in a effective an a timely manner. As the goals were clear team
members worked in clear direction and enhancing the team spirit. Working in team also
enhanced my knowledge through better sharing of ideas and opinions which led me to perform
my task in a effective manner. Effective decisions regarding the project was made after
consulting all the team members, this maintains harmony in the group by minimising conflicts.
TASK 2
Retention Strategies for newly recruited employee
Retention Strategies are the policies and plans that the respective organisation should
follow as a way to reduce employee turnover and ensure employees are engaged for long term
with the small organisation. Their are different retention strategies which the respective
organisation can use-
 Pay and Benefits- In order to reduce employee turnover respective small business which
needs new employee should provide attractive salary and other incentives to retain the
newly recruited employees for a long term period (Employee Retention Strategies, 2019).
 Training and Development- Employees should be provided with necessary trainings so
as to enhance their skills and capabilities which motivates them to work effectively
towards the success and growth of the small business. Training when provided to the
employees they work more efficiently and attains the positive results within a short time
frame (Howard, 2012).
 Work- life balance- Respective small business should provide an effective work life
balance I.e. newly recruited employees can effectively work during their working hours
and have fun in their personal life. Staff within Bloom Perfumery should not be expected
to work long hours and moreover proper leaves and vacation should be provided at a
fixed interval of time so as to increase job satisfaction. This will assist respective
company to retain marketing specialist for a long time period.
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 Recognisation and Rewards System- As the respective business is hiring new employee
it should properly recognise the efforts and provide necessary rewards and bonus to the
employees so as to retain them in organisation for a long time period. This influences the
employee to work more effectively and remains in the organisation for a long time
period.
These are the effective employee retention strategies which the respective organisation should
use to reduce employee turnover and enhances brand image of the company.
Reflection
Necessary training should be given to the marketing specialist such as analysing the
market data effectively and interpreting the results out of it. Moreover communication skills
should be enhanced so that they can effectively interact outside with clients and retains in the
organisation for a long time period and achieves the positive results. When the market specialist
performs its roles and responsibilities in a effective manner, efforts should be recognised, this
motivates the individual to perform effectively and retains in the organisation for a long time
period. In my view attractive pay should be offered to the newly recruited marketing specialist so
that individual doesn't switches the company and perform its job related responsibilities in a
proper manner. These are the effective retention strategies which the small business should
adopt so as to reduce employee turnover and maintains a high level of goodwill in the outside
market.
TASK 3
Importance of Performance Appraisal for managing employees performance
Performance Appraisal is a systematic process in which employees job performance is
evaluated in the relation to the project, employee has worked and its overall contribution towards
the success of the organisation. It results in the evaluation of employees skills, achievements and
growth during the annual period within organisation.
Their are various advantages of performance appraisal for managing employees performance
which are described as follows-
 Performance Feedback- Employee within the organisation should be provided with
necessary feedbacks according to their performance. This information assist them to
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improve their performance in order to get higher promotion and more incentives and pay.
Moreover this feedback also improves the employees future performance and motivates
them to work effectively. This effectively helps in managing the employee performance
and influence them to work with more dedication (Koglin, 2015).
 Employee Training and Development Decisions- Performance Appraisal helps in
reviewing the employees performance which provides necessary information to managers
that training and development sessions should be organised for the employees to improve
their performance level. Necessary training in the form of workshops and seminars
should be conducted so that employees performance can be easily managed and enhanced
(Importace of Performance Appraisal, 2019). Therefore reviewing the employees
performance provide insight to the managers that training facilities if provided could
increase their future performance and improves productivity within the respective
perfume shop.
 Compensation Decisions- By reviewing the employees performance, it provides correct
information to the managers of Bloom Perfumery organisation to take effective
decisions regarding providing compensation to employees. Employees are provided
compensation according to their performance. This motivates the individual to perform
effectively and attain maximum compensation and incentives benefits.
These are the advantages of Performance Appraisal which helps the manager to take effective
decision regarding managing employees performance.
Reflection
As the bloom perfumery small business is hiring a marketing specialist for for conducting
the market research and analysing the market data and therefore develops effective strategies for
increasing brand awareness and conducts product promotion. Therefore for newly recruited
employees, performance appraisal greatly helps in enhancing and managing the employees
performance such as providing feedback to the employees about their performance against the
specific job roles and responsibilities provides effective information to work effectively and
minimise the negative results and works effectively towards increasing the sales volume for the
perfumes. Moreover with this information need for training sessions could be analysed which
effectively improves the performance of marketing specialist and effectively enhances the good
will of the company. This influences new recruited employee to work effectively and increase
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awareness about the existence of the new perfumes shop, leading to improved profit margins and
sales for the company. Therefore Performance appraisal of marketing specialist also allows the
manager to take effective decision regarding compensation so as to what percent employee
compensation should be increased and necessary promotions should be provided. Hence it is an
effective tool for managing and enhancing employees performance within the Bloom Perfumery
Shop.
TASK 4
Different types of Organisational Culture
Organisational culture is defined as the underlying beliefs, assumption, values and
attitude that prevail within the organisation and guide and influence the members behaviour the
organisation. It also affects the way individual interact with each other, client and stakeholders.
With the help of Handy model of organisational culture it has classified culture into four
different forms such as power culture, role culture, task culture and person culture.
 Power Culture- Under this culture power remains in the hand of few authorities who
influences their power through out the organisation. Only few individuals has the power
to take decisions, this power culture is a strong culture where individual work according
to rules and regulations and managers can take effective decisions within short period of
time (Kooij and Boon, 2018).
 Role culture- Organisation following the role culture are based on the strict rules and
regulations. Employees are highly controlled and are aware of their roles and
responsibilities and perform them effectively towards attaining goals and objectives in a
positive manner. This culture is typically followed in large organisational structure with a
long chain of command. This type of culture is not suitable within the small business as
this tend to be more bureaucratic(Charles Handy Model, 2019).
 Task culture- This type of culture prevails within the organisation when teams are
formed to address a specific problem or to complete a well defined project. This is the
effective culture which helps in the accomplished of task in a effective manner and brings
the right people and the right resources together for the accomplishments of tasks in a
effective manner.
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 Person Culture- Under this form of culture individual see themselves as superior to
organisation and find themselves unique in comparison to other organisation. As
organisation is a full of individuals in which similar trainings are provided so that
employees work effectively. Here he power lies within each group of individual.
REFLECTION
As in the project team member are effectively working towards attaining the positive
results. This report is based on small scale perfume shop in which task culture will be adopted as
its main emphasis is on getting the job done and brings together right people for the right job by
providing them adequate amount of resources. Moreover this culture is very appropriate and
flexible to meet the requirements of the environment and effectively help in managing success of
the project effectively.
CONCLUSION
From the above report it has been concluded that effective teams should be made within
the organisation to attain the positive results in a timely manner. Roles and responsibilities
should be made clear to all the team members which provides them a effective direction to work.
Performance appraisal also helps in managing employees performance and helps managers to
take effective decisions. Moreover task culture is the most appropriate culture should be adopted
within the organisation to make the team members work effectively towards completing project
activities in a positive manner.
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REFFERNCES
Books and Journals
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Farndale and et.al., 2014. Work and organisation engagement: aligning research and
practice. Journal of Organizational Effectiveness: People and Performance. 1(2).
pp.157-176.
Howard, A., 2012. The thinking organisation. Journal of Management Development. 31(6),
pp.620-632.
Kamoche, K., Siebers, L.Q., Mamman, A. and Newenham-Kahindi, A., 2015. The dynamics of
managing people in the diverse cultural and institutional context of Africa. Personnel
Review. 44(3). pp.330-345.
Koglin, T., 2015. Organisation does matter–planning for cycling in Stockholm and Copenhagen.
Transport policy. 39. pp.55-62.
Kooij, D.T. and Boon, C., 2018. Perceptions of HR practices, person–organisation fit, and
affective commitment: The moderating role of career stage. Human Resource
Management Journal. 28(1). pp.61-75.
Lush, A., 2014. Fundamental personal information management activities–organisation, finding
and keeping: A literature review. The Australian Library Journal. 63(1) . pp.45-51.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Thomson, R. and Thomson, A., 2012. Managing people. Routledge.
Online
How to Define an Effective Team. 2019. [Online]. Available
Through:<https://hygger.io/blog/11characteristics-of-effective-team/>
Employee Retention Strategies. 2019. [Online]. Available
Through:<https://wheniwork.com/blog/7-great-employee-retention-strategies/>
Importace of Performance Appraisal. 2019. [Online]. Available
Through:<http://hrmpractice.com/importance-of-performance-appraisal/>
Charles Handy Model. 2019. [Online]. Available
Through:<https://www.businessballs.com/organisational-culture/charles-handy-model/>
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