BUNI Travel Case Study: People and Performance BMP4006 Semester 2

This case study analyzes the people and performance strategies at BUNI Travel, a local travel agent in Bolton. It explores tools and techniques for improving organizational performance, including real-time feedback, performance appraisals, reward and recognition schemes, personal development plans, and key performance indicators. The report emphasizes the critical role of employee wellbeing in enhancing motivation and performance, discussing factors like recognition, burnout, and the impact of the COVID-19 pandemic. It also applies Maslow's hierarchy of needs to understand and address employee needs, aiming to create a positive work environment that fosters employee satisfaction and contributes to the company's growth and competitive advantage. Desklib provides access to similar solved assignments and past papers for students.

BSc (Hons) Business Management
BMP4006
People and Performance
Assessment 1
Case Study: BUNI Travel
Semester 2
Submitted by:
Name:
ID:
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Contents
Introduction p
What tools and techniques will help improve organisational
performance? p
The role of employee wellbeing in improving motivation and
performance p
Conclusion p
References p
Appendix p
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Introduction
People and performance is defined as managing the performance of the employees in
an organization to develop them in a way to work at their best potential. It relates to how
individuals are motivated and reviewed in terms of their performance. The report will be
based on BUNI, a local travel agent which is based in Bolton. It is an effective organization
delivering best services to its customers over a period. This report will include the tools and
techniques which will help the organization to enhance organizational performance, role of
employee wellbeing in improving their performance and motivation and a PESTLE analysis
for the organization.
What tools and techniques will help improve organisational
performance?
There are various techniques and tools which are developed in order to improve the
performance of the organization. By using these tools the organization may be able to
discover the key problems in the organizational structure and may be able to make the
effective changes which may be required in order to improve the performance. It may help
the organization to gain competitive advantage among its rivals and stay ahead in the
industry. They are as follows:
Real time feedback:
The organization may focus on providing the employees with an accurate and fair
feedback which may be critical for improving the performance. Feedback is considered as
more efficient when it is timely shared with the employees as they may be able to make the
changes in their performance when it is needed and not repeating the same mistakes. It may
be beneficial for BUNI to improve recruitment, increase the retention of employees and
improve their performance (Borst, 2018). The organization may be able to provide valuable
feedback to the employees with the help of smart gadgets such as phones, tablets and laptops
as they are highly accessible and may use performance management software to connect the
employees and managers any time. It may also help the employees to connect better with the
organization and feel a sense of responsibility towards the organizational goals.
Performance appraisals:
It may the most commonly used performance management tool which may be
incredibly powerful to align the aims of individuals with the strategic objectives of the
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organization. The regular appraisals on the basis of the handwork and achievement of the
employees may provide them with motivation to work with their best potential. The appraisal
process must be fair, honest and constructive to get the best out of this tool. This may help the
organization to identify the people those who are not work according to their required
potential and the people who are not suitable for continuation in the company. This may be
beneficial for the employees to improve their performance due the satisfaction levels
provided by the regular performance based appraisals (Rangarajan and et.al., 2020).
Appraisals generally instill a form of self-respect and pride in the employees which may be
beneficial for increasing their dedication towards the organizational goals. It may give the
management the opportunity to enhance the quality of the work provided by the employees
which may help in improve their performance.
Reward and recognition schemes:
Rewarding employees on the basis of their performance may be another important
technique by which BUNI may be able to improve their performance. When employees feel
unrewarded and unrecognized, their may be a decrease in their motivation levels. These
schemes are therefore important for the organization improve the performance of their
employees and maintaining their morale to work efficiently towards the organizational aims
and objectives (Ogbonnaya and Messersmith, 2019). Providing the employees with bonuses,
recognition and praising them for their valuable contribution may be important in improving
the organizational performance. It may also be beneficial for the employees to focus on their
work efficiently and make the best efforts to improve performance of the organization. It may
help the organization to gain the support of employees in enhancing the organizational
performance and increasing their productivity.
Personal development plans:
It may be also known as an action plan which is based on awareness and reflection of
the individual needs and performance of the employees. It may include setting of objectives
and goals for future actions and performance that will support personal development. BUNI
may provide their employees with specific development courses and schemes for correcting
the identified training and development needs in the individuals. PDPs not only helps
employees to feel more engaged in the company but also identifies certain concrete steps that
may help in driving the organizational performance in the future (Elsbach and Stigliani,
2018). By developing these personal development plans the company might be able to create
a culture of high performance in the organization where employee might take initiatives
themselves and contribute better towards the organizational goals. It may be suitable for a
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company like BUNI which has a relatively small workforce as it may help in effective people
management. As BUNI may be working with a traditional Personnel department it may help
the organization to improve the skills of the existing workforce. The performance of the
organization may also be positively effected by the personal development plans as the
employees may collectively improve and contribute effectively towards the company This
may give the management an opportunity to expand its workforce with highly qualified
individuals who have more potential to provide better results.
Key performance indicators
KPIs and metrics may provide an effective way to evaluate the performance of
business units, companies, individuals or projects in relation to the strategic aims and
objectives of the organization. These indicators may help the organization in enabling better
decision making and rich data driven performance conversations in the management. The
measurement of everything which is crucial for the organization may provide a satisfaction to
the management that the performance of the employees is being managed effectively (Walker
and Caprar, 2020). Employee satisfaction is one of the major KPI tool to improve the
performance of employees and enhancing the organizational success in the competitive
environment, It may be a vital navigation instrument to provide the clear picture of the
current scenario of the performance and the position of the business in the market. The
business may be able to maintain its workforce effectively with the use of KPIs and enhance
their performance by reducing the possibility of errors in the work.
The role of employee wellbeing in improving motivation and
performance
Employee wellbeing and their productivity may be proven correlation between them.
They may feel exhausted and burnt out when they feel their worst which may be the major
reason for their less motivation. Employees of the organization are the major asset who lays
the foundation of the work and their wellbeing may be the prime responsibility of the
organization in order to grow and prosper (López-Cabarcos, López-Carballeira and Ferro-
Soto, 2020). BUNI travel may put measures in order to cater their wellbeing and provide
flexibility in its working environment for the employees to work freely. These initiatives may
differ on the company's culture, budget and employees which the organization maybe focus
to effectively manage the performance of the employees.
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The engagement of employees may be highly linked with their wellbeing which may
be matter of concern for the organization to improve their motivation and performance
towards the aims and objectives. It may have a significant role in the development of their
skills and their attitude towards the tasks assigned to them. There may be different factors
which may affects the wellbeing of the employees such as lack of recognition by their
superiors on their valuable efforts to the organization. It may have a negative impact on their
confidence and self-actualization (Garza-Reyes and et.al., 2018). Burnout and fatigue during
the work may be another factor of depression and dissatisfaction among a major population
of employees.
The other challenge for the organization may be the COVID-19 pandemic which has
put major concerns on the health and wellbeing of employees. It may be difficult for them to
manage their professional and personal lives under such conditions. It may have a lot of
pressure on the employees to organize their work and take care of their loved ones which may
be the reason for their inefficiency. The organization may focus on providing the employees
with a positive work environment and reduce stress which may help in increasing their
performance.
The organization may focus on wellbeing of employees as they are the ones who
complete the valuable tasks and deadlines of the company and deserve better support from
the management. A satisfied and motivated employee may be able to contribute more towards
the organizations aims as he may be psychologically more sound than the other employees. It
may show the difference in the effectiveness and efficiency among different employees
which is a major factor to focus in order to increase the organizational performance.
BUNI may motive their employees by understanding their crucial needs by using the
Maslow’s hierarchy of needs, which is a psychological theory that explains employee
motivation through the pursuit of several degrees of wants (He, Morrison and Zhang, 2019).
Employees are motivated to meet their needs in a hierarchical sequence, according to the
notion. This list starts with the most necessities and progresses to more complex requirements
which are as follows:
Psychological Needs
They are the basic needs of the employees which the company may need to fulfill in
order to enhance their performance and improve their productivity. It may be beneficial for
the employees when their primary needs such as food, water, shelter, etc. are met regularly. It
may provide them with motivation to work with their best potential towards the aims and
objectives of the organization.
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Safety Needs
It may be the next but one of the most important factor for the employees as when
they feel secure and safe in the work environment they tend to work effectively. It may
provide employees with stability and safety to grow and improve in the existing work
environment. It may also increase the motivation levels in the employees to work efficiently.
Love and Belonging Needs
When the social needs of the employees are successfully met it may provide them
with satisfaction and motivation. It outlines the need of an individual for family, friendship
and love which may be important for the employees to grow and prosper in the work
environment. It may also have an influence over their performance which may be beneficial
in developing their productivity.
Esteem Needs
The need of the employees to gain status, recognition and respect may be a major
requirement for them to improve their performance. BUNI may focus on rewarding their
employees on the basis of their contribution towards the organization which may help them to
gain competitive advantage in the market.
Self - Actualization Needs
It is a final level of the theory which may be the most important need of the
employees as they may realize their full individual potential which is crucial for motivation.
Individuals strive to become their best version when their self-actualization needs are met and
organization may focus on providing employees with programs and courses to enhance their
skills and performance (Ghasemaghaei, Ebrahimi and Hassanein, 2018). The right education
and information may be provided by the organization to the employees to increase their
motivation towards the objectives of the organization.
It may be beneficial for the organization to understand the crucial needs of the
employees and changing its framework to enhance their experience. It may motivate them to
work effectively and contribute in the organization willingly. The wellbeing of the employees
hence is important to increase the growth of the company and gaining competitive advantage
in the industry.
Conclusion
On the basis of the above report it has been concluded that the tools and techniques
used by the company to improve the organizational performance have been beneficial in
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enhancing the productivity of the company. They have been helpful in increasing the
efficiency of employees to perform better and develop valuable skills. Employee wellbeing
has a major role in improving the performance and motivation of the employees which has
been beneficial in the development of the organization. The organization has experienced a
positive impact on their performance by providing employees with a flexible work
environment and release pressure from them.
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References
Borst, R. T., 2018. Comparing work engagement in people-changing and people-processing
service providers: A mediation model with red tape, autonomy, dimensions of PSM,
and performance. Public Personnel Management. 47(3). pp.287-313.
Elsbach, K.D. and Stigliani, I., 2018. Design thinking and organizational culture: A review
and framework for future research. Journal of Management. 44(6). pp.2274-2306.
Garza-Reyes, J. A. And et.al., 2018. The effect of lean methods and tools on the
environmental performance of manufacturing organisations. International Journal of
Production Economics. 200. pp.170-180.
Ghasemaghaei, M., Ebrahimi, S. and Hassanein, K., 2018. Data analytics competency for
improving firm decision making performance. The Journal of Strategic Information
Systems. 27(1). pp.101-113.
He, J., Morrison, A. M. and Zhang, H., 2019. Improving millennial employee well-being and
task performance in the hospitality industry: The interactive effects of HRM and
responsible leadership. Sustainability. 11(16). p.4410.
López-Cabarcos, M. Á., López-Carballeira, A. and Ferro-Soto, C., 2020. New ways of
working and public healthcare professionals’ well-being: the response to face the
covid-19 pandemic. Sustainability. 12(19). p.8087.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and
differential effects of human resource management subdimensions: Mutual gains or
conflicting outcomes?. Human Resource Management Journal. 29(3). pp.509-526.
Rangarajan, D. and et.al., 2020. People, process, and performance: Setting an agenda for
sales enablement research. Journal of Personal Selling & Sales Management. 40(3).
pp.213-220.
Walker, B. W. and Caprar, D. V., 2020. When performance gets personal: Towards a theory
of performance-based identity. Human Relations. 73(8). pp.1077-1105.
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Appendix
A PESTLE analysis for BUNI Travel
Political factor:
It is a positive factor for the organization as various governments in the world have
opened their borders for foreign visitors. The process of getting visas and travel has become
easier and less complex. The most popular tourist destinations may be safe for the tourists to
explore due to the government stability.
Economic factor:
It has a positive influence over the company as the incomes of individuals has risen
gradually which may encourage them to spend more on travel. The increase in sharing
economy have been the reason for change the way people travel. It may be reliable for
consumers to enjoy the services of the company.
Social factor:
This is a positive factor for the company due the social pressures in the society to
show off and impress the people by travelling may benefit the organization. Another aspect
of this may be the rational and regional acceptance of individuals which motivate them to
travel and learn about new traditions.
Technological factor:
It has a positive effect on the company due the advancement in the transportation and
connectivity department in the world. It has increased the business for the organization by
easing the travelling process.
Legal factor:
This factor has a positive effect on the organization as many banks may provide loans
for tourism and the legal framework of countries may support industry. It has been beneficial
for the company to grow due to the legal support.
Environmental factor:
This factor has a negative impact on the organization due to the pollution created by
the different vehicles by which people travel. The negligence of tourist towards the
importance of heritage of a place has put pressure on the company due to government
intervention.
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