Personal and Managerial Effectiveness: A Report on Maitland Group

This report delves into the concepts of personal and managerial effectiveness, focusing on the challenges and strategies for managing a diverse workforce within the context of Maitland Group, a multinational firm. The analysis explores how companies can effectively respond to the complexities of workforce diversity, considering factors such as communication, policy enforcement, diversity training, and the creation of an inclusive organizational culture. The report examines strategies like enforcing zero-tolerance policies, prioritizing communication, conducting diversity training, and embracing telecommuting to foster a more inclusive environment. It also highlights the importance of recognizing and overcoming unconscious biases and creating diverse corporate cultures. The conclusion emphasizes the significance of personal and managerial effectiveness in navigating the challenges of workforce diversity. The report provides recommendations for senior management to enhance the management of a diverse workforce, ensuring that Maitland Group can leverage the benefits of diversity while mitigating its challenges.

Personal and Managerial
Effectiveness

Table of Contents
INTRODUCTION .........................................................................................................................1
DISCUSSION AND ANALYSIS ..................................................................................................1
How a company can effective respond to challenge of managing a diverse workforce
effectively....................................................................................................................................1
CONCLUSION................................................................................................................................6
RECOMMENDATIONS ................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Personal effectiveness could be delineated to usage of skills, energy, efforts and talent of
an individual for reaching towards set of goals within the life (Madan and Srivastava, 2017). At
same time, managerial effectiveness refers to executing managerial tasks and functions
effectively. Through working of personal and managerial effectiveness, human resources gains
better understanding about their skills and talents as well as used them optimally. To gain
knowledge about the topic, Maitland Group is taken into consideration. It is a multinational firm
that was established in 1976 which is registered in Malta. It provides seamless multi fiduciary,
jurisdiction legal along with fund administration services. In last couple of years, the business
have recently undergone rapid changes because of strategic, environmental and other reasons.
Among the all, one of key challenge faced by the enterprise is how to respond towards new
challenge to manage workforce which is increasingly diverse.
The report includes critical evaluation of workforce diversity for 21st century company
and the ways it can effectively respond to challenge of managing diverse workforce effectively.
It also includes set of recommendations to senior management about the ways through which
management of diverse workforce can be enhanced.
DISCUSSION AND ANALYSIS
How a company can effective respond to challenge of managing a diverse workforce effectively
The word diversity comprises acceptance and respect. In other words, diversity refers an
understanding that each person is unique as well as recognising individual differences. It can be
the dimensions of gender, physical abilities, race, political beliefs, ethnicity, socio-economic
status and other ideologies. Workforce diversity is termed to variety of differences among people
at workplace. It is all about bringing together variants of population at one organisation (Osborne
and Hammoud, 2017). It have huge implications of management of company and managing
diverse people is one of challenge that is faced by HRM professionals of any business. As the
workplace becomes more diverse then it increases chances of issues accordingly. All the
professionals and managers are required to be aware for multiple challenges related to diversity
so that the challenges could be prevented and responded on accurate time. In 21st century
businesses, diversity is crucial for employees as it manifests in building great brand image for the
institution, generates opportunities for manpower and results in enhancing profitability.
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Maitland Group is multinational venture that have around 780 employees belonging to
different nations, religions, having distinct talents, skills and so on. The organisation have
undergone quick changes due to environmental addition to strategic reasons. Managing diverse
workforce is a key challenge faced by the entity as in modern working, the company is
committed for engaging diverse perspectives, skill sets along with experiences for reaching
successful heights. However, building an environment of inclusion addition to diversity is
preached and creates complexities to put into real practice. Increasing workplace diversity is
causing huge issues to the managers. The challenge is resulting in various issues including
colleagues from different cultures are less likely to let their voices be heard, integration between
multicultural teams is difficult in facing negative cultural stereotypes and misinterpretation of
professional communication. Moreover, increasing diverse workforce also results on different
understanding of etiquette of professionals, conflicts in working styles of teams or departments
and hostility. In order to respond towards new challenge of managing workforce which is
increasing diversely, some of the strategies which can be used by managers of Maitland Group
are as discussed:
Enforcing zero tolerance policy: In 21st century organisations, there is no place for off-
colour jokes associated with differences among people and stereotypical slurs. Zero tolerance
policy is a programme that imposes a punishment for each infraction of defined regulation. The
policy forbids individuals in authority designations from exercising any discretion for fitting in
situations subjectively (Bowers, Hall and Srinivasan, 2017). By using zero tolerance policy,
professionals of Maitland Group can manage increasing diversity of manpower by putting the
policy for handling transgressions along with letting it be known to people that prejudices and
discriminations will bet be tolerated. Moreover, the management team can encourage workforce
to report situations of behaviours and establish formal grievances procedures in order to
empower staff to report about issues so that effective decisions could be devised for responding
the challenge promptly. In such situation, it is responsibility of managers to hold people
accountable.
Prioritising communication: Communication is an action to convey meaningful
information from one person or functional unit to another by using mutually understood
language, symbols and others (Brown, 2017). In 21st century companies, communication is key
for exchanging necessary thoughts, ideas and views among exiting workforce. For managing
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challenge of diverse workforce, managers of Maitland Group can ensure to effectively
communicate with all employees. Moreover, the professionals of the firm can design various
policies, safety rules, practices and necessary information for overcoming barrier related to
language, religion and culture through translating materials addition to using images whenever
applicable.
Enforcing organisational policies which supports diverse groups: Companies which
embraces diverse workforce are required to ensure that various policies and practices must be at
place for protecting rights of employees as well as staying complaint with regulations. In case
with Maitland Group, managers are required to look towards their workplace policies for
ensuring that they supports diverse groups of workforce. Organisational managers can enforce
various policies including flexible work schedules, workplace daycare facilities, health coverage
and so on for making the business more appealing to staff with variants of needs, requirements
and interests (Hällgren, Rouleau and De Rond, 2018). Furthermore, walking through the physical
setting for looking towards ways in which environment is prejudicial for group of people can
also leads to effective management of diverse workforce.
Conducting Diversity training: In an entity, diversity training refers to a program which
is designed for encouraging positive intergroup interaction, eliminating discrimination together
with reducing prejudice at workplace. Within 21st century firms, This kind of training generally
teaches employees that are different from others about the ways to perform together effectively.
An increasing number of individuals are becoming aware about significance of diversity as it do
not always come naturally (Alfes, Antunes and Shantz, 2017). The most outward inclusive staff
can posses unconscious biases. For managing diverse workforce, managers of Maitland Group
can conduct diversity training to provide education for attaining and maintaining increasing
diverse workplace. The managers can also conduct various training programs and in all, the most
basic is said to awareness training that covers advantages together with significant of diversity at
place of firm. At same time, the managers can also conduct skill training for enhancing skill set
and creating more inclusivity among employees.
Remembering various dimensions of diversity: It have been analysed that there are
multiple dimensions of diversity that are required to be remembered by managers for the purpose
of managing increasing diversity in effective manner (Milligan and Hulse, 2020). Primary
diversity dimensions comprises the elements that cannot be altered such as age, ethnicity,
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physical qualities, race and gender. For managers of Maitland Group, it is important to remember
all the dimensions related to diversity for managing different people at company. In other words,
for managing the increasing diverse workforce, managers can balance workers having distinct
abilities and belonging to other generations.
Uncovering as well as overcoming unconscious bias: Within a workplace, most
employees have unconscious bias. Implicit or unconscious bias is said to a prejudice that is
against particular population groups which they are not aware of. It is perceived that unconscious
bias impacts decision making together with behaviour of an individual (Cooper and Hesketh,
2017). In this context, job of manager in Maitland Group is to assist employees discovering
along with acknowledging unconscious biases so that all work for eradicating them. By
uncovering unconscious biases, managers can deal with the challenge of increasing workforce
diversity impressively.
Creating diverse corporate culture: Organisational culture represents proper manner yo
behave in company. In 21st century, each business concern posses its own unique personality as
similar like people do. This kind of unique personality is its culture. Within group of individual
that perform together, culture of entity is an invisible rather powerful force which encourages
behaviours of each people in the group (Stouten, Rousseau and De Cremer, 2018). For Maitland
Group, higher management can respond towards the challenge of increasing diversity, they can
create diverse organisational culture which supports dimensions of increasing diversity.
Securing executive buy-ins: In order to respond towards complexity of managing
increasing diversity, executives addition to upper management of 21st century firms are required
to be on board as well as model open minded attitudes. In case with Maitland Group, managers
van respond towards the challenge through treating all workforce with respect, do not show any
favouritism for specific group, communicate information related to diversity in organisational
meetings and act swiftly in case of diversity breach (Stamopoulos and Barblett, 2020). When
professionals will meet resistance, they will gain success in listing the ways that diversity at
organisation can be in favour for business addition to a reminder of legislative consequences to
ignore negative implications.
Embracing telecommuting: Telecommuting is an arrangement for employee within
which they are allowed to work outside of organisational office. It often means working from
house and place that is close to office including co-working space, coffee shop and so on (Crees-
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Morris, 2019). In 21st century, businesses are permitting their people to work from home for all
part of the weeks. Maitland Group is an international advisory, family and administration office
that offers legal, fund administration and investment services to clients across all jurisdictions.
For managing diverse workforce, managers of the firm can embrace telecommuting that helps in
managing people at workplace effectively. They can allow the employee to complete tasks from
home in order to maximise what duration they do have available that results in managing
increasing diversity of manpower.
Drafting and implementing more inclusive workplace programmes: When company
moves towards becoming more diverse entity, managers are required to perform deep live of
their existing practices addition to conduct comprehensive evaluation of diverse workforce
(Hains-Wesson and Ji, 2020). In this context, 21st century ventures respond towards challenge of
managing diverse workforce through creating new programmes or amending on existing ones
system wide starting from recruitment to evaluation of performances and promotions. In
relevance to Maitland Group, management can effectively respond on diverse workforce by
using mobile workforce apps that have translation feature which could help every employee to
communicate in their preferred language, by offering on-site daycare and extending options for
day or night shifts.
As per Kuruba (2019), it have been evaluated that workforce diversity involves
similarities along with differences between employees on the basis of age, disabilities, religion
and many more aspects. In 21st century, employing diversified workforce is necessary for
companies. At same time, it is also important for 21st century businesses to recognise together
with manage workforce diversity effectively. Maitland Group belongs to such category of
organisation in which workforce diversity brings huge benefits including increasing creativity,
higher innovation, better decision-making, increased profits, reduced employee turnover, better
reputation and brand image. Within the entity, employees from different backgrounds and
religion offers selection of various skills which benefits the entity along with improves work
related performances. Workplace diversity also gains attention of talents and attaining
competitive advantages in the market. In contrary, from the statements of BBBBBB, it is critical
evaluated that workforce diversity for 21st century entities creates huge opinions, lessens amount
of trust which exists, creates communication problems along with dysfunctional adaptation of
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behaviours. In multinational institution, language and communication are barriers that occurs
with diverse workforce and leads to miscommunication, loss of efficiency and productivity.
CONCLUSION
From the discussion, it is concluded that effectiveness in personal and managers are
important for responding towards complexities in a company. Workforce diversity is otherness
and qualities of manpower that are distinct from groups in company to which a person belongs.
At location of premises, diversity is essential as it increases creativity, develops perspectives to
complete tasks, improves innovation, fights with unconscious biases, improves brand and
international reputation. For managers, it is a challenge to respond towards managing workforce
which is increasing at diverse speed. To respond it, manages can adopt certain strategies or
actions that includes enforcing zero tolerance policy, prioritising communication, enforcing
organisational policies which supports diverse groups and conducting diversity training.
Moreover, managers can also emphasis on remembering various dimensions of diversity,
uncovering along with overcoming unconscious bias, creating diverse corporate culture,
securing executive buy-in, embracing telecommuting, drafting and implementing more inclusive
workplace programmes. All these could assist in managing increasing diversity in proper and
effective manner so that workings are not hampered and all the determined objectives are
attained according to set criteria. Some of the recommendations to the company for enhancing
managing workforce diversity are keeping work environment positive, treating staff as
individual, being open minded and including diversity in organisational reports.
RECOMMENDATIONS
Senior management of Maitland Group are recommended to work on following about the
ways to manage workforce diversity so that it can be enhanced:
 Keeping workplace positive: For enhancing management of workforce diversity, senior
management team of Maitland Group is recommended to keep environment of workings
positive so that employees will feel satisfied and likely to coordinate their efforts with
others belonging to other religion, gender and so on.
 Being open minded: To higher authorities of Maitland Group, it is suggested that they
should recognise along with encourage employees to determine that individual's
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experience, culture and background are not with organisational values. To enhance
diversity, managers might incorporate diverse talents into efforts.
 Treating human resources as individual: It is recommended to senior managers of
Maitland Group that they should avoid making prediction related to human resources
from different backgrounds rather, they should look at each staff as an individual.
Moreover, managers can enhance diversity by judging performances as per performances
despite of attributing actions of background.
 Involving diversity within organisational performance reports: Approaching diversity
quantitatively enhances success. To enhance management of diverse workforce, senior
managers of Maitland Group are recommended that they should make diversity efforts
measurable, progress tracking along with report on them continuously.
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REFERENCES
Books and Journals:
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style: The missing combination for selecting the right leader for effective crisis
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Brown. Publish Your Purpose Press.
Cooper, C. L. and Hesketh, I., 2017. Managing health and wellbeing in the public sector: A
guide to best practice. Routledge.
Crees-Morris, M. R., 2019. Effective university leadership: attributes, behaviours, challenges
and development: key predictors of performance (Doctoral dissertation, University of
Tasmania).
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practicum project teamwork. In Enriching Higher Education Students' Learning
through Post-work Placement Interventions (pp. 151-172). Springer, Cham.
Hällgren, M., Rouleau, L. and De Rond, M., 2018. A matter of life or death: How extreme
context research matters for management and organization studies. Academy of
Management Annals, 12(1), pp.111-153.
Kuruba, M., 2019. Role Competency Matrix: A Step-By-Step Guide to an Objective Competency
Management System. Springer.
Madan, P. and Srivastava, S., 2017. Assessing the impact of demographic variables on
mentoring-managerial effectiveness relationship. Gender in Management: An
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Milligan, V. and Hulse, K., 2020. Housing third sector organisations in Australia. In Handbook
on Hybrid Organisations. Edward Elgar Publishing.
Osborne, S. and Hammoud, M. S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology. 16(1). p.4.
Stamopoulos, E. and Barblett, L., 2020. Early childhood leadership in action: Evidence-based
approaches for effective practice. Routledge.
Stouten, J., Rousseau, D. M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of Management
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Online:
Maitland Group. 2020. [Online]. Available through: <https://www.maitlandgroup.com/>
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