Project Development and Optimisation: Woolworths Limited Report

This report examines project development and optimization strategies for Woolworths Limited, focusing on employee effectiveness. The introduction highlights the importance of employee effectiveness in organizational success and the challenges faced by organizations like Woolworths. The background provides context on Woolworths' retail operations and the significance of employee effectiveness in delivering quality services. The report then explores three options for improving employee effectiveness: implementing training programs to enhance skills, establishing motivation plans to boost employee engagement, and refining the recruitment process to select highly motivated individuals. Each option is analyzed, considering its potential benefits and drawbacks, including costs, time commitments, and impact on organizational standards. The report concludes by emphasizing the need for a comprehensive approach to enhance employee effectiveness and improve overall organizational performance.

Running head: PROJECT DEVELOPMENT AND OPTIMISATION 1
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Project Development and Optimisation
Student’s Name
University Affiliation

PROJECT DEVELOPMENT AND OPTIMISATION 2
Project Development and Optimisation
Introduction
Organizations face a large number of problems and issues, which hinders their
capability to increase earnings and remain among the most effective in the activities that they
involve in. The majority of these issues, which are also very difficult for the organization to
solve easily are brought about by the problems of effectiveness on the organizational
employees. Employees of an organization determine whether the organization will offer high-
quality services to the organization or not. These individuals determine the possible success
that an organization can manage to attain and the means through which that organization
attains that success. It is due to this reason that organizations spend a significant amount of
time a and resources to ensure that employees remain effective in their activities. Despite this
aspect, however, the majority of the organizations have employee effective problems, which
can only be solved through the implementation of employee training and development
strategies. Among the many organizations that face employee effectiveness issues is the large
retail organization, Woolworths Limited Based in Australia. These paper assess the condition
in Woolworths limited organization regarding employee effectiveness, its importance in
increasing effectiveness and the means through which it can improve from this condition to
become a more effective and better organization
Background
Woolworths Limited refers to a major retail organization, whose main operations
include the purchase of retail products from suppliers in bulk, changing and alteration of the
products and branding them according to the organizational requirements and then the sale of
those products to organizational customers. Each one of these processes is of significant

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importance in the process that the organization utilize to make sales of the products. Being a
retail organization, most of its operations are based on the need to ensure that all employees
are effective and capable of remaining in complete control and capability of operation. At the
same time, the organization needs to ensure that all individuals are effective in the duties and
roles that they carry out. The effectiveness of the employees of the organization would thus
help the organization to manage to improve the quality of services that it offers its customer
and thus manage to make them loyal to the products that it offers (Woolworths, 2017).
Option 1
The organization has some options through which it can manage to achieve employee
effectiveness and increase their capabilities and motivation to work. Each one of these
options has both the benefits and the negative impact that it is likely to contribute to the
organization. The first option is to establish an employee training program within the
organization, where employees are trained with the aim of increasing their skills and
capabilities effectively. The skills of employees in carrying out the duties and roles that they
are required to carry out is of significant importance to the organization. When the
organization manages to secure a large number of employees that are effective, their
effectiveness will help in attracting a large number customers that will increase the
organizational gains (Noe, 2017).
Establishing a training program is an option that can help the organization ensure that
all its organizational employees are effective in the activities that they involve in. Its first
positive impact is that the employees will have more skills in dealing with customers than
they initially way. This aspect is important to consider because, to begin with, any
organization obtains a positive reputation through the quality of services and products that it
offers. Employees that are highly skilled have the ability to ensure that the services they offer

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to customers are of high quality and that they meet customer satisfaction. The other major
benefit of this option is the fact that high training on employees increases their motivation
towards involvement in a certain employee task. An employee that is less skilled in carrying
out a certain task does not have an equal form of motivation like other employees that have
significant skills. Without the required skills to carry out the tasks needed, the employees lack
the ability to maintain effectiveness in their operations and the ability to help the organization
achieve its set goals and targets (Noe, & Winkler, 2009).
Associated with this option is both positive and negative impacts that are likely to
affect the organization after it is selected as the most appropriate option to utilize. The first
positive impact, to begin with, is the fact that the organization will obtain the ability to
establish standards of operations which all employees must adhere to. These standards can
help the organization to determine the level of quality of service that it will offer its
customers and the effectiveness of the employees. Skills that an individual have are the
determining factor of the quality of work that the individual will provide. Having not helped
employees to attain certain skills, the organization does not have the mandate of setting high
standards of work quality and effectiveness. After training the employees on how to carry out
activities effectively, however, the organization can then set standards of operations which all
employees are required to meet. The other positive impact of this aspect is the fact that
employees can obtain effectiveness of the work that they involved in and the fact that through
this effectiveness, they can become the most appropriate individuals in all the operations that
they involve in. Employee motivation helps in ensuring that they operate according to what is
expected. Highly motivated employees have the ability to help an organization to meet its set
goals and targets, unlike employee that are less motivated (Cook, 2004).
For the case of negative impacts of this option, on the other hand, the first impact is
the aspect of cost. Training programs require the organization to be willing to fund all the

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processes training that is likely to take place. With this regard, the organization would be
required to ensure that it pays the individuals or organization that will be tasked with the
responsibility of training its employees. Another cost requiring an aspect of consideration is a
resource like venues, employee allowances and trainers’ allowances that might be necessary.
The organization would need to address such costs, to ensure that the training option is
implemented successfully.
Option 2
The second option that the organization can take to ensure that employees increase
their effectiveness in the activities that they involve in is the option of establishing a
motivation plan in its operations. The motivation of employees is one of the most important
aspects that organizations aim to obtain. Being the most important resource of the
organization, an employee has the potential to establish forms of change that would make the
organization manage to achieve its set goals and targets easily. Even a slight improvement of
how employees operate is thus significantly important and can help the organization obtain
many benefits. The most effective way through which an organization can manage to
improve how employees operate is by helping them increase their motivation (Banks, 2012).
Increasing the motivation of employees is a goal that can be achieved through many
options in an organization. The first option that an organization can take is the option of
organizing forums of motivation where employees are given motivational talks. In these
talks, the employees are reminded of the reasons why they should ensure that they remain in
the complete effectiveness of their work within the organization, the benefits that this aspect
can have on the organization and the benefits it can have on them individually. These talks
help the employees to understand the need of remaining effective and thus they are motivated
to be better within the organization. The other option is establishing a motivational program

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that will involve an assessment of employee performance individually and then reward the
employees that are more effective in their operations. With such a plan in place, the
organization ensures that aspects like the promotion of employees and recognition based on
performance are performed according to the level of effectiveness of organizational
performance. This plan helps to motivate employees, and ensure that they are completely
effective in their operations. The third option is the combination of the first and the second
option. In this option, employees are motivated through motivational forums, and they are
also motivated through an organizational motivation program where the most effective
employee is rewarded. This option helps in provided the optimum results in employee
motivation, and thus it is the option that I would select for Woolworths Limited organization
(Müller, 2011).
Like the previous option, this option also has both positive and negative impact in the
organization. The first positive impact, to begin with, is that with the success of this plan, the
organizational employees increase their motivation. Being highly motivated, they provide the
organization with a chance of attaining its goals and targets easily. An organization that has
highly motivated employees does not have problems of their ineffectiveness and lack of
willingness to carry out their duties and roles in the organization. With this regard, the
organization enjoys a high level of employee effectiveness, an aspect that helps people
manage to remain in complete capability with the operations that they involve in (Lauby,
2005).
For the negative impacts, on the other hand, the first negative aspect is the cost that
the organization is likely to incur in the process of establishing the motivational plan. The
process of organization motivational forums, to begin with, will require the organization to
fund the individuals offering the talks to the employees, offer them requirements and pay
them when the need arises. In case aspects like a fee for the place where the meetings will

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take place are needed, the organization will also require funding the same. The other negative
impact of this option is the aspect of time. When organizational employees involve in
motivational based activities, they do not at the same time offer their services to the
organization. With this regard, therefore, the time aspect is another major aspect that
negatively impacts the organization (Luecke, & Hall, 2006).
Option 3
The third option through which the organization can manage to increase employee
effectiveness with is through the recruitment process. The process through which new
employees are recruited into the organization determines the skills and capabilities of the
employees that the organization begins to operate with. Even though individual changes
depending on the environment that he or she is subjected to, people still retain their work
specific identity. A good example is a case where a highly morally upright individual begins
working in an organizational environment that consists of individuals who violate rules and
manage to continue with their activities without facing the consequences of their actions.
Operating in such an environment does not imply that the individuals will not manage to
remain in complete effectiveness and that they will not be effective in the activities that they
involve in. With this regard, therefore, recruiting the highly motivated employees who are
willing to help the organization achieve its set goals and targets easily is among the ways that
the organization can utilize to achieve the desired effect of its operation.
For the case of this option, the organization requires to increase and improve the skills
of the employees in the human resource department, who carry out the roles of hiring and
recruitment within the organization, these are the individuals who determine whether any
individual is skilled enough to become an organizational employee. With this regard,
therefore, the organization should formulate the standards that are necessary and needed for

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every employee to have. With these standards, a training program should also be
implemented in the organization, to train the individuals that involve in the activities of hiring
and recruiting organizational employees and inform them on how to manage to recruit only
the highly skilled employees to the organization. This option would help the organization
manage to ensure that all its employees are highly skilled and motivated (Jex, & Britt, 2008).
Like all other options, this option has both positive and negative impacts, which it
causes to the organization. The first positive impact of this option is the fact that the
organization would manage to have employees that are highly skilled and capable, an aspect
that can make it very easy to obtain its general goals and targets, without having to pay a
significant cost. Unlike the other options, the organization does not require to establish a plan
of attaining employees with a high level of effectiveness and incur the cost from the same.
For the negative impact, on the other hand, the organization still incurs the cost of
establishing a training plan through which all the hiring and recruitment team members of the
organization can be trained and help them attain the ability to determine the employee who is
most skilled and highly motivated.
Assessment criteria to select the best option
Each one of the three stated options is appropriate and can help the organization to
manage to increase the effectiveness of its employees over time. Due to the aspects of cost
and time that the organization would require investing when implementing any of the three
options, the interest of the organization is to implement only a single option. With this regard,
therefore, a certain criterion is of significant importance. Through the criteria, I can manage
to determine the most appropriate option that the Woolworths Limited organization can
utilize to determine the most appropriate option that will help most in increasing the
effectiveness of its employees. The important aspects that make the organization require

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these options are the level of effectiveness that the employees are likely to obtain. With this
regard, therefore, the first aspect of consideration in the three options is the level of
effectiveness that the options will increase in every organizational employee. This can be
assessed through research on other organizations that have implemented similar plans with an
attempt of establishing effectiveness. The second aspect that should be included in the criteria
is the cost. The lower the cost that the organization is likely to incur in the process of
implementing any option, the more preferable that option is. The other aspect that is in the
criteria is the time it is likely to take to manage to implement the option and obtain results of
its impact in the organization. Some options might take longer than others to implement and
obtain resources, with this regard, the option that is much faster to cause the change in the
organization is the most preferred option (Debrincat, 2015).
From the provisions of this criteria, the most appropriate option for the organization is
the second option, which requires the organization to establish a motivation plan in the
organization. From the first criteria aspect, this option helps employees to be highly
motivated, and thus they are likely to increase their effectiveness significantly. For the second
criterion aspect, this option has a much lower cost with the option of training employees to
increase their effectiveness. About the third criterion, on the other hand, this option is likely
to reveal results much faster compared to all other options. With this regard, therefore, the
option of establishing a motivational plan within the organization is the most appropriate plan
through which the Woolworths limited organization can utilize to increase the effectiveness
of its employees effectively.

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References
Banks, L. (1997). Motivation in the workplace : inspiring your employees. West Des Moines,
Iowa: American Media Pub.
Cook, S. (2004). Measuring customer service effectiveness. Aldershot, Hants, England
Burlington, VT: Gower.
Debrincat, G. (2015). The effectiveness of performance appraisal systems : employee
relations and human resource management. Hamburg: Anchor Academic Publishing.
Jex, S. & Britt, T. (2008). Organizational Psychology : a Scientist-Practitioner Approach.
Hoboken: John Wiley & Sons.
Lauby, S. (2005). Motivating employees. Alexandria, Va: ASTD Press.
Luecke, R. & Hall, B. (2006). Performance management : measure and improve the
effectiveness of your employees. Boston, Mass: Harvard Business School Press.
Müller, C. (2011). Employee motivation an incentives at Apple : do incentives really help to
motivate employees. Norderstedt: GRIN Verlag.
Noe, R. & Winkler, C. (2009). Employee training and development : for Australia and New
Zealand. North Ryde, N.S.W: McGraw-Hill.
Noe, R. (2017). Employee training and development. New York, NY: McGraw-Hill
Education.
Rossi, A., Perrewe, P. & Sauter, S. (2006). Stress and quality of working life : current
perspectives in occupational health. Greenwich, Conn: Information Age Pub.
Woolworths, (2017). Woolworth’s Management Structure. Woolworths Limited. Retrieved
from http://orreconomics.weebly.com/management-structure.html

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