Describe about human resource management.
Leadership is one of the major factors for upholding the work design in the business. The organization follows participative leadership style for maintaining healthy relationship with staffs and employees in the business (Chaudhry and Javed 2012). In this context, being a leader of Tesco’s retail store, I am going to organize a meeting with the staffs of the business. The prime objective is to expand the business in large demographic areas. The meeting will be executed for 1 hour. During the meeting, I will welcome and settle the employees and staffs of the business.
Tesco is a super market giant in the UK. The organization has been enhancing its business opportunities in the global market. The meeting includes four major components including WHS, customer service expectations, company ethics and values, environmental management (Lam and O’Higgins 2012). When meetings are perceived as nonproductive by the team, they have a negative impact, which extends beyond the actual meeting into everyday work. When team meetings are lacking focus and perceived as a waste of time, this negative impression carries over into team dynamics and a loss of confidence in the team.
Work healthy safety is one of the major components for upholding the productivity of the business in an effective manner. The model Work Health and Safety (WHS) Regulations set out more requirements to support the duties in the Model Work Health and Safety (WHS) Act. They are model provisions only. To be legally binding they need to be enacted or passed by Parliament in each jurisdiction. Work health and safety laws indicate the state, commonwealth-based laws and territory laws. Nowadays, most organizations have been facing challenges for the work health issues. In a recent business report, it has been assessed that work health policy should be included in any size of businesses including small and medium size organization. In this context, being a team leader of the retail store, I will engage a team monitoring all work health issues in the business.
Customer service expectation indicates business development process in the organization. The organization can enhance its brand image in the global platform by providing superior services to the customer. An accurate description of the basic characteristics of the different customers and their needs and an explanation of what is meant by customer service in the context of my chosen organization Customer service is the degree of assistance and courtesy granted those who patronize an organization. Customer service describes the extent to which Tesco satisfy their customers. All Tesco customers have their own individual needs. Each individual customer likes to be provided with different services to make them self-feel more comfortable. Tesco core purpose is to create value for customers to earn their lifetime loyalty. Tesco believe its success depends on people, the people that shop with them and people that work with them (Men and Stacks 2013). If Tesco customers like what Tesco offer, they are more likely to go back and shop with Tesco again and if the team find what Tesco do rewarding, they are more likely to go extra mile to help Tesco’s customers. Tesco regularly ask its customers and staff what they can do to make shopping and working with Tesco a little bit better. Tesco customers have told them they want clear aisles in order to get what they want at a good price, no queues and great staff.
Most big corporations follow ethics to maintain work design in the business in an effective manner. Company ethics include corporate policy, financial affairs, alleged health and safety issues, face book and Tesco and overseas cases. The Tesco supermarket chain is often involved in litigation, usually from claims of personal injury from customers, claims of unfair dismissal from staff, and other commercial matters such as the treatment of suppliers (Sahaya 2012). Tesco supermarket chain is included in litigation. With the involvement of company’s ethics, the organization enhances its work design in an effective manner. Corporate policy facilitates the organization to enhance the business process management. Being an effective leader, I will be focused on implementing values in the business. Consequently, it will facilitate the organization to uphold the business in a systematic manner.
Environmental management system (EMS) refers to the management of an organization’s environmental programs in a comprehensive, systematic, planned and documented manner. It includes the organizational structure, planning and resources for developing, implementing and maintaining policy for environmental protection (Soteriou and Stavrinides 2013).
More formally, EMS is “a system and database which integrates procedures and processes for training of personnel, monitoring, summarizing, and reporting of specialized environmental performance information to internal and external stakeholders of a firm.
The meeting process will be executed for 1 hour and it will be conducted through a selecting strategies. Team meeting will be included discussion on below factors:
In this context, I need to manage the team meeting in an effective manner. With the involvement of considering facts, I will be able to conduct the process in a systematic manner. I will consider some factors while performing this meeting:
In this scenario, I will play the role of an employee for understanding the process in an effective manner. By playing a role of an employee, I will be able to identify the key issues form the business. New business venture always consists of several challenges. Employees want to know the state of the company. They are interested in learning about the direction the organization is going in because it prepares the workforce for change. Developing a communication strategy about diversity is as essential as the executive officer’s message about rising stock prices. Hence, the role of an employee will allow me to evaluate those challenges in the business. I need to consider some factors while playing the role of an employee in the organization. I will be prepared for the role in order to execute it in an appropriate manner. This preparation will include some steps as follows:
Leadership is about getting results for your followers. If you get results, people will support you, often without caring too much, about how you got them; without results, not all the style or charisma in the world will retain the support of your followers for long. This is true for the leader of a Scout troop, a sports team, a political party, a government department and a business (Thorp et al. 2012). To be an effective leader of either a private or public sector organization requires leaders to do five things:
The organizational culture is one of the major structures of the business that facilitate its effectiveness in the marketplace. Organisational culture is nothing but an ethnic culture. Work culture is a major factor that motivates employees in maintaining the healthy work environment. The organization needs to improvise the key management techniques for enhancing the business opportunity in the global platform. In this context, I will discuss two organizational culture including normative culture and Pragmatic culture.
Normative culture is very cut and dry, following strict regulations and guidelines that uphold the policies of the organization. Employees rarely deviate from their specific job role, break rules or do anything other than what is asked of them. These types of organizations run a tight ship and are not suited for every type of employee (Carlström and Ekman 2012). Normative culture does not allow the employees to share their individual feedback and ideas in the business. A strict organizational culture focuses on the achievement of business’s objectives.
The first and only rule of a pragmatic culture is that the organization believes the fact “Customer is always right”. The customer or client comes before anything or anyone else. As every customer is different, these types of work places are very opposite of the normative culture environment, as employees do not adhere to strict rules. Pragmatic organizational culture allows employees and staffs to share their individual thoughts with their supervisors (Sultan and van de Bunt-Kokhuis 2012). On the other hand, it facilitates the management to maintain a healthy work environment in the business. n a conflict resolution utilizing the pragmatic approach, it would not be assumed that a static result would be achieved, but that a dynamic understanding could be reached allowing for changes to occur naturally as they evolve.
In this context, I will include the pragmatic organizational culture in the business in order to maintain healthy work environment at the workplace. I think that the pragmatic work culture will provide adequate opportunities to the organization for expanding the business in short timeframe. In the meeting, I will discuss the pragmatic culture to the staffs as it will be involved in the business.
Most employees have been hurt or disappointed, at some point in their careers, by the hand of power in an organization. That is why nine times out of ten leaders are in “negative trust territory” before they make their first request of an employee to do something. Before a team can reach its full potential, leaders must act in ways that transcend employees’ fears of organizational power.
The first step starts with you. As a leader, you must “go first”—and model trustworthiness for everyone else. Being trustworthy creates trust, yes. However, beyond that, there are very specific things you can do to provide Unusually Excellent, trust-building leadership at your organization. In every step of the meeting, I will focus on providing adequate knowledge regarding the retail sector to the employees. With the involvement of the strategic meeting, I will enhance the business opportunity for the new retail venture.
References:
Carlström, E.D. and Ekman, I., 2012. Organisational culture and change: implementing person-centred care. Journal of health organization and management, 26(2), pp.175-191.
Chaudhry, A.Q. and Javed, H., 2012. Impact of transactional and laissez faire leadership style on motivation. International Journal of Business and Social Science, 3(7).
Lam, C.S. and O’Higgins, E.R., 2012. Enhancing employee outcomes: The interrelated influences of managers’ emotional intelligence and leadership style. Leadership and Organization Development Journal, 33(2), pp.149-174.
Men, L.R. and Stacks, D.W., 2013. The impact of leadership style and employee empowerment on perceived organizational reputation. Journal of Communication Management, 17(2), pp.171-192.
Sahaya, N., 2012. A learning organization as a mediator of leadership style and firms’ financial performance. International Journal of Business and Management, 7(14), p.96.
Soteriou, A.C. and Stavrinides, Y., 2013. An internal customer service quality data envelopment analysis model for bank branches. International Journal of Bank Marketing.
Sultan, N. and van de Bunt-Kokhuis, S., 2012. Organisational culture and cloud computing: coping with a disruptive innovation. Technology Analysis & Strategic Management, 24(2), pp.167-179.
Thorp, A.A., Healy, G.N., Winkler, E., Clark, B.K., Gardiner, P.A., Owen, N. and Dunstan, D.W., 2012. Prolonged sedentary time and physical activity in workplace and non-work contexts: a cross-sectional study of office, customer service and call centre employees. International Journal of Behavioral Nutrition and Physical Activity, 9(1), p.128.
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