Task 1: Broadening diversity policy, show how the relationship between B&Q’s structure and culture has impacted on its performance?
Task 2: Effectiveness of the leadership and management style at B&Q?
Task 3: Theories of motivation at B&Q?
Task 4: Using theories about the nature of groups and group behaviour in organisations, independently evaluate the factors that could help or hinder effective teamwork in B&Q?
The company had huge concerns with the numerous populations and there is huge competition with respect to young employees. This way, it recruited the major staff and as per the report, the employees were loyal and dedicated in their work at B&Q.
Youth were highly motivated for the work and they were high performers when compared with the older employees because they were poor and bad performers with high number of absenteeism and higher level of turnover.
The company managed to increase the diversity policy and it had focused on the staff members that encourages and motivates the skills of language for the customers. The company widely relied upon the training and opportunities to meet with the goals and success. It also focused on the video presentations and other activities to meet the success in the organization. (Quinn, 2006)
B&Q was founded in the year 1969 and it brings value and longer opening hours with high amount of products to everyone. With the focus of improvement stores called B&Q, it was the importance of the major expansion that developed the Europe’s biggest and broadest retail conglomerates. It expanded its presence to remain the leading home improvement retailer. B&Q took the decisions to deal with the diversity of business reasons and the company gained the edge of competitiveness with added human resource values and customer services. The support of senior management is important in the belief that deals with age discrimination and rules as well as regulations.
To remain successful, it is important to deal with the workforce and the B&Q management believed in the policies of diversity. Its main approach was to lead an essential action that was of top level and strong outcomes. (Tushman, 2012)
The organization has high desires to meet the position and to deliver the high amount of growth as well as success. It deals with the business transformation at the center of the organization and supports business transformation. Proper commitment was provided with active support and significant personal involvement. Business also followed the movement of culture during this process and considered the major ways of thinking. With sustainable development strategies, the corporate social responsibility helps in achieving sustainability. It helps to improve the quality of the life of the people in the business. (Slater, 2005)
The diversity policy is the business strategy that commits to the value of the respect for people and the company manages diversity at B&Q and sets the proper standard and behavior to treat the customers and employees successfully with trust, dignity and respect. For managing equality and diversity, it will add high values and bring the differences among people in the business.
Initially the company worked with the suppliers to improve and enhance the integrity of the environment of its supply chains and the program is known as QUEST. It had now revised to incorporate the issues of sustainable growth and development. The principle of QUEST and the suppliers are rewarded as a grade from A-E grade and with this approach, the A is known as “leadership, commitment and innovation” and E grade has the challenge in the environmental policies of B&Q. New suppliers do not lead to the relevant approach. The program has been expanded and applied to the impact of the stores and it identifies the challenges as well as community interactions. (Westphal, 2012)
In case of employment, the B&Q supports the WORKSTEP program of the government and it also provides opportunity to work to disabled person along with the non-disabled person to motivate them to meet the strong potential with the goal of person to involve in the employment. The recruitment process of B&Q with respect to the automated telephone screening interviews is a structured process of interview that implements talent and meet the demands along with the culture. (Robert, 2014)
B&Q focuses on performance appraisal system over a decade that helps to review the performance to identify the performance needs and to meet the performance for the rise of quality. It was very subjective and the appraisal system lacked the support of other methods of evaluation to the rigorous process to assure the improvements of performance. (Fiona, 2009)
The company introduced the PMS over eighteen months ago and the PMS was launched for management population in the last six months. The initial focus on the system to the different ranks was based on the strategy of Aisle ownership and this concept defines that each customer advisor in 343 stores are accountable and responsible for their own aisle in the outlet. The important ownership is the support of the PMS that helps to reach the organization goals. Other policies and practices of HR are integrated into the strategy are job autonomy, talent management and decision making. Managers focus on performance expectations and objectives and feedback of the performance. (Lori, 2013)
The performance expectations were developed for each team member based on their levels of skills and learning and development framework.
The company has more than three million customers at every week and the B&Q has extensive base of customers which is the major strength in terms of sales and profits. Thus, B&Q retains the customer by offering the opportunity to develop and design the own products with respect to the taste and preferences. B&Q focuses on opportunity and it is rewarded as the work place award. It is also recognized as the constant phase of employee training in terms of customer satisfaction. It has experienced the work force that meets the organization with knowledge and expertise. Thus, B&Q concentrates on the soft side human resource management and spends in strong communications and training. (Goodstein, 2009)
The participative styles of management deals with the organization structure that reflects the culture and employees are focused on new ideas and innovations. Therefore, it unlocks the potential of the employees. This way, it motivates the culture of empowerment and entrepreneurship.
There is a belief of senior management that there are benefits with the diversity strategy and B&Q has good image of doing the things in the right manner. It leads to recruitment and rules and regulations properly. To remain successful, the diversity strategy must be driven and the company and its management believe that there is a difficult trading environment. Thus, he was appointed as the senior individual with the roles and personalities for the implementation of diversity policies. It helps the managers to remain aware of major considerations on customers and employees. (Holbeche, 2015)
The consistent factor of research concerns with the effectiveness of social and environmental strategies within companies is the major importance of supportive leadership. At B&Q, the company focuses on great managers and they made a difference. They successfully identify the situations and deals with engagement. The managers from high – engagement stores are shifted to new stores and B&Q also involves in training and shares information to work and to boost the engagement and this way, they makes a difference and determines their ideas and practices. (Gallup.com, 2003)
The leaders are effective and supportive with the principles of integrated sustainability into the culture. B&Q has strong and inspirational leaders with the response of leadership into the sustainability.
The management of the company focuses on important requirements to deal with the employees at B&Q and they realize the importance of relationship at B&Q. The management at B&Q develops high awareness of the brand of the company and modifies the negative misconceptions and image of the company as the employer. They successfully generate awareness and positive attributes of employment to meet the internal as well as external needs. Thus, it is important and they can select the right kind of people to meet the effective services.
The value proposition of employment is the name offered to the approach of B&Q and it is the major way to identify the people and to join the company. It is important to meet the people and to motivate the high level of performance. B&Q formulates the strategy and plans to compel the environment that would generate a confident and a strong brand image. This creates awareness and enhances the overall spending and profits. (Armstrong, 2015)
In other organizations, the company also possess the leadership styles called as participative and authoritative styles. For example, in case of Microsoft, Gates possessed the decision making styles that were good at delegation and he is called as the flexible person and is recognized for better management and is also known as the strong and energizing person. The company provided special attraction and recruitment as well as retention for the best skills and talents. It also possessed the autocratic style of leadership to generate high amount of performance. (Ibscdc.org, 2015)
B&Q on the other hand, developed the strategy and structured their online business with the sales platform for companies but their management styles are incompatible and no business process manages the inventory. The structure of the company is the major function of the company and the leadership deals with the financial focused ways. (Headsailbooks.com, 2015)
Organization theory is known as the ways of doing things and it has shared goals and values with respect to the beliefs and expectations. It has its own defined values and culture.
At B&Q, the “Diversity Theory” incorporates trust and respect. It offers appreciation and it is associated with the terminologies called as race, gender, physical abilities and beliefs. This enables the individual to perform the best to meet the organizational goals with respect to the age, race and other skills as well as abilities. To reach the major potential in the organization, the major dimensions of self-concept are called as the dimensions of diversity. The theory needs to be designed with the maximum potential and it employs three dimensions of diversity and it involves the perspectives of life as well as the skills. (Kotter, 2005)
B&Q recognizes the importance and requirement of young work force and competition. There was a cultural shift due to the negative impacts on expansion strategy at B&Q. Thus, it was appropriate that there is always a requirement of cultural change. These theories can help the organization in redesigning the organization.
Team effectiveness and leaders has clear associations of diversity and it helps to develop the effective ways of worker’s difference. B&Q created the active interest in the diversity strategy. It also comes up with the ways of employing workforce and the company is able to deal with the integral work force. (Opentechnologyuk.com, 2015)
The analysis on theories of management and leadership has the same qualities and leadership is about standing out and management is strongly bureaucratic in nature. These requirements are exclusive and the manager is not a leader but possess the strong association of bureaucratic authority.
Behavioral theory: The behavioral theory of the organization determines the management with leadership and leaders are made, not born. This kind of leadership is important as it educates the people willing to follow the ways.
Transactional theory: The transactional approach of management is to define the ways of rewards for motivation. This is the simple but the bureaucratic approach to management.
Transformational theory: This theory creates true leadership and it does not rely on the bureaucracy and it seeks to motivate people under authority. (Diy.com, 2015)
Charismatic theory: This approach leads the most powerful approach of leadership and people follow the love or respect of the leader. It also motivates for great work. (Pavey, 2015)
Every individual helps to increase the commitment from staff and staffs are motivated through different tools and techniques such as staff values and rewards, encouragement for every member of the team. These tools and techniques generate an increase in the commitment of an individual.
The concept of mentoring is important to deal with the schemes and offers of the recruitment and mentoring. (Cyert & James, 2012)
The communication is important for the strategic implementation and it is difficult to deal with the motivation with strong communication sources that is difficult to monitor the strategic systems as well as processes. B&Q has adopted the multiple sources and networks for the flow of information and launched the various checks as well as balances that is managed and implemented as per the goals and objectives. Employees are motivated to take active part and involvement in the growth as well as the development of B&Q. (Juran & Godfrey, 2009)
Team performances are also evaluated with the help of 360 degree feedbacks and by the help of Deming’s approach. Employee motivation through financial goals is a major factor that generates better outcome and the involvement of motivation tools and techniques influence the dynamics of the team. (Johnson, 2015)
Different motivational theories at work place are as follows:
At B&Q, the focus is based on the learning and development and the major tools of motivation are called as performance related pay. The solutions of reward are important for the theories of motivation. The single most major thing for B&Q is to manage the career of the people at B&Q. The learning and development could be anything from the regular feedback to deal with the training and development.
This could be anything from the regular feedback to construct the training as well as coaching. Employees are assessed under a performance review system and managers at this level avails bonus. Staffs who receive the goals, they also experience the wages. (Taylor, 2006)
The uses of motivation theories are useful for managers as this theory develops the major advantages in the work force. B&Q management focuses on the combination of Taylorism as well as Maslow’s theory that enriches and encourages the level of satisfaction with the involvement of staff into the decision making with respect to the organization. This is a proven part to increase the commitments of staff and to achieve the targets. B&Q employs over 39000 in staff sessions and it enables the company to manage the valuable feedback about the situations of work. This is a 360 degree framework that offers not only the feedback but also exchange the experiences and views to serve the customers in a better way. (Child, 2001)
Staff training and development is the other tool that is used by B&Q to involve in the staff and to meet their experiences and views. The application of personal development plan is strongly effective in terms of staff retention and staff retention as well as loyalty is the trademark of the business for success. (Likert, 2015)
B&Q motivates and encourages its staff with profit sharing and ownership with the offers and schemes for employees and B&Q motivates the staff to remain the loyal employee.
The motivation theorists such as Herzberg and Maslow are important for the motivation and the pay is a strong motivator.
In B&Q, the organization focuses on the strong benefits and it is a major way of dealing with the individual factors in the organization for the influence of the motivation.
Another motivation theory is XY theory that impacts the strategy of human resources and as per Douglas McGregor’s, XY theory has been proposed in the year 1960 and it is called as the human side of the organization. This theory brings approaches to motivate people and to manage them where Theory X denotes the participative style and Theory Y accepts huge responsibilities. Thus, in case of B&Q, Theory X managers are demanding and Theory Y managers are the best with effective styles of management. (Taylor, 2006)
Both the theories are important for the process of production. The Theory X and Y are helpful to managers as it aims to provide harmony at work and Theory X managers do not offer complete support to their staff which is the major limitation. In case of Theory Y, the creativity, innovation is at the huge extent that helps to resolve the issues of employees. This requires high amount, time and effort and it is time consuming. (Root, 2015)
An effective team needs cohesion and it is important to deal with the productivity for the team.
Team work and its factors at B&Q help to lead the effectiveness at B&Q with:
Communication: Communication is effective that happens at two level communications and it motivates open communication from the management to the team. It helps to motivate with the communication and managers possess regular updates of important information to offer the training. This way, it is effective. This way, it could possess positive outcomes.
Motivation: The team generates motivation that helps to reach the goals successfully. It also helps in meeting the strong and positive outcomes at B&Q.
The factors that hinder effectiveness at B&Q are:
Lack of goals: The improper goals hinder the effectiveness of the team. This also creates conflict at B&Q.
Impact of change: The change also impacted the stability as well as the sustainability at B&Q. (MacDonald, 2015)
The learning techniques such as learning and development programs at B&Q help to deal with the encouragement of the talent and to meet the goals successfully. Technology supported the talent and skills for the development and flexibility in the business. It also helped to create opportunities and develop major roles.
The technologies developed at B&Q was the Ligo system that was completely focused on control by the management of competitiveness. The use of intelligent control system was helpful for the company B&Q to increase the energy uses.
Use lateral and creative thinking to suggest how such technologies could further promote team
functioning at B&Q. (Piercy, 2002)
To promote the team functioning at B&Q, the company can develop the brilliant and original solutions to deal with the challenges and problems. Lateral thinking will generate better techniques to create the improvements. This will also promote the team functioning. With creativity, it will focus on increasing productivity. (Chandler, 2012)
References
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Chandler, A. (2012). Strategy and Structure. Garden City. Doubleday
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Goodstein, J. (2009). The effects of board size and diversity on strategic change Goodstein. Strategic Management Journal
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Kotter, P. (2005). Leading Change. Organizational behavior
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