Management Assignment: Managerial Arrangements In A Global Environment

Question

Task: The questions to be answered in this management assignment are:
Question 1: What steps are today’s organisations taking to promote diversity and are these efforts effective Answer this question in 300 words (support your arguments with key research findings on diversity management). Question 2: How should the company’s supervisors behave differently to get their subordinates to experience less stress on the job, or at least, get them to react less negatively Answer this question in 300 words (support your claims/arguments with key research findings on managing stress in the workplace).

Question 3: Mark Martin has just been appointed manager of a production team operating the 11pm to 7am shift in a large manufacturing firm. Mark is concerned that the team members really like and get along well with one another but they also appear to be restricting their task outputs to the minimum acceptable levels. What could Mark do to improve things in this situation and why should he do them Answer this question in 300 words (support your claims/arguments with key research findings on team performance factors).

Question 4: What are some emerging issues in leadership Discuss some alternatives to leadership. Answer this question in 300 words (support your claims/arguments with key research findings on leadership in contemporary organisations) Question 5: Describe when and where organisational politics occur and the forms of such behaviour takes. Answer this question in 300 words (support your claims/arguments with key research findings on organisational politics).

Question 6: Intranets can reflect and influence an organisational culture. Discuss the impact of technology on organisational culture in contemporary organisations and the challenges involved in building and maintaining culture with remote employees. Answer this question in 300 words (support your claims/arguments with key research findings on the impact of technology on organisational culture and virtual employees).

Answer

Answer 1 Week 3: Tutorial 2
The term “Diversity management” mentioned herein management assignment is a crucial aspect to thrive in an organization through the qualities of innovation and creativity among the employee’s workplace. The potentiality of the workplace becomes uncontrollable whenever diversity is managed properly through appropriate resources (Hunt et al. 2018). To promote a well enhanced diversity, organizations have been practicing more of the workplace policies in order to target a maximum number of audiences. They have successfully launched certain inclusive strategies including the option for flexible working hours or giving day off for public holidays. In order to promote diversity, the organization has even implemented a certain mobile workforce app which has enhanced the employee in providing effective communication. Based on the views of Caiadoet al. (2018), the translation feature in such apps helps to deliver each of the customers with their own preferred languages. It has been seen that the relationship between the manager and the employee is always unlearning and does not work out so healthily. Diversity can be improved in the working culture with the help of educating the maximum number of managers. The organization has thus empowered the managers with necessary skills in order to carry out a diverse team following the cultural training as well. Communication channels will be hence enhanced with the implementation of employee feedback forms which helps to understand a clear pathway between the managers and employees. This communication channel will also aid the employees to discuss in a comfortable way regarding any gaps or treatments they faced in the organization. According to Aysolaet al. (2018), creating a digital workplace with mentorship programs and flexibility can also be an effective pathway of promoting diversity. Avoiding any sort of inclusive language and being strong in internal communication strategy, a diverse task force can often be established within the work culture.

Answer 2 Week 4: Tutorial 3
Stress in a workplace can often build a negative atmosphere in an organization through the interference with regard to employee’s productivity and even the relationships among the employees. Stress in a workplace can often be reduced by a supervisor through the context of understanding the reason behind the stress of employees. Grover et al. (2017) opines that setting clear goals for team members can often help them to remain focused on the crucial tasks and achieve a right track in the pathway. A supervisor in an organization must be responsible in encouraging mindfulness among the team members and employees. This can be done with the help of adopting a meditation strategy in the workplace often to reduce stress. Encouraging physical activity among the working environment can lead to a clarity of thought in the mind of employees and help them to deliver a measure in the pace of work. An increased stress pressure can harm the organization’s overall performance and so a flexible working environment is essential for it. Delivering salary to employees and monitoring them continuously is not everything for enhancing the productivity of the organization. Instead, setting a flexible opportunity for employees who have children to leave them early or allowing employees to work from home once can often aid them to establish a healthy environment (Cardona and Kennedy 2019). Sustaining employees with the scope of taking breaks and holding stress management webinars can be an added advantage to thrive their duty in the environment with less worry. Workplace recognition is also an effective method to reduce stress and it can enhance the employee’s positivity with a profuse mind, thought and hard work. As employees are considered to be the heart of the business culture, it is utmost important to look over their preference and needs. Appreciating their work and recognizing the immense hard work by a supervisor can often aid them to increase the quality and monetary of the organization.

Answer 3 Week 6: Tutorial 5
Team performance factors are directly controlled by a manager by implementing the business policies with the working culture of employees. Mark Martin’s responsibility is to continuously observe the team members and look for the drawbacks of reduced performance and productivity in the working environment. Based on the views of Sag et al. (2016), lack of clarity and remaining persistent on business goals should be the prime factor for increasing team effectiveness. Times come when employees invest a lot of time in polishing such documents that are not required to be perfect. Improving the ability of the employee through the concept of capabilities and appreciation can be welcoming for them to deliver a maximum output in the results. As a manager of the team, it is important to identify and analyze the skill level of the team and their capacity to deliver a profuse work. However, possessing the right confidence with necessary behavioral skills can aid the employees to highlight the team performance level. It is often found that certain employees being capable of their skills and judgment doesn't seem to deliver a high output in their working objective. Despite the appropriate qualifications, lack of directions is another strategy to improve the minimal level of acceptance in their work. According to Martin et al. (2018), enhancing a right track of direction can improvise the performance level of the team members. The manager must ponder on the deliverables of the appraisal systems who all are responsible for motivating the team members. This type of motivation is another such factor of building the productivity of the team and it aids to cut out the boredness and the stress of any repetitive work. Without such motivation strategies, employees can avoid working within a team and may get frustrated in their career development contexts and personal problems, thereby increasing stress.

Answer 4 Week 9: Tutorial 8
Following the leadership strategy in contemporary businesses aids to maintain the integrity and equity of the much required competitive edges. Vu and Gill (2019) opines that leadership strategy fails in the context of self management where it is utmost important to become an efficacious follower of one’s own self. Pertaining to be committed to oneself and having the right courage to fight with any obstacles through independent ideas can often set a fall back to business context if they are not managed comprehensively. Lack of focus of a business leader in working efforts can lessen the deliverable outputs of business goals. A contemporary organization is often characterized by incorporating the stable goals of the company where a leader is responsible for regulating and coordinating on the context of labor division. Based on the views of Diallo and Gerhardt (2017), such organizations need leaders who can encourage the mindset of the employees through innovative methods and knowledgeable pathways. Issues related to emotional intelligence which arises from several complexities including self awareness, adaptability or confidence level can be sometimes alarming. Emergence issues in leadership management also arise when leaders are not exposed to the easiness of virtual teams through the deliverables of fewer interactions within different contexts of the world. It has been seen that women leaders are less susceptible than men to deal with emergencies relating to people orientation and empowerment. According to Aziri et al. (2016), alternatives to leadership can be the hierarchical leadership that executes their task by acting as a substitute to leadership. This theory implies that jobs are allocated and set according to the working objective of a follower and not by the direction of a leader. However, difficulties arise when a leadership neutralizer ignores the tasks prepared by a leader to execute it efficiently. Thus, an alternative to leadership strategy is irrelevant in accomplishing successful business terms.

Answer 5 Week 10: Tutorial 9
Organizational politics are the self behavior of the employees which aids to understand the complexity and needs of establishing a positive result in the organization. It has been seen that organizational politics are often created by such people who are better in developing interpersonal skills and have a great deal in managing stress (Malik et al. 2019). Such politics have a great impact on the outcomes of an organization. Executives often distance themselves from following such organizational politics and identify such activities as irrelevant for the welfare of the business contexts. This political terrain aids to fight from the dark side of politics in managing dysfunctional politics. However, political skills in an organization arise when certain companies do not accomplish the needed resource to employees which results in fight over each other to gain the most available resources. Thus, in this regard, the employees will reach a coherent problem in obtaining such resources giving rise to bargaining or alliance development. Organizational politics can somewhat distract the employees from staying persistent on their working performance. Such organizational politics can reduce the ambiguity of the working place and can be leveraged by raising the option to enhance the continuous monitoring of performance feedback. However, recruiting political skilled employees in an organization can often set a target in making a difference in cultural differences of organization. Such employees can benefit the organization in providing a high income ratio emotionally as well as financially for the success of the organization. Based on the views of Lau et al. (2017), such politics is often found to disrupt the organizational structure and possess an emerging threat in the working culture. Desensitization in job performance can be the result of excessive organizational politics among the employees with less commitment in working objectives. It is utmost important to set an organizational politics until and unless it creates devastation in the workplace.

Answer 6 Week 11: Tutorial 12
Intranets are successful in reflecting the cultural context of the organization including the employee contributions and poor employee engagement with less effective internal communication. According to Großer and Baumol (2017), intranets are successful in delivering organizational resources through an effective communication pathway of protecting the information from unauthorized sources. The technological advancements of such a network are usually accessed by thousands of users worldwide and still it abides to keep the information private. Intranets have aided a diversified culture in reinforcing its update several times a day just to keep its position among the various organizational cultures. It has even eased the use of delivering information relating to the message from CEO or manager, notice and announcements of important information, or else the events that are likely to take place in the organization. This technological feature of Intranet is even successful to attend any sort of virtual meetings or implementation plans over a privileged corporate database. A global melting pot will be raised if the organization implements the intranet services and manages it comfortably within any part of the continent. It will thereby directly impact the organization in an efficient and monetary way. Being a powerful and competitive tool, it can be updated at any point of time to meet the specific requirements of the organization (Chumget al. 2016). A greater capital asset can also be established by following the Intranet services in shrinking to less time and distance advancements. However, intranet can cut down employee interaction and it will be an added advantage only when the corporate companies take a collaborative pathway of communication. This will also aid the remote employees to become a part of the new technological features in the newly provided electronic consultation pathway. Implementing stronger corporate culture will however be built by following the strict protocol of intranet.

Reference list
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