Assignment Cover Sheet

Qualification Module number and title

Cardiff Metropolitan University Level 4

and 5 Higher Diploma in Business SRI4152- Managing People
Management
Student name Assessor name
Kavindya Priyadarshani Mr. Stanley Perera
Date issued Completion date Submitted on
2023/07/02 2023/08/12
Assessment type Duration/Length of Weighting of Approximate
Individual Assignment Assessment Assessment Date of
3000 words 100% Submission

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I certify that the work submitted for this assignment is my own and research sources are
fully acknowledged.
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 Acknowledgement

I would like to express my sincere gratitude to my lecturer Mr. Stanley Perera for his
invaluable guidance and support throughout completion of my assignment. His expertise and
encouragement helped me to complete this assignment successfully. I’m grateful for all the
other lecturers for all the resources and support they provided. I would also like to thank my
friends and family for their love and support during this process. Without them, this journey
would not have been possible.

Finally, I would like to thank all of the participants in my study for their time and willingness
to share their experiences. This work would not have been possible without their
contribution.

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 Executive Summary

Human Resource Management (HRM) is a strategic and integrated approach to managing the
employment, development, and well-being of employees in organizations. It aims to support
the organization in achieving its objectives by implementing HR strategies, fostering a high-
performance culture, ensuring a skilled and engaged workforce, and promoting positive
employment relationships and ethical people management practices.

Organizational Behavior (OB) is closely connected to HRM and focuses on studying human
behavior within an organizational context. It involves understanding, predicting, and
controlling individual and group behavior to improve organizational performance and
effectiveness.

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TABLE OF CONTENT

Introduction …………………………………………………………………………

TASK 01……………………………………………………………………….……..7-8

1.1. Importance of Deference HRM Functions

TASK 02………………………………………………………………….………….9-10
2.1. Pros and Cons of Job Designs of Motivation Job Simplification
2.2. Job Enlargement
2.3. Job Enrichment
TASK 03……………………………………………………………………………..11-12
3.1. Uniliver how managers can better improve employee well-being
TASK 04……………………………………………………………………..………13-14
4.1. Belbin's theory
TASK 05…………………………………………………………………..…..……..15-16
5.1. Individual differences of employees in business organizations
5.2. How employee differences can affect organizational commitment
TASK 06…………………………………………………………..…………………17-19
6.1. Different types of cultures
6.1.1. KFC
6.1.2. Unilever
6.1.3. Nike
6.1.4. Dialog
6.2. Explore the aspects of culture with suitable examples from these organizations

Conclusion ……………………………………………………………………………. 22
References …………………………………………………………...………………..23

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 Introduction

Human resource management (HRM) plays a vital role in organizations by effectively

managing the employment, development, and well-being of its workforce. As defined by
Armstrong and Taylor (2014), HRM is a strategic, integrated, and coherent approach that
focuses on the people working within an organization. The primary objectives of HRM are to
support the organization in achieving its goals and objectives by developing and
implementing HR strategies. This involves fostering a high-performance culture, ensuring the
presence of talented and skilled individuals, and promoting employee engagement.
Furthermore, HRM aims to cultivate positive employment relationships between management
and employees, fostering a climate of mutual trust and respect. Ethical principles also
underpin HRM, encouraging the application of fair and just practices in people management.
In this way, HRM serves as a crucial driver for organizational success and sustainable
growth.

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 TASK 01

1.1. The Importance of Human Resource Management (HRM) and its

Functions

Human Resource Management (HRM) is a critical aspect of organizational success as it

focuses on effectively managing the human capital within an organization. The importance of
HRM can be highlighted by examining its various functions (Anon., 2014)

 Recruitment and selection are fundamental HRM functions that ensure the organization hires
the right people for the right roles. Proper recruitment practices lead to a workforce with the
necessary skills and expertise, contributing to the organization's productivity and
competitiveness.

Example: Let's consider a software development company looking to expand its team. The
HR department conducts a thorough recruitment process, attracting talented developers with
relevant programming skills. As a result, the company hires skilled individuals who
positively impact the quality and efficiency of their software products.

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 Training and development initiatives enhance employees' skills and competencies, fostering
continuous learning and adaptability. Investing in employee growth not only improves their
performance but also increases their job satisfaction and loyalty to the organization.

Example: An automotive manufacturing company implements a comprehensive training

program for its assembly line workers teaching them new manufacturing techniques and
safety procedures.
As a result the employees become more proficient in their tasks leading to higher productivity
and fewer accidents on the production floor.

 Performance management involves setting clear performance expectations, providing regular

feedback, and evaluating employee contributions. Effective performance management helps
align individual goals with organizational objectives, enhancing overall organizational
performance.

Example: A retail chain implements a performance management system that involves setting
sales targets for its store managers. Regular performance reviews and feedback sessions help
managers identify areas for improvement and recognize outstanding achievements, leading to
increased sales and customer satisfaction.

 HRM is responsible for designing and administering fair and competitive compensation
packages. Providing attractive benefits not only attracts and retains top talent but also
motivates employees to perform at their best.

Example: An IT consulting firm offers its employees a competitive salary, performance

bonuses, and comprehensive health insurance. As a result, the firm attracts highly skilled IT
professionals and experiences lower employee turnover, leading to cost savings and increased
client satisfaction.

 Establishing and maintaining positive employee relations is crucial for a harmonious work
environment. HRM plays a key role in fostering open communication, resolving conflicts,
and ensuring compliance with labor laws.

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 Example: A multinational corporation promotes an open-door policy where employees can
freely voice their concerns and ideas. This approach fosters trust and transparency, leading to
a collaborative and supportive work culture, with fewer instances of conflicts and grievances.

 Employee engagement focuses on creating a positive and fulfilling work experience for
employees. Engaged employees are more committed, productive, and likely to stay with the
organization for the long term.

Example: A hospitality company regularly organizes team-building activities, recognition

events, and employee appreciation programs. This fosters a sense of belonging and pride
among employees, resulting in a motivated workforce that provides exceptional customer
service enhancing the company's reputation and customer loyalty

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 TASK 02

2.1 Pros and Cons of Job Designs of Motivation Job Simplification

Pros Cons
Jobs can be accomplished by less Workers miss the chance to gain new skills
expensive, untrained personnel with high in their occupations as they typically only
efficiency because they require less execute same, repeated tasks with limited
training. skill variety. As a result, they become bored
and have low job satisfaction.

Because each worker is just doing a little Inasmuch as they frequently lack the
fraction of the formerly vast job and can authority to make decisions on their own,
therefore focus on learning a more this reduces employees' ability to use their
manageable, smaller job unit, job speed is discretion and deal with situations head-on.
boosted. (Usually, decision-making requires
consulting with a higher authority)

2.2. Job Enlargement

Pros Cons

Increases workplace diversity and adds Job development costs rise as employment
excitement to otherwise boring work are expanded. For employee training, there
because workers are doing more are increased expenditures (in comparison
complex, less repetitive activities (as to a job that is simplified).
opposed to job simplicity)

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 Because their professions demand them Workers might take longer to adjust to and
to do a variety of duties, workers have the gain all the skills needed for the expanded
opportunity to learn new things and occupations, which could result in a higher
develop their existing talents. accident rate and lower productivity.

Higher job productivity results from

employees' propensity to exert more
effort on the job as their enthusiasm in
their work increases.

2.3. Job Enrichment

Pros Cons

Job enrichment boosts employee Some employees lack the abilities necessary
motivation since it gives them more for the enormous responsibility placed upon
responsibility and power. them, which results in an inefficient
distribution of resources.

Give employees the freedom to choose Some employees may feel uneasy and
their own course of action under novel anxious while at work since they have a
circumstances. This will increase tendency to fear taking on more tasks.
employee happiness. According to several surveys, a greater
proportion of employees claim that having
more duties increases their likelihood of
making mistakes.

Because they have control over their Many employees do not want additional
work, employees have more flexibility at responsibility or involvement at work, nor
work, which leads to increased do they feel alienated from their positions.
productivity and a reduced turnover rate.

Increased spending is required for job

enrichment, which reduces the company's
profitability.

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 TASK 03

3.1. Unilever how managers can better improve employee well-being

Managers should foster a safety culture where health and safety practices are ingrained in the
organization's values and norms. This can be achieved by promoting safety as a top priority,
encouraging open communication about safety concerns, and recognizing and rewarding
employees who prioritize safety. (Zyphur, 2009)

Managers should ensure that employees receive comprehensive training on health and safety
practices specific to their roles and work environments. This includes training on safe
operating procedures, handling hazardous materials, using personal protective equipment
(PPE), and emergency response protocols. Ongoing training and regular refreshers should be
provided to reinforce safe practices.

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To uncover possible workplace dangers, managers should regularly undertake risk
assessments. This entails methodically assessing the workplace, procedures, and tools to find
areas that could be improved. Managers can prevent accidents and encourage a safer work
environment by anticipating potential dangers and taking proactive measures to resolve them.

Managers should create clear, thorough policies and procedures that define what is expected
of them in terms of health and safety. Areas including danger reporting, incident
investigation, emergency response, and safety compliance should all be covered by these
policies. Managers need to make sure that staff members are aware of and comprehend these
rules.

Managers should provide employees with the necessary resources and equipment to maintain
a safe and healthy working environment. This includes providing appropriate personal
protective equipment (PPE), ensuring proper maintenance and inspection of equipment, and
promoting ergonomic workstations to prevent physical strain or injuries.

Managers should monitor and evaluate the effectiveness of health and safety measures on an
ongoing basis. This includes tracking safety performance metrics, conducting safety audits or
inspections, and analyzing incident reports. Regular review and analysis help identify trends,
areas of improvement, and opportunities for further enhancing employee well-being.

Managers should actively involve employees in the development and implementation of

health and safety initiatives. Employees are often closest to the potential risks and can
provide valuable insights and suggestions. Encouraging employee participation, feedback,
and involvement in safety committees or teams can foster a sense of ownership and
empowerment.

Managers should collaborate with health and safety experts, both internal and external, to
gain specialized knowledge and expertise. This can include partnering with occupational
health professionals, safety consultants, or industry associations to stay up to date with best
practices, regulations, and emerging trends in health and safety.

Managers at Unilever may improve employee wellbeing, create a safer working environment,
and lower occupational dangers by putting these suggestions into practice. This in turn may
result in a more favorable workplace culture, higher productivity, and happier employees

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 TASK 04

4.1. Belbin's theory

Belbin's theory of team roles, developed by Dr. Meredith Belbin, suggests that there are
specific roles that individuals within a team or group naturally adopt, and that the effective
combination of these roles can significantly impact group performance. Belbin identified nine
team roles, each with distinct characteristics and contributions to the team. Let's assess how
different roles affect group performance based on Belbin's theory (University of the Basque
Country; University of Hull; Highfield House Consultancy, 2007)

The Plant is a creative and innovative thinker, often generating new ideas and solutions. Their
role is to provide unique perspectives and stimulate creativity within the group. They can
positively impact group performance by introducing fresh ideas and encouraging out-of-the-
box thinking.

Resource Investigators are outgoing and curious individuals who excel at networking and
gathering information from external sources. They are effective at exploring opportunities,
making connections, and bringing new resources to the team. Their role contributes to group
performance by expanding the team's knowledge base and opening up new possibilities.

Coordinators are natural leaders who excel at organizing and delegating tasks. They have
strong communication skills and ensure that team members are working together efficiently
and effectively. Coordinators help maintain focus and balance within the group, enhancing
group performance by facilitating collaboration and maximizing productivity.

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Shapers are dynamic and assertive individuals who thrive on challenges. They push the team
towards achieving goals, challenging the status quo, and overcoming obstacles. Shapers can
positively impact group performance by providing the necessary drive, motivation, and
determination to accomplish objectives.

Monitor Evaluators are analytical thinkers who critically assess ideas, strategies, and options.
They provide objective and balanced evaluations, weighing the pros and cons of different
approaches. Their role enhances group performance by ensuring that decisions are well-
informed, minimizing risks, and improving the overall quality of the team's outputs.

Team Workers are cooperative and diplomatic individuals who promote harmony within the
group. They excel at building relationships, mediating conflicts, and maintaining a positive
team dynamic. Team Workers contribute to group performance by fostering a supportive and
inclusive environment, enhancing collaboration and reducing interpersonal tensions.

Implementers are efficient and disciplined individuals who excel at turning ideas into actions.
They are known for their reliability, attention to detail, and practical approach. Implementers
play a crucial role in executing plans, organizing resources, and ensuring that tasks are
completed effectively. Their contributions positively impact group performance by bringing
structure and efficiency to the team's work.

Completer Finishers are perfectionists who pay close attention to detail and strive for
accuracy. They have a keen eye for identifying errors and ensuring that tasks are completed
to the highest standards. Completer Finishers contribute to group performance by ensuring
that deadlines are met, quality is maintained, and the team's outputs are polished.

Specialists are individuals with specialized knowledge, skills, or expertise in a specific area.
They provide in-depth knowledge and technical proficiency, often acting as a valuable
resource for the team. Specialists positively impact group performance by offering insights,
resolving complex problems, and bringing expertise to the table. (Bagozzi, 1988)

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 TASK 05

5.1. Individual
differences of
employees in business

organizations

Individuals have different personality traits, such as introversion/extroversion, openness to

experience, conscientiousness, agreeableness, and emotional stability. These personality traits

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can influence how employees perceive and respond to their work environment, tasks, and
colleagues.

Employees possess diverse abilities and skills, including technical expertise, problem-solving
skills, communication skills, leadership abilities, and cognitive abilities. These differences in
abilities and skills can impact job performance and the way individuals contribute to the
organization.

Employees hold different personal values and beliefs, which shape their attitudes, behaviors,
and work preferences. For example, some employees may prioritize work-life balance, while
others may prioritize career advancement. These differences can affect job satisfaction and
commitment to the organization.

Employees are driven by different motivational factors, such as achievement, recognition,

autonomy, or job security. Understanding and catering to individual motivational needs can
impact employee engagement, productivity, and commitment to the organization.

Factors like age, gender, ethnicity, educational background, and cultural experiences
contribute to individual differences. Embracing diversity and promoting inclusion can lead to
a more engaged and committed workforce.

5.2. How employee differences can affect organizational commitment

Individual differences in values, needs, and preferences can impact job satisfaction.
Employees who have their values and needs met through their work are more likely to be
satisfied and committed to the organization. (Alladhin, 2019)

Employee engagement is influenced by various factors, including individual differences.

Employees who are engaged in their work and feel a sense of purpose are more likely to be
committed to the organization and its goals.

Individual differences in personality and values can affect the fit between employees and the
organization's culture. When there is a strong alignment between employee values and
organizational values, it enhances commitment and a sense of belonging.

Employees have different aspirations and career goals. Organizations that provide
opportunities for growth, development, and advancement can foster higher levels of
commitment among employees.

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Supportive Work Environment: Recognizing and respecting individual differences, providing
support, and promoting inclusivity can contribute to a positive work environment. Such an
environment fosters a sense of commitment among employees who feel valued and
supported. (siddil, 2018)

Leadership styles can impact employee commitment. Leaders who understand and
accommodate individual differences, provide support, and create a positive work culture can
inspire higher levels of commitment among employees.

TASK 06

6.1. Different types of cultures

6.1.1. KFC

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Performance Culture: KFC is known for its focus on performance and results. The culture
encourages employees to deliver high-quality products and provide excellent customer
service to achieve business goals. (Jalan Sg Dua, 2021)

Teamwork and Collaboration: KFC emphasizes teamwork and collaboration among its
employees to ensure smooth operations across its outlets. The company promotes a culture
where employees work together to serve customers efficiently.

6.1.2. Unilever

Sustainability Culture: Unilever has a strong sustainability culture. The company is

committed to environmental and social responsibility and aims to create a positive impact on
society. Unilever's Sustainable Living Plan reflects its culture of sustainability. (Reza, 2020)

Innovation and Entrepreneurship: Unilever encourages innovation and entrepreneurship

within its culture. The company supports employees in developing and implementing new
ideas and initiatives to drive growth and market leadership.

6.1.3. Nike

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Performance and Excellence Culture: Nike has a culture that values performance and
excellence. The company focuses on designing and delivering high-quality athletic products
and promoting a culture of continuous improvement and innovation.

Sports and Athlete Culture: Nike's culture is deeply rooted in sports and athleticism. The
company celebrates and supports athletes, and its culture embodies the spirit of competition,
achievement, and dedication to physical fitness.

6.1.4. Dialog

Customer-Centric Culture: Dialog, a telecommunications company, has a customer-centric

culture. The company places a strong emphasis on understanding and meeting customer
needs, providing excellent service, and fostering long-term customer relationships.

Innovation and Technological Advancement: Dialog fosters a culture of innovation and

technological advancement. The company encourages employees to explore new
technologies, develop cutting-edge solutions, and stay ahead in the dynamic
telecommunications industry.

6.2. Explore the aspects of culture with suitable examples from these

organizations

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In all the mentioned organizations, values and beliefs play a crucial role. For example, KFC
places importance on quality, customer satisfaction, and teamwork. Unilever values
sustainability, responsibility, and innovation. Nike embodies values such as performance,
excellence, and inspiration. Dialog focuses on customer-centricity, innovation, and
technological advancement. (Bamidele, 2022)

 Rituals and ceremonies are apparent in organizational cultures. For instance, KFC
may have regular recognition programs or ceremonies to appreciate employees'
performance. Nike organizes events and campaigns to celebrate athletes and their
achievements. (Zyphur, 2009) Dialog might hold innovation showcases or tech expos
to showcase the latest advancements in the telecommunications industry.

 Symbols and artifacts represent visible aspects of culture. KFC's logo, packaging, and
restaurant design represent its brand identity and culture. Unilever's sustainable
packaging solutions, such as the Dove refillable bottles, reflect its commitment to
sustainability. Nike's iconic "swoosh" logo is a symbol associated with its athletic and
competitive culture. Dialog's branding elements, such as its logo and visual identity,
represent its technological expertise and commitment to customer service.
(Aslamazishvili, 2019)

 Language and communication patterns shape organizational culture. For example,

KFC may use clear and concise communication to ensure efficient operations.
Unilever might have a shared language around sustainability initiatives and goals.
Nike's communication may focus on inspiration and empowerment. Dialog's
communication might revolve around technical expertise and customer-centric
language.

 Norms within organizations shape behavior. KFC may have norms promoting
teamwork, professionalism, and delivering quality products. Unilever might have
norms that encourage collaboration, open dialogue, and embracing diversity. Nike
may have norms that emphasize continuous improvement, personal growth, and

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 pushing boundaries. Dialog may have norms centered on delivering exceptional
customer service, staying updated with technological advancements, and adapting to
market changes.
 Leadership style influences culture. KFC's leadership may focus on fostering a
performance-driven culture through goal-setting and accountability. Unilever's
leadership may emphasize sustainability practices and inspire innovation. Nike's
leadership might embody passion, determination, and a drive for excellence. Dialog's
leadership may foster a customer-centric approach, technological innovation, and a
focus on employee development.

These aspects of culture contribute to the unique identities and values of each organization,
influencing how employees perceive their work, interact with each other, and align with the
organization's goals and values. (_Leadership_styles_and_organizational_outcomes_, 2021)

Conclusion

Proper recruitment practices lead to a workforce with the necessary skills and expertise,
contributing to the organization's productivity and competitiveness. As a result the employees
become more proficient in their tasks leading to higher productivity and fewer accidents on

22
the production floor. This approach fosters trust and transparency, leading to a collaborative
and supportive work culture, with fewer instances of conflicts and grievances. Engaged
employees are more committed, productive, and likely to stay with the organization for the
long term. Their contributions positively impact group performance by bringing structure and
efficiency to the team's work. These differences in abilities and skills can impact job
performance and the way individuals contribute to the organization. Employees who are
engaged in their work and feel a sense of purpose are more likely to be committed to the
organization and its goals.

References

References
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Leadership_styles_and_organizational_outcomes_, 2021. Leadership styles and
organizational outcomes: A study across international hubs. p. 210.

Alladhin, 2019. The Role of Organizational Commitment in Enhancing Organizational

Effectiveness. The Role of Organizational Commitment in Enhancing Organizational
Effectiveness, April, p. 86.

Anon., 2014. HRM Practices in Performance of Organization and Employee Retention. HRM
Practices in Performance of Organization and Employee Retention, November.

Aslamazishvili, D., 2019. Symbolic Leadership in the Organizational Culture in the Context
of Transformation. Symbolic Leadership in the Organizational Culture in the Context of
Transformation, p. 25.

Bagozzi, R., 1988. n the Evaluation of Structural Evaluation Models. Journal of the Academy
of Marketing Science.

Bamidele, R., 2022. ORGANIZATIONAL CULTURE. ORGANIZATIONAL CULTURE,

January, pp. (pp.284-292).

Jalan Sg Dua, 2021. A Case Study of Consumer Satisfaction of Kentucky Fried Chicken. A
Case Study of Consumer Satisfaction of Kentucky Fried Chicken, july, p. 288.

Reza, M. H., 2020. Marketing Strategy and Sustainable Plan of Unilever. Marketing Strategy
and Sustainable Plan of Unilever, 04 08, p. 258.

siddil, o., 2018. A Scholarly Study on the role of growth opportunities in Faculty Job
Satisfaction leading To the Development of Academic Institution. A Scholarly Study on the
role of growth opportunities in Faculty Job Satisfaction leading To the Development of
Academic Institution, 5, p. 55.

University of the Basque Country; University of Hull; Highfield House Consultancy, 2007.
Belbin's Team Role Model: Development, Validity and Applications for Team Building.

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Belbin's Team Role Model: Development, Validity and Applications for Team Building, 01
01.

Zyphur, M. J., 2009. Rituals in OrganizationsA Review and Expansion of Current Theory.
Rituals in OrganizationsA Review and Expansion of Current Theory, February, p. 255.

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