IDD 1139

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Asian Business School *

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706

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Management

Date

Nov 24, 2024

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pptx

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Uploaded by ChancellorQuail1879

LEADING DIVERSE WORKFORCES TARMAC COMPANY

TASK 1

INTRODUCTION • Running a business demands a solid plan of action in today's fast-paced world. • A competitive advantage will be given to the organization by reducing the risk elements. • Tarmac is an environmentally friendly building company. • Strong strategies are needed to help the company with its problems.

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COMPANY BACKGROUND • A British company called Tarmac manufactures construction materials. • In Solihull, England, it was established in 2013. • The business manufactures cements, limes, power, concrete, and asphalt. • Tarmac has a workforce of 7000 people throughout an international network of 8 nations (Tarmac, 2022). • By using sustainable resources, the company's main goal is to satisfy its clients.

THE ORGANIZATION'S CURRENT PROBLEMS The organization is currently dealing with the following issues: • Employees who are not happy. • the wrong kind of payment system. • proper acknowledgement of work. • lack of emphasis not given enough. • issues relating to development and training.

THE ORGANIZATION'S CURRENT PROBLEMS CONTD. • job stability. • concerns about a larger working environment. • keep sustainability in mind. • operating a digitally cutting-edge multinational business.

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PERFORMANCE BENEFITS OF INCLUSION, DIVERSITY, AND EQUALITY • A political belief of color, sexual orientation, culture, class, and their similar differences can be stated as the definition of diversity. • When something is inclusive, it fosters a sense of belonging, value, and kind treatment. • Workers from different backgrounds can coexist in the workplace thanks to equality. • Building a diverse and welcoming workplace is something the Tarmac firm is committed to. • Promoting intra- and inter-company networks, boosting employee morale, improving employees' skills and productivity, and concentrating on attaining the company's goals are all facilitated by equality in the workplace (Ciulla, 2020).

PERFORMANCE BENEFITS OF INCLUSION, DIVERSITY, AND EQUALITY CONTD. Having a diverse and inclusive workplace has the following main advantages: • Improve your workforce's talent. • builds trust among and employee engagement. • fosters creative thinking and new viewpoints. • aid in helping one to make wiser selections. • a rise in staff performance. • assists in strengthening the environment and assisting in the business sector's ability to make a profit (Ohunakin et al . 2019).

APPLICATION OF STRATEGIES Here are the methods to address the problems: • Employee dissatisfaction: Provide incentives and additional bonuses. • Inadequate compensation structure: Create a fair pay structure that includes bonuses and raises in salary based on how well employees perform. • Recognize employees who have put in exceptional effort over a period of time by rewarding them. • Lack of giving staff enough importance—Hold meetings to express appreciation and acknowledgement. • Questions relating to training and development: Plans for workshops on training and development will be made (Arasanmi and Krishna, 2019). • Job security: Workers with great performance are not fired even if they engage in unethical behavior or transgress company policies.

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APPLICATION OF STRATEGIES CONTD. • Problems with a larger working environment: To handle the larger working environment, the management will be broken up into smaller portions. • Sustain sustainability: Maintaining sustainability will be easier with proper planning and an awareness of its requirements (Smith et al . 2019). • Running a business on the cutting edge of technology and expanding its operations globally.

LEADERSHIP STYLES' EFFECTS ON INCLUSION, DIVERSITY, AND EQUALITY • The capacity to motivate and influence others might be characterized as leadership. • Tarmac is very serious about its leadership. • The communication between the employees can be improved with the help of the leaders. • Employees can express their ideas and opinions to one another through communication, which promotes a positive work atmosphere (Cooke et al . 2019).

LEADERSHIP STYLES' EFFECTS ON INCLUSION, DIVERSITY, AND EQUALITY CONTD. • Leadership raises understanding of the value of inclusion and diversity. • encourages cooperation among the workers. • encourages teamwork among employees. • The personnel were inspired to work harder to achieve the company goals through effective leadership (Mukherjee, 2019). • carries out initiatives to eliminate obstacles to equality, inclusiveness, and diversity.

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CONCLUSION • It's challenging to manage operations and organization. • The necessary mitigation tactics for the organization's problem are offered. • Effective and skilled management and staff are the first and most important need for running a successful business. • Tarmac will undoubtedly put these plans into action to address the problems.

REFERENCES • Arasanmi, C.N. and Krishna, A., 2019. Employer branding: perceived organizational support and employee retention–the mediating role of organizational commitment. Industrial and Commercial Training, 51(3), pp.174-183.Available at: <https://www.researchgate.net/profile/Chris- Arasanmi/publication/341220450_Employer_branding_perceived_organisational_support_and_employee_retention_the_mediating_role_of_organisational_commitment/links/5eb49b4d92851cd50da1 25e1/Employerbranding-perceived-organisational-support-and-employee-retention-the-mediating-role-oforganisational-commitment.pdf> [Accessed 4 April 2023]. • Ciulla, J.B., 2020. The importance of leadership in shaping business values. The search for ethics in leadership, business, and beyond (pp. 153-163). Springer, Cham. Available at: http://www.untag-smd.ac.id/files/Perpustakaan_Digital_1/CORPORATE%20GOVERNANCE%20Corporate_Ethics_and_Corporate_Governance(2).pdf#page=62 [Accessed 4 April 2023]. • Cooke, D.T., Olive, J., Godoy, L., Preventza, O., Mathisen, D.J. and Prager, R.L., 2019. The importance of a diverse specialty: introducing the STS workforce to diversity and inclusion. The Annals of Thoracic Surgery, 108(4), pp.1000-1005.Available at: https://www.researchgate.net/profile/Jacqueline-KOlive/ publication/335226188_The_Importance_of_a_Diverse_Specialty_Introducing_the_STS_Workforce_on_Diversity_and_Inclusion/links/60ac3cd8299 bf1031fc851f5/The- Importance-of-a-Diverse-Specialty-Introducing-the-STS-Workforce-on-Diversity-and-Inclusion.pdf [Accessed 4 April 2023]. • Mukherjee, S., 2019. Overview of the Importance of Corporate Security in business. Available at SSRN 3415960.Available at: https://www.researchgate.net/profile/Sourav-Mukherjee- 10/publication/332109748_Overview_of_the_Importance_of_Corporate_Security_in_business/links/5c a17a4992851cf0aea56acd/Overview-of-th e-Importance-of-Corporate-Security-in-business.pdf [Accessed 4 April 2023]. • Ohunakin, F., Adeniji, A.A., Ogunnaike, O.O., Igbadume, F. and Akintayo, D.I., 2019. The effects of diversity management and inclusion on organizational outcomes: a case of a multinational corporation. Verslas: Teorija ir praktika/Business: Theory and Practice, 20, pp.93-102.Available at: <https://www.econstor.eu/bitstream/10419/247962/1/1667980033.pdf> [Accessed 4 April 2023]. • Smith, M., Busi, M., Ball, P. and Van Der Meer, R., 2019. Factors influencing an organization's ability to manage innovation: A structured literature review and conceptual model. Managing Innovation: What Do We Know About Innovation Success Factors? pp.69-90. Available at: <https://strathprints.strath.ac.uk/68726/1/Smith_etal_2019_Factors_influencing_an_organisations_abi lity_to_manage.pdf> [Accessed 4 April 2023]. • Tarmac. 2022. Home page. [online] Available at: <https://tarmac.com/> [Accessed 4 April 2023].

TASK 2

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THREE KEY FINDINGS FROM THE SURVEY Tarmac can be used for a variety of purposes, depending on the circumstance and the desired application. The expression describes a paving technique that uses heated tar to hold crushed rock or gravel together. Nonetheless, it does a better job of describing the process and its parts than the end result, which is sometimes used to describe the roads and driveways made from these materials. Regardless of how it was constructed, a "runway" is any paved place where an aircraft can taxi. • Satisfaction with pay: Just 21% of employees say they are satisfied with their compensation, and nobody is especially content. The impact of a significant factor on a worker's productivity is inevitable. The morale and productivity of employees are directly impacted by pay reductions. Unhappy workers are more inclined to look for work elsewhere, which is bad for the company. When a post opens up, it may be expensive and time-consuming to find qualified candidates. • High Stress: The survey's findings indicate that stress is a significant barrier to productivity. Ninety percent of the participants said they occasionally experience stress. The worker was tired and worried since more work was required. Once more, the high levels of stress led to below-average performance at work, which reduced wages. Another detrimental effect of stress is the incapacity to think creatively. If employees aren't allowed to go outside the box and contribute their distinct viewpoints, the organization will stagnate. Despite the many detrimental effects, it can have on the business, many employees experience stress on a regular basis.

THREE KEY FINDINGS FROM THE SURVEY CONTD. • Lack of cooperation and a communication gap: Many workers and visitors have voiced their concerns about the lack of communication between upper management and the rest of the company. A recent survey found that while 80% of workers believe their coworkers recognize and appreciate them, only 20% of employees believe senior management is paying attention to them. The productivity and morale of employees can be dramatically impacted by a powerful incentive, such as leadership recognition. Staff and management appear to be having communication problems. One of the company's biggest problems has been poor communication. Yet, cross-functionality is essential for moving services from one area to another; otherwise, the business would be losing money as a result of poor communication. The issue of fairness should also be considered. Because inadequate coordination and communication have a detrimental impact on business morale, upper management should develop a plan to improve working circumstances.

THE RATIONALE FOR THE FINDINGS

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CRITICAL JUSTIFICATION OF THE THREE SPECIFIED PROBLEMS • Pay and Benefits: Individuals were pleased with their salaries and benefits when they felt appreciated at work. Nearly all managers could show their staff members greater appreciation as it costs nothing and takes minimal effort (for most people). Achieving goals brings joy. It's likely that the restaurant is busy when consumers are satisfied. Marriages that are mutually satisfying are more likely to last. Two are a safe workplace and a pristine, healthy environment (both physically and emotionally). Everyone should look forward to going to work each day. Many companies conduct employee reviews once or twice a year, but some even do it weekly. The primary objective of these performance reviews at work is to streamline the procedure for any employee seeking a promotion or a pay raise. • Efforts at work are properly recognized: The lack of appreciation and willingness to work with them again from a recent client was lowering the team's spirits. To begin, highlight the positive aspects of their character. Yet, their intrinsic abilities or body of knowledge serve as a springboard for success and help to spark discussions about potential directions. A reward is typically given for excellent behavior.

CRITICAL JUSTIFICATION OF THE THREE SPECIFIED PROBLEMS CONTD. • Listen to employees at work: Employee feedback may be more than just educational if management takes the time to hear it. It could promote development and unique thought. Ninety one percent of them will slyly relocate their enterprises permanently. The sales were significantly lost. The creation of comparable techniques for determining employee discontent is simple. It may cast doubt on a person's right to leave without providing a reason if it occurs frequently or within the same team or department. The expenses of replacing and retraining employees are obvious and substantial, and if employees don't learn to listen, talent may be lost. The costs of poor production, low morale, and lost sales are much larger than the more evident monetary cost. When given the opportunity, staff members are eager to share their opinions.

EVALUATION OF ONE STRATEGIC INITIATIVE THE COMPANY MUST IMPLEMENT If a corporation wants to expand, training and development are two of the most pressing issues that need to be strategically addressed. It is amazing how many additional factors are touched by the communication breakdown, all of which contribute to the organization's inefficiency. Only 20% of workers and 55% of managers in charge of particular projects felt valued by top management, according to other surveys. When there is confusion about the objectives of the management team due to the separation between staff and employees, there is a barrier to effective communication. There needs to be a connection between the teacher and the trainee for training and development to be successful and knowledge to be shared. The ability of employees to communicate with one another and share information inside the company necessitates a clearly defined organizational structure. It is simpler to communicate about the state of the company with employees and top management when a more transparent approach is taken. The workforce is informed of the long- and short- term objectives of the organization, as well as any related R&D projects. An empathic approach makes it simpler to understand the perspectives of internal and external stakeholders, which facilitates management and employee communication.

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EVALUATION OF ONE STRATEGIC INITIATIVE THE COMPANY MUST IMPLEMENT CONTD. You Said, We Listened : Businesses may find value in employee recommendations for enhancing the workplace culture. About half of employees, it has been reported, are dissatisfied with their jobs, prompting managers to want to raise staff morale. Only a small percentage of employees, according to the survey, are content with the way their workdays are organized. The level of organization of workdays can be improved using these types of employee insights. Ninety-two percent of workers believe that their workload has increased over the past year, and many of them are dissatisfied with their income. Management can design a plan more tailored to their needs by researching potential courses of action. Improved learning and mentoring programs will increase social engagement and foster the growth of an inclusive social culture, which will help to mitigate training and development challenges. This is one of the tactics the business has to concentrate on.

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TASK 3

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REFLECTIVE JOURNAL In accordance with the CMI code of conduct, I am committed to upholding the professional knowledge and competence standard. By abiding by this code, I continually work to increase my knowledge and my desire for greatness. within the present company. I am not only giving more value than I have received throughout the years, but also imparting information. I always work to increase both my own and the organization's responsibility. As the success of the company directly depends on how well I do at work, it is my duty as an employee to increase business. Continuous professional growth has been found to be essential for people who want to keep their career success moving forward steadily. I believe I possess abilities in problem-solving, analyzing, and making decisions. These might make it easier for me to understand how important it is for people to keep up their professional knowledge and competency. My current job has allowed me to learn and grow so much that I am confident it will be beneficial to my future career. Both types of growth are available; organizational development is one of them. and the other is personal growth. Unless or unless the requirements for both personal and professional progress are met, in my opinion. Individuals can never flourish professionally as a whole. The development process proceeds as time goes on. So, it will change.

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REFLECTIVE JOURNAL CONTD. In terms of my intended future profession. In addition, I think I can learn more about the advantages I currently have and those I will eventually acquire. On my prospective work route, it will undoubtedly enable me to develop more. The desire to learn more will assist me and my future company develop more and become more knowledgeable about the industry, which will also allow us to accomplish the precise objectives set forth by the organization's target. I want to work in business management in the future, thus I need to understand how important professional knowledge and skills are to building a stable future for my career. As it has been observed that the nature of job options is always altering, nearly all earner hopefuls are in need of being a skilled professional. I am not an outlier. I am concentrating on my abilities and making the most use of them for my professional development in the future. Also. I always want to stand by everyone. I will always be able to lead the group. I was always willing to assist my comrades. I think that if we all work together as a team, we are all a team. So, it is my duty to lend a hand to others in order to forward the organization's mission. I'll now wrap up my perspective on this. At the moment, I'm doing what I'm supposed to be good at. and I'll be working on projects where I can get all the elements that will contribute to my personal development.

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Thank You!

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IDD 1139

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