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BSBMGT605 Provide Leadership Across the Organisation Assessment

Published : 03-Oct,2021  |  Views : 10

Question:

You are required to answer the following questions. Answers are required to be directly to the point. You are NOT required to write any lengthy stories. Furthermore, you need to assume yourself as a leader or as a manager or a manager at your own workplace.
• What would you do to become a positive role model in your workplace How would you create and maintain a positive work environment.
• How will you build trust and confidence with employees through effective communication and consultation
• How would you improve organisational work culture and what resources you would be using
• How would you demonstrate your understanding of global environment and new technologies in your workplace Ensure actions convey flexibility and adaptability to change and accessibility.
• What approach you would like to make while doing any consultation with an individual Explain any risk involved in any step while doing consultation. 

Answer:

Organization is accompanied by complex set of activities in which various internal and external functions are performed such as hiring, recruiting and selecting employees, working channels and structured value chain program. The efficiency and productivity of organizations is based on the proper level of hiring and employees working capacity of organization. Employees are the key pillar of organization if they proper level of hiring is done in value chain activities of organization then it will not only increase the efficiency of business and productivity of organization. This report is divided into four parts. In the first part of report, recruiting, staffing and selecting of employees details have been given. After that, details of positive role model have been discussed. Afterward, study has been conducted on accountability and responsibility of staff members. In the end of this report, conclusion and ethical principle have been discussed. This report reflects the true details collected from primary and secondary sources which will enable to evaluate possible internal and external factors of business and its hiring process. In the end part of this report, conclusion has been drawn to showcase the clear understanding on the outcomes of this report prepared. This study has shown various key intents which company should follow proper level of training and hiring process of organization.   

Hiring process 

Company is planning to develop new center in Sydney to support Melbourne office. In order to develop effective hiring team members in organization, some of the old experienced staffs will join the hiring team members of Sydney to support Melbourne office.

Set organizational strategic direction 

It is observed that five members from the old team will be hired in new office of Sydney (Gillon, et al, 2014).Two members will arrange all the resources and implement proper level of training and development of newly hired employee of newly set up department of Sydney. After that, two employees from old department will indulged in recruiting, hiring and selecting best employees from Sydney. If proper level of training and development department is done under the surveillance and direction of these old members then it will increase the efficiency of business in determined approach (Chelladurai, and Kerwin, 2017).

Current objective 

The main objective of newly hired staffs is to increase the overall efficiency of business and put the best possible efforts for the betterment of organizations at large. However, all the newly staff members will have objective to learn to key intents of value chain activities of organizations and provide efficient coffee machines to all the restaurants and cafes. However, company has also planned to increase its overall profit by 5% in the next three years by reducing the non-productive work and increasing the bulk purchase and saving freight cost and other carriage inward and outward cost of delivering coffee machines to clients (Rees and Smith, 2017). There are other several sub objectives which have been bifurcated throughout the time such as hiring experienced employees in management department of newly opened Sydney office, establishment of effective training and development program and maintain proper level of finance and management department for the effective functioning of organizations. All the newly hired employees of organizations would be asked to deliver expected results as per the policies and rules (Brewster, Mayrhofer, and Morley, 2016).

Linkage between Organizational values, standard and objective. 

If company wants to establish proper level of organizational values, standard and objectives then it could implement proper level of training and development program. If proper level of training and development department is done under the surveillance and direction of these old members then it will increase the efficiency of business in determined approach. It is further observed that value of organizational is related to provide ethical business practice and determine employee’s organizational working chain. It is evaluated that if company does not maintain the same level of working standard then it will have to face destruction of its brand image on international level. It is considered that experienced staff of new center in Sydney to support Melbourne office will provide effective result to management department of organization but also create effective business functioning

Values 

All the newly hired staff members will have integrity, code of conduct and follow all the rules and regulations of organizations for the betterment of organizational culture and committed with the honesty, integrity, efficiency, reliability and sustainability. Company has followed ethical business functioning and in order to develop an effective business new center in Sydney to support Melbourne office, there is need to establish a draft framework of value chain activities. This process should be more employees’ oriented and should be indulged in delivering proper level of business chains.

Appropriate media and language used for different individuals 

Finance department of company should be more inclined towards using proper level of capital budgeting tools, financial analysis and ratio analysis before investing money in HR department and hiring process of organizations (Brewster, and Hegewisch, 2017).  These levels of organizational values have been set with a view to develop an effective hiring process which could meet the possible set targets and goals of organization.  It is further observed that company has followed proper level of integrated business in which clients are kept at the top to provide best level of services and products in determined approach. Employees could use their Email and dashboard options to communicate with each other’ their message and details.

Impact of legislation on leadership 

There are several legislations such as workmen compensation act, equity act, employment act which has to be complied by organization. If these policies and laws applicable on company is not complied in determined approach then it will put negative impact on the leadership skills of leader in organization. Furthermore, leaders has to make arrangement of compliance program for the organization otherwise company has to face high penalties.

Responsibilities of individual in organization

Basis

Details of concerned employee

Responsibilities

1

Accountant clerk

He will be responsible for passing journal entries and recording of data in annual report of company.

2

Accounts receivables

They will be responsible to make full payment to company within he given due date.

3

Accounts payable  

They have no responsibility toward company but they are liable to wait for the payment till the due date.

4

Warehouse staffs

They will pass entries sand record closing stock and required amount of inventory in the books of account of company.

5

Technician for Maintenance manager

They have  responsibility to act in accordance with the directions given by the maintain  managers.

Communicate expectation of organization

 The expectation of the organizations from new center in Sydney to support Melbourne office is related to increase the overall productivity, turnover and create the synergy in effective manner. The values of employees should also be considered by the organization before setting up of organizational culture in new center in Sydney (Belal, Cooper, and Khan, 2015). This could be communicate through proper level of enterprises resources planning and cyber computing system to all of its employees.

Elimination of these issues 

These arouse issues could be mitigated by organization by using proper level of meeting and resolution program. Company could conduce meeting in which all the queries and problems while be solved by passing special resolution in company.

Standard

  Company has set up benchmark to increase its overall output by 25% by setting new center in Sydney to support Melbourne office (Said, Alam, and Aziz, 2015).  In addition to this, it is observed that if company to train its newly hired employees in systematic manner then it will surely increase the productivity and increase the overall business functioning determined approach. Company has set up to decrease its overall cost of production from new center in Sydney by 10% and increase its overall profit by 5%. This level of standard and accomplishment of same may result into increase efficient business functioning and high level of increment in overall output of company.  

Investigation the incident in a prompt and ethical manner

The new center in Sydney to support Melbourne office will provide innovative and creative coffee machines which will be delivered to other units of organizations at less interstate transport costs for staffs and machines. In addition to this, for the better corporate social responsibilities, new center in Sydney to support Melbourne office will have less level of carbon emission and will curb this level of negative output to carbon footprint by 10% within next three years. Moreover, company will also install enterprises resources planning accompanied by cyber computing system which will increase the overall communication channel and effectiveness of communication methods use among employees (Schultz, Bennett, and Ketchen Jr, 2015).

Ethical standard

Company through setting up of new center in Sydney to support Melbourne office will strengthen it corporate social responsibilities by reducing its overall carbon footprint by 10 %.  In addition to this, company will put main focus on creating employees’ oriented business functioning and will be less inclined towards generating profit from unethical means (Arulrajah, Opatha, and Nawaratne, 2016).

Communication of result to relevant group

Top management with the help of daily work report could measure the work performance of employees. Directors and managers could identify the problems and hurdles faced by employees through dashboard surveillance. In addition to this, annual report and other documents could be shared by company to shareholders through online e- filling.

Conclusion 

This report has reflected clear understanding on all the internal and external functioning of organizations. With the increasing ramification of econom0ic changes and organizations complex set of activities, it is evaluated that if proper level of str10ategic planning procedure and training development program is not implemented then company has to face various problems and issues in its value china activities. Now in the end it could be inferred that new center in Sydney to support Melbourne office will follow proper level of values, standards and ethical viewpoints in hiring and accomplishing set goals and objectives.

 Becoming positive role model in my workplace

It is evaluated that if persons is followed by his followers then his honesty, integrity, efficiency, reliability and sustainability will have high impact on the employees business functioning. If I were to be positive role model in my organizations then I will be adhered by all the rules and regulations of the organizations. I will be more inclined towards becoming proactive while solving problems and issues of organizations. I have to take care of each and every single thing that everyone is trust in me and I should not be doing anything which is unethical and illegal. I will try to give my best to keep all the people trust in me on sustainable basis. I will have to consider that becoming role model is not a title but it is the responsibility or debt towards those who are following me. I have to show them a proper path for the betterment of organization. I have to understand that if I fail to perform my committed work in organization then it will not only put negative impact on followers or employees but also show negative reflection of my own behavior (Purce, 2014).

Creating positive work environment

After my experience in organization, I have learned that positive working environment is based on the organization policies and management functioning of organizations. It is observed that if employees are left free to work as per their own choices then it will not only increase the overall efficiency but also increase the productivity of organization at large. In order to make positive working environment, proper level of training and development program should be conducted. This level of training program will help employees adapt with the positive working environment (Slocum, Lei, and Buller, 2014). It is observed that if proper level of grievances program is maintained then it will resolve employee’s problems in easy and determined approach. It is observed that if employees are given proper level of guidance and motivation then it will result to creation of positive working environment in the organization (Tahir, et al. 2014).

Building trust and confidence with employees through effective communication and consultation 

It is evaluated that Building trust and confidence with employees through effective communication and consultation is very critical and complex set of activities. However, enterprises resources planning method could be used by organization to make proper efficient working chain. It is observed that if company could make proper level of changes in the business functioning of organization by adopting enterprises resources planning then it could increase the overall productivity and efficiency of business. For instance, using of enterprises resources planning will result to creation of unique identification number and developing proper details for the betterment of organization. It is observed that if proper level of unique ID is followed in organization is followed then it would result to creation of encrypted message and flow of data in confidential manner (Matos, 2016). Therefore, it could be inferred that if proper level of enterprises resources planning is installed in training and communication of employees then it will increase the overall efficiency of business and attractiveness of organization in determined approach (Storey, 2014).

Improve organizational culture and resources would be used 

It is evaluated that if company could manage its business efficiently then it will not only increase the overall productivity but also enhance the efficiency of business. Organizational culture could be improved only when culture of organization is employees oriented. This could be made possible only when employees are left free to work as per the own needs and demand. This level of changes will increase the overall working functioning and result to increment in overall production of organization (Kuratko, Hornsby, and Hayton, 2015). For instance, if employees are kept free to work then they will take work as their own and put their best efforts to get the desired level of outputs. It is further observed that if organization makes possible level of changes in their business functioning then it will establish proper level of nexus between employee’s welfare and organizational development at large.  In order to improve the organizational culture, certain level of policies and business framework would be developed. After that, proper level of changes in enterprises resources planning would be installed for systematic work process. These changes will showcase the best level of changes in organizational culture (Sparrow, Brewster and Chung, 2016).

Demonstrate understanding of global environment and new technologies in workplace 

With the help of enterprises resources planning accompanied by cyber computing system, it would be easy for the organizations to adopt the changes and new technologies. Global environment focuses more on effective productivity and increase level of output from the value chain activities of organization. In order to demonstrate my understanding to employees regarding with global environment and technologies, I would distribute documents prepared by me related to global environment and technologies. Appendix prepared will be shown as base for the details shown in document. However, consistent level of official notices and amendment in organization and global environment will be issued in context with the earlier circulated documents (Tang, et al. 2015).

Approach while doing consultation with individual 

I will use direct confrontation strategic planning tool to consult with individual to solve his problems and conflict. However, it is observed that I have to evaluate his past and present details before encountering any problems and conflict which he must be facing.  This approach will help me to understand all the critical problems and developing effective solutions for that concerned employee.

Risk involved in any step while doing consultation 

The main risk is related to collecting wrong information and develops ineffective solutions based on these falsified data. However, this risk could be mitigated by following proper level of systematic evaluation process (Nason, McKelvie, and Lumpkin, 2015).

Accountability and responsibilities

In continuation of assessment- 1 which is to hire new staffs for new business set up in Sydney there are several accountability and responsibilities which each and every person will follow (Wikhamn and T. Hall, 2014).

Basis

Details of concerned employee

Accountability

Responsibilities

1

General manager

He will be accountable for managing accounting, administrative and handling all the operating activities of organization

He will be responsible in solving all the internal and external problems of organization and creating effective business functioning.

2

Human resources manager

He will manage all the hiring and training of staff members and accountable towards the top management of organization

Manger will take care of all the hiring and staff selecting activities which will be handled by other employees of HR department of organizations.

3

Accountant

He will be accountable for the stakeholders and top management of organization

He will be responsible to provide back up of formulation of financial statement of organization.

4

Warehouse manager

He will be accountable to stakeholders to communicate true and fair view of inventory and stocks of company.

He needs to check whether closing stock and required amount of inventory is maintained in value chain activities of organization.

5

Maintenance manager

He will be accountable to toward cost department and production manager of organization

He has responsibility to determine the wear and tear of organization and setting new standard for new value chain activities of organization.

Motivate employees to develop innovative ideas of work 

All the employees such as general manager, maintenance manger, accountant and human resource manager could be motivated only when company could establish proper level of nexus between organization’s growth and their welfare. This could be done through incentives schemes, commission and other allowance.

Ethical principles

There are several basic principles in cultural tradition are particularly relevant to the ethics of organization are based on various factors such as respect of person, beneficence and justice. This level of factor reflects that each and every employee in organization should showcase the respect to their fellow members. Persons are treated in an ethical manner not only by respecting their decisions and protecting them from harm but also making efforts to increase the efficiency of business. It is evaluated that if company could implement this ethical principle in the business functioning of organizations then it would increase the overall efficiency of business and effectiveness of value chain activities of organization (Krishantha, and Mohan, 2016).

Leadership styles for resolving territory issues in employee’s conflict 

It is evaluated that if employees in organizations are facing issues such as territory issues while handling business functioning of organization then I would be better off to adopt cross cultural leadership style. With the help of this cross cultural leadership style, employees could easily motivate towards handling issues as per their own choices and demand. It is further observed that if leaders keep its followers free while handling their issues as per their mutual understanding then it will surely increase the overall productivity and efficiency of business. It is further observed that leadership style should be based on the behavior and complex situations. Therefore, different leadership style in different situation result to handling effective complex situations in determined approach (Hall, Frink and Buckley, 2017).

References 

Arulrajah, A.A., Opatha, H.H.D.N.P. and Nawaratne, N.N.J., 2016. Green human resource management practices: a review. Sri Lankan Journal of Human Resource Management, 5(1).

Belal, A.R., Cooper, S.M. and Khan, N.A., 2015. Corporate environmental responsibility and accountability: What chance in vulnerable Bangladesh?. Critical Perspectives on Accounting, 33, pp.44-58.

Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.

Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource management. Springer.

Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.

Gillon, A.C., Braganza, A., Williams, S. and McCauley-Smith, C., 2014. Organisation development in HRM: a longitudinal study contrasting evolutionary trends between the UK and USA. The International Journal of Human Resource Management, 25(7), pp.1002-1023.

Hall, A.T., Frink, D.D. and Buckley, M.R., 2017. An accountability account: A review and synthesis of the theoretical and empirical research on felt accountability. Journal of Organizational Behavior, 38(2), pp.204-224.

Krishantha, P.D.D.M. and Mohan, D.U., 2016. Level of Adaptation of Green Human Resource Management Practices in the Apparel Industry in Sri Lanka.

Kuratko, D.F., Hornsby, J.S. and Hayton, J., 2015. Corporate entrepreneurship: the innovative challenge for a new global economic reality. Small Business Economics, 45(2), pp.245-253.

Matos, C., 2016. The Role of Human Resource Management in Organizational Entrepreneurship. Theory and Applications in the Knowledge Economy, p.366.

Nason, R.S., McKelvie, A. and Lumpkin, G.T., 2015. The role of organizational size in the heterogeneous nature of corporate entrepreneurship. Small Business Economics, 45(2), pp.279-304.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. Sage.

Said, J., Alam, M.M. and Aziz, M.A., 2015. Public accountability system: Empirical assessment of public sector of Malaysia. Asian Journal of Scientific Research, 8(2), pp.225-236.

Schultz, E.B., Bennett, N. and Ketchen Jr, D.J., 2015. An Examination of the Relationship Between Strategy and Human Resource Management Practices among Small Businesses. Journal of Small Business Strategy, 8(1), pp.35-48.

Slocum, J., Lei, D. and Buller, P., 2014. Executing business strategies through human resource management practices. Organizational Dynamics, 43(2), pp.73-87.

Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., 2014. The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), p.86.

Tang, G., Wei, L.Q., Snape, E. and Ng, Y.C., 2015. How effective human resource management promotes corporate entrepreneurship: evidence from China. The International Journal of Human Resource Management, 26(12), pp.1586-1601.

Wikhamn, W. and T. Hall, A., 2014. Accountability and satisfaction: organizational support as a moderator. Journal of Managerial Psychology, 29(5), pp.458-471.

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