Level 4 Certificate in Housing Managing People and Change Assessment Answer

Introduction

Management of people is an important aspect of any organisation that can be done with the underlying theories and practices. It will be requiring management styles and the involvement of staff in organisational-level decision-making. The implication of theories makes challenges for the workforce to be encountered (Sartori et al. 2018) The report will discuss key human resource functions and ways of management of people. It will take the implementation of principles of team management. Followed by a discussion of the importance of teamwork by which the changes can be managed and tackled. It will be taking the context of business planning and the involvement of staff in shaping the organisation.

Management Theories and Range of Human Resources used for Management

Management theories are the collection of ideas that are recommended in general rules and state how to manage an organisation and business. They will address how the supervisors implement the strategies toward the accomplishment of goals and how they motivate the employee to perform with the highest of abilities (Galli 2018). Leaders apply concepts of different management theories that will suit the employee and culture. It will provide a beneficial framework for a leading team at the workplace and make the business run efficiently. Bureaucratic management theory developed by Max Weber focuses on structuring the organisation in a hierarchy that is giving the rules of governance (Hughes et al. 2019). It will lead to a clear division of work that is making the right use in terms of assets. In addition, it promotes the employee based on their performances and qualifications.

The theory plays a key role in the establishment of standards and procedures that is the core of an organisation. Second is human relations theory which will be conducting experiments in terms of improving productivity. It is aiming to give a direction to the movement of human relations (El-Dirani et al. 2019). The experiment makes the employee motivated by giving personal attention. It will allow the working condition to be more positive that is supporting the environment and making employees effective. Lastly, systems management theory that is considering the multiple components that are working in harmony for a larger system where functions can be optimised (Nicotera 2019). It will lead to the interdependence and interrelations between the subsystems that are making workgroups and business units which is a needed element for success.

Following are the human resources that are used for managing people in situations like a merger. Firstly, the design of a job is the division of work and tasks assigned to an individual in an organisation. It is to make a specification of what the worker is doing, how and why (Baran et al. 2019). It creates an effective job design that is contributing toward the achievement of the objective of an organisation and motivates and gives satisfaction to employees. Second is shortlisting, which is a process of reviewing the application for a job and making the selection of candidates who will be best suited for the criteria. It allows the vacant position to be filled and creates an environment where synchronisation is seen (Febriani and Yancey, 2019). Lastly, signing staff up is a process of finding, selecting and evaluating the candidate who suits for organisational culture and contributes toward the goals of an organisation. The implementation of theories and activities of human resources makes the alignment with the process of an organisation.

The Utilisation of Supervision and Appraisal System to Manage Individual and Team Performance

Supervision is the process of meeting with managers regularly and interacting with the workers to make review work. The process will help in making a supportive, caring and positive environment as it provides the space for communication and leads to an increase in team working. The second method is performance appraisal by which evaluation is performed on how well employees are performing their key responsibilities where a review is seeing the contribution. The utilisation of technology for purpose seems to be in great demand (Boon et al. 2019). Appraisals help subordinates, peers, customers and superiors to take the contribution to their team. The process can be best used for understanding the job requirements at the end of the team. It will make the team and individual be on the same platform where they can work together to meet the objective and goals. On the other hand, the process of appraisal will make the employee motivated and will result in an elevation at the organisational level. In addition, a positive impact is seen in terms of tracing the employees who are underperforming and requiring training and displaying the development needs (Zeebaree et al. 2019).

Following are the methods to raise the underperforming employee for the sake of training and development. Firstly, skill training is designed to provide employees with the target training they need to gain knowledge and skills. It holds the ability to fulfil the necessary and specific requirements of a particular job position. It makes re-education of the group makes the employee well versed with new technology and processes. Second is peer training which is done by the peer to learn from each other and get engaged in a meaningful conversation and offer advice. It will empower managers to get the idea of knowledge with companies that leads to better performance of the employees (Cappelli and Conyon, 2018). Training and development address the challenges of an employee and team that are much needed for the welfare of employees. The process makes the underperforming employee able to work on the limitation that is allowing them to be the best in the work. It is found as a prominent way to give the best suitable environment to work where each employee gets an opportunity to work on themselves. The methods will make an organisation able to provide the sources to employees that meet their needs and are important in terms of achievement of vision and mission.

Team Role and Team Development Theory and Importance of Teamwork:

Team role is defined as the pattern of behaviour that characterises one person's behaviour towards another that is facilitating the progress of a team. It will benefit in terms of self-knowledge and making the required adjustments in behaviour that is leading to dealing with the external situation (Lee et al. 2019). There are different team roles present that are leaders who make the team clear about the objectives and allow the member to be engaged. Leaders create a balance between different characteristics of individuals to achieve a common goal. Challengers who question the effectiveness and drive the team to achieve the results. It makes the team able to come out of boundaries that are somehow restricting growth (O'Neill and Salas 2018). Doer who will be encouraging progress and take the task and job that is much needed to meet the goals. Thinker where ideas are produced and proposed to others for achieving the need of desired roles. Lastly, a supporter who eases the tension and promotes harmony in the system is making things go smoother.

To make an efficient team, Tuckman’s theory of team development is applied. Tuckman was a psychologist who proposed the theory in 1965 (Driskell et al. 2018). The five stages of team development theory are forming, storming, norming, performing and adjourning. Forming is the first stage where everyone gets to know each other and creates a set of shared expectations, and guidelines and gets an idea of the strengths and weaknesses of each one. The second is storming which is characterised by group conflict and makes the ideas to be what is the constructive way of dealing with the issue in a team. Thirdly, informing that the conflict is getting resolved and each of the team members will be knowing about their roles and responsibilities. Fourth is performing which makes the team work with synergy and developing the system that is making the projects go smoothly (O'Neill and Salas, 2018). Lastly, Adjourning depicts the trajectory of the team member during each stage. Second is the GRIP model which is the goal, roles, interpersonal and processes. Goals that everyone needs to understand and show commitment toward the goals of the team and organisation. Second, is the roles that every team member is accountable for by which the goals will be achieved. Interpersonal that makes collaboration and fosters trust between the team members. Lastly, processes are a defined system where the decision will be made and the team solves a particular problem (Owen et al. 2022). Both the team development theories help in making a team in an organisation and deal with the variables.

Teamwork is a crucial factor in an organisation that is making individuals share ideas and responsibilities that helps in reducing stress and excess workload. Five reasons for teamwork improve the efficiency and performance of a team that is a way that makes the accomplishment of mission and vision. The second is an encouragement to share the responsibilities that are leading to a great combination of skill sets (Maes et al. 2019). It will lead to the lifting up of the team members that are bringing the team to come together. Third is boosting empathy and support by which the stress and the challenging situation can be overcome. It will make the team members supportive toward each other that is mending the weakness of each other. Fourth is enhancing communication skills by which the team can share the progress of the goals and a project. In addition, it will help in creating a bond that is needed to address the loopholes and shortcomings of a project (García-Buades et al. 2020). Lastly, the promotion of a positive organisational culture where people can work together and achieve the role and responsibilities that are assigned to each team member. All these aspects will lead to minimising conflict and outcomes in effective teamwork.

Management of Dispersed Workforce and Challenges Associated with the Management

Dispersed workforces are different from the in-office and remote teams. It is the team who are geographically spread out and residing away from the central operational team. Following are the approaches to manage the dispersed workforce effectively that is providing the deliverable of a project not the activities of the project. It makes a much more focused approach to allow the accomplishment of outcomes. Second is an internal team meeting by which a constant track of the progress of the project and a channel for communication is established (Ruiller et al. 2019). In addition, the use of automation allows the team to get a common platform where each team member can share the information and get access. Challenges that are associated with the management of dispersed teams are differences in time zone due to which team members would show an inability to come on time. Second, is the language barrier as some team members will be communicating in their native language which makes it difficult for others to understand (Wang and Zatzick 2019). Lastly, poor access to automation tools and the inability to be involved with technology efficiently makes delay in meetings and creates a disturbance in between meetings due to loss of connection. Altogether, the factor will serve as a challenge for managing a dispersed team.

Management of Changes in In-organisation and Improving Team Performance

In my perspective, human relations theory will be a great option that helps in creating a bond by which the various levels are going to be connected. It allows me to conduct experiments that are making me update on time on what suitable changes are needed. In addition, this training need can be identified for the betterment of individual and team performance (Bui et al. 2019). With these, the model that will be applied is the GRIP model which is the goal, roles, interpersonal and processes. It allows the best practices to be applied by which the staff is motivated and team performance can be enhanced. The application of models brings the application of solutions toward the barriers that are communication in staff, conflicts and others. I think the barrier that might come my way is the adoption by the employee and team members. Due to this, I would not be able to attain what I am expecting from my team (Alexey et al. 2019). To deal with the barrier and motivate my team, I ensure that the team understands their role and responsibilities. To motivate my team, I will introduce some performance-based rewards that make me able to encourage them and motivate them to provide the best performance.

One Example of Good Practices for a Key Human Resource Function

Training of staff will help to manage the people in the organisation. One of the good practices involves training staff members. Human resources are involved in the skills of comprehensive training program design that not only making increase expertise but helps the company to grow. Human resources are using various ways for that: skills survey by which the skills are evaluated among the team members. It involves the hard skills that are proficiency in computers, operation in machines and management of time. Providing training in hard skills will allow a better inclination toward the task (Garavan et al. 2019). In addition, HR can also help in understanding racial biases and sexual harassment. Followed by training delivery methods that will lead to instructor-led training and teach a group about how to use sources in different geographic locations. After this training session, HR makes an assessment of effectiveness that is measuring the profitability of the company and will lead to the track of progress. Annual training cycle where HR will be delivering on the specific training modules and learning material by which high productivity and turnover are assured(Esteban-Lloret et al. 2018). Training and compliance of staff toward growth is an example of good practices.

Conclusion

In conclusion, for the management of people in an organisation applying theories and models is a suitable option. Bureaucratic management theory and human relation theories will be used to support the management activities in an organisation. It will make human relations able to manage the people by giving effective strategies that support the various levels to get addressed. Reviewing the performance of employees using the supervisory and appraisal system will help make the gaps get addressed by training. In addition, to get the quality of performance implementation of team roles and team development theory is crucial that constructing an effective team. Lastly, the implementation of approaches like communication channels and eliminating the barrier will lead to the management of in-house teams and dispersed teams. All these practices help in creating a team through the successful management of people in an organisation.

References

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