| Category | Assignment | Subject | Management |
|---|---|---|---|
| University | Chartered Institute of Personnel and Development (CIPD) | Module Title | 7CO01 Work And Working Lives In A Changing Business Environment |
This unit explores the impact of the long-term development environment on employment. It describes detailed information about how many employees are working to grow the organisation including related morals and sustainability, employee well-being, equality, diversity, and inclusion. Students will learn from this the concept of globalization and its effect on people's working lives and the business environment.
Students will learn, people practice are respond to globalisation in which leaders working and its significance for work and employment. Students will explore the present and future thinking for organisations about technological developments and how new agendas and techniques are growing and applying. Readers will evaluate social, demographic, and economic trends and the process of developments in public policy that affect people's practice.
Effective leadership of change and innovation can include the key interactions between morals and ethics, sustainability, diversity, and well-being will be covered in this unit. At the end students will be able to deeply analyse policy, corporate social responsibility and how professionals can promote them to grow organisational productivity.
7CO01 Task 1: Understand ways in which major, long-term environmental developments affect employment, work and people management in organisations.
AC 1.1 Assess globalisation and its long-term significance for work and employment.
AC 1.2 Critically evaluate organisational vision of the current and future impact of technological trends on working life.
AC 1.3 Evaluate the impact of long-term social and demographic trends for work and employment.
AC 1.4 Appraise the significance of long-term economic trends for work, employment and management practice in organisations.
7CO01 Task 2: Understand current and shortterm developments in the people management business environment.
AC 2.1 Evaluate current developments in the media, technological and economic environments and their significance for people management.
AC 2.2 Assess developments in public policy which are affecting work, employment, and people management in organisations.
AC 2.3 Analyse major legal and regulatory developments in employment and the labour market, including the importance of mitigating risk.
AC 2.4 Critically discuss current labour market trends in the supply of and demand for skills.
7CO01 Task 3: Understand how change, innovation and creativity can promote improvements in organisational productivity.
AC 3.1 Analyse the effective management and leadership of change in organisations from a people management perspective.
AC 3.2 Examine ways that organisations address resistance to change and recognise the levers that will achieve and sustain change.
7CO01 Task 4: Understand the key interrelationships between organisational commitment to ethics, sustainability, diversity, and well-being.
AC 4.1 Propose initiatives aimed at improving an organisation’s ethics and values.
AC 4.2 Evaluate policy and practice aimed at improving employee well-being in an organisation.
AC 4.3 Critically evaluate theory and practice in the fields of corporate social responsibility and sustainable management practices.
AC 4.4 Critically discuss how the effective promotion of greater equality, diversity, and inclusion in organisations supports people's practice.
Answer
Globalisation refers to the process of increasing trade and connections between countries, allowing goods, services, and workers to import and export across borders. It creates more job opportunities by encouraging competition in the global workforce. As businesses expand internationally, they look for talent worldwide, which increases employment options. However, it also increases competition among workers and can lead to job changes, such as outsourcing and industrial restructuring, as companies try to stay competitive.
Answer
Technology is becoming more advanced; for example, AI-machine learning, virtual reality, and autonomous vehicles are changing the operations of businesses and the work processes of employees. These technologies can change efficiency but may also reduce the number of jobs available for repetitive tasks in the world. Technology is affecting the way of work as some people are working remotely and from anywhere. This situation causes debates about the future of work. Some people say it makes work easier, safer, and more advanced, while others fear job loss as AI is replacing jobs. Organisations should apply their management practices to keep up with these technologies while ensuring that employees are prepared for these technological changes.
Answer:
The Ageing Population: Nowadays, people are getting retired at a young age, so organisations need to fill these positions with skilled workers capable of engaging with older adults. This kind of management is particularly noticeable in sectors like healthcare and social care, where the demand for age-specific expertise is growing.
The Growth of the Gig Economy: many people want to work as freelancers or want a short-term project, so organisations are facing the challenge of more flexible staffing models. This trend is growing because of the enhancement of technological advancements, which have made remote work easier and practical for a wider segment of employment.
The Growth of the Knowledge Economy: As technology continuously gets more advanced, there is also a growing need for skilled employees in the fields of data analysis, software development, and other IT fields. This is especially noticeable in fields such as information technology and finance, where technology is opening new doors for work and working lives.
These trends are renewing the way organisations are working and the type of employees needed to grow productivity. To be competitive in the market, companies are continuously changing their staffing methods to meet the evolving requirements of the workforce.
Answer
Economic trends like increasing wealth, rising inequality, and shifts to a service-based and knowledge-driven economy are changing the landscape of work. With deindustrialisation, new industries focused on services, technology, and knowledge-based work are growing. This shift also means organisations must accept their management practices to meet the demands of a changing economy, including facing income inequality and finding ways to support a more diverse, skilled workforce.
Answer
The media, technological, and economic environments are changing constantly it has an important role in people management. To be in competition in the market, organisations should adapt the current development methods and the understanding to improve management techniques.
There are some methods that organisations should include in development and people management:
The rapid use of social media and digital communication: The platform Social media has an important impact on the way organisations interact with their workers and clients, as social media platforms are constantly developing the way of communicate with each other.
Wide use of technology: Technology is opening new doors for the development of organisations nowadays, with tools that make the task easier, which can save time and increase productivity.
Changes in way of working: technology is increasing the way of working as flexible working strategies are growing faster and increasing remote working and it causes changes in the way of work.
Answer
Invest in training and development: Many organisations are running campaigns to provide professional and technical education for job seekers that can improve the number of skilled employees.
Encouraging flexible working: The organisations are developing and making flexible arrangements for work and working hours so that employees can work from home, which increases the balance between work and personal life, and employees can manage other responsibilities while working.
Encouraging diversity and inclusion: organisations should adopt diversity and inclusion because Companies with D&I policies are more likely to attract skilled and talented employees. More than others, it leads to better and creative decision-making processes.
Answer
There are many legal regulations applied by organisations in the UK. Employers must update with these changes to decrease the risk of happening. The following are some acts:
The Equality Act: This act protects workers from inequality and discrimination based on position, age, marital status, colour, religion, gender, etc.
The General Data Protection Regulation(GDPR): This act allows employees to protect their data, the right to know what data is collected by the organisation and the right to erase the data the worker doesn't want to share or has issues with its use.
The national living wage: By this act, the government sets the pay rate criteria for each year based on advice from the Low Pay Commission. the minimum hourly wage that must be paid to a worker who is 25 years old or older 25.
These are some major legal acts that have come into force in recent years, and organisations and management should be aware of these acts.
Answer
Current labour market trends present both advantages and challenges for people management. On one side, there is a growing need for talented and skilled employees, especially in technology, healthcare, and creative industries, leading to a “skills gap”, and businesses are facing challenges in finding qualified candidates. On the other hand, many sectors are also seeing a rise in “down-skilling,” where jobs that once required advanced qualifications now only require basic skills due to automation or job restructuring. Upskilling and reskilling are the methods that are required to manage these gaps, but organisations must also manage the risks of an oversupply of certain skills. People management teams need to identify emerging skills gaps, assess the existing talent pool, and adapt HR practices to attract, develop, and retain the right skills for the future workforce.
Answer
Leaders should provide direction for their clear vision for the change and stay focused on the goal. Leaders should be involved in the change process, which will help them feel valued and respected. Employees will try to invest in the organisation's success, which will increase productivity. Adopting new strategies for new information may lead to development.
Employees are the organisation's assets. If changes are applied to work culture, clearly discuss the need, purpose, benefits, and challenges for employees and explain the process of adopting changes. Employers can implement the changes according to workforce participation, with a positive opinion that will make employees feel more involved and valued.
Another way to implement changes is not to apply them overnight, but to make an appropriate plan carefully and let employees participate at all levels and handle it. Leaders may ask for feedback from employees that will provide information about how many employees don’t want to go with it and what leaders should change in. Discuss the outcomes and give training to the workers for new strategies that will lead to development.
Answer
Employees are the organisation's assets. If changes are applied to work culture, clearly discuss the need, purpose, benefits, and challenges for employees and explain the process of adopting changes. Employers can implement the changes according to workforce participation, with a positive opinion that will make employees feel more involved and valued.
Another way to implement changes is not to apply them overnight, but to make an appropriate plan carefully and let employees participate at all levels and handle it.
Leaders may ask for feedback from employees that will provide information about how many employees don’t want to go with it and what leaders should change in. Discuss the outcomes and give training to the workers for new strategies that will lead to development.
Answer
Flexible working is an important concept of change in management. It refers to flexible work arrangements. It provides the flexibility of working and lets employees choose their flexible working hours, location, and responsibilities according to their skills. The main purpose of this arrangement is to balance work life without disturbing their personal life. There are various benefits of applying this scheme that include reduced employee mental stress, increased job security satisfaction, and managed work-life balance.
Organisational resilience is an ability that is often applied to survive in various problematic situations such as economic loss, sudden disasters, natural disasters, and others. This technological advancement makes the organisation prepared for all of them and enables it to remain competitive in the market.
Answer
An ideal people management makes sure that employees are happy to do their work and feel involved and motivated in every task and training. This will lead to increased productivity. There are several ways to improve organisational productivity, creativity, and innovation through the contribution of people management:
Encouraging employees to be involved and input their opinions: encouraging employees to participate in putting their own opinions when changes are applied. That will improve the interaction between employees and employers.
Hiring and recruitment: creative hiring with the flexibilities of working hours, location, and some relaxation will empower employees to work honestly and to take risks and responsibilities.
Training and development: Providing training for new things and skills will lead to successful development and creativity.
Clear communications and Discussions:
Appearance of positive thoughts of employers The appearance of positive thoughts by employers in front of workers fosters discussions and generates new ideas, which can inspire creativity and innovative thinking in various ways and empower team collaboration.
Rewards and Appreciation:
Giving rewards to employees for their good work and achieving targets motivates employees to work more and be appreciated. It may increase productivity, and employees feel valued and focus on continuously improving the work process of day-to-day tasks.
Regular Evaluation and Mental Well-being:
Evaluating the regular tasks of employees to identify the performance measurement will help in goal setting and employee development.
Feeling mentally well-being at the workplace improves physical health, enhances the capability of thinking creatively, and makes relationships better.
Answer
Some things should be done to improve an organisation's ethics and morals. organisations can make a committee that makes sure to provide training to employees and is responsible for the development and enforcement of ethical policies.
Another way to improve ethics and values is to make an agreement or documentation of all regulations that should be strictly followed by employees. Then the evaluation will describe how positively employees are following the ethical values of the company.
In the evaluation of an organisation's policies, practices for improving employee well-being, these points can be added:
Providing employees with a culture of respect:
When an organisation supports a culture of respect toward employees, equality, and open communication with employees, it provides valued treatment to employees and leads to counselling and support.
Work-life Balance and Social Connections:
When Employers provide facilities of remote work or flexible working hours, and paid time off, these arrangements can make employees' lives better and they can balance their work and personal lives. social connections are a key factor in evaluating policy and practice aimed at improving employee well-being in an organisation by providing them some health voucher facilities, such as health and wellness programs, or gym membership. It can be given as an appreciation of their good performance.
The business case for promoting employee well-being; people practice interventions that support improved well-being in organisations; debates about safeguarding and bullying at work.
Answer
Organisations are responsible for their impact on society. Guess what the outcome is? Sustainability is becoming a problem in the business world. Corporate social responsibility (CSR) is a term that refers to a business's commitment to contributing to sustainability. CSR includes a range of theories and practices, from reducing emissions and waste to promoting diversity.
Sustainable management is an approach that balances the impact on the environment and its social and economic benefits. Its major objectives are to mitigate risk by avoiding troubling situations, raise morale in the workplace, improve human life quality, improve the environment, improve the economy, build a corporate image, and improve brand competitiveness.
The difference between CSR and sustainable management is that CSR focuses on a company's ethical responsibilities to its stakeholders environment. Whereas sustainability focuses on the social and economic environmental performance of an organisation.
Answer
It is said by researchers that the organisations that are committed to equality, diversity, and inclusion are in their growing period and more successful in today's and upcoming business environment. this is because these organisations are better able to engage with their employees and attract the best talent, which increases productivity.
Equality and diversity can help in building a positive company culture based on employees' and employers' mutual respect. And improve decision-making awareness.
There are some more ways to promote diversity, equality, and inclusion arrangements in organisations:
Addressing unconscious bias, extending DEI to the hiring process, acknowledging intersectionality and cultural diversity, educating employees on diversity and inclusion, supporting teamwork and collaboration.
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