Table of Contents

Answer 1

Answer 2

Answer 4

Answer 5

Answer 6

References

Management and Organisations in a Global Environment - Answer 1

Following are the few steps that are taken by today's organizations in order to promote diversity: 

Set goals or objectives for team members - It is about an ideal opportunity for you as an administrator, to set objectives for your team members (Hillary and Samuel, 2018). It makes them proceed to zero in on the important main occupation, rather than doing it their way, that could mislead them off.

Empowers care in your group - The possibility of care or contemplation in the workplace is turning out to be increasingly normal. We composed an article some time back on how contemplation can make you a superior chief (Flaherty, 2017). We urge you to understand this and offer it with your group, regardless of their job.

Working environment acknowledgment – Various big organizations realize that the staff members are the core of the business. Notwithstanding, an incredible administrator ought to perceive the exertion of their colleagues and should give consideration to what they have accomplished for the organization (Hillary and Samuel, 2018). Along these lines, you can both have a short talk with them and mention to them what an incredible occupation they have been doing, or make a little declaration about it during your week by week gatherings before their partners.

Yes, these efforts and measures are effective and quite efficient for the organization as it helps them to increase productivity and in return, it helps in achieving the organization's goals. These direct advances can help you with reducing stress in the workplace and it not only solely will improve their lives these initiatives in the organization will make undaunted partners who value coming to work each day. Be an incredible supervisor by showing others how it's done to make a less upsetting work environment for everybody, even you.

Management and Organisations in a Global Environment - Answer 2

The supervisor should come clear about the goals of the job and how the job roles support those goals. With this, it will help the employees be at peace because already they understand what they are supposed to do and the reasons for doing so.

Supervisors should offer a flexible work environment this can be done by considering those employees that have children they could be allowed to report to work early and also leave earlier to go pick their kids either in school for those schooling (Bhui, 2016). Also to some who are not in a position to be physically at the workplace they can be equipped with the right technology and work from home. Profiting sharing will encourage employees to work hard than before as they will feel motivated and appreciated for their work. No matter how small it is even just having lunch together as you talk and exchange opinions matters a lot to those people.

Supervisors should try to discourage and demotivate the employees from multitasking.

Because with multitasking the employees all the energy reserves are drained from the brain and they need the energy to remain focused (Landsbergis, 2009). The employees might be told not to come with laptops and phones at or put switch them off when working. A supervisor might consider giving the employees a short break at least for them to relax and refresh their minds. Supervisors should allow its employees to move their bodies and as they feel comfortable.

As their leader and as a person on which people look up to you should encourage them to exercise at least, take a walk during lunch or meeting but not to be busy working full day by doing so the employees will be work smarter and have greater focus and clarity of thoughts (Peterson, 2018).

Management and Organisations in a Global Environment - Answer 3

Based on my own work experience in the field of human resources, assuming I am Mark Martin, the appointed Manager of a Production Team, I will look at and solve the below scenarios in the suggested ways and means: 

Scenario 1 - Team members to like and get along well with one another

My suggested actions (Itam and Bagali, 2018): 

1) I will conduct a weekly meeting with the team members. Get to know one another, the likes, dislikes, expectations and wants, other things that interest or talk about the attitude and character of each and every member so that one will know-how and is properly guided how to relate well with the other member. 

2) Facilitate team building activity to create camaraderie and cooperation within the team. 

3) Apply conflict management and negotiation skills should there be any disagreement or argument in the team.

4) Make each member accountable and responsible with one another, that the success and failure of the team are attributed to each and everyone's contribution. 

5) Continuous and constant communication so that everything is clarified and verified at the onset.

Scenario 2 - Team members appear to be restricting task outputs to the minimum acceptable levels (Erdurmazlı, 2020). 

1) To be assured that the team members indeed appear to be restricting their task outputs, I myself will observe the work of each and every team member.

2) From my observations, I will detail information by way of a time and motion study.

3) I will conduct a quarterly work performance review to ensure that work is monitored and evaluated for improvement or retraining purposes of the concerned team member.

4) Lastly, I will introduce a sort of reward for a good performance system. Those who fared well as an individual and as a team among the employees' performance will be recognized and rewarded either in kind or monetary. 

Management and Organisations in a Global Environment - Answer 4

There are several emerging issues that may arise in leadership. Emotional intelligence is one of the emerging issues that entails leadership is controlled by despair. Additionally, women leaders have been fighting to occupy leadership positions that men have taken. The issue of women occupying leadership positions has become a major issue at hand. Leadership plays a vital role in achieving the organizational performance. There are emerging issues including; Gender in leadership. This is one of the factors clearly affecting the role of leadership, whereby majority of women have advanced into higher ranks in management of organizations. According to (Aziri, 2016), women and men portray different styles in leadership. Furthermore, cross-cultural leadership is an issue in leadership, for example religion has caused issues in leadership. A group of leaders who are Christians find it hard to be led by an Islamist leader.

Alternatives to leadership are such as collegiality whereby the workmates are united by a common agenda that is to do their best and ensure they have contributed to their level best for the success of the organization (Shondrick et al. 2010). Collegiality is also another alternative to leadership. This is a situation whereby a member within the system gets unified by a mutual purpose and respect towards each other's capabilities to put an effort to that purpose. Another alternative to leadership is the consensus that entails getting a generalized agreement among the members in a certain group.

Democracy is another alternative to the leadership where there is a form of government or rule where the entire control and administration is held by the members of the group, via the system of getting elected by the citizens of the country. In addition to this, Co-operative is another alternative to leadership in which a group of people are involved who voluntarily collaborate to meet their common needs and requirements, via an business that is jointly governed and democratically-controlled.

Management and Organisations in a Global Environment - Answer 5

Organizational politics are specific forms of informal and unofficial efforts intended to sell thoughts that affect organizations, increase their capability, and help achieve set goals. Political behavior in an organization more certainly occurs when there are questionable detected goals that the organization aspires to fulfill. Additionally, when the resources required to fulfill an objective are inadequate, there is a probability that political behavior in the organization will occur. Furthermore, political behavior in an organization may occur in a case where there is a standard technology that is involved in the accomplishment of some specific rules, as stated in the organization. 

Organizational politics is likely to occur in areas and places where business activities have a credibility gap that gives the organization different approaches to solve problems (Crosby & Bryson 2018). In cases where a business requires being thoroughly evaluated, organizational politics will also be applicable.

Organizational political issues are casual, informal, and some of the time in the background endeavors to sell thoughts, impact an association, increment power, or accomplish other focused on targets. Organizational political issues additionally allude to the cycle and conduct in human cooperation including force and authority. It includes the utilization of intensity and person to person communication inside a working environment to accomplish variations that benefit the organization or people inside it. 

Associations and organizations that are driven by unfortunate degrees of political conduct experience the worse and bad influence of brought down representative hierarchical responsibility, work fulfillment, and execution just as more elevated levels of employment tension and sadness. Singular predecessors of political conduct incorporate political aptitude, interior locus of control, high interest in the association, and desires for progress (Hochwarter, Rosen and Jordan, 2020). Hierarchical predecessors incorporate shortage of assets, job uncertainty, successive execution assessments and advancements, and majority rule dynamics. Some of the forms of organizational politics behaviors include; gossip, manipulation, aims, and issues. 

Management and Organisations in a Global Environment - Answer 6

The development of information technology has an influence on organizational culture and virtual employees. The organizational culture refers to the collective view of behaviors, values, norms, and tangible artifacts of an organization (McNamara, 2020). Organizational culture is influenced by information technology since it is taking over most operations in many organizations. The influence of information technology on organizational culture is through structures since the structures and culture have a close relationship. Organizational structures and processes, human relations, and relationships are affected by information technology processes such as specialization, division of labor, and differentiation (Erdurmazlı, 2020). Sizes of organizations change as technology is adopted in processes. For example, automation leads to downsizing of human resource and specialization reduces the interaction of employees across the organization. A change in behavior due to low interaction among employees changes the organization's culture. 

Collection, sharing, and access to information become easier and more convenient due to the use of information technology. Managers and leaders of organizations that have adopted the use of technology have their work of supervision and management as well as a communication made easier and more efficient. Virtual employees are also influenced by the use of technology (Tredinnick, 2014). The main influence and role of technology on virtual employees is to support their virtual tasks. Activities that can be conducted using information technology are virtual meetings, pieces of training and conferences as well as recruitments. The human resource managers can also manage virtual employees using technology aided by virtual networks that show the logs of employees. Information technology also aids digital collaboration among employees in different geographical places (Agarwal, 2015). The latest evident influence of technology on virtual employees is the adoption of remote working due to the COVID-19 pandemic where organizations adopted due to limited gatherings and need to reduce the spread of the disease.

References for Managing Diversity at Work

Agarwal, N. 2015. Liferay Portal 6.2 Enterprise Intranets. United Kingdom: Packt Publishing.

Aziri, B., Sulejmani, A., & Mazllami, J. (2016). Emerging issues in leadership. The Eurasia, Proceedings of Educational and Social Sciences, Vol. 5, pp. 364-370.

Bhui, K, Dinos, S., Magdalna, G., Jongh, B.D.and Stansfeld, S. 2016. Perceptions of work stress causes and effective interventions in employees working in public, private and non-governmental organisations: a qualitative study. PMCJournals, Vol. 40, No. 6, pp. 318-325.

Crosby, B. C., and Bryson, J. M. 2018. Why the leadership of public leadership research matters: and what to do about it. Public Management Review, Vol.20, No.9, pp. 1265-1286.

Erdurmazlı, E. 2020. Effects of Information Technologies on Organizational Culture: A Discussion Based on the Key Role of Organizational Structure. Organizational Culture, Vol.8, No.4, pp. 25-28. https://doi.org/10.5772/intechopen.92986

Flaherty, M. G. 2017. The Library Staff Development Handbook: How to Maximize Your Library’s Most Important Resource. United States: Rowman & Littlefield Publishers.

Hillary, O. And Samuel, A.P. 2018. Managing diversity at work: Key to organizational survival. European Journal of International Management, Vol. 10, No. 16, pp. 41-47.

Hochwarter, W., Rosen, C. C. and Jordan, S. 2020. Perceptions of organizational politics research: Past, present, and future. Journal of Management, Vol. 46, No, 6, pp. 879-907.

Itam, U. and Bagali, M.M. 2018. Diversity and inclusion management: A focus on employee engagement. IGI Global, Vol. 2, No.6, pp. 152-171.

Landsbergis, P. 2009. Interventions to Reduce Job Stress and Improve Work Organization and Worker Health. Unhealthy Work, Vol. 6, No. 1, pp.193-209.

Peterson, C. 2018. Work Stress: Studies of the Context, Content and Outcomes of Stress: A Book of Readings. (n.p.): Taylor & Francis.

Shondrick, S. J., Dinh, J. E., and Lord, R. G. 2010. Developments in implicit leadership theory and cognitive science: Applications to improving measurement and understanding alternatives to hierarchical leadership. The Leadership Quarterly, Vol.21, No. 6, 959-978.

Tredinnick, L. 2014. Why Intranets Fail (and How to Fix Them): A Practical Guide for Information Professionals. United Kingdom: Elsevier Science.

Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Management Assignment Help

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