(Solution) 5CO03 human and business benefits of people feeling included, valued, and fairly treated
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Solution
| Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to (two) related theory. (AC2.1)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words
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| Inclusivity, Fairness and Valuing Others
Inclusivity identifies a strategy pursued to harness mutual respect and acceptance to all regardless of the differences they possess (CIPD, 2023e). It entail ensuring that all employees are feeling that their input is prioritised on different matters and their needs highly respected by all. By guaranteeing a fair-based treatment to all, this provides a chance for accessing resources including rewards. Further, considering the CIPD HR Professional Map, this identifies how people are valued and prioritise on ensuring that they are core in their operations and respect which is brought by the engaged players. McClelland’s Needs Theory of Motivation According to Acquah et al. (2021), the McClelland Theory is based on the view that the managers are supposed to appreciate the source of motivation for the employees and best practice of responding to posed feedback and what assists them in fitting appropriately in their jobs. They entail motivation, achievement, affiliation and power (Corpuz et al., 2022). Employees who possess the motivation of achievements possess a major sense of achieving all goals, assuming risks significantly and enjoying regular feedback in regard to their performance. They are able to be happy with their ability to overcome different challenges and as such managers are supposed to guarantee a holistic engagement of all. Human Benefits In line with the identified theory, the different benefits incurred by treating other people in a fair manner, value and their inclusion are high-level motivation, satisfaction in their jobs and achieving an improved wellbeing. According to Acquah et al. (2021), the McClelland theory is based on the view that staff motivation is based on different needs and in an event the needs are integral in job functions, they attain a sense of job satisfaction, intrinsic motivation and improved mental and emotional health. Business Benefits Considering the business benefits linked with valuing and inclusivity, they entail a high-level employees retention, an increase in performance scope and low-level workplace conflicts. The staff have a high likelihood of staying long in a work environment which is respecting them, valuing and treating them in a fair manner compared to other organisations which are not valuing them. Dan Pink Factors of Motivation According to Pârjoleanu (2020), this is a theory which is based on the assumption that motivation including autonomy, purpose and mastery inform on the human and business benefits of motivation. Human Benefits The various human benefits of ensuring individuals are included, fairly treated include an increase in their overall commitment in implementing their functions, physically and emotionally. In line with the model, for mastery, employees are substantially interested with pursuing roles appropriately and accruing a significant progress. This is attained through different roles being allocated to an entity and promoting internal relations. Also, by process, engagement level is increased which also has a positive implication on performance and retention levels as evidenced in Dan Pink model (Pârjoleanu, 2020). This is by sufficient rewards provided which note scope in which the employees value their roles. Also, people are fairly treated including their workplace environment and L&D opportunities provided which lead to improving satisfaction and motivations. Business benefits For business benefits which are used to ensure that staff feel included valued and treated fairly, performance is increased, good relationship in workplace and reduced performance. In line with Dan Pink Theory, employees gain an increased value when they are offered with autonomous exploration of their progress in a personal manner and in line with organisation goals. This lead to achieving an improved job satisfaction and engagement instrumental for performance improvement. As evidenced in Winroth (2021), by fairly treating all staff and guaranteeing a high-level value, this offer employees with an improved motivation and commitment in achieving their roles. These factors are important for guaranteeing employees satisfaction which at the same time reduce the overall risks incurred in turnover.
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| Discuss (two) strategies for designing and ensuring inclusive people practices. (AC 2.2)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 450 words
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- This business report has been used for evaluating the category and contract management in Eco2Solar Company.
- In particular, Eco2Solar operates to improve their project management (PM) and Cost Management (CM) as part of their category management has been evaluated.
- The areas of focus has included an evaluation of requirements for initiating and preparing category management, strategic and conventional sourcing process and role in contract management, tools and techniques for mapping categories of direct and indirect expenditure.
- From the findings obtained, innovative measures for improving the supply chain in light of categories and category management has been recommended.
- Further, in this business report, the contract administration and contract management in case of category management has similarly been evaluated in context of category management this is with assessment of risks and implementation of risk management techniques in contracts being reviewed in context of category management.
- In order to appreciate the best practice in category and contract management in the selected Eco2Solar construction spend area, use of quantitative and desk research has been pursued to obtain relevant data.
- Additionally, different tools have been applied such as Mendelow Stakeholders analysis, CIPS Category Management Cycle, CIPS Contract Management Cycle, Suppliers positioning, PESTLE analysis and SWOT analysis.
- Considering this business report findings, Eco2Solar need to improve their approach for risk management and efficiency and effectiveness of category and contract management.
- From these finding, the stakeholders collaboration in Eco2Solar need to be improved which can be done by embrace of blockchain technologies.
- Also, by identifying their PS&M teams training and capacity development, they would be able to improve on their category management. In the contemporary procurement environment, the training and capacity development has been noted as the best practice to manage gaps in their operations. Also, the findings indicate the need for Eco2Solar to improve their category management of their construction spend by coming up with appropriate SLA’s agreement and KPIs while ensuring they capitalise on innovativeness.
- For the project management and cost management, this being a long-term investment would require an improved auditing. This can entail embrace of analytics to analyse and present contract management data and appropriate management strategy.
- The importance of improved collaboration is ensuring stakeholders active involvement and awareness on core decisions made as this could harness their practice, contribution and suggestions noted.
- By successfully pursuing stakeholder analysis, it is important to maintain stakeholders relations which promote Eco2Solar organisation image and increase their market share.