(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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