(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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- The purpose of this project is to evaluate supply chain automation by leveraging Industry 4.0 technologies. The identified technologies include Artificial Intelligence (AI) and Machine Learning (ML) noted as critical for streamlining operations and obtaining value-for-money outcomes. This has been pursued by focusing on Wood Plc.
- To conclude, the generated findings of this report evidence WPC is today adopting the application of iSourcing in their procurement and supply management (PS&M).
- In the current project, through an evaluation of options for automation of the organization PS&M, the findings evidence the existence of different limitations hindering the success of their system. The issues of cost overruns, lack of collaboration, and inefficient supply chain as the organization is expanding its current operations have been noted to include limitations of their current sourcing.
- Success in the automation of their supply chain has been identified to lead to the following outcomes;
- Organisation achievement owing to automation of their supply chain, increased confidence and capability, talent management, and employee competency
- Improved stakeholders relations (a later section of stakeholders analysis) easing the change process. Through the iSourcing improvement, WPC would be in a position of harnessing technical and commercial evaluation processes.
- Increased and robust systems and policies which mitigate overall gaps in sourcing system transformation
- Today, only lower than 10% of the entire WPC resources are used to prioritize automation and IT integration successfully. Automation would improve the use of resources in their operations
- Involve their IT and finance departments to ensure within a period of 6 months they
- WPC needs to consider embracing sustainable practices as part of investing in their Industry 4.0 technologies
- Through the adoption of automation, better communication systems backed by AI and ML would be introduced to achieve 70% increased communication effectiveness.
- It is important to increase this through increasing collaboration and alignment of all their interests holistically
- Partnering with institutions for the provision of capacity development opportunities for the PS&M teams and other organizations for the success of the automation process
- Expanding their sourcing of Industry 4.0 technologies. This is to involve highly reputable global companies hence efficient operations and integration of AI
- Source of support from the government to ensure that they are facilitated in terms of policies and appropriate regulations to guide the automation process.