(Solution) 5OS06 AC2.3) Discuss your organisation’s (or an organisation with which you are familiar) current approaches to leadership and management development
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 30.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
Diverse Leadership and Management Development initiative
Aramco’s Global Leadership Development Program (GLDP) emphasises diversity by choosing participants from various cultural, educational, and professional backgrounds (Aramco, 2024). Through having a broad representation of employees from different regions and departments, the program ensures that the representation of leadership pool is diverse, in which leaders are able to understand and deal with the need of the diverse organisation more adequately. This initiative is effective as it builds cross- functional collaboration, bringing leaders who value different perspectives together (CIPD, 2022). Diversity in leadership roles encourages creativity and innovation, essential to combat challenges in the fast- evolving energy industry.
Inclusive Leadership and Management Development Initiative
Saudi Aramco’s Women in Leadership Program is a key program that aims to increase representation of women in leadership roles, enhancing inclusivity (Aramco, 2024). The program combines mentorship, coaching and specialised leadership training in order to give women the skills and confidence required to take the roles of senior leaders. Through its tailored development pathways with access to high level leadership roles, the program creates a place for women to thrive. The initiative has proven to be effective since the number of women in senior roles across the company is increasing. Such inclusion is important because it brings a safe space for all employees regardless of gender, to contribute to their full potential (Miller, 2023). The program not only helps break down traditional barriers to leadership by supporting women’s advancement, but it improves overall organisational innovation and performance by leveraging diverse talent pools.
Leadership and Management Development Initiative for Equality
The Equal Opportunity Leadership Development Program at Saudi Aramco seek to promote fairness by offering leadership training to all employees irrespective of their gender and race (Aramco, 2024). The program is based on a merit-based standardised process of selection that eliminates biases from talent development programs and provides all employees with leadership opportunities. As the program reduces systemic inequalities and is a merit-based program for career progression, it encourages employee trust and cohesion, hence proving to be effective. This is important in that it helps create a work environment where everyone feels valued and supported and in turn builds a culture of equality and fairness that results in the organisation’s staff feeling engaged and committed to their work, which in turn enhances the company’s long-term sustainability (CIPD, 2024a).
Please click the following icon to access this assessment in full
Related Papers
(Solution) 70S05 Question 1 (AC 1.4) People-Related Ethical Issues for Fitter Threads Ltd
(Solution) 5CO03 ADPM/ADOLD PROFESSIONAL BEHAVIOURS AND VALUING PEOPLE
(Solution) CIPS ROSHN Sourcing Essentials- PSE
- In this report, the area of focus is on different sourcing approaches which can be used in procurement and supply management (PS&M) in contemporary business environment. This is through the focus of ROSHN organisation in Design Building category of spend.
- To achieve the intended aim of this report, data has been sourced from the organisation internal documents, different CIPS modules and models (Mendelow, STEEPLE and Kraljic). The key findings include ROSHN prefeed approach being multiple sourcing owing to the high-level of market competitiveness. This is with sole and single approaches preferred when only one supplier is being engaged owing to differences in organisation needs.
- Also, the findings evidence that single sourcing prevail in an event many suppliers are available, but an organisation decides to go for one. Another finding in this report is that dual sourcing is used when different methods/options for sourcing are embraced and put in place.
- Finally, through the application of supplier appraisal tool, focusing on the Design Building spend area, an evaluation has been put into account. The result from the appraisal using Carter’s 10C’s evidence organisation success to achieve value for money outcomes and improved market development.
- Internal and external analysis to identify most appropriate sourcing strategy
- Broad sourcing appraisal strategy need to be introduced
- Focus on managing successful sourcing strategy as part of organisation policy and practices
- Involve more stakeholders as part of their operations for success in sourcing strategy
- Pursuing capacity development initiatives for PS&M understanding of relevance of different PS&M