(Solution) LEADERSHIP AND MANAGEMENT ISSUES: Change Management and Ensuring Employee’s Productivity and Performance
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Description
Solution
Introduction
Leadership and management are vital issues in organisational growth and development. However, Azad et al. (2017) note that the two are independent functions, which promote change and teamwork in the organisation. Drawing from current literature, leadership is defined in visionary and the right actions. Management involves task-orientation and doing things right. Several leadership styles exist. Transformational leadership, for instance, is concerned with change and motivating employees. However, leadership and management are influenced by several issues, including ensuring the productivity and performance of the employees, managing change, training and development, and the individual’s wellbeing. This presentation entails two leadership and management challenges experienced at the organisation. The issues are examined based on Virani Food Products Limited. The two issues examined are ensuring employee productivity and performance and managing change.
Organisation of Interest
Virani Food Products Limited is a family owned business that was established 4 decades ago. The organisation is founded on the Virani brand of gram flow that has become the preferred supplier of pulses, seasonings, and spices to most manufacturing organisations. These companies service the majority of dynamic and demanding retail markets globally. Together with the organisational partners in the origin states, Virani Foods Products Limited source for ingredients to suffice the evolving technical needs of the regulators and customers (Virani.com). The firm also ensures continuity in the supply of the consistently high-quality goods to its customers.
ISSUE ONE: ENSURING EMPLOYEE PRODUCTIVITY AND PERFORMANCE
Ensuring Employee Productivity and Performance
Employees’ performance is based on several factors. According to Kenny (2019), among these aspects in training and development, which improves the individual’s capability. Several forms of training exist, including on the job training, simulations, and using lectures. Notably, individuals that undergo on-the-job training have better performance since this increases their competencies and skills that arise from experience. Another aspect of ensuring employee productivity is performance appraisal. This precedes training and development. According to CIPD (2019), performance management aids in understanding what the organisation expects from them, evaluating the individual’s output and contribution to the company, and ensuring that the individuals are accountable. Feedback from performance management informs the training and development. This ensures that the individual’s performance is aligned with the company’s objectives.
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(Solution) (AC4.1) Assess suitable types of contractual arrangements dependent on specific workforce need
Solution Permanent, full-time contracts Permanent, full-time contracts for delivery drivers offer both benefits and drawbacks, making their suitability dependent on ParcelCare’s operational needs and goals. Pros Permanent, full-time contracts provide job security and consistent income for delivery drivers, enhancing employee satisfaction and loyalty. This stability can lead to higher motivation and productivity, reducing turnover rates and the associated costs of recruitment and training as evidenced by Personio (2023). Full-time contracts also facilitate better workforce planning, ensuring ParcelCare has reliable staffing to meet delivery demands. Cons However, these contracts can be less flexible and more costly for the company. Full-time employees typically require benefits such as health insurance, paid leave, and retirement plans, increasing operational expenses. Additionally, the rigidity of permanent contracts may not align with fluctuating delivery volumes, leading to inefficiencies during low-demand periods. Suitability For ParcelCare, full-time contracts can be suitable if delivery volumes are consistently high, ensuring a stable workforce. However, a mixed model that includes part-time or flexible contracts might offer the necessary flexibility to adapt to changing demands while controlling costs. Part-Time Contracts Part-time contracts offer flexibility for delivery drivers, allowing them to balance work with other commitments. Drivers benefit from a stable income, albeit at reduced hours, while ParcelCare can adjust staffing levels according to demand. A significant advantage of part-time contracts is reduced costs associated with employee benefits, as part-time workers may not qualify for full benefits packages (Abogados, 2019). However, part-time drivers may lack the same commitment or availability as full-time employees, potentially impacting reliability and consistency. Zero-Hours Contracts Zero-hours contracts provide maximum flexibility, allowing ParcelCare to scale staffing up or down based on delivery demand without a fixed commitment to provide hours (CIPD, 2023c). For drivers, these contracts offer freedom to accept or decline work, appealing to those seeking flexibility. However, they also result in income uncertainty and lack of guaranteed hours, which can be challenging for drivers seeking stability. For ParcelCare, zero-hours contracts minimise costs during low-demand periods but may lead to difficulties in maintaining a loyal and consistent workforce due to potential driver dissatisfaction. Part-time contracts are most suitable for ParcelCare’s delivery drivers. They offer a stable income and consistent work schedule, which can enhance job satisfaction and reliability while allowing ParcelCare to adjust staffing levels as needed. This balance supports both operational needs and employee stability. Please click the following icon to access this assessment in full