International Journal of Strategic Change Management- Expert sample

Questions: Understand and critically comprehend and discuss the theories, contexts, principles and practices which contribute to the development of the effective management practitioner within an organisation or business context. Plan management activities in an effective reflective, and applied manner in a variety of organisational contexts. Answers: Introduction Alas and Vadi (2015) have described workplace multiplicity as the variety of dissimilarities between the populace in any organization. Diversity in the place of work can be easily defined as recognizing, understanding as well as accepting the differences in individual irrespective of their race, gender, ethnicity, physical ability, sexual orientation. The term diversity has many interpretations, as many scholars have explained the topic differently. Armstrong and Armstrong (2011) have suggested that multiplicity must be understood as the varied perceptions as well as advances to work that the members of an organization are of the different identity groups. With the passage of time, the global market has created the requirements for the international corporations and the global leadership effectiveness has been one of the major issues of concern. In order to understand the significance of effectiveness as well as efficiency in managing the workforce diversity, Tesco has been selected. Tesco is a British multinational grocery and a general merchandise retailer and headquartered in England, United Kingdom. The company serves their products in different parts of the world. Therefore, managing workforce diversity is one if the major concerns of this company. Presently, the company has been focusing on doing the right things for the customers and the colleagues as well as the communities they serve (Tesco plc, 2016). Reviewing the related literature Bell (2014) has demonstrated diversity is the persistent second best of the developed world. The ever-increasing diversity in the workplace represents an underlying requirement of the active communication process among the diverse people in the organization. It has been found that the global economy has moved diversity at the top of their agenda and with the passage of time, immigration, migration of the workers, ethnic and gender differences has continued to change dramatically (Brooks 2011). It has been found that in many workplaces present diversity challenges as well as opportunities that are generally not present in the homogeneous workgroups. Therefore, it can be said that tactfully managing multiplicity means proper understanding the effects and then putting into practice the behaviors, work policies and practices that counter to them in an effectual way. Choi (2016) has suggested that cultural diversity is one of the major issues in the diversity management and this is the differences among the team members in case of race, background, sexual category, religion, population or some other magnitudes of the communal individuality. Figure 1: Dimensions of Diversity (Source: Clausen Kruuse, 2015) Cullen (2013) has stated that diversity becomes one of the most advantageous at the time when an organization wants to expand their perspectives, tactics of the strategy, reposition of the company, launching new products. If diversity in the organization can be well managed, any association can provide assistance from both the synergistic and the exact background advantages taking into account the enhanced creativity, flexibility and the potentialities to solve any organizational issue. In this part, it is important to mention that the probability of the managers to identify along with the potential advantages and disadvantages largely defines the approach of the organization towards managing workplace diversity. Czegldi, Reich and Fonger (2011) have identified three important approaches to manage the diversity and they are Parochial, Ethnocentric and Synergistic. Figure 2: Approaches to Managing Diversity (Source: DiTomaso, Post Parks-Yancy (2011) Any organization can adopt any of the above-mentioned methods in the workplace to manage work diversity. Apart from the approaches, it can be stated that there are some effective strategies that might help an organization to manage tactfully their workplace diversity and this have been explained here. Figure 3: The strategies for managing diversity (Source: Du Plessis, 2011) Eraulj (2011) has discussed that organizational effectiveness is how well an organization achieve the purposes. In order to be successful, the company is required to have the proper cooperation of all the people working in the company along with their support and commitment towards decision-making. Need of diverse workforce It has been seen that the present day commercial traditions believe massive pressure on the labor marketplace because of the steady changes in some places like globalization, financial system, technology, demography, flexibility and feminization in the workplace. It is no doubt to say that globalization influences any business and retail industry is no more exception in this regard. Big retail companies have been operating in different parts of the world and thus, the workplace diversity is one of the common scenarios. Therefore, the management of the company is required to deal with this part carefully in order to get the best result in the company (Ferner, Almond Colling, 2015). Harraf (2015) has stated that as the activities of the organizations spread in different parts of the world, it demands the need of diverse workforce of various places and cultures. This is because heterogeneous and varied workforce can easily satisfy the requirements of both the markets and the customers. Diversified workforce encourages the company to attain high competitive advantage for the retail organization. It helps the retail organizations for making efficient operations in different places by making the use of the excellent diverse workplace (Jackson, 2012). Analysis and evaluation In general, a self-assessment for the intercontinental human resource managers is to assess as well as progress the companys worldwide administration skills. However, this creates challenges for the personality executives who need to direct the workplace diversity transversely both geographical and civilizing areas. Jang (2011) has said that the key perception of managing assortment accepts that dissimilar cultural personnel consist of a diversified employee. The main objective of the company is to engage in the diversified workforce and to make Tesco one of the best places for shopping. Tesco has always tried their best to manage ever-increasing workplace diversity in all the stores in the operating countries. Changed workforce demographics and the new organizational forms are gradually mounting the variety of the work teams in general and the decision-making teams in particular. Equal opportunities in the organization are often seen as treating everyone in the same way. Kossek and Lobel (2011) have argued that the social justice and business issues for diversity are complementary because unless the people are treated fairly in the workplace, they will automatically underperform. All the employees in the work place are aspired to work for the employees with proper service practices and experience properly appreciated at the specified workplace. It has been stated that to be competitive; the organizations are required to receive the best assistance from everyone and the need to produce an inclusion workplace civilization in which everyone feels highly valued. It has been seen that the company especially focuses on gender diversity and ethnicity diversity and age diversity. Through several case studies, it has been understood that the company believes in inclusion along with the diversity practices that tends to provide them the best customer service. The main viewpoint of Tesco is to make the employees and the customer lives better by the power of their diverse workforce and through their products and services (Kumar Gopinadhan, 2011). It has been seen that Tesco always encourages as well as motivate the existing employees to behave as well as act like the owners in regards to exceeding the expectation of the customers (Oishi, 2016). Apart from that, the company wants to collaborate with all their employees that ensure the Tesco is of a true success. It can be said that diversity of Tesco can help the organization in strengthening the relationships with more specific customer groups with the help of making the communication system more effective (Kumar Gopinadhan, 2012). The company at some parts of the world has reported that the unenthusiastic approaches and behaviors have been the barricades to the managerial multiplicity because they can damage the existing operational relation and spoil the morale as well as the work efficiency. The depressing approaches and the behaviors in the workplace take into account prejudice, stereotyping as well as discrimination. The management of the company has become biased to some places and thus, the female employees of the company have felt that they have been discriminated from the male employees (Kummerow Kirby, 2013). Recommendations to the Management Kushata (2016) has opined that diversity is one of the prominent and continuous techniques and process that has no end. Therefore, it is required to balance against the other considerations like clustering of skills and focusing on the best customer service. It can be suggested that the companies must block their ears to the diversity consultants who think that there exist the only solution to every question (Torbert Tolley, 2016). The company needs more diversity of thought on the subject of diversity. In some stores, the managers of Tesco have used management for hiring, retention and the termination practices. It is no doubt to mention that the powerful managers are well aware of the fact that certain skills are required for the creation of a successful and diverse workforce (Mullins, 2011). At first, it can be said that the managers of any company are required to be well aware of discrimination and its consequences. After that, the managers are recommended to recognize their personal cultural biases and prejudices. It is no doubt to mention again that diversity is not about the differences among the existing groups in the company rather about the differences among the individuals (Torbert Tolley, 2016). Each of the employees in the organization are entirely unique in nature and thus naturally that employees does not represent or speak for a specific assembly. Therefore, the organizations as well as the managers of the company are required to learn that that how to manage diversity in the workplace in order to achieve success in the future and stay competitive in the long-run (Nicolas, 2011). Oishi (2016) has critically stated that unfortunately, there exist no single recipe for achieving success and this largely depends on the ability of the managers to understand the best for the company depending on the teamwork and dynamics of the workplace. Therefore, the management of the company is required to focus on this part, as managing work place diversity is one of the comprehensive processes that create such an environment where everyone is valued (Torbert Tolley, 2016). Both the management of the company as well as the associates of the organization is required to be aware of the personal biases. As it has been said that managing diversity is about equal work opportunity and the affirmative action, the managers are required to look at this part sincerely (Schneider Northcraft, 2011). In this regard, another important aspect that can be addressed is that at the time of dealing with variety is endorsing a safe place for the acquaintances to converse easily. Therefore, the management of the company is recommended to hire some powerful leaders who can look after diversity matters carefully in order to avoid any negative impact on the organization. The associates of the company should never be denied essential, productive and the significant response for knowledge about both blunders and success (Shaker Ardakani et al. 2016). Conclusion After the conduction of the entire study, it has been found that managing work force diversity in all the organizations is important. In order to carry on the entire study, Tesco has been selected, as this company operates in different parts of the world and diverse work force is one of the common matters in this regard. In order to analyze the concept, a detailed literature review has been done and several ideas and parameters have been analyzed here. After that, the scenario and the issues of the company have been addressed. After addressing the issues and scenarios in the workplace, some of the effective recommendations have been discussed here. The provided recommendations might help the company to get rid of the issues they have been facing inside some of the stores of Tesco. References Alas, R., Vadi, M. (2015). The impact of organisational culture on organisational learning and attitudes concerning change from an institutional perspective. International Journal Of Strategic Change Management, 1(1/2), 155. doi:10.1504/ijscm.2006.011109 Armstrong, M., Armstrong, M. (2011). 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