Teamworking

It is essential to have an understanding of working in groups for a more effective performance. In order to complete tasks in a faster phase and a better content, team work will be needed. Communications and procedures of the teams in a group will need to be coherent so that it will result to a more successful outcome. A common definition of team work is the course of functioning collaboratively with a cluster of people, with the aim of accomplishing a goal.In this essay, I will be talking about Tuckman’s theory of teamwork and reviews of two accomplished businesses who believes teamwork helped them achieve their success.

The team working that I felt was very successful was when we had to create a dance and singing production to be performed in front of various known visitors. At first, it was difficult to communicate with individuals you do not have worked with before as it is hard to determine in what way each individual can learn better. As to start with as I was positioned to be the leader and choreographer, I asked for a meeting straightaway and spoke about how they want to start off and what ways are they comfortable with such as: terms and conditions and the responsibility that we have taken up. I made sure as the leader that each individual from the group has had a say in every steps that we took. Arguments sometimes occurred but communication sorted this out until we have produced a successful production. In this exercise, I believe that communication really helped and understanding the differences of each individual needs to be kept in mind.

One probable differentiation is established on the development and maturity of the ‘group’. For instance, in relation to Tuckman’s representation, not until a group advances beyond the phases of forming, norming and storming and efficaciously attains the performing step does it develop as a team. The extent of cohesiveness is influenced moreover by the way in which group’s growth through the several steps of development and maturity previous to start concentrating on the actual jobs that have been supplied. Tuckman categorizes five key progressive stages of group development and associations and these are: forming, storming, norming and performing.

·         Stage 1 – forming. The preliminary foundation of the group and the getting together mutually with a number of personalities who spots, cautiously, the drive of the group, its configuration and conditions of orientation. At this phase, attention is specified to ranked arrangement of the group, outline of management, discrete parts and accountabilities, and all other principles. There is expected to be significant concern as associate’s effort to generate an impression, to assess one another to launch their own uniqueness in the interior of the group.

·         Stage 2 – storming. As affiliates of the group become acquainted with each other well, they will set forth their opinions more acquiescently and convincingly. Disparities will be spoken and trials presented on the disposition of the task and preparations completed in the previous stage of development. This may result to encounter and aggression. The storming stage is vital as, if prosperous; there will be deliberations on improving preparations for the functioning and action of the group, and settlement on more significant organizations and measures.

·         Stage 3 – norming. As clash and opposition begins to be measured, members will institute procedures and principles and progress their individual standards of suitable conduct. The norming stage is substantial in launching the requirement for associates to collaborate so that strategy, approve principles of enactment and achieve the drive of the group.

·         Stage 4 – performing. When the group has proceeded positively from the previous stages, it will have generated arrangement and cohesiveness to effort efficiently as a team. At this stage the group can focus on the fulfilment of its perseverance and operation of the shared task is possible to be at its maximum efficiency.

·         Stage 5 – adjourning. This denotes to the suspending or closure of the group as, for example, ending of the task, members depart from the organisation or moving on to other tasks. Several members may suffer a captivating sense of loss at the end of a very long project and their reappearance to individuality is considered by unhappiness.

I felt that we did not organise the assignment properly, we did not go through the development and maturity of the group, and we were more like four independent individuals that have been joined together. We stopped from stage one which is forming, where everyone just identified each individuals role and the purpose of the group. For instance, when we needed to choose a topic each one prefers, we did not really gave ourselves a chance to discuss which should lead to stage 2 – storming and stage 3 - norming. Another negativity of our group is when at times when we planned to have a meeting to talk about the progress of our individual tasks, most of the time, not all of the members of the group show up. This just shows that lack of communication and interaction can complicate things.

http://business.timesonline.co.uk/tol/business/career_and_jobs/best_100_companies/

From the times online 100 best companies, I have chosen to talk about two companies who remarks team works as a helping hand in their business . These businesses are Big Yellow Group and Admiral Group.

Denplan have been organisingdental payment plans since 1986 and are known nationwide and receives award-winning constantly. As from The times online their main purpose is to be a upright employer. Even if they reached a down low at recent, employees still recommends Denplan to be one of the best workplace to work in as for the honesty and openness to staff and strong communication which makes employees feedbacks important for them. Employees believe mostly from the leadership skills of their managing director which is very respectable as they seem to be a good listener.

In addition to this, they say the management are team players in or out of the office as they also join in to activities like gym and badminton where they have to work their way up the same as others. Employees enjoy working in Denplan and they give a lending hand towards each other. This employee believes that they can make an impact to the organisation and can contribute to their success without feeling under pressure.

Denplan has a scheme where they give an award to a colleague recognising their good performance within each department each week. Not only has this, Denplan also had the initiative to help others outside the organisation such as community action programme, school partnership, local sponsorship and green initiatives. Denplan makes it clear for the employees that it is the environment needs to be looked upon too.

I believe Denplan gives an outstanding point for its workers as with the management. If the management looks to be respectable and communicates properly where it helps employees in order to do their job properly, this gives a good view to the employees to be more responsibility and to have the innovation to help other colleagues in order to finish the job quickly and properly.

Admiral Group: Admiral was launched in 1993, with the goal of proposing lower premiums to more people. In this company; teamwork is very active and essential for them. Teamwork is the key to a very successful business; it brings out the best of each member, colleague, managers, etc.

Colleagues spend time with each other during work and outside work to increase their friendship, trust, morale and relationship with each other; These brings out the most out of them because they will get to know each other better, they will know each other’s weaknesses and strengths so during work, they can help out each other if they need help, they will treat each other with respect and a better communication with each other will be developed which means a better job will be done.

Managers also participate during the night outs to get to know their employees better and have a enhanced relationship with them. By doing so, they will have an improved communication, understanding on each person; get to know each other better i.e. personalities, hobbies, etc. This will also help them to figure out who are they working with and how to improve their employees to the standard that they wanted them to be. This also helps the colleagues to approach their managers easier because they have a good relationship with each other and restored understanding with each other when it comes to problems.

References:

Times Online.(2010) Denplan: Dental Payment Plans. Available from: http://business.timesonline.co.uk/tol/business/career_and_jobs/best_100_companies/article7030254.ece [Accessed on 13 April 2011]

Times Online.(2010) Admiral Group: Car Insurer. Available from: http://business.timesonline.co.uk/tol/business/career_and_jobs/best_100_companies/article7030252.ece[ Accessed on 13 April 2011]

Denplan Website .(2011) Products and Services. Available from: http://www.denplan.co.uk/companies/companies/products-and-services.aspx[ Accessed on 13 April 2011]

Admiral Group Online.(2007) About Admiral. Available from: http://www.admiral.com/aboutAdmiral/aboutAdmiral.php[ Accessed on 13 April 2011]

West,M.(2004) Effective Teamwork: practical lessons from organisational research: second edition.Oxford: BPS Blackwell Book.

Denplan.(2009)Denplan Call Centre Does it Again.http://www.denplan.co.uk/~/media/Files/pdfs/news/press-release/denplan-call-centre-does-it-again.ashx

Mullins, Laurie J. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

 Business Dictionary (n.d) Definition of Teamwork [online].Available from:http://www.businessdictionary.com/definition/teamwork.html.[ Accessed on  06/02/2011]

Employee Communication

Business communication is the interaction amongst the people in the organisation for the intention of operating the business actions. It can be oral, verbal, written etc.

A business can thrive when all the objectives of the organization are attained successfully. For proficiency in an organisation all the individuals (contained by and external) of the organization should be capable to express their implication suitably. The interchange of thoughts, interpretation, in the interior and outside the organisation to accomplish the business aims is identified as business communication.

Employee involvement is when employees are incorporated in all matters of their interest. It is as a result both distinctive, and straightforward, thus far it comprises every other associate creating the involvement composition. It is then, supported by, and managed by supervision with discrete employees, getting involved and counted to attain some precise aim. It accordingly presumes collective interest amid employees and management. Its key functions are to stimulate and to develop employee recognition and obligation.
There are no exact guidelines to develop involvement. Employee involvement therefore suggests the worthiness of an individual in including them in a particular activity.

Contrariwise, employee participation contrasting involvement is shared. It is an action of dividing in something. It is therefore linking with others in every commotion that is of importance. It includes participating in something, and is more or less often backed by some rule and or, legislation. Where employment rights make a difference for instance, participation is implemented. In the past, trade unions supported this act however now, and in future this trend is coming to a finale in a conjunction with employees performing the central roles in forming their own lives and way of life, with each employee turn out to be their own representative.

Both of them could be performed concurrently for the finest result in future. Employees have to be both included and made to contribute for both the organisation and the individual employee. I consider that these two are assuredly imperative from each other, and that both are typical procedures that upcoming- centric organisations can exploit and practice for improvement and inventiveness.

How to include employees in decision making and incessant development activities is the tactical feature of involvement and can involve such procedures as:

·         proposal systems

·          producing cells

·          work groups

·          constant enhancement conferences

·         Kaizen (constant progress) occasions

·          counteractive action procedures

·         Regular consultations with the supervisor.

Aimed at people and organizations that want a model to utilise, the greatest I have found was established from work by Tannenbaum and Schmidt (1958) and Sadler (1970). They offer a range for leadership and involvement that contains a cumulative role for employees and a declining part for supervisors in the decision procedure. The continuum comprises this advancement.

·         Speak: the supervisor states the decision and broadcasts it to staff. The supervisor delivers whole direction. Expressing is valuable when conversing about security matters, administration rules and for choices that neither entail nor enquire for employee’s response.

·         Promote: the supervisor chooses the decision and then tries to acquire assurance from staff by "vending" the constructive features of the decision. Sell is beneficial when employee obligation is desired, nevertheless the decision is not exposed to employee effect.

·         Refer: the supervisor requests contribution into a decision at the same time as maintaining power to choose the last decision her/himself. The keynote to a prosperous discussion is to notify employees, on the front end of the conversation, that their contribution is desired, then again that the supervisor is holding the right to choose the final decision. This is the intensity of involvement that can generate employee discontent most willingly when this is indistinct to the people supplying input.

Social Networking can be an optimistic phenomenon, and can be used to create essential business contacts and to increase sales and goodwill. A research by Ellis and Richards regarding blogs finds that bloggers finds other inspirations for blogging comprise using it as an outlet for workers underemployed activity, to shape a cybernetic network of the compatible, and as a form of public relations for the job.

Utilising networking sites for business communications and marketing principles seems to be judged significant in several firms, particularly those in inventive businesses and those whose business systems have conventionally depend on profoundly on more well-known customs of social networking. Though the more famous sites such as Facebook have a tendency to be applied mainly for public rationale, there subsist added webs, such as LinkedIn, that are chiefly anticipated for business usage by specialists. As with furthermost electronic technologies, networking looks correspondingly proficient of being employed for work and social tenacities, consequently one cannot extract comprehensive suppositions that such growths promise fine or ill from a work viewpoint.

Image from: http://www.facebook.com/pages/CENSURA-CONSULTING/284339691641

Overall, employers should be clear that employee activity on social networking should not denote to or harm the name or character of the work place. The disappointment by employees to obey with that establishment should be stated to end in disciplinary procedures.

Many industries now use social networking sites as means of advertising of their customer base. It is significant that employers recall possession of the communications on behalf of their product so as not to affect the stability of their connection with their costumers when key members of staff leave.

Employers should also be vibrant as to the “possession” of the staff profiles and interaction with costumers on expert networking sites such linked-in. For key staff, it can be practical to require that all such action is directed over the company marketing department.

In conclusion, it is vital for the employees to have contribution both involvement and participation in any decision making as they might have innovative ideas that can make the business more successful using their feedbacks.

References:

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

Gennard,J.,Judge,G.(2005)Employee relations : 4^th edition.London: Chartered Insititue of Personnel and Development .

Nickson,D.(2007)Human resource management for the hospitality and tourism industries.Oxford: Elsevier Ltd.

Swearingen,J.(2008).Social Networking for Businesses[online].Bnet Website.Available from: http://www.bnet.com/article/social-networking-for-business/219914 [ Accessed on 21 April 2011].

Gregory,A.(2009).20 social networking sites for business professionals [online].Sitepoint website. Available from: http://www.bnet.com/article/social-networking-for-business/219914 [ Accessed on 21 April 2011].

Rewards

Reward is a system to uphold and strengthen wanted performance, such as wage rate that upsurges with the output of the employee..

At my current workplace which is in Censura Consulting, only sales department gets rewards by getting bonuses and if we reached over our targets or even just on the spot , then we get 4% of the sales. Not only this, we also get a basic present from the manager if we constantly go on to reaching our target, we sometimes gets what we want like free lunch. However, it varies from different department as our department are more vocal to speaking to our manager about rewards. In addition to this, our job is easier to reach the target other than the other department. Fairness is assured as the management and we have a record of our individual sales where we can see if we are above or below the target sales. We can also calculate how much bonuses are we meant to be getting as they have explained the procedure of how to calculate the bonuses.

I think ,at present, my workplace do not have a stable reward system for the company to expand . Also, I noticed that most employees often are unhappy with the way the company is managed and most of their reasons for resignation is their wages. I believe, by changing this and improving their reward system, employees are more motivated into working harder and gaining excellent sales. As the management needs to keep in mind that employee satisfaction is also essential, as they are the aid in reaching the company’s aims and objectives.

In my opinion, I believe Chief executives should not receive their rewards if they have underperformed and resulted for the company to not do so well and lose out with potential profits. Here are the arguments for and against regarding giving rewards to chief executives:

Arguments for:

·         The chief executives are still doing their job. They are the ones who go in every day doing the hardest job, stressing out, and responsible for everything when something goes wrong so they still deserve the large bonuses.

·         If not, this will discourage the chief executives to work at a better rate and better pace and will lead into more underperformance.

·         If something bad happens to the company, they are the only ones who can turn things around because they know the company way better than anyone else as they are they know how to manage the company more than anyone else.

Arguments against:

·         It can lead into unemployment because employees might leave since large bonuses were taken off by paying it all out to the chief executives.

·         They have underperformed therefore they should not need to be getting large bonus; maybe the company should give them lesser bonuses than they usually get.

·         Bonuses will be led to waste if their performance will not improve. The money given for bonuses can be used for better things i.e. better facilities, tools and equipment, etc.

·         It will encourage the chief executive to work harder if they want their large bonuses back. This will motivate them to concentrate harder and perform well in order to get their bonuses.

·         They might continue to be doing the same mistake every month and the same performance will be made, this will lead the company to its downfall and bankrupt.

In conclusion, reward programs have their position in all business. Business owners must initially verify anticipated employee actions, abilities, and achievements that will uphold their business objectives. Through rewarding and identifying exceptional performance, entrepreneurs will have an advantage in a competitive corporate climate. Likewise, it is wise for the organisation to keep in mind the fairness for each employee regarding rewards to avoid conflicts yet to improve performance.

References:

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

Holbeche,L.(2009)Aligning Human resources and Business strategy. Great Britain:Elsevier Ltd.

Armstrtong,M.(2002)Employee Award:third edition. Great Britain: Cromwell Press.

Kerr,J., Slocum,J. (1987) Managing Corporate Culture Through Reward Systems [online].1 (99). Available from: http://www.jstor.org/pss/4164733 [ Accessed on 21 April 2011]

  

Performance Management

Performance management is the procedure of generating a work environment or setting in which people are allowed to carry out to the best of their aptitudes. Performance management is a whole work system that instigates when a work is termed as required. It finishes when an employee departs from an organisation

At university, even from commencing, they had to give an assessment to test our English and mathematics knowledge in order to see what level we are in and whether some people may need extra help. Also, the university measures our performance by the use of courseworks, assignments and class works. Each term our teachers from four different modules, either a group work or individual work will be given in order to test topics in a module. In addition to this, at every start of a new topic there are stated aims and objectives  in each powerpoint and at the end of the lesson questions will be asked and all of us have to answer orally just for the teachers to make sure we understood the lecture. Other than this, I don’t see any other procedure the university take on to measure the student’s performance. Even the personal tutors , in my opinion , is not keeping in track of how we are getting on except from the results we get from our courseworks, assignments and class tests. It would be a good idea if the personal tutors had to meet the student every term just to see how each student are getting on and give targets for improvement.

From the article of the times online: “Entrepreneur: a mentor can tune your skills”, it is a good idea to be a happy mentee. A good mentor displays a yearning and a enthusiasm to despair time to assist others, upholds a positive attitude, thus far is capable to be truthful and have a solid fascination in their personal growth and self-development. Good mentors needs to be well-balanced, to offer and accept beneficial disparagement and understand how to test the mentee where and when it is suitable. It is also a plus for the mentor to be a good listener: more precisely an “active” listener. Supportive listening is also vital – the necessity to comprehend words and events as the mentee notices them and with the senses the mentee ascribes to them. It is signigicant for mentors to take interpretation by way of feedback, considering the mentee’s state of mind and precisely briefing or rephrasing their thought procedures.

I can say that my parents have been my mentor since birth as they have been there teaching me all the good deeds while growing up. They are there when I needed help in different areas such as money, education and other personal problems. Their advices made me stronger as an individual and made me as mature as I am now. They supported me throughout my whole life and gave the best treatment and happiness. Their stories from their previous experience inspired me to be a better person and to motivate me to work harder to achieve a better future. I know there was a time where I misplaced myself and did not listen to my parents who resulted for me to mess up my education and what I am. However, after that I made sure that I learnt my lesson and from then on, I should always trust on what they say as they only want the best for me even if they are strict.

In conclusion , a successful system proposes various potential advantages  mutually to individuals and the organisation nonetheless there are a number of significant queries to be tackled. Thought must be certain to the scheme and enactment of the system, procedures of appraisal , and possible delinquent areas.

References:

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

The Sunday Times. (2008) Entrepeneurs : a mentor can tune your skills [online] . The times online. Available from: http://business.timesonline.co.uk/tol/business/entrepreneur/article3778514.ece [Accessed on 20 April 2011]

Bacal, R. (1999) Performance Management.New York: R.R Donnelley & Sons Company.

Local Development (2008). Performance Management [online]. Available from: http://www.idea.gov.uk/idk/core/page.do?pageId=76209 [ Accessed on 20 April 2011]

Selection

Selection is concerned with picking the right candidate from the pool of applicants. Throughout this blog, I will state three different selection methods, describe an interview that I’ve had before and recommendations that I have for the companies that I am familiar with regarding their selection procedures.

There are also other selection methods other than interviewing such as :

·         psychometric tests

·         assessment centres

·         biodata

Psychometric tests

Psychometric tests can be valuable when selecting an applicant from a group of people who do not have clearly similar abilities or experience. They are more likely to be employed as soon as a manager is being sought. Psychometric tests can be utilised to assess intellect, character or ability for precise responsibilities, for instance:

·         perceptive/problem solving

·         decision making

·         interactive skills

·         self-confidence

However, an organisation need to think about the these things about the test as they :

·         are not always a decent pointer of future enactments

·         should not be utilised except if there is a verified requirement and a fittingly qualified person to manage them

·         frequently necessitate a fee when you practise them

Assessment centres

These are usually exercised by large companies, mainly when creating senior arrangements. Discrete and group practices occur, on occasion over limited days, every so often containing an interview, psychometric tests, group conferences and tasks, written exercises and demonstrations. They can be costly and timewasting.

Biodata

This test captures the method of a multiple-choice biographical questionnaire and is more likely to be employed by large companies. However, it is needed to take care not to rupture data protection or discrimination laws.

There was a time where I had an interview in my current job as a sales consultant in a private company called Censura Consulting. The manager who interviewed me explained that it was the first stage interviewing which will just basically wants to know more about my life so he just asked me to tell me more about myself other than what is stated on my CV. In my opinion, the interview went well as we already built a sense of connection as the manager was very professional in explaining clearly what the job is about and answered all the questions that I have asked about the company. In addition to this, he also mentioned what I aspire in the future and what good would I bring to their company. At the end of the interview, he asked his secretary to make a suitable time for me to come back to do the second stage which is job assessment where I have to work on to different departments of the company while they watch how I do. At the end of the office hours, the employees will get back to the manager stating how I did and whether I am essential for the job.

In the past, I had another interview in a retail shop which is in peacocks for a vacancy as a part time sales assistant. The interview lasted for five minutes which was very easy with simple questions like where do I live? Do my parents agree with me about working as a part time every weekend? Am I still in education? How many hours am I willing to work? These are the only questions that were asked. I think the interview went well because the Manager seems very happy with me and seems satisfied. After 2 days, the company rang me and said I got the job and set me a date to start and I was to work as a part time, 8 hours a week. However, in the future, I believe they should provide their employee with training and gain more experience about the job so that applicants will be confident to tackle the job after the training. Also, add more questions during the interview to show how interested they are working in the company such as: In a situation where a customer has erupted in a busy day, what would the candidate do. Likewise, they could have given me the chance to show them how I work first and assess how I work whether I am confident enough. These methods can make sure that an applicant is really enthusiastic in working as what the applied for and will be a benefit to the company. Also, it is important to keep in mind the criminal background checks and the status of their stay in UK, whether they are valid to work legally and other laws.

In conclusion, even at present, we know that interview is still generally the most popular use of method of selection, however by including other selection methods such as psychometric testing, I believe can make their choice a better as you will get to know most of the required information about the applicant. However, it should be kept in mind the critics that are accompanied by using other selection methods.

References:

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

Koster,M.(2002) Human Resource Management: Classical selection methods and alternatives. Germany:Auflage.

Taylor,I.(2007)A Practical Guide to Assessment Centres and Selection Methods: Measuring competency for recruitment and development.Great Britain:MPG Books Ltd.

Graduate Recruitment Bureau.(2011) Selection Methods [online]. Available on: http://www.grb.uk.com/selection-methods.0.html [ Accessed on 19 April 2011]

Recruitment

Recruitment is an incessant procedure whereby an organisation tries to grow a group of capable candidates for the future human resources requirements albeit precise vacancies do not exist. Generally, the recruitment method commences when a manger introduces an employee demand for a particular vacancy or an awaited vacancy. 

I am going review about an online recruitment website which is www.fish4.co.uk. By its layout, I can easily tell the distinct purpose of the website which is for anyone to search for a job. Also, they maintained the use of the same colour which is orange and white and fonts and made the keywords needed to be bolder for it stands out from the rest of the words. Consequently, the colour that has been used is consistent as for the website’s logo so as a visitor on the page, I can easily tell that this website is for fish4job. Words have kept simple so it can be understood by anyone visiting this page and the purpose has been reinforced throughout. I think this a very well created website for recruitment as not only it is for people wanting to look for a job but also, employers who are seeking for future employees. Fish4jobs , likewise, has an advice link about looking for a job  such as creating CV ,training and other career advice. Most important thing that I have noticed is that, there is a hyperlink where you can directly subscribe to fish4jobs and automatically sends preferred vacancies sent to your email. Having a search engine to type in keywords that relates to what the person wants to look for, similarly, to make it easier for the visitor , you can alter the distance from his/her place so they can just browse the jobs near the area. One other clever method they used to use a map where anyone can just click on the area which will bring up all the vacancies there is in that area such as in London. However, I think they can make it better by adding more images to attract more visitors.

Workingmums’ campaign which is connecting mums and employers has really interested me as it based on mothers who cannot work as fulltime as they have become a mother and would like to have time for their babies and earn money at the same time and for dads, carers and other flexible job seeker. The founder of this campaign found herself and her friends in a similar position when they gave birth and wanted a flexible yet challenging work but it was too hard to find therefore she decided to create this campaign. Not only they offer job opportunities to individuals but also let them search small business and self –employed opportunities. They also offer advice, new and working mum’s blogs, in order to give feedback to other working mums around the world.

There are a number of advantages and disadvantages of using online recruitment.

5 Advantages of online recruitment:

·         More variety of jobs that can be applied for – there are options and keywords to be typed in that can suit the job that you want.

·         It is cost effective – not just for the candidate but for the employer too as they do not have to put a job board or advertise in a national newspaper which will cost more.

·          Knowing the amount of money paid before meeting the employer – this will give you an idea of how much are you going to get and whether this is suits what you need.

·         Details are shown for the job that are applied for; times, days, etc. – for you to make sure that you are capable to work at those times.

·         Faster than giving out CV’s to the stores – time consuming as you can just send your cv with by just registering online ,not having to travel to different shops in different areas.

5 Disadvantages of online recruitment

·         Too many candidates that have applied for the job – recruiters will take time going through all the applications and resume of people not even qualified for the position.

·         Lesser chance of success as there are a lots of choices to look upon

·         Les face to face contact – there might be a tendency that interviews will be done in telephone rather than in person and relying on resume is difficult as it is better to see the real personality and attitude by interaction personally.

·         Some jobs might need specific skills that an employer might not be capable of reaching suitable candidates by using job posts on the internet.

·         It does not always work as majority stated that low costs and cost savings are likely advantages of employing through the net

In conclusion, online recruitment proposes vibrant benefits over other recruitment procedures. At the same time, nevertheless, one needs to be aware of the drawbacks inherent in online recruitment if only to keep away from the downsides that they may yield.

References:

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

Whatjobsite .(2009) The advantages and disadvantages of online recruitment[online].Available on: http://www.whatjobsite.com/Online%20Recruitment:%20Advantages%20and%20disadvantages.htm [Accessed on 18 April 2011].

Workingmums.(2011)About us[online]. Available on: http://www.workingmums.co.uk/corporate/aboutus/ [ Accessed on 18 April 2011].

Dale,M.(2006) the essential guide to recruitment:how to conduct great interviews and select the best employees.Great Britain:MPG Books Ltd.

Equal opportunities and Diversity

A vital and essential aspect of individual variances is the notion of diversity .It is the recognition that people are not homogeneous. Diversity stresses on the assortment of dissimilarities amongst people – on the range of people as heterogeneous groupings. Individual  variances are the foundation of diversity.

Equal opportunities associates to legislation envisioned to forbid discrimination. The government is dedicated to guard personalities at work in opposition to discernment in employment on the source of gender, disability, race, religion and sexual orientation or age. Boosting a assorted workforce is extraordinary on the government’s program and the hesitant employer is taking their hand involuntary by constitutional duties. Even though diversity in the workplace correlates to treating everyone similarly, it supplements and further progresses creativities on equal opportunities.

Acting as an employer the following I believe will be the impact on the business after age legislation has been approved in 2006:

·         Deliver a widespread variety of skills helpful to the organisation, various of which may be incredibly uncommon

·         Aid the organisation advance creative ways of resolving difficult glitches

·         Offer enhanced admittance to multi-ethnic and gender markets

·         Contribute to the organisation to improve a decent appearance with employees ,customers and other stakeholders perceding to:

-          Enriched employee gratification

-          Healthier employee preservation

-          Better-quality customer devotion

Diversity likewise disputes numerous customary stereotypes. Stereotyping imples that people in the interior of a precise apparent group are presumed to impart similar behaviours or characteristics. Stereotypes are a means of creating abridged opinions of other people as an alternative of managing with a variety of individual incentives. Stereotyping ascribes to all individuals, the characteristics or tendencies of the classification as an enitre.  Below is a list of common stereotypes for a young and old people at work place:

Young people

Older people

·         Tend to be seen as unreliable ·         Not enough skills ·         Costly as they are new  to the job therefore, they need to be trained. ·         Not as serious about their job and cannot be trusted ·         Does not have much experience .

·         Seen as not open to any new ideas - older workers be inclined to be tougher to teach, are less flexible, and more resilient to alteration, causing in less comeback on training funds ·         Poor Performance- older workers have minor performance, output and enthusiasms. ·         Lower Aptitude to be taught- older workers be subject to have less capability to learn; as a result, they do not progress novel skills as well as younger workers. ·         Shorter Tenancy- Due to their age, older workers are believed to possess more turnover than other age groups. ·         More Pricey- Older workers are more expensive because they are nearby retirement, utilise more benefits, and get higher salary

They can manage this diversities by these practical ideas:

1.       Check suppositions on people afore proceeding on them.

2.       Confirm that organisational policies associated to discipline and grievance are evidently comprehended

3.       Aimed at all employees, but predominantly novel recruits, make sure that inscribed and spoken diversity policies are grasped and worked upon.

4.       Preserve unrestricted passages of interaction to attempt to trace probable matters afore they grow into complications.

5.       Absorb how to comprehend the outlooks of all staff members and support open attitudes.

6.       Be ready to pay attention to changing procedures of unravelling work-related complications.

7.       Gain knowledge about and have regard to several strongly-held principles ( for example spiritual adherences ,food, relations) that are apprehended by individuals

8.       Recognise all involvements to enlightening operational atmospheres and methods from whatever the starting place

9.       Distinguish your personal cultural diversity partialities- and effort at not letting them influence the workplace

10.   Pay attention that any workstation founded societal occasions can be appreciated by the entire workers – specifically appropriate (but not constrained) to those with physical incapacity.

A growing amount of public and private businesses give the impression to identify the business instance for diversity. I am going to look on the organisation B&Q on how they employ diversity and equal opportunities.

In B&Q, equality and diversity is essential and a must. They are one of the companies that take anyone who is capable of meeting their needs, it does not matter what you are and where you come from, and they will take you if they think you have got what it takes to be trained as one of them.

Staff are given efficient time and provided with efficient training to make sure the company gets what they need out of their employees until they reach the certain level where they understand and experience what it takes to be a B&Q staff member. 

B&Q makes sure that they meet their costumers needs, treated with respect and gain trust with their costumers which benefits the company and themselves for self-esteem, personal development, and experience. They also have questionnaires for their costumers for their feedback or any complaints to make sure that the costumers will be satisfied and which will also benefit the company for better ideas and will not make the same mistake for the second time.

In conclusion, an understanding of diversity, which supplements and further advances creativities on equal opportunities, stresses a work climate that values individual variances and regards all associates with nobility and shared respect. Diversity tests several conventional stereotypes and one certain feature is the management of gender equality. A growing quantity of organisations appears to distinguish the business case for diversity as portion of the all-encompassing and imaginative procedure nonetheless there are numerous of possible disparagements involving distress for moral and social disputes.    

           

References:

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition. London: Person Education Limited.

Bagilhole,B. (2009) Understanding Equal Opportunities and Diversity: The social differentiations and intersections of inequality. Bristol: The Policy Press.

Wilson,J.(2005) Resource Development: learning and training for individuals and organisations (second edition).Glasgow:Bell & Bain.

Warwick Mill Business Village. (2011) Equality and Diversity [online]. Available on : http://warwickmill.blogspot.com/2011/04/equality-and-diversity.html [Accessed on 16 April 2011]

B&Q Website .(2011) About B&Q : Environment and ethics [online]. Available on: http://www.diy.com/diy/jsp/corporate/content/environment_ethics/index.jsp [ Accessed on 16 April 2011]