7CO01 Work and Working Lives In a Changing Business Environment Assignment Help Example Outline

7CO01 Work and Working Lives In a Changing Business Environment Assignment Help Example Outline

Task 1: Understand ways in which major, long-term environmental developments affect employment, work and people management in organisations.  

Assess globalisation and its long-term significance for work and employment.

1. Globalisation
   1. What does it entail?
   2. What are the long-term significance of globalisation on work and employment
      1. Employment creation and loss
      2. Wage volatility
      3. Reallocation of employment
      4. Indirect and tertiary employment
   3. What are the advantages and disadvantages of globalisation as it relates to work and employment?
   4. What are the implications of this ling-term significance of globalisation on work and employment to people practice professionals?

Critically evaluate organisational vision of the current and future impact of technological trends on working life.

1. Organisational vision
   1. What is organisational vision?
   2. Organisational vision of the current and future impact of technological trends on working life
      1. Work-life balance
      2. Strategic thinking
      3. Emerging technology trends
      4. Automation of employment activities
      5. Job satisfaction
   3. What is the role of organisational vision on the current impact of technological trends on working life?
   4. What is the role of organisational vision on the future impact of technological trends on working life?
   5. What are the implications for people practice professionals?

Evaluate the impact of long-term social and demographic trends for work and employment.

1. Impact of long-term social trends for work and employment
   1. Work
      1. Working behaviour shift
      2. Shifting values
      3. Conflict and division
   2.  Employment
      1. Informal self-employment
      2. Gig economy
      3. Part-time employment
2. Impact of long-term demographic trends for work and employment
   1. Work
      1. Needs of the aging working population
      2. Shifts in generational compositions
      3. Skills shortages of the workforce
   2.  Employment
      1. Labour supply
      2. Gender balance
      3. Age diversity
3. What are the implications of these trends and their impacts for work and employment to people practice professionals?

Appraise the significance of long-term economic trends for work, employment and management practice in organisations.

1. The significance of long-term economic trends for work, employment and management practice in organisations

1. 1. Work in organisations
   2. Job creation and loss
   3. Quality of work
   4. Need for adaptation initiatives
2. Employment in organisations
   1. 1. Changing policies on employment
      2. Workers need to work in more growing sectors
      3. Frequent change of employment to advance career opportunities
3. Management practice in organisations
   1. Cooperation and coordination of teams
   2. New ways of success in organisations
   3. Accountability and new strategies
4. What are the implications of these economic trends on work, employment and management practice for people practice professionals?

Task 2: Understand current and short-term developments in the people management business environment.

 Evaluate current developments in the media, technological and economic environments and their significance for people management.

1. Current developments in the media environment
   1. Use of multiple platforms
   2. Influencer marketing
   3. A shift to 5G expansion
      1. The significance for people management
         • Strategic planning and implementation
         • Performance monitoring and analysis
         • Ethical and legal compliance on content management
2. Current developments in the technological environment
   1. Generative Ai
   2. Virtual reality
   3. Edge computing
      1. The significance for people management
         • Integrate generative AI within workflows for faster innovation and provision of personalized services
         • Adopt new VR systems for more user-friendly experiences that promote a wider consumer adoption and integration into daily life
         • Use of edge computing for real-time data processing and decision-making.
3. What are the implications for people practice management in organisations?

Assess developments in public policy which are affecting work, employment and people management in organisations.

1. Developments in public policy which are affecting work, employment and people management in organisations
   1. Data-centric approach
   2. Stakeholder consultation
   3. Qualitative knowledge
2. The effect of public policy developments on work, employment and people management
   1. Work
      1. Working conditions
      2. Working arrangements
   2. Employment
      1. Job creation for public sector employment
      2. Labour market competition
   3. People management
      1. Performance management
      2. Compliance with regulations
3. What are the implications for people practice professionals in organisations?

Analyse major legal and regulatory developments in employment and the labour market, including the importance of mitigating risk.

1. Major legal and regulatory developments in employment and labour markets
   1. Labour market deregulation
   2. Fiscal policy
   3. Power imbalances
   4. Diverse forms of work
2. What is the impact of these legal and regulatory developments on employment and labour markets?
   1. Labour market deregulation
      1. Increase or decrease in labour market flexibility.
      2. Increase or decrease in employment
      3. Increased labour market competition
   2. Fiscal policy
      1. Reduce unemployment rates
      2. Increased wage pressure
      3. Inclusive labour markets
   3. Power imbalances
      1. Decreased wages
      2. Erode the bargaining power of low-income workers
      3. Labour market inequality
3. The importance of mitigating risk from legal and regulatory developments on employment and labour markets
   1. To ensure enforcement of fundamental rights at work – for example human dignity, collective rights, equality and privacy.
   2. Encourage self-regulation to manage innovation at work
   3. Promote adaptive techniques to avoid constraint effects on strategic and capital-intensive industries
   4. Achieve a balance between prevention of worker exploitation and avoid loss of employment or productivity
4. What are the implications for people practice professionals in organisations?

Critically discuss current labour market trends in the supply of and demand for skills.

1. What are labour market trends? The changing labour patterns including;
   1. Technology and its change
   2. Globalisation and its effects on labour market
   3. Digitisation of labour
   4. Employment trends
   5. Wage fluctuations and growth
2. Labour market trends in the supply of skills
   1. Skill gaps – occupational skills shortages
   2. Risk of skills automation – due to robotics and Ai use
   3. Digitalisation – effects on green transition, diverse workplace practices
3. Labour market trends in the demand for skills
   1. Skills policies – for up skilling
   2. Need for skills intelligence
   3. Need for skilled technical workforce – to meet the current imbalances
4. Why are these trends important?
5. What are the implications for people practice professionals in organisations?

 Learning Outcome 3: Understand how change, innovation and creativity can promote improvements in organizational productivity.

Analyse the effective management and leadership of change in organisations from a people management perspective.

1. Effective management and leadership of change in organisations
   1. What does it entail?
   2. Why is it important for people practice professionals?
2. People management
   1. What does it entail?
   2. Why is it important for people practice professionals?
3. The effective management and leadership of change in organisations from a people management perspective
   1. From a people management perspective, effective management and leadership of change in organisations involve adopting the following people-centred practices;
      1. People first culture
      2. Employee empowerment through communication
      3. Leadership development
      4. Marketing and sales ability
      5. Effective communication skills
4. What are the implications for people practice professionals?
5. Counterargument – what happens if the above practices are not adopted?

Examine ways that organisations address resistance to change and recognise the levers that will achieve and sustain change.

1. Give a brief description of resistance to change
2. Ways that organisations use to address resistance to change
   1. Effective communication
   2. Employee involvement
   3. Having a change governance structure
   4. Provide employees with needed resources to adopt change
      1. How effective are these ways in addressing resistance to change in organisations?
3. Levers that will achieve and sustain change
   1. Vision creation
   2. Stakeholder engagement
   3. Managers’ involvement
   4. Reward success
   5. Provide the required infrastructure
4. To what extend have these levers been effective in achieving and sustaining change in organisations? Use examples to explain the answer
5. What are the implications for people practice professionals?

Evaluate theory and practice in the fields of flexible working and organisational resilience.

1. Theory and practice in the fields of flexible working
   1. Theory – Flexible working arrangements – examples
      1. At-kinson’s groundbreaking ‘flexible firm’ model
      2. Systemic perspective
      3. Relational concept
   2. Practice – examples
      1. Shift work
      2. Part time working
      3. Temporary contracts
2. Theory and practice in the fields of organisational resilience
   1. Give a brief description of organisational resilience
   2. Theory
      1. Dynamic capabilities theory
      2. Resilience engineering
      3. Complex adaptive systems theory
   3. Practice
      1. Adaptive capacity
      2. Crisis management
      3. Risk assessment
3. Evaluation
   1. The strengths and weaknesses of these theories and practice
   2. The importance of understanding the theory and practice in the fields of flexible work and organisational resilience.
4. What are the implications for people practice professionals in the organisation?

Assess the contribution of people management aimed at improving organisational productivity, creativity and innovation.

1. People management and organisational productivity
   1. Give a brief description of organisational productivity
   2. How does people management contribute to improving organisational productivity? Through
      1. Employee engagement for improved performance in their duties
      2. Employee retention or reduced employee turnover to save company money and reduce skills gaps for greater productivity in the organisation
      3. Investment in managerial training for increased capability supports productivity
2. People management and creativity
   1. Give a brief description of creativity in the organisation
   2. How does people management contribute to improving creativity? By
      1. Encouraging collaboration
      2. Recognising and rewarding employee creativity
      3. Create and inclusive environment
3. People management and innovation
   1. Give a brief description of innovation in the organisation
   2. How does people management contribute to improving innovation?
      1. Create a culture of innovation – for example – encourage and reward entrepreneurship and risk-taking
      2. Provide flexibility in the ways of working
      3. Developing employees’ innovation skills
      4. Hire, engage and incentivise top talent for innovation in the organisation.

Assignment Brief 4: Understand the key interrelationships between organisational commitment to ethics, sustainability, diversity and wellbeing.

Propose initiatives aimed at improving an organisation’s ethics and values.

1. Describe organisations’ ethics and values
2. Initiatives aimed at improving an organisation’s ethics and values
   1. Reward ethical behaviour
   2. Align with organisations’ ethics and values
   3. Provide professional ethics and values training
3. The importance of these initiatives to people practice professionals in organisations

Evaluate policy and practice aimed at improving employee wellbeing in an organisation.

1. Provide and brief description of policy and practice
2. Explain employee wellbeing in an organisation – for example – overall health of an employee physically, mentally and emotionally in the workplace.
3. The policy and practice aimed at improving employee wellbeing in an organisation
   1. Policy
      1. Parental leave policies
      2. Childcare assistance programs
      3. Safe and healthy workplace policy
      4. Wellbeing learning and development policy
   2. Practice
      1. Shape a culture where the importance of wellbeing is recognised and supported in the organisation
      2. Develop and encourage a culture where encourages employees to speak about wellbeing issues they are facing, and equip managers to respond
      3. Provide staff with advice and information for promoting general wellbeing
      4. Provide various approaches to wellbeing in the workplace and make wellbeing services accessible when required
4. What are the implications for people practice professionals in the organisation?

Critically evaluate theory and practice in the fields of corporate social responsibility and sustainable management practices.

1. Corporate social responsibility
   1. Give a brief description of corporate social responsibility
   2. Theory in the field of corporate social responsibility
      1. Stakeholder theory
      2. The triple bottom line theory
      3. Carrol’s theory
   3. Practice in the field of corporate social responsibility
      1. Philanthropic CSR
      2. Environmental responsibility
      3. Ethical responsibility
      4. Economic responsibility
   4. Evaluation
      1. What are the strengths and weaknesses of these theories and practices in the field of corporate social responsibility?
2. Sustainable management practices
   1. Give a brief description of sustainable management practices
   2. Theory in the field of sustainable management practices
      1. Sustainable theory
      2. The institutional theory
      3. The ability-motivation-opportunity (AMO) theory
   3. Practice in the field of sustainable management practices
      1. Use of renewable energy
      2. Recycling
      3. Managing supply chains
   4. Evaluation
      1. What are the strengths and weaknesses of these theories and practices in the field of sustainable management practices
3. What are the implications for people practice professionals in the organisation?

Critically discuss how the effective promotion of greater equality, diversity and inclusion in organisations supports people practice.

1. Equality and people practice
   1. Give a brief description of equality in organisations
   2. How effective promotion of greater equality in organisations supports people practice
      1. Develop as the employer of choice
      2. Enhance company image, to participate in the public and attract more attention for the brand
      3. Improved employee response and motivation for greater productivity
2. Diversity and inclusion and people practice
   1. Give a brief description of diversity and inclusion in organisations
   2. How effective promotion of greater equality in organisations supports people practice
      1. Build an inclusive atmosphere in the workplace
      2. Increase innovation to fill gaps in skills and knowledge
      3. Attract top talent