A Case Study of Taylor Woodrow

Introduction

In the recent years of globalisation, leadership and management is effective for all the organisations to restructure the organisational policies and practice and develop effective practice to achieve the future sustainable development (Renz, 2016). The study aims at describing the leadership and management role in the organisation where the strategies of leaders and managers are effective for the organisation and recommend some suitable suggestions for the firm to promote change and develop appropriate strategic tactic to achieve future success. The organisation Taylor Woodrow is efficient to hire diversify workforce, who are efficient in managing the organisational activities successfully. The major employees of the organisation are civil engineers, architects, interior design specialist, project and estate management, land manager, business developmental managers and quality supervisor and commercial managers, who are efficient to contribute positively in the organisation for achieving future success. The primary activity of the company is house building and there are more than 6000 employees in the organisation. It offers property development expertise across the UK through the regional office network (Taylor Woodrow, 2020). For students seeking civil engineering dissertation help, understanding these leadership and management strategies can provide valuable insights into organisational effectiveness and sustainable development practices.

Evaluating the role of a manager in supporting the organisation's vision and ethical values

There is great ole of managers in managing the organisational activities in the market where the managers try to develop and resource the strategic planning and run the operations efficiently by utilising the organisational resources and capabilities. The managers are responsible for managing the team members, scheduling the working activities, managing internal business operations, reallocating the resources and negotiation where it is possible to manage the team members an lead the team members towards achieving future success (Thorpe, 2016). The management team in Taylor Woodrow of the organisation focuses on the clear standard of performance and target the levels of competence to gain high competitive advantage. The vision of the organisation Taylor Woodrow is ‘To be the leading developer of living and working environments in the UK and other chosen markets’. The vision statement of the company is believable, inspiring and feasible where the management team is efficient to create values for the organisational employees and lead them towards achieving future success. The management team focuses on identifying the needs and preferences of the employees and aim at restricting the organisational policies to create values for all the staff and in this regard the company Taylor Woodrow focuses on continuous improvement process through providing coaching and support which in turn motivates the staff in long run to perform their roles at the workplace of Taylor Woodrow. In this regard, as per the situational leadership style, the leaders are supportive to lad the employees with proper training and development program and direct them for achieving success (Bratton and Gold, 2017). The managers develop psychological contract with all the employees and fulfil the commitment which in turn provides a scope to develop strong corporate relationship between the employer and employees in the workplace of Taylor Woodrow. The management team also focuses on developing suitable organisational culture with fair treatment and equality, managing transparency and accountability which are also effective strategy to encourage the staff and lead them efficiently where the employees are willing to perform better and contribute positively to maximise the above mentioned vision of Taylor Woodrow (Taylor Woodrow, 2020).

Methods for effective management of employee performance

The management team is responsible for managing the performance of the employees by providing them monetary and non-monetary rewards at the workplace. In this regard, the Herzberg’s two factor theory of motivation is effective to review the factors that encourage the employees to perform better (Armstrong and Taylor, 2020). The hygienic factors are working condition, co-worker relations, policies and rules, supervisor quality and base wage and salary. On the other hand, the motivational factors are such as achievement, recognition, responsibility, advancement and personal growth. in this regard, the organisational management team is efficient to encourage the employees by providing effective base salary, arranging training program for giving the scope for personal growth, efficient supervise quality, continuous improvement activities through monitoring and evaluation of the employee’s performance ad recognition at the workplace. On the other hand, the management team also focuses on performance review and pay review cycle which encourage the staff at Taylor Woodrow to perform better for earning higher. The salary agreement and the benefits are other factors that motivate the staff at Taylor Woodrow to perform better and achieve future organisational success. The bonus and salary are related to the ratings and organisational performance and additionally, there is performance related pay which retains the experienced staff for long run (Taylor Woodrow, 2020).

Evaluating the strategies in having a culture of ‘excellence’ and continuous improvement

The above mentioned strategic planning of Taylor Woodrow is effective for managing the organisational culture, where the managers treat all the employees fairly. The company Taylor Woodrow is efficient to hire diverse workforce and the leader and the mangers are also efficient to manage the workers by reducing the issues cultural diversity and internal conflicts. The managers aim at developing string relationship through improving trust and loyalty. This is also effective to manage the workforce and lead them towards achieving future success (McCaffery, 2018). The organisational culture depends on the management strategic planning of Taylor Woodrow and in this context, the internal organisational culture of Taylor Woodrow and management process are useful to develop excellent culture, where equality is managed and there is no discrimination in the workplace du to implementation of the non-discriminatory policies ad practice. On the other hand, the performance management practice of the organisation Taylor Woodrow is another strategic planning which is also beneficial for Taylor Woodrow to achieve future sustainable growth in the market. The employees are encouraged to perform better where the incentives structure and yearly bonus are attractive to retain the employees for long run. Hereby, the strategic practice of Taylor Woodrow is advantageous for long run to achieve future growth ad fulfil the organisational vision.

Recommending good practice when managing change

In the recent era of globalisation, the organisations need creativity and innovation to gain high competitive advantage sin the construction industry in the UK, where there is intense competition. In this regard, the leaders and the managers of Taylor Woodrow should focus n managing change at the workplace, so that they can support the workforce and lead them towards managing change in near future. In this context, for managing change, the managers need to enhance communication at the workplace through implementing Information and Communication Technology (ICT), email and telephonic conversation so that the employees can interact with each other and maximise the organisational goals. Additionally, the managers need to share the organisational information and convey the message to the staff about the need for change at the workplace. Moreover, the managers need to empower the staff in the decision making practice of the firm by arranging general meeting and giving the chance to share their perception though open discussion. This is also effective strategy to manage change at the organisational workplace and convince the people to accept change and perform better to achieve future success.

Conclusion

It can be concluded that, the management strategic planning is playing crucial role in handling the organisational activities and leading the people towards achieving future success. In the construction industry, the employees are the major stakeholders who perform efficiently to fulfil the projects and thus it is the role of the managers to create values for all the staff and encouraging their creativity to fulfil the organisational vision through enhancing creativity and technological innovation.

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Reference List

Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

McCaffery, P., 2018. The higher education manager's handbook: effective leadership and management in universities and colleges. Routledge.

Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.

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