Posted: February 17th, 2022






Question 1:

Green Foods is interested in promoting its company’s diversity in the workplace among the managerial and professional service staff. This company indeed has no historical reputation for paying so well. They have struggled so hard to recruit their staff in their factory as well as to a lesser extent in roles of warehouses. Apart from that, this company faces lots of issues and human resource management. This caused some of their product lines to perform less and have seen some popular items sales fall (Boon, Den Hartog, and Lepak, 2019).

Moreover, Green foods companies should have to promote their company using this important concept of company’s diversity along with the human resource management that encourages innovation and creativity because each individual team member, from the effective leadership to mobile workers and frontline employees, brings unique experiences, background along with the perspective in this development of the company. Also, this company wants to increase theirs about 2300 employee’s morale along with the instil desire for more efficient and work more effectively. This usually largely increase this company’s business productivity.  

Inclusion and diversity are considered as the essential tool in today’s business as the healthy variety in regards of the people from several backgrounds as well as culture provide this Green Food company along with the perfect balance of thought and diversity of voices that this company require (Boon, Den Hartog, and Lepak, 2019). Moreover, this company does not have a healthy balance of several people from varied backgrounds working with them to enhance this brand’s food. Furthermore, this Fulchester-based Food company is interested in promoting diversity in their business. The main reason has been analyzed are followed below:

  • Greater creativity and innovation:

Green Foods need a working environment that is usually filled with several skilled, background, experienced as well as knowledgeable employees so that they can increase their creative ideas to enhance their food items based on the place and create more innovation in their food items. However, this may have a huge impact on their business because this can help its management and professionals expand their business across the place after the high turnover and the pandemic situation in the long run (Cross, D. and Swart, 2022). This company has the intention their staff will feel so comfortable sharing such effective ideas and others that are being shared with their diverse environment. Apart from that, diversity may help their business stand out from the crowd of other such competitors that still functions along with one voice. 

  • Diversity can provide a higher range of skills:

Green Foods needs to hire some skilful and diverse people from several backgrounds because of their various skills that can provide as well as help this company to enhance their business with required food items (Cooke, 2018). Through having the diver as well as inclusive environment, this company may allow more broad perspectives in terms to be integrated while problem-solving, brainstorming as well as improving such new ideas in this business. 

  • To boost up the business:

This is an important factor for allowing this business to hire the best and suitable talent by ensuring all the procedures, reasonable salary from this company and considering proper care for them while giving them night shift at their factories. Using this company aims to find the best and proper candidate, and this is usually not dependent solely on the appearance of the person. 

  • Satisfy their employees with their workplace:

Due to improper human resource management, this company’s employees are not satisfied, which causes employee turnover, salary issues, etc. Moreover, this company wants to work along with the environment that easily promotes inclusivity along with maintaining the diversity to make all their staffs happier at their work by which will generally reflect upon their produced work and food items based on the customer requirement among the several places (Troth, and Guest, 2020). This depicts their employees would thrive in their process, manufacturing unit and job roles, as well as opportunity, will increase by allowing the process in terms to thrive entirely that equal success. 

  • Increase productivity

It has been found that Green food has stayed in the town even if they could find cheap employees elsewhere because their existed employees are loyal. These are not effective and noteworthy terms for the development of the company. Teamwork and cooperation are required in every case to increase productivity and create a reputation across the global market such as Asia, Africa, China, and so on (Zeebaree, Shukur, and Hussan, 2019). However, this company are now aware of the diverse team because they think this can provide a large range of skills as well as experience and allow those co-workers among the several places to work and learn well together. Increased productivity may be exchanged along business may thrive in a very short time that does not have a usually inclusive and diverse workplace. 

  • Understanding the consumers:

Due to the lack of diversity and lack of understanding of the consumer, their popular fish pie and older customers have seen a fall. This company promote this diversity by considering these issues to enhance their business effectively by their diverse team across Africa, Australia, China, India, and so many countries because they have the same backgrounds along with the intended audience for understanding their choice and launching those food items. 

  • Higher revenue:

Greens have already approached Mark and Spencer and made the new premium quality of meal for the range of Gastropub. Apart from having an inclusive and diverse workforce across several countries and managing them successfully, this company desires to lead higher revenue to their competitors. By applying this, Green food would be happier in their job roles, new ideas and innovation will arise and also productivity of the factories will usually increase (Zeebaree, Shukur, and Hussan, 2019). This company will lead to greater success by allowing its business to stand out and flourish among competitors. Moreover, analyzing all these consequences, this company has been decided to promote this diversity that might be helpful for them. 

Question 6:

In order to critically evaluate the weaknesses and strengths of two theories of leadership, transactional and transformational, that I have studied about my future role as the organizational leader are discussed below:

Transformational leadership: I have found that transformational leadership for this company needs some motivational approach along with the employees feeding upon the leaders’ personality. Also, this leadership approach causes some changes in society as well as individual systems. This also creates such positive along with the valuable changes in followers of the company along with the development of end goal into leaders.

  • Strengths: Several advantages have been found along with this company. However, I have found some those are followed below:
  1. This keeps this company honest, ethical and open. However, this company needs to be ethically driven, tight schedule, and focus on their authenticity, values, quality, and taste in their foods. Also, a leader must have the tends to focus on completing the task without seeing what is usually essential for this company and staff as well (Hewett et al., 2018). 
  2. In order to evolve with this company, this leadership theory is effective to encourage the changes for them to enhance their services among several countries by adopting, improve as well as expanding over time. 
  3. This is also an effective form of leadership for the strong collaboration and communication across the several staffs and consumers with understanding their changing requirement after this pandemic situation that usually promotes the creativity along with the increase the morale in employees (Vrontis et al., 2021). 
  • Weakness: This leadership theory also has some weaknesses those are:
  1. This kind of theory-oriented leader has the trend in terms to overlook such details, preferring in terms to focus on the bigger picture. Usually, this leadership needs a higher range of support to be more detail-oriented and organized team members for maintaining transnational focus. 
  2. This also may lead to this company’s employee burnout. 
  3. This also generally puts excessive pressure on the members of this team. 

Transactional leadership: Apart from that, this leadership theory has also been found that be considered managerial leadership. Here, executives rely upon the punishment and rewards to achieve the optimal performance of job from their subordinates. If I properly implement this theory, this business will experience such benefits those are followed below:

  • Strengths:
  1. This transactional leadership theory is usually effective enough to create a sense of fairness by considering all the measured employees, approaches. Managers can also use this effective data for deciding who to promote and give the duty of innovative and responsible projects. 
  2. This is generally easy to understand the entire system and open for interpretation (Hewett et al., 2018). This strict structure as well as order generally suits for some employees to receive the rewards of improvement and enhancement of this company by preventing the human resource management issues. 
  3. Using this leadership theory, the employee can see the usual impact on this business. This would help this company run more proficient operations, make such a new product line, and boost the revenue. 
  • Weakness: Some details regarding why this leadership might not be good for this company has also been discussed below:
  1. This theory has no significant focus on creating relationships (Vrontis et al., 2021).
  2. This is difficult in terms to discover rewards that usually motivate all the employees of this organization. 
  3. This also may discourage creativity by making such mistakes and failing. 
  4. This leadership theory has no long-term vision and having with poor leadership development. 



Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource management systems and their measurement. Journal of Management45(6), pp.2498-2537.

Cooke, F.L., 2018. Concepts, Contexts, and mindsets: Putting human resource management research in perspectives. Human Resource Management Journal28(1), pp.1-13.

Cross, D. and Swart, J., 2022. The (ir) relevance of human resource management in independent work: Challenging assumptions. Human Resource Management Journal32(1), pp.232-246.

Hewett, R., Shantz, A., Mundy, J. and Alfes, K., 2018. Attribution theories in human resource management research: A review and research agenda. The International Journal of Human Resource Management29(1), pp.87-126.

Troth, A.C. and Guest, D.E., 2020. The case for psychology in human resource management research. Human Resource Management Journal30(1), pp.34-48.

Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A. and Trichina, E., 2021. Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review. The International Journal of Human Resource Management, pp.1-30.

Zeebaree, S.R., Shukur, H.M. and Hussan, B.K., 2019. Human resource management systems for enterprise organizations: A review. Periodicals of Engineering and Natural Sciences (PEN)7(2), pp.660-669.


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