Strategic Management Assignment: Leadership & Human Resource Practices In Grofers
Strategic Management Assignment Description:
The Covid-19 pandemic has caused tremendous disruption in lives and in business, and the human resources function is the key to catalyzing changes in the workplace. In wake of the Covid-19 pandemic, the top management in your organisation has decided to implement a one-year work-from-home policy. Given the fact that there will be no employees physically present in the organisation, this policy change will have an impact on different HRM practices within your organisation. You are the Vice President – Human Resources and you need to write a report on how the organisation will handle this change and its impact on different HRM activities. You can choose your own organization or another other organisation of your choice for writing this report. Your report must be based in the following format:
1. Executive Summary
2. Provide a brief introduction of the organisation and critically analyse the role of different HR functions in enabling your organisation to achieve its strategic objectives while reviewing staffing, development and compensation practices in detail.
3. Critically discuss and analyse the effect of Strategic HRM towards contribution and impact of HRM activities on organisational performance and development.
4. Evaluate any TWO leadership theories and discuss their application in context of your organisation. Also, propose the best/most suited leadership style for your chosen organisational development.
5. Critically analyse the factors driving change and apply any TWO change management models to your organisation, and strategies to overcome resistance. Develop a change management implementation plan along with a communication plan to address the new work-from-home policy.
6. Provide overall recommendations and final conclusion to be given for the chosen organisation.
The concept of strategic leadership and effective human resource management explored within this strategic management assignment is playing the most crucial roles for transforming the new businesses towards growth and sustainability. Ecommerce businesses like Grofers in India have made a distinctive approach since its initiation of the business in online grocery shopping. Analyzing the HRM approaches and leadership practises of the company can create an effective insight on the contemporary organizational practices. However, identifying different distinctive approaches of the business organization has the potential to develop understanding of the future developments for sustainability and growth.
According toBoon, et al., (2018, p. 35), strategic human resource management signifies the future-oriented process of development which is significantly important in this rapidly changing organizational scenario. The incorporation of effective leadership allows the companies to build sustainability and enhance growth in the competitive environment. However, the implementation of strategic human resources effectively aligns long-term business objectives focusing on higher productivity in the business organization. The online shopping business Grofers has made a significant impact in the market by offering groceries and essentials through the online mode. The leadership strategies of the business organization has created a potential to create customer-centric approaches that can create a positive response among the customers. Apart from that, in-depth assessment of the HRM practices can enhance the overall understanding of the organizational changes in the recent time. Incorporation of theoretical and evidential approaches in this analysis can influence overall construction of organizational strategies and implementations that can enhance the growth and sustainability of the business organization effectively.
Background of the organization- Grofers
Established in 2013 as the grocery delivery business through an online platform, Grofers focuses on creating values among the customers by developing customer experiences and satisfaction through making lives easy. The business organization was started as a start-up piloted in Delhi and currently operating in most of the major cities of India. Grofers has generated a revenue of $300 million in 2021 and is currently operated by more than 2000 employees (Reardon, et al., 2021). The business model of the e-commerce business is referred to as hyper-local on-demand logistics system which offers product delivery within 10 minutes to the customers. Emphasising on the customer experience, the company has created efficient operational management that can ensure higher degree of customer satisfaction and quality in both services as well as products. Effective collaboration with the local suppliers and resourcing focused on cost-effective delivery is one of the most significant aspects of the business organization. However, Grofers has created an effective business network by collaborating with the local grocery shops which avails more orders from the online platform of Grofer. A portion of commission Grofers gets from these suppliers of the groceries and thus it has created a sustainable approach through online shopping at a local level.
1. Significance of strategic human resource management
Role of human resource management in the organization
The rapid growth of the organization Grofers allows the company to build effective positioning in the market. HR management of the company signifies the challenges and opportunities through implementing effective strategies in the organization to create positive impact. However, analyzing the leadership approaches and strategic human resource management of the company has the potential to investigate the important aspects of organizational practices in contemporary time which can influence the future development of the organization (Greer, 2021). For the ecommerce business like Grofers which significantly focuses on customer experience needs a strong employee collaboration and performance to create competitive edge in the market. However, as the company focuses on innovation in the service offerings to enhance the quality and convenience of the lives of the customers, HRM of the company largely emphasises on creating a collaborating approach in the workplace. However, the HRM policies of Grofers emphasise on adaptations due to changes in the overall business environment. Apart from that, the HRM of the company implements technology to create the workplace to build effective collaboration and change management. However, the leadership of the company also focuses on developing a highly productive work environment through an efficient information management system associated with the workforce and the operational objectives of the company. Apart from that, the recent changes due to the emergence of the Covid-19 pandemic has created a scope for focusing on employee well-being through HR policies and practices in the company. Aligning the employees with the changing market demand to create effective service designing is one of the most important HRM approaches of Grofers.
Scope of staffing, development and compensation of HRM activities in the organization
Service-oriented companies like Grofers need an effective job evaluation in case of recruitment and selection. Opined by Delery and Roumpi, (2017, p. 21), defining the roles and responsibilities within the business organization allows the HR managers to identify the appropriate employees. On the other hand, HR activities of the company significantly focuses on the personality traits and working procedures of the candidates through scrutinising the experience and personality tests to fit them in the organizational work environment. Grofers pay attention to this aspect to create an effective productivity among the workforce. However, human resource management is significantly concerned with the training and development of the employees in the changing organizational and market scenario. As the company is enormously dependent on the technology, Grofers focuses on aligning the employees with the technology and service developments to create customer-centric approaches in the market. Apart from that, development of the employees is largely dependent on the transformational and situational leadership in HRM practices to ensure innovation and creativity of the employees. However, human resource management of the company also plays a crucial role in determining the pay of the employees and recognition and rewards. HRM develops employee compensation based on the evaluation of the job responsibilities and performance of the employees. However, creating employee motivation leading to higher degree of performance is another significant goal of HRM of Grofers.
Discussion on the contemporary issues of the organization due to the paradigm shift in the various aspects of HRM.
The current environment of global business is changing rapidly with the influence of technology. On the other hand, the even developments of technology is also influencing customer behaviour and buying intention significantly. However, organizational characteristics are also significantly changing by addressing these changes and the adoption of new service and product designing. The shift of paradigm in HRM practices in recent years has created a significant requirement for change management to create a sustainable and highly productive work culture in the business organisation. Grofers is focusing on addressing the changes to modify the workplace planning and operational aspects of the business organization. However these changes are signifying a set of new challenges that need to be evaluated by the HRM effectively. Adapting new innovations is one of the most important challenges for Grofers which is redesigning the HR policies of the company. On the other hand, in recent times the company is focusing on job designing and analysis to create a beneficial approach in the market. Preparing the workforce for these new offerings is another important challenge for the ecommerce company. Apart from that, changes in workforce planning and advanced communication networks are another challenge for the business organization that need to be addressed (Joshi, 2020, p. 34). For example, the emergence of remote working due to the Covid-19 pandemic has created a challenging situation for the HR managers for maintaining a highly collaborative work environment.
2. Impact of HRM activities in organization’s performance
Discussions on the relationship between the HRM activities and Organizational performance
In the contemporary organisational scenario, a significant focus has been developed on identifying the relationship between human resource management and organizational performance. In the last decade several perspectives have been developed in the changing organizational context. However, companies like Grofers have created a significant performance-centric service that ensures higher degree of human resource management in the business organization (Chaudhary, 2020). Several performance theories by the theorists like Henri Fayol and Abraham Maslow have been shown that performance is highly influenced by the management approaches of the organizations. A better human resource management ensures higher degree of performance and employee engagement in the organization. However, the leadership in HRM focusing on human motivation in an organizational environment signifies the requirement of effective performance management practices by the human resource managers. On the other hand, employee-centric attitude of the management has the potential to create a highly motivated and performative workforce in the organization.
Figure 1: Impact of HRM on organizational performance
(Source: Menaka and Seethal, 2018, p. 44)
The HRM practice system of the business organizations signifies the applied rules and policies which can influence the employee motivation and well-being. In the contemporary scenario, companies like Grofers focus on contingency management through the HRM practices to create higher degree of integrity in the organization. The HRM practices of the business organisation focuses on creating shared values and positive attitudes among the workforce that can create a significant commemorative edge by developing customer-centric services (Madera, et al., 2017). Managing the management attitude in a positive way allows the organization to enhance employee satisfaction and mitigate stress leading to higher degree of employee performance as well as organisational productivity (Menaka and Seethal, 2018, p. 44). However, creating trust and dependency among the employees to develop a collaborative workforce is one of the most important aspects of contemporary HRM practices. On the other hand, HRM policies are now focusing on mental health and overall well-being of the employees which has significant impact on the workplace management and drives a higher degree of performance in the workplace.
Analysis of HRM contributions to organization’s performance in achieving organization's objectives
Organization’s success in the contemporary world is highly dependent on the HRM approaches that treats human resources as assets of the organization. Achieving organizational objectives through human resource management is defined by adapting new strategies to enhance the integrity in the organisation and influence employee performance. However, in this rapidly changing environment, HRM is playing a crucial role to develop effective performance management that can achieve organizational growth and sustainability in a more effective way (Gaurav and Paul, 2020). The different HRM activities focused on the organizational objectives signify the influence of HRM practises in an organizational scenario.
Recruitment and selection
Identifying the competency profile according to knowledge, experience, attitudes, and skills during the selection and recruitment is one of the most important roles of HRM. Effective HRM practice focuses on identifying the appropriate candidate for the organisation that aligns the work procedures of the individual with the organisational goals. For example, Grofers emphasizes innovation and hard-working attitude among the employees to enhance the organizational performance in the competitive ecommerce market.
Training and development
Development of the workforce according to the organizational requirement allows the companies to enhance overall productivity in the market. Creating a highly skilled workforce by addressing the new services and changes has the potential to influence the employee engagement and individual performance in a collaborative setting. However, Grofers focuses on reinforcing values of the organization among the employees through training that helps the management of the company to align the employees with the organizational objectives (Saxena, 2021).
Performance management is one of the most crucial approaches by the HRM of the business organization. Grofers emphasizes on the performance management cycle to monitor and analyze the individual as well as the group performance. As the company operates in a new service sector, the HR managers of the company need to identify the gaps and opportunities effectively. However, this approach allows them to evaluate effective human resource management strategies that can create effective performance management within the business organization (Bhutani, 2021).
Grofers focuses on innovation and adoption of new technologies in the workplace to enhance the overall performance of the company. The HRM practices of the company ensures higher degree of employee engagement through effective communication systems and motivating the employee through the leadership mix (Armstrong and Taylor, 2020). The contingency approach of the leadership plays a vital role in the transformational scenario of the market as well as the organizational behaviour. However, aligning the employees through effective conflict management allows the company to align the workforce with the company's objective of higher performance.
Impact of HRM on Organization’s development
HRM plays a crucial role for the development of the organization by creating sustainability in the workplace and workforce development. For the start-up company like Groffer in the changing market scenario, HRM plays a crucial role in the development of the organisation. Creating a strong bonding between the organization and the employees plays an important role for the HRM. Apart from that, developing effective benefits and compensation structures for the employees allows the companies to retain the workforce to produce the services or products. On the other hand, development of flexibility in the workplace through the HRM practises and policies has the potential to enhance performance and attract candidates from the employment market. Opined by Singh, et al., (2020, p. 119762), defining the work environment and maintaining it in a healthy manner allows the business organization to motivate employees and drive productivity for sustainability and growth.
3. Leadership styles for the organization
Leadership theories and models for organization development
Maslow’s Hierarchy of needs
Figure 2: Maslow’s Hierarchy of needs
(Source: Avolio et al., 2018, p. 400)
As reported by Mantri et al., (2020, p. 54), post pandemic the working culture has completely changed. Humans have realized the importance of their time and life. Thus with this certain new needs have been generated which needs to be fulfilled by the Grofers HRM management. The above can be achieved using Maslow’s Hierarchy of needs theory. This theory suggests that humans are driven by a hierarchy of needs. As highlighted by Kumar et al., (2020, p. 133), the motivation to work decreases as the deficiency needs are fulfilled however it can be increased by fulfilling the growth needs of the employees. These needs are divided into 5 categories. First comes the psychological needs such as food, shelter, cloth, sleep, warmth, and similar others as the human top priority is always physical survivability which also includes a proper job. Once the above are met then comes safety and security needs which can be emotional, financial, social, legal, health, and wealth being. This helps them gain control over their life. Now arise the need for love and belongingness from the community they are with friendships, interpersonal relationships, connectedness, and being a part of group feeling. Fourthly, there are certain needs for the esteem of oneself and desire for reputation and respect from others. Lastly, the self-actualization needs which if fulfilled increase their motivation to work, i.e., and their growth needs which provide them self-fulfillment (Covelliet al., 2019, p. 5).
Transformational Leadership- As evidenced by Weller et al., (2020, p. 1467), Transformational leadership aims at changing individuals’ social and behavioural systems. It aims at shifting the mind-set, belief systems, and habits adopted by the employees. Following this, it aims at developing their skills and boosting their overall productivity in life, by enhancing their time management and information management present online. As mentioned by Sosik et al., (2018, p. 7), using the above as a criterion, the role of a leader at Grofers can be improved at various levels. It involves giving and engraving vision, mission, objectives, and action plan among the employees to align them with Grofers organizational goals and create a transformational shift in their work and attitude towards doing the assigned tasks. Using transformational leadership for “work from home policy”, the leader can focus on the below suggested attributes. As per the study conducted, the leader not just needs to focus on the employee's management skills, but also focus on their coaching and training skills for which a leader with multiple skills is what is required. Further, the leader must be an excellent facilitator, strategist visionary, to maintain its focus in times of virtual assistance to the employees. As observed by Kwan et al., (2020, p. 321), the leader must have massive influential skills as due to the virtual working environment, face-to-face interaction and the human element can get limited. To create virtual influential skills leaders must practice the digital forms of communication like creating short videos, podcasts, reels, graphic designs, etc. Lastly, the leader must possess effective listening skills. Having these skills ensures the leader understands the employee's concerns while working and thus delegates the work accordingly. Further, the leaders must develop emotional intelligence in themselves and their employees to create the mind-set shift and practice transformational leadership in the organization.
Application of these theories in the organization’s management
These theories, if applied, can play a significant role in the effective management of the organization.
As the transformational leadership style can help in shifting the mind-set of the employees towards Grofers organizational goals, meet the upcoming demands and formulate a system that consistently boosts the motivation of the employees. It can help the Grofers Management to cause a change in the individual's behaviour and social system to bring change in the company. For which the management can form an influencer whom all the employees idealize and get inspired from to stimulate their motivation continuously. As reported by Top et al., (2020, p. 51), this involves the company considering each of the employees individually. Moreover as mentioned above Maslow's hierarchy of needs shall boost employee motivation, leveraging and improving upon this single factor of needs can help the company to overcome the issue of job retention as seen during the pandemic, psychological needs have increased as there are several lay off taking place in various companies, fear of which is impacting employees productivity. As highlighted by Asbari et al., (2020, p. 53), this method would be cost-effective too as new hiring involves a lot of costs to be incurred. Moreover, applying the above theories can help in organizational development as the collaboration method can be easily applied due to the mind-sets shift of the employees.
Suited leadership style for the organization
Figure 3: Transformational leadership
(Source :Odeh et al., 2021, p. 7)
The best-suited leadership style for the Grofers Company currently can be practicing the transformational leadership style. This approach can help develop the ability to understand and manage the individual’s ways of communicating effectively simultaneously help in overcoming challenges along with resolving the conflicts easily. As evidenced by Tahir et al., (2018, p. 107), applying this style can help teams to work better, especially during deadline-oriented or high-pressure involving tasks as it benefits the communication flow among the team members which help them to work collaboratively and double their energy which can improve their productivity while working from home. As this style involves recognizing efforts and input of the team thus it helps create strong morale among team members towards their work. During the period of lockdown, there were employees, who were unable to communicate effectively, and were under qualified to work from home, leading to many job losses and decreased productivity of the company. The root cause of all these negative results was the negative mind-set developed during the lockdown period. To boost the productivity of the employees, there is an urgent need for transformational virtual leaders who can shift the employees' limiting mind-set and turn it towards growth and hope. To do so, these virtual leaders must possess various skills like excellent communication skills, very high emotional stability and control, empathy, interpersonal skills, attention to detail, problem-solving skills, and several other skills to shift the mind-set of these employees. These leaders shall also develop their virtual presence and teams to boost this process of transition rapidly among the employees of the Grofers Company. Therefore, to be a future leader in the company Grofers, one must adopt transformational leadership and become technically sound to lead these virtual teams and increase their effectiveness, satisfaction, viability, and performance, resulting in achieving organizational objectives (Avolioet al., 2018, p. 400).
4. Strategy to implement change in the organization
Factors driving change in the organization
Delivering process- As mentioned by Shapiro et al., (2019, p. 557), post covid-19 the logistics system has evolved in the Middle East countries due to the lockdown imposed for several months. Thus the need for a cost-effective and effective packaging system has also risen. The company thus needs to research more on the several packaging options available. Moreover, there are consumers which are preferring zero-contact delivery for which the company needs to devise a system that can take the customers receiving signatures digitally without contact to avoid the spread of covid-19. Also, the company can work more on its distribution channel to make its 10-mins delivery system operate more swiftly (Odehet al., 2021, p. 7). Digital buying behavior- As mentioned above Grofers is an FMCG company, and the Middle East consumers trusted more upon the traditional buying from the street vendors. However, with covid-19 this shift has taken place where the consumers have started trusting more on the digital sellers due to the unavailability of products with traditional hawkers and vendors. Consumers have started buying high quantities of consumer goods from these e-commerce FMCG companies like Grofers. It is due to the varied availability of products on these sites and the comfort of zero contact home delivery of the required products. Health Concerns- As observed by a et al., (2019, p. 110), the covid-19 has opened the eyes of the consumers towards their health, thus there is a significant rise in the health products which are more readily and easily available to sites like Grofers. Therefore, the demands of the consumers are rising, which forces the management of Grofers to position the products accordingly to take advantage of this situation.
Changing System of operations- As per the view of Fallatah et al., (2018, p. 21), as there was less availability of products and services available offline, thus it initiated the habit of food made at home. Consumers also started preferring food made at home, rather than those available on the streets. To cater for these demands there are high demands for unique products on the Grofers Shift. Thus the company needs to develop its research, acquisition and distribution to fulfill these needs. Moreover, the payments system has also evolved in the country, which forces the company to partner with a company that can provide ease of transaction services for the buyer and the company.
Models and theories of change management
As per the view of Burnes et al., (2020, p. 34), business organizations function in a dynamic environment, where the factors that affect their operations are beyond control. The pandemic of 2019 was a similar factor that impacted remapped the operating module of business organizations globally. To adapt to the changing dynamics of operations businesses globally altered their management approaches to align with the eccentricities of dynamism. Grofers too has to remap its existing management strategy to align with the new business environment and to ensure optimal operations. The advent of the pandemic has led to the shifting of employees from office to the home environment and to encompass such a vast change Grofers need to remap its management processes.
Lewin’s Change Management Model
As per the view of Tang et al., (2019, p. 49), this model was developed by Kurt Lewin during the 1950s. The essence of this model relies on the use of four optimal strategies that benefit in ensuring the comprehension of the transition process and subsequent preparation of management strategies suited to the procedure. The first step of this model entails the Unfreeze mode, which is a comprehension step where the factors causing the change and their predictable impact on the operating module of the organizations is measured and analyzed. As per the view of Roca et al., (2020, p. 618), apart from comprehension this part also entails the primary stage of communication that is to be initiated with the employees to communicate the impact and analysis findings of the change. The second step is associated with Change and is the phase where implementation of the new altered policy takes place. Lastly, Refreeze, the step which ensures that the system adapts to the changed policy and induces checkpoints to maintain the usage of transitioned policy (Hussainet al., 2018, p. 125).
Mc-Kinsey 7S model
Figure 4: McKinsey 7s Framework
(Source: Covelli et al., 2019, p.5)
As per the view of Bamberg et al., (2018, p. 308), the McKinsey model utilizes the use of a seven-step model to remap the whole management process. These seven steps in order of their execution are namely Change Structure, linking the new altered structure with the existing management structure of the company, an understanding of the impact of the transitioned process on the operating module of businesses. The fourth step entails ensuring that the changed process encompasses the inherent value and objectives of the company, next comes the recognition of the order of work of the employees. The seventh step entails the number of employees involved in various departments and lastly, mapping of the skills employees possess. Breaking down the whole process into these seven components eases the complete process of planning and executing the new altered transitioning strategy (Kristiawanet al., 2018, p. 20).
5. Implementation plan
As mentioned above, Grofers needs to practice transformational leadership to have a positive impact on the new policy of “Work-from-home” as a precautionary measure against the covid-19 pandemic. Further, the report suggested applying Lewin’s Change Management Model and Mc-Kinsey 7S model to guide through the implementation plan of this new policy. Based on the above following are steps which the company can take to have effective implementation of this new strategy- Unfreeze- This step requires the management of the company to share the company's core values to keep the employees motivated towards the organizational goals. For which the company needs to quantify the organizational goals. Moreover, with the transformational leadership style, the management needs to identify the present values and skills of the employees and thus develop the skills and shift the mind-set accordingly. This identification process can help the company in various aspects of operations too as the tasks can be defined and delegated on the basis of the employee's capability and the possibility of completing the task.
Change-After identifying the skills and values of the employees the management can restructure the process of working- by defining the work allotment methodology adopted, style of the briefing, making updates and resolving doubts and queries arising while working. Grofers also need to design the training and development strategy to train the employees on effective “work from home hacks”.
Refreeze- Thus after the unfreezing of the issues and changing the strategies accordingly now the management of the Grofers needs to redesign the system of operations and apply rapid changes in this new system of “work from home policy” so that the employees keep up with their motivation and produce continuous positive results for the company. This step also involves the management preparing interactions so that the implementation strategy prepared in the second step can be effectively applied among the employees.
Communication strategy of the plan to stakeholders
A collaborative communication strategy shall be applied to communicate the above strategy to the stakeholders of the company. This strategy involves the following steps-
Identifying the key issues first- This step involves the leadership of Grofers company to first identify all the factors of the problems in the above-mentioned plan and therefore after listening to each and every stakeholder's perspectives on this new policy, move towards the next step.
Understanding the interests and concerns of both parties- Instead of just listing the issues the management shall address their interests to bring the conversation in parallel lines thus improving the quality of the conversation by Understanding the interests and concerns of the stakeholders towards the employees of Grofers. Followed by which all the possible solutions that can be listed to apply the best strategy of implementation of this new policy accordingly (Andersonet al., 2018).
Evaluation and selection of the best strategy- This step involves the management listing down all the positive and negative outcomes due to the proposed strategy. Thus it can help in selecting the best possible strategy which is derived out of the mutual agreement of the employees.
Documenting everything- After completing the above steps Grofers leadership team shall document everything and not rely on the memory to avoid any conflicts in the future while working from home (Shaqrahet al., 2018, p. 55).
Contingency plan- This step involves the management formulating further contingency plans, monitoring criteria and evaluation process so that all the possible conflicts in the future can be dealt with more effectively.
Thus this communication strategy can help in effective communication with the stakeholders of the company and thus help in the formulation of the work from home policy for the employees of the Grofers.
Strategies to overcome resistance
As presented in the above report the transformational leadership along with Lewin’s Change Management Model and Mc-Kinsey 7S model can help the company to implement the “Work-from-home” policy effectively. However even after designing the effective collaboration strategy there can be various restrictions while implementing this strategy. Thus the following strategy is suggested to overcome this resistance-
Quick Problem solving- There can be conflicts, issues, and problems arising almost every single day due to the new working systems. Thus the leaders of Grofers are expected to apply creative actions accordingly to solve all the problems in the shortest time possible.
Rapid Decision Making- There are certain decisions needed to be taken with every action conducted by the team. Thus there needs to be rapid decision making by the leader to resolve the issues and thus maintain employee’s motivation working from home.
In this rapidly changing organisational business environment, identification of the changes and overcoming the challenges is significantly important through effective leadership and organizational practices. Business organizations like Grofers need to analyze the market as well as the competitors to create innovative approaches in HRM that can create a highly dependable workforce that can create values in the market. However, the recommendations for the business organization signifies a diverse range of aspects of improvement in human resource management and effective organizational leadership.
Development through understanding the market dynamics and organizational objectives
Incorporation of market research has the potential to identify the challenges and opportunities that can influence the leadership approaches and HRM practises effectively (Boon, et al., 2018, p. 35). Identifying the changes can help Grofers to create alignment of the workforce with the organizational requirements of the company.
Evaluation of the HR capability
Evaluation of the current HR capabilities will allow the company to understand the effectiveness of the workforce in fulfilling the organizational objectives. This can help Grofers to identify the gaps and required planning in human resource management. Apart from that, development of effective leadership can also be influenced by evaluating the HR capabilities of the company.
Focusing on organizational work environment
Organisational work environment has an enormous impact on development of higher degree of performance and organizational productivity. Developing and maintaining innovation and diversity in the workplace will allow the company to create an effective competitive edge and sustainability in the ecommerce market (Anshu and Gaur, 2019, p. 86).
Development and implementation of technology based HRM practices
Technology is predominantly influencing not nly the market but also human behaviour. Identifying the challenges and opportunities of technology through effective leadership can enhance the organizational performance significantly. On the other hand, technology can play a strong role in the collaborative workplace of Grofers that focussed on developing customer centric services.
It is to be concluded that in this transformational time of business and market dynamics, effective HRM practices and leadership play a crucial role for the organization’s success and sustainability. Identifying the changes and challenges, ecommerce businesses like Grofers focuses on development of the workforce in a way that can create an effective competitive edge in the market. However, analyzing the different aspects of leadership and HRM approaches, a set of strategic implementations can enhance the overall performance of the business organization. Identifying the threats, opportunities and the technological advancements, the ecommerce company needs to focus on workplace management to enhance the overall performance of the company.
Anderson, M., 2018. Transformational leadership in education: A review of existing literature. InternationalSocial Science Review, 93(1),p.4. Andriani, S., Kesumawati, N. and
Anshu, K. and Gaur, L., 2019. E-Satisfaction estimation: a comparative analysis using AHP and intuitionistic fuzzy TOPSIS. Journal of Cases on Information Technology (JCIT), 21(2), pp.65-87.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice.
Asbari, M., 2020. Is Transformational Leadership Suitable for Future Organizational Needs.International Journal of Social, Policy and Law, 1(1), pp.51-55.
Avolio, B.J., Wernsing, T. and Gardner,W.L., 2018. Revisiting the development and validation of the authenticleadership questionnaire: Analytical clarifications. Journal of Management, 44(2), pp.399-411.
Bamberg, S. and Schulte, M., 2018. Processes of change. Environmental psychology: An introduction, pp.307-318.
Bhutani, K.B.H., 2021. COVID-19-The Inflexion Point for E-Commerce. Indian Journal of Economics and Business, 20(2).
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), pp.34-67.
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), pp.34-67.
Burnes, B., 2020. The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), pp.32-59.
Chaudhary, H., 2020. Analyzing the paradigm shift of consumer behavior towards E-Commerce during pandemic lockdown. Available at SSRN 3664668.
Covelli, B.J. and Mason, I., 2019. Linkingtheory to practice: Authentic leadership. Academy of Strategic Management Journal, 16(3), pp.1-10.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and competitive advantage: is the field going in circles.Human Resource Management Journal, 27(1), pp.1-21.
Fallatah, R.H.M. and Syed, J., 2018. A critical review of Maslow’s hierarchy of needs. employee motivation in Saudi Arabia, pp.19-59.
Gaurav, K. and Paul, J., 2020. Social distancing and E-commerce: Issues, impact and challenges.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing. Hussain, S.T., Lei, S., Akram, T., Haider, M.J., Hussain, S.H. and Ali, M., 2018. Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), pp.123-127.
Joshi, D., 2020. The Role of Entrepreneurs during the Growth Phase of Internet Start-ups in India. Abhigyan, 38(3), pp.30-40.
Kristiawan, M., 2018. The influence of the transformational leadership and workmotivation on teachers' performance. International Journal of Scientific & Technology Research, 7(7), pp.19-29.
Kumar, R. and Mishra, R.S., 2020. COVID-19 global pandemic: impact on management of supply chain. International Journal of Emerging Technology and Advanced Engineering, 10(4), pp.132-139.
Kwan, P., 2020. Is transformational leadership theory passé Revisiting the integrative effect of instructional leadership and transformational leadership on student outcomes. Educational Administration Quarterly, 56(2), pp.321-349. Madera, J.M., Dawson, M., Guchait, P. and Belarmino, A.M., 2017. Strategic human resources management research in hospitality and tourism: A review of current literature and suggestions for the future. International journal of contemporary hospitality management.
Mantri, P.R., Tiwari, B. and Chhajer, C.P., 2020. Covid 19: An Invisible Destroyer of the Economy Paving way to Atmanirbhar Bharat. Shanlax International Journal of Management, 8(2), pp.54-71.
Menaka, B. and Seethal, K., 2018. Recent Trends in E-Commerce. Shanlax International Journal of Commerce, 6(S1), pp.40-44. Odeh, G., 2021. Implementing Mckinsey 7S Model of Organizational Diagnosis and Planned Change, Best Western Italy Case Analysis. Strategic management assignmentJournal of International Business and Management, 11(4), pp.01-08.
Reardon, T., Belton, B., Liverpool Tasie, L.S.O., Lu, L., Nuthalapati, C.S., Tasie, O. and Zilberman, D., 2021. Ecommerce's fast tracking diffusion and adaptation in developing countries. Applied Economic Perspectives and Policy.
Roca, V.I., 2020. Implications of Lewin’s field theory on social change. In Proceedings of the International Conference on Business Excellence (Vol. 14, No. 1, pp. 617-625).
Saxena, N., 2021. E-Commerce Sector in India: Impact and Challenges Amidst Lockdown. IUP Journal of Business Strategy, 18(1). Shapiro, D.E., Duquette, C., Abbott, L.M., Babineau, T., Pearl, A. and Haidet, P., 2019. Beyond burnout: a physician wellness hierarchy designed to prioritize interventions at the systems level. The American journal of medicine, 132(5), pp.556-563. Shaqrah, A.A., 2018. Analyzing business intelligence systems based on 7S model of McKinsey. International Journal of Business Intelligence Research (IJBIR), 9(1), pp.53-63.
Singh, S.K., Del Giudice, M., Chierici, R. and Graziano, D., 2020. Green innovation and environmental performance: The role of green transformational leadership and green human resource management. Technological Forecasting and Social Change, 150, p.119762.
Sosik, J.J., Arenas, F.J., Chun, J.U. and Ete, Z., 2018. Character into action: How officers demonstrate strengths with transformational leadership. Air & Space Power Journal, 32(3), pp.4-26. Tahir, K.H.K. and Iraqi, K.M., 2018. Employee Performance and Retention: A Comparative Analysis of Theory X, Y and Maslow’s Theory. Journal of Management Sciences, 5(1), pp.100-110.
Tang, K.N., 2019. Change management. In Leadership and Change Management (pp. 47-55). Springer, Singapore.
Top, C., Abdullah, B.M.S. and Faraj, A.H.M., 2020. Transformational leadership impact on employees performance. Eurasian Journal of Management & Social Sciences, 1(1), pp.49-59.
Weller, I., Süß, J., Evanschitzky, H. and von Wangenheim, F., 2020. Transformational leadership, high-performance work system consensus, and customer satisfaction. Journal of Management, 46(8), pp.1469-1497.