LITERATURE MATRIX HRM-OB

1: Theme: 1. Company website GSK(GSK.com,2020) has implemented new This information was released on 3rd November
External factors sustainable goals intending to have a net-zero 2020 in London, UK, and posted on the
impact on climate and nature by 2030. Driven company website(www.gsk.com). GSK is a
www.gsk.com. (n.d.). GSK sets by these goals, they have a set of steps that pharmaceutical company and is focused on
will help them speed up the process. helping people become healthier and to have a
new environmental goals of net-
positive impact on nature.
zero impact on climate and net  All GSK sites use renewable electricity
positive impact on nature by  To use 100% sustainable materials
2030 | GSK. [online] Available at:  The company representatives to poses
https://www.gsk.com/en-gb/med only electric vehicles
ia/press-releases/gsk-sets-new-
environmental-goals-of-net-zero-
impact-on-climate-and-net-
positive-impact-on-nature-by-
2030/.
‌

2. Mckinsey & company The CEO of GlaxoSmithKline, Brian McNamara McKinsey & Company is a worldwide
in the interview offered to McKinsey senior management consulting firm. It conducts
management consulting firm:
partner Warren Theichner (2020) affirms that, qualitative and quantitative analysis to evaluate
www.mckinsey.com. (n.d.). GSK’s flexibility is the key which helped them strive management decisions across the public and
Brian McNamara on the business in the market. As the demand doubled, even private sectors. The interview is revealing
impact of COVID-19 | McKinsey. tripled, their strategy involved sourcing from important information about the external factor
[online] Available at: China and India facing lockdown issues. influencing the company and it is transmitted by
Therefore, they are now focusing on the end- GlaxoSmithKline’s CEO therefore it is a relevant
https://www.mckinsey.com/indu to-end supply chain, trying to forecast and source of information.
stries/life-sciences/our-insights/g ensure that they have enough resources to
 sks-brian-mcnamara-on-the- satisfy consumer needs.
business-impact-of-covid-19
[Accessed 18 Feb. 2022].

3.Journal Based on this research (Sahoo,2019) conflict is This journal (Sahoo,2019)is trustworthy because
an inevitable phenomenon in employees' work is classified as a research and development in
Sahoo, R. & Sahoo, C.K. 2019, relationships. Anyone encounters opinion the social science and humanities and published
"Organizational justice, conflict differences when communicating and conflict by Emerald Group Publishing Limited. It is
management, and employee must be managed instead of being avoided. relevant to the theme because it examines
relations: The mediating role of This method has considerable influence on employee relationships and the challenges they
the climate of building the climate of thrust. Communication have to face within an organization. Justice,
trust", International Journal of between people within an organization can be conflict, thrust, and power are considered to be
manpower, vol. 40, no. 4, pp. difficult as every human is different. Therefore, vital in building an effective relationship which
783-799. it is easy to create tension and situations to can lead to increased productivity and
turn into conflict. The way that conflict is engagement within an organization.
managed is based on creating a stable and
trustworthy relationship and organizational
performance. It has a base in the stimulation
of employee motivation, loyalty, performance
and it influences them to be better and to
contribute to achieving the best result for the
organization.
2: Theme:… 1. Article This article (Botelho, 2017) establishes four This article(Botelho,2017) is genuine research
Leadership and Botelho, E.L., Powell, K.R., elements described as “behaviours” that done over 10 years as part of ghSmart’s CEO
management Kincaid, S., and Wang, D., 2017. underpins the base of a CEO job. These four Genome Project and had included more than
What sets successful CEOs characteristics were used to evaluate different 2000 CEO’S for different sectors of the industry.
apart. Harvard Business candidates’ performance, to reveal certain The results are based on the outcome of the
Review, 95(3), pp.70-77. competencies that make an effective leader, interviews that were structured by executives
and are summarised as: and business associates.
 Deciding with speed and conviction
 Engaging for impact
 Adapting proactively
 Delivering reliability
 2.Journal The aim of this report (Backer, 2014) is to The journal (Backer, 2014) is a viable and
analyse a number of issues around leadership relevant source of information because it was
Baker, E.L. 2014, "Leadership and and management and focus on the differences published by Lippincott Williams & Wilkins in
Management—Guiding between these practises. It is stated that Journal of Public Management and Practice, and
Principles, Best Practices, and leadership is the method of persuasion and it is backed up by several references. It is
Core Attributes", Journal of public management is, doing the things right’’ . relevant for the team as it introduces and
health management and Leadership involves a range of abilities and analyses key elements that contributes to the
practice, vol. 20, no. 3, pp. 356- skills, all of them being are associated with concept of leadership.
357. influencing and creating a vison for the team
members. In order to establish the differences
between the two practices, 4 elements are
important:
 Vison
 Strategy
 Operations
 Tactics

3.Article This journal (Harris, 2018) reflects on the This article ( Harris , 2018) is a reliable source of
Harris, A. & Jones, M. 2018, "The negative aspects of leadership and information created within Formerly School
dark side of leadership and management and evaluates past research of Organisation and offers valuable research about
management", School leadership abusive behaviour. A big part is played by the Leadership and Management behaviours.
& management, vol. 38, no. 5, leaders that takes advantage of their position
pp. 475-477. and act aggressively, ignoring the mistakes of
certain individuals and use their power to
harm others. Research has highlighted that
employee are affected by this behaviour in
numerous ways:
 Greater employee stress
 Reduce job satisfaction
 Lower level of personal well being
These types of leaders are characterised as not
being able to control themselves, careless and
to have, severe” lack of confidence.
3: Theme: 1.Journal article This paper (Ridgway,2019) identifies the This article (Ridgway, 2019) is relevant to the
Ridgway, M. 2019, “Brexit: impact of Brexit for HR and analyses four theme as it identifies the elements of human
 human resourcing issues that rises from this process: resource that can be affected in the Brexit
implication” Employee  Employee retention context. This process has implication in all the
relations, vol. 41, no. 5,  Labour market skillset sectors of society and specially for employers,
pp.1033-1054.  Increase immigration therefore recruiting and retaining employees is
 Increase flexible working becoming a difficult to do.
This paper (Ridgway, 2019) is a trustworthy
source of information because it is structured at
Nottingham Business School, Nottingham Trent
University, Nottingham, UK,
and includes statistics and official papers as
references.

Employment 2. International journal This paper highlights the changes done for the This research (Derous,2016) was built around
Resourcing – Talent last period of time around recruitment and studies relevant for the recruitment and
Recruitment & Derous, E. and De Fruyt, F., 2016. selection process within employers. In the selection process and also a meeting with the
Selection – Culture Developments in recruitment and ‘’war “of recruitment, most of recruiters more experienced young researchers in order to
& Personality selection research. International adopted for example gaming tests and tools in give their insights. Their papers were published
Journal of Selection and order to find the right candidate. All this in the International Journal of Selection and
Assessment, 24(1), pp.1-3. considered, the process has changed mostly Assessment.
because people were pushed to develop using
technology and become more efficient in the
recruitment process.
This challenge resulted to be beneficial for
some and not so helpful for others. Although
recruiters can spot the right candidate quickly
and assess their skills, some candidates may
not be able to be expert in using the
technology and therefore, can’t be seen as
good as they are.

3.Human Resources Journal This journal (Brink,2013) reflects on recruiting This paper (Brink,20130 is a research of human
talent through key performance indicators and resources journal that examines the selection
Van den Brink, M., Fruytier, B. help hiring managers to select the right and recruitment process for young academics
 and Thunnissen, M., 2013. Talent candidate for the right job. Key indicators such and how important is for the organisation be
management in academia: us productivity and peer review cannot be fully attract new talents.
performance systems and HRM measured as they can be subjective. This study
policies. Human Resource focuses on recruiting and selecting young
Management Journal, 23(2), academic professionals and the opportunities
pp.180-195. available on the market as globalization affects
the direction of this process. It is stated that
some position may suits to the people who
demonstrate that they are the right person for
the job although some can be fortunate to
have the support of their professors from early
stages of their carrier and therefore, to have
an advantage.
4: Theme: 1. Reissner, S & Pagan, V. (Reissner, S & Pagan,2013) agrees that both This research (Raissner,2013) is an international
Employee 2013, “Generating the organization and the employees have the journal of human resource management
engagement employee engagement in same role in generating employee engagement published by Stefanie Reissner and Victoria
a public-private and improving performance. The research Pagan at Newcastle University Business School,
partnership: management revealed that managers can actively develop Newcastle therefore it is a relevant and
communication activities employees’ capacity, motivation, and freedom trustworthy source. It concludes that everyone
and employee to engage. This can be realized through the included in the engagement process has their
experiences”, instrumental delivery of organizational part and depending on this relationship, the
International journal of engagement activities that creates outcome may be positive of negative.
human resource opportunities to connect with their colleagues
management, vol.24, no. and managers.
14, pp.2741-2759.
2. CIPD (2019). Employee This factsheet (CIPD,2019) outlines that This research conducted by CIPD (2021) is
Communication | communication is vital for the organization and relevant to the theme because it explores the
Factsheets | CIPD. [online] nowadays events such as COVID-19 have role of communication and the management's
CIPD. Available at: forced people to communicate through virtual responsibilities in achieving organizational goals
https://www.cipd.co.uk/k teams. It is stated that to communicate and developing strategies. The research is based
nowledge/fundamentals/r effectively within an organization using virtual on the pandemic context, and it covers the
elations/communication/ sources, managers must: benefits and challenges that people are facing
factsheet  Be transparent and clear when working. It is important for any
 Build thrust and relieve tensions organization as it examines better practices to
 Keep the employees informed facilitate communication and satisfy the
  Offer support and guidance such as employee's needs.
Employee Assistance Programmes and CIPD is a trustworthy source as it is built by
any other work-related mental experts, and it provides references for any
wellbeing. information provided.
3. Article This paper( McBrian,2007) provides an Overhaul, this study (McBrian,2007) strengthens
McBrian, R, (2007), "The practice extended analysis of employee engagement the importance of employee engagement, but it
of engagement: Research into definition resulted from primary research on is also suggested that the organisation can have
current employee engagement the topic and a secondary research based on high performance employees without them
practice”, Vol. 6 No. 6, pp. 16-19. interviews with HR practitioners. The results being engaged.
revealed that the key elements to be the The information provided in this paper
drivers in this process are: (McBrian,2007) is trustworthy because it is
 The organisation based on primary and secondary research by Dr
 Management and leadership McBrian at Henley Management College.
 Working life
It is important to mention that organisations
often use specific tools in order to increase
engagement. The most used tool is concluded
to be action planning. Also, engagement is
believed to be related to job satisfaction, but it
is important to separate the two terms
because one can be possible without the other
and likewise.
5: Theme: 1. Article The journal (Elwer,2012) is focusing on The research (Elwer,2012) is a credible source
Managing Diversity Elwer, S., Alex, L.& inequality in healthcare positions and the because is based on references and is classified
and Equality; - Hammarstrom, A. 2021, influence of employees’ health experiences. as an international journal for equity in health.
Perception “Gender (in)equality among Based on his research, Elwer, conclude that The content is relevant to the theme because it
employees in elder care: gender is not the main factor for inequality in a presents the different segments and influences
Health implications”, working place, but also the personality, how around inequality. It examines the factors that
International journal for well a person can handle difficult situations influence the employability in healthcare
equity in health, vol. 11. and interests, day to day activities that working environment and the importance of
contributes to acquiring certain skills. On the gender inequality among employees. It is stated
other hand, numerous factors create gender that there are valuable elements that can
inequality women are protected from heavy influence hierarchies which include labour,
lifting, and men are exposed to more power, symbolic relations, and emotional
dangerous activities. For example, feminism is relations.
 traditionally connected to doing caring work,
and therefore, they occupy the majority of the
professional health care positions.
2. Journal This journal (Fredman ,2017) examines the This paper (Fredman,2017) is a journal of
Ferdman, B.M. 2017, "Paradoxes necessity to implement deep changes within a applied behavioral science completed by
of Inclusion: Understanding and society in order to able to eliminate inequality, Bernando M. Ferdman where it is concluded
Managing the Tensions of increase diversity and inclusion been described that, it is impossible for a society to avoid
Diversity and as,, inherently paradoxical”. The focus of the inequality, increase inclusion and diversity
Multiculturalism", The Journal of journal is around three core paradoxes of without accepting and embracing differences
applied behavioral science, vol. inclusion: between people.
53, no. 2, pp. 235-263.  Self-expression and identity
 Boundaries and norms
 Safety and comfort
3.Case study The present study (Senyucel, Z, 2011) lays the This work (Senyucel Z. 2011) concluded that having a
Senyucel, Z. and Phillpott S. groundwork for future research into policy in place can affect the organisation in the
(2011), "Sexual equality and differences between sexes in the working same time the employees. Individuals that are
diversity in UK local place. The author is convinced that local accepted for who they are can be more effective and
focus on their work more than trying to hide in order
councils", Equality, Diversity and Government can be responsible to improve
to integrate.
Inclusion Vol. 30 No. 8, pp. 702- this issue as they are proving a wider number
Therefore, diverse types of individuals can bring
718. of jobs. To enhance the equality between their ideas together and contribute to increase
individuals regardless their sexual orientation, productivity.
a number of organisations has formed in order
to provide support since 1970. There are two types of diversity analysed in this
There are also specific policies which every paper:
organisation must have and comply with. In  Liberal approaches
addition, the companies will then have a  Radical approaches
number of advantages such as: This case study (Senyucel, 2011) is a trustworthy
 Increased retention source of information as it draws on data
 Lower absence collected from a qualitative questionnaire and
 Higher levels of morale research done around Equality, Diversity and
 Affective commitment Inclusion .
 Increase organisational creativity
 Innovation and problem solving

6: Theme: 1. Book In chapter 5, (2019) Huczynski affirms that This book (Huczynski, 2019) is a reliable source
Employee training D., A. & Huczynski, A., cognitive and social skills will be needed to as it explores how organizations influence
and development; (2019) Organisational achieve learning objectives. These skills will be people’s views and actions and how the
Learning and Behaviour, 10th ed. more important because the technology has behaviour of people in the organization can be
development Harlow: Pearson not yet given significant input as is done for explained. The content is relevant to the theme
facilitating for example literacy, numeracy, and because it discusses the importance of upskilling
digital skills. The cognitive skills include: people and what they have to focus on to
 Creativity achieve to be employable. Huczynski highlights
 Critical thinking that, to be a balance between professional and
 Complex problem-solving technical knowledge, several cognitive, social,
 The ability to absorb large amounts of process, and problem-solving skills are
information fundamental in the development process.
 Interpersonal and communication skills
 Collaboration and working productively
in teams.

2. Journal article The purpose of this paper (Armstrong,2018) is This journal (Armstrong, 2018) is a credible
Armstrong, M.B. & to highlight the impact of training through source developed at International Journal of
Landers, R.N. 2018, gaming method. It is stated that gaming Training and Development 22:2 based on
"Gamification of training has the same base of interest but with research enhanced by other authors who have
employee training and the application of game design in order to studied the effect of gaming in contrast with the
development: attract and keep the learner focused. Gaming original method of training.
Gamification of employee is not intended to replace the old method of Gaming can become more effective only if the
training", International training but instead is trying to make it more content is meticulously structured to have the
journal of training and effective. It is important to mention that, if same information with the touch of video
development, vol. 22, no. there is a hostile environment and lack of games.
2, pp. 162-169. support from the supervisors, the training This method of training helps the organisation
gaming is not expected to be effective. When to ease the efforts to have focused trainee and
the trainee is successful, he is rewarded with the learner to achieve the training goals and
points and badges. This reward can motivate also feel entertained when doing it.
the learner and keep him focused on the
content at the same time.

3. Journal article This research (Seemiller,2019) attempted to This journal (Seemiller, 2019) highlights the
Seemiller, C. & Rosch, D.M. explain the six-domain model of training for efforts of the organisations and the economic
2019, "An integrative six‐ high-level performance structured in three investment they have to do in order to give the
domain model of employee levels: employees opportunities to develop and
training and Level 1 focused on internal human process: progress in their carrier. It is a reliable source of
development", New horizons 1. Significance information as it is published by the New
in adult education & human 2. Motivation Horizons in Adult Education and Human
resource development, vol. 3. Efficacy Resource Development. It is also structured with
31, no. 3, pp. 25-46. Level 2 focused on capacity building: valuable information from different studies
1. Cognition reflected by the references.
2. Proficiency
Level 3 is the top model:
1.Performance
 Problem solving activity:

“The world must master business, environmental and social challenges to secure sustainable growth, instead of focusing on short-term financial interest at the cost of
future generations”

1) How did your group reach the decisions as to what to themes and sources to include as part of the shortlist?

 My team had four members and together we had completed the assignment working in teams and revealing our ideas. First, we were thinking to
choose the best sources each have done for the Literature Matrix without taking into consideration the statement from the INSIGHTS. We had
discussion around the subject because not everyone has started to complete the matrix and we decided that the best solution is to think about the
statement first to choose the right themes. If any of us had the sources, we should present it to the team and decide if there is a solid source of
information related to the INSIGHTS statement. Meanwhile, the person who did not started the matrix can do some research on the theme
considered. Each one of us exposed their opinion and surprisingly we had a common one: Leadership. As per INSIGHT statement “to secure
sustainable growth” a team must thrive to do so. Hence following statement “A good management team can ‘make it’ in a poor market or a declining
industry but a weak team won’t survive even in a boom market” (Finch, B. 2019, How to write a business plan: win backing and support for your
ideas and ventures, Sixth edn, KoganPage, London,) a good team needs a good leader. The second theme was argued but finally we give our insight and
decide on Diversity and Equality. The argument for choosing this theme in contrast with the INSIGHTS one is that “sustainable growth “will be
possible only if everyone is accepted for who they are in order to be able to be the best, contribute and sustain progress.

2) How did your group use the time available?

The team used the time available wisely as each one of us had included the information we had in the Literature Matrix. The single person that did not
have any information, did the research in class. It was easy to go through the sources we had as we had important support from our seminar leader and
our tutors, and we were able to present it to the team. This only took us 5 minutes. It was really helpful to show each other what we had done so far, and
the best thing was that we were able to show the person who did not started the matrix how to do it. She argued that she was not sure how to structure
it and therefore she did not do any research. After we have shown her our work and she felt much more confident, promising that she will start to do the
assignment as soon as she gets home.

3) If you were to work with this team again, what would you do differently and why?

If I was to work in this team again, I would have taken into consideration the self-managed team advice from Magpili & Pilar (2018 cited in Buchanan &
Huczynski 2019 pg.433) and I would have more patience and clearly listen to the others opinion on the subject to understand their position. All of us had
different emotions during class, as we did not know what is yet expected from us, we were slightly nervous and anxious to be open and reveal our thouts
 to other team members. First, I was angry at the girl who did not start the assignment and panic that we would not have time to finish it in time. In the
future, I would not judge the girl who did not started the matrix and instead I would have patience with her and show her how I done it so far. I would
also keep my tendency to evaluate as I did with another colleague that complete some information on matrix with little information and wrong
references. If I was to work with them again, I would be more considerate to listen and understand the other situation and helpful without judging but
more important, I would have completed all the literature matrix.

4) What is your evaluation of the impact of working through this activity will have on your own literature review matrix? Give examples.

This evaluation had a big impact on my own literature matrix. Firstly, it made me understand how important is to listen when the tutor advise us to start the assignment on
time, to follow each lecture and to start as soon as possible. I have learned important things which helped me to carry on completing the matrix such us: pay attention to
the intext references , because when I checked my work in class I spotted this mistake, also it reminded me to use a broad of other sources which I forgot to consider such
as Google Scholar and sources given by the tutor , and also it gave me confidence that I am following the right structure as I have seen my colleagues work. I have to
recognise that, this evaluation improved my view of the scope of the Literature Matrix and therefore it gave me the impulse to finish it on time and have a good structure.
This evaluation improved my knowledge regarding the importance of the themes in management field and how it relates to sustainability and development.