British Royal Navy
The British Royal Navy is Britain’s maritime war unit. In the eighteenth century, the royal navy was the most supreme until it faced defeat from the United States during the World War 2. The British navy played a critical role in empowering Britain during the nineteenth century and part of the twentieth century. After the First World War, the British royal navy had enormously grown short in number (Foreman, 2017). At the beginning of the Second World War, it still maintained prominence as the globes most supreme navy. At the end of the Second World War, its supremacy had been overturned by the United States. At the onset of the cold war, the British navy formed an anti-submarine unit that hunts Russian submarines. After the Soviets defeat and collapse, it prioritized on expeditions enhancing its supremacy as the globes best sea navies. The Royal Navy today has suffered manpower and warship shortage (Foreman, 2017). The British navy is one of the Queens Security Service units. It has three points of operation in the United Kingdom, that is, Portsmouth base, Clyde base, and Devonport Base. The royal navy is headed by the first sea lord, naval commander and a defense council member of Britain. Today personnel is placed into various units, that is, general duties which accommodate sea navigators who can authoritatively give orders. Other units include the royal engineers, medical practitioners, and storage and distribution officials, that is, the supply management unit. Presently, the rating is instigated through the distinctive outfits, that is, white and blue.
British Royal Navy implementation on the Kandola and Fullerton web strategy
The Kandola & Fullerton web strategy was developed in 1994 to enhance diversity in an organizational structure. It stipulated that complete policy integration was required in strategy formulation. Recruiting and selecting individuals plays a major part in enhancing diversity for the organization. Success is guaranteed if the organization places priority on diversity rather than practices. For any organization carrying out recruitment and selection, it needs to pay attention to diversity to attract recruits (Oswick, 2014).
The Royal Navy has a vision that is directed to protecting the interests of the country by providing security. The vision will help in gaining focus on all the activities they undertake. In the web strategy, the vision is important and is used in managing people so that there is no diversion from the set objectives. The Navy also uses the web strategy to enhance effective communication and to coordinate all their activities. This hence ensures that they can monitor easily to be able to account for all their activities (Oswick, 2014).
Therefore, using the web strategy, the process of recruiting and training of new employees is made more effective. Training offers an opportunity for the employees to learn accordingly and get motivated to take on the job. There is the ability to specialize regarding jobs offered since people are assigned only to fill the positions that they are the best fit.
The commitment of the top managers is also enhanced through the use of this web strategy since it ensures that everything done in the navy flows in accordance to the objectives which are set clearly by the organization (Hawkins, 2015). Everyone in the organization is given an opportunity to express themselves freely since this strategy incorporates all the employees without bias on position. Thus, this ensures that there is efficient communication within the organization which in turn promotes coordination of the activities done in the organization. From this, planning for the future is facilitated, and it’s easy to set more goals for the Navy.
In conclusion, the Kandola & Fullerton web strategy has been incorporated by the British Royal Navy and has been of great help in managing its personnel. Communication, organizing and transparent accountability have been met therefore instigating its goals and vision. It has enhanced diversification, openness, and motivation in the force.
Foreman, J., 2017. The British Royal Navy-Road to Salvation, Part I.
Oswick, C. and Noon, M., 2014. Discourses of diversity, equality, and inclusion: trenchant formulations or transient fashions?. British Journal of Management, 25(1), pp.23-39.
Hawkins, B., 2015. Ship-shape: materializing leadership in the British Royal Navy. Human relations, 68(6), pp.951-971.