Case Study Home International is a furniture manufacturer and online retailer. The organisation is a family-owned business that was started over 30 years ago, and currently employs 175 people on full-time or part-time contracts in the UK. They have offices based in Oxford, Munich, Santa Cruz, Suez, and Kuala Lumpur. The organisation is growing and reaching a wider market due to the growth of online furniture shopping. The organisation has grown during the pandemic, as clients have decided to invest in their homes. More and more people are changing their habits and purchasing sustainable products, which is seen as a positive, because Home International specialise in this area. However, the business is currently in the process of reviewing all its policies, as Brexit means there have been several changes to rules regarding importing and exporting. This review includes people management processes in areas such as performance and reward. The objective is to cut costs, improve profits and reduce turnover. Each office has a factory where the furniture is made and distributed on a global scale. Recently, the organisation has seen a higher turnover among the factory operatives who are aged 18 32 years old, whereas the office employees stick around for longer, and have an age range from 48 to 68 years old.

Based on the case study above ,answer question below

An explanation of how both people and organisational performance within Home International can impact its approach to rewards both positively and negatively AC1.3 - Explain how people and organisational performance can impact on the approach to reward Hints and Tips:

Provide an explanation of how both people and organisational performance within Home International can impact its approach to rewards both positively and negatively.

Provide two examples of each, one positive and one negative.

Evidence the application of the process linked to a working example, and depth around external pressures supported by academic referencing.