5CO01 Organisational Performance and Culture in Practice Assignment Sample
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Human behaviour is based on human psychology and organizational culture depends on human behaviour to a great extent will be discussed in this report. Positive work culture is maintained by good behaviour of the employees at the workplace and the importance of well-being at work place is closely associated with better organizational outcomes.
2.1 Description of the theories and models to examine organizational and human behaviour
Tuckman’s theory states that as a team develops maturity and ability the relationships get stronger and the leader changes leadership style. Tuckman stated that there are five stages of team development which includes Forming, Storming, Norming, Performing and Adjourning. Tuckman’s model is essential for developing a positive behaviour in the workplace which generates better outcomes. Team behaviour and growth factors of an organization are observed through Tuckman’s model efficiently. It may be asserted that Bruce Tuckman paid close attention to the factors which lead an organization towards success and prosperity. Tracking the factors of growth of an organization through Tuckman’s conceptual framework provides a clear vision of the factors which are responsible for bringing significant changes (Kiweewa et al., 2018).
Motivational Theory of Maslow
Maslow proposed that motivation is the result of a person’s attempts to fulfil the five basic needs which includes psychological, safety, social, esteem and self-actualization. Maslow’s motivation believed that these needs may create an internal pressure in any person which impacts the behaviour of the person directly and these five needs to exist in a hierarchical order. It may be mentioned that Maslow believed that all the five basic needs are important for any human being who directly impact the motivational behaviour of an individual. Abraham Maslow’s self-actualization theory helps a person in achieving a healthy life by finding the true meaning of life (Tripathi, 2018).
Organisational behaviour theory of leadership
Leadership plays a significant role in the growth of an organization’s behaviour and the leadership styles directly influence the organizational behaviour. Classical leadership skills and leadership styles determine the organizational culture of a company to a great extent where democratic leadership style is one of the most widely used leadership styles. It may be implied that democratic leaders seek the feedback of the team members before making a decision which results in the formation of strong team bonding and it also results in generating successful outcomes for an organization. Democrative leadership promotes sharing power where a classical leader transforms an organization through generating a sense of collaboration in an organization (Woods, 2020).
2.2 Evaluation of the drivers of change
Identification of two drivers of change
Changes in an organization are a constant phenomenon where development of new technologies is one important internal factor. The changing demand of the customers is an important external factor of change and changing demand of the customers is a challenging issue which needs to be handled carefully. Customer satisfaction and loyalty of the customers directly impact the growth of a firm (Leninkumar, 2017).
Discussion on two models of change management
Lewin’ 3 step model may be taken into use for measuring the changes in an organization along with the Kubler Ross model for managing the changes in an organization. Lewin’s 3 step model includes three stages namely unfreeze, change and refreeze. On the other hand, Kubler Ros’ change model has five stages which include denial, anger, bargaining, depression and acceptance. Change management models are related to project management where change is considered to be inevitable (Galli, 2018).
2.3 Explanation of the way to build diversity and inclusion into the work in order to build a positive work culture
Benefits of maintaining a strong diversity and inclusion practices in the workplace
It may be mentioned that maintaining a strong diversity and inclusion in the workplace ensures a bigger talent pool as well as increased employee engagement and trust. On the other hand, it may be asserted that maintaining a strong diversity and inclusion in the workplace also impacts the decision making process in a positive way. Additionally, it may be implied that diversity and inclusion also increases the performance of an organization by generating strong business results in the long term. Diversity management is the process which leads to a positive work environment (Goldberg et al., 2019).
Explanation of the ways through which D&I may be built in the workplace
Educating the leaders in the workplace is one of the most reliable ways to maintain diversity and inclusion in the workplace as skilled and well trained leaders monitor the organization with great care and attention. Listening to the desires and needs of the employees also helps in handling diversity and inclusion in the workplace and the leaders try to resolve various issues through establishing a strong communication with the employees and this may be taken as one example. On the other hand, it may be implied that maintaining a positive work culture provides an added advantage in maximizing organizational productivity. Human behaviour is an extremely important factor which directly impacts the progress of an organization by managing all the organizational activities and operations in a proper way. Analysing the various aspects of people’s practice becomes truly essential in overcoming the various organizational issues with ease which may be considered as the second example.
2.4 The impact of people’s practices on organizational culture and behaviour
Impact of people practice on organizational culture
People practices refers to various processes and approaches that are used by human resource managers in managing the employee cycle properly which ultimately helps in resolving the conflicts that exist within an organization such as maintaining a positive work culture which may be considered as a positive example. Some practices focus on a specific field such as managing the resources of a company properly and it may be asserted that other fields such as analysing data goes unnoticed which has a negative impact on an organization.
People champion or role modelling desired behaviour
It may be implied that role models serve as an example to other members for their outstanding qualities and behaviour. It may be opined that role models provide inspiration to other employees of an organization which enhances the work culture of an organization. Focusing on organizational culture always helps in achieving organizational goals by optimizing the managerial activities (Wang and Lounsbury, 2021).
Impact and models
Role models are leaders, senior employees who always inspire the junior members to perform well and enhance the productivity which impacts an organization in a positive way. Role models inspire others by taking challenges and giving efforts in order to achieve organizational goals.
2.5 Assessing the importance of well-being at work and different factors impacting well-being
Physical and psychological well-being
Physical and psychological well-being leads to better productivity of the employees which improves the reputation of a company in the industry. Better physical and psychological well-being is essential in maintaining a healthy work environment where employees feel satisfied and happy.
Motivation, job satisfaction and working relationship
Motivation and job satisfaction are inter connected where job satisfaction motivates the employees to perform well which further impacts the performance of an organization in a positive way. It may be stated that relationships among the employees are influenced by the job satisfaction of the employees where employees may motivate each other for better outcomes.
Influencing well-being through role modelling
Role models of a company influence the other members through their achievements, talent and hard work to maintain a positive work culture which is essential for the well-being of an organization. Additionally, successful leaders automatically become role models for other employees who follow the ladders and try to learn from them.
Influencing behaviour through policy making
It may be mentioned that strict policies help in maintaining a healthy work environment where the employees have to follow certain code of conducts. It needs to be asserted that behavior of the workers may be regulated through the implementation of certain policies which will be beneficial for an organization in eliminating any sort of conflict in an organization.
Two factors affecting well-being at work
Collaborative competition is one of the most essential factors which affect well-being at work and any sort of partiality also impacts well-being in a negative way. These two factors are commonly found in various organizations which need to be overcome as soon as possible.
3.1 Evaluation of the relationship between the employee lifecycle and the work
An organization may attract candidates with attractive salary packages, for example a company may offer an exceptional salary package for deserving candidates along with all other perks and benefits to recruit the most talented and skilled individuals.
Any organization recruits individuals with skills and the organization may use certain techniques to evaluate a candidate. For example, an organization may use certain software’s in order to assess the psychology of the candidates in the recruitment process.
During the on boarding process a company provides several important information to the employees, for example an organization provides a guideline to the employees and explains in detail all the policies and job duties to the employees.
During the development phase an employee undergoes various training for example, communication enhancement training and technical training in order to improve capability.
The separation process has some steps through which an employee has to undergo or example, an organization takes feedback from the employees who are leaving the organization.
3.2 Connection between people practice and other areas of organization
People practice and strategy making function
People practice involves maintaining a proper employee life cycle through making various effective strategies such as maintaining a positive work culture by avoiding any sort of organizational conflict.
People practice and business functions
People practices directly impact several business functions such as maintaining organizational productivity through implementing some regulatory policies and strategies.
People practice aims at recruiting the best talents in an organization through creating a talent pool which is an appropriate example. People practice enhances organizational culture through managing grievances of the employees which is another example.
3.4 Processes of understanding the internal needs of the customers
Consultation and communication processes
Consultation and communication helps in understanding the demands and requirements of the internal customers which is essential in overcoming the gaps that exist within an organization.
It may be implied that stakeholder analysis helps in identifying the most important stakeholders of an organization which aids in understanding the demands of the internal customers carefully.
Need analysis activities
Stakeholders are to be identified according to their level of participation in an organization and according to their contribution while analysing the activities of the stakeholders.
Employees are the internal stakeholders of an organization for example and another example is that of the leaders of an organization who influence a project to a great extent.
3.5 Explaining the key components of planning strategies in order to align the projects with the requirements of the customer
Relating strategies to various stages of project planning
Project initiation requires prior financial planning in order to execute a project in a proper way. Significant strategies are required for maintaining a healthy project planning. It may be asserted that project planning is closely associated with organizational behaviour of the employees which is ultimately associated with growth and development of an organization. Use of information and technologies are widely used for managing modern projects (Sligo et al., 2017).
Strategies and key components required at each stage of the project
Project monitoring, control and closure requires financial support as well as able leadership to handle the challenges and issues skilfully at each stage of a project which is not possible without proper project planning. Communication becomes an important factor at each stage for carrying out all the activities smoothly.
Aligning projects with the customer requirements
The primary aim of any organization is to align the projects according to the needs of the customers and it is done through taking constant suggestions and feedback from the customers on a regular basis in order to avoid any type of misunderstanding.
Finally, it may be concluded that successful implementation of strategies and policies often depend on the organizational culture which is responsible for bringing changes in the organization.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE Engineering Management Review, 46(3), pp.124-132.
Goldberg, S.R., Kessler, L.L. and Govern, M., 2019. Fostering diversity and inclusion in the accounting workplace. The CPA Journal, 89(12), pp.50-57.
Kiweewa, J.M., Gilbride, D., Luke, M. and Clingerman, T., 2018. Tracking growth factors in experiential training groups through Tuckman’s conceptual model. The Journal for Specialists in Group Work, 43(3), pp.274-296.
Leninkumar, V., 2017. The relationship between customer satisfaction and customer trust on customer loyalty. International Journal of Academic Research in Business and Social Sciences, 7(4), pp.450-465.
Sligo, J., Gauld, R., Roberts, V. and Villa, L., 2017. A literature review for large-scale health information system project planning, implementation and evaluation. International journal of medical informatics, 97, pp.86-97.
Tripathi, N., 2018. A valuation of Abraham Maslow’s theory of self-actualization for the enhancement of quality of life. Indian Journal of Health and wellbeing, 9(3), pp.499-504.
Wang, M.S. and Lounsbury, M., 2021. Cultural encounters: A practice-driven institutional approach to the study of organizational culture. In On practice and institution: New empirical directions. Emerald Publishing Limited.
Woods, P.A., 2020. Democratic leadership. In Oxford Research Encyclopedia of Education.
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