Organisational Performance and Culture in Practice - Desklib
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This presentation covers the impact of human behavior on organizational culture and performance. It includes theories on human behavior, drivers of change, technology's impact on workers, well-being at work, diversity and inclusion, and people practices. The presentation concludes with references to relevant literature.
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5CO01 Organisational performance and culture in practice
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Table of contents Theories or models which examine how humans behave in organisations. Main drivers of change in organization Scale of technology and its impact on workers and working practices Importance of well-being at work and factors that can impact well-being steps to increase inclusion and diversity at work People practice can affect organizational culture and behaviour Conclusion References
An interpretation of two theories or models which examine how humans behave in organisations Byunderstandingthehumanbehaviourthetop-levelmanagementteamcanmake important decision based on organizational structure. By using appropriate models or theories such as custodial model, the firm can determine impactofhumanbehaviouronperformance,profitability,motivationallevel, communication system, structure of job and leadership. Bureaucracy theory The behavioural management theory
Main drivers of change in organization As we all know that each organization need change and has some particular reason behind for the implementation of change in the firm. In the current scenario, CEO of BMC wants to explore organizational culture and provide positive culture to all staff members by implementing change in policy that is centralized approach. However, there are many employees and managers express their feeling and says that they prefer the old way and resist to accept immediately. Hence, it is said that staff members, management, structure of the firm and resources are the major drivers of change in the company. Customerschanging trends CompetitionTechnology development Organizational structure Government policies
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Continued… Lewin's change management model This model is majorly used by companies who want to make change in their organizational structure. According to Lewin there are three stages one needs to take into considerations: Unfreeze Change Refreeze-
Continued… ADKAR model This is the most effective model of change management for its people focused approach Awareness , Desire Knowledge Ability, Reinforcement
Scale of technology and its impact on workers and working practices with the help of new technology the company can grow its business operations and adapt things related to business with ease. Technology is designed for scalability and the flexibility of the work as they offer the company to achieve the future success. Improve the way staffs work and do their jobs •It can make them more efficient and stress free Simplifies many functions and operations •Enhance performance and increase level of job satisfaction
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Importance of well-being at work and factors that can impact well-being To be successful, it is essential to focus on well-being of employees at work. Fostering well- being of staff members can create positive working environment and motivate staff to work towards their goals. Factors: Organizational culture Financial and physical problems Employment and training Career related issues work pressure, overtime work and designing of work Competition in the company Conflict between employees personal problems Economic insecurity
steps to increase inclusion and diversity at work Diversity involves equal treatment, people management at different genders, balancing of cultures and lifestyles etc. it is essential to maintain inclusion and diversity at work because it allows employees from differentculturesandexperiencestoworkeffectivelywitheachotherandsharetheir knowledge and skills for the betterment of performance. It helps employees to focus on innovative ideas, sharing knowledge and enhance practices which is beneficial for company reputation. To increase diversity at work, the company must examine their composition and enhance organizational culture. It is necessary to provide training and development sessions to employees working in the company.
People practice can affect organizational culture and behaviour A company culture can be managed through awareness about culture with the support of management and leaders. HR professionals manage cultures by making full efforts to sustain in the industry and are responsible to improve the culture and behaviour at workplace. Yes,ofcourseemployeescaninfluencetheorganizationalculturewithitsunique behaviour, beliefs and attitudes. The way they communicate with each other can impact the diversity at work and can influence the organizational culture and working environment.
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Conclusion Organisational behaviour plays a vital role in the company as it provide clear idea about performance of people working there and activities done within the firm. By evaluating the study it has been concluded that, It is essential to examines how human behaviourcanimpactthebusinessoperations,factorsandhowitcanfostertheir performance at individual and group level.
References Wagstaff, C. R. and Burton-Wylie, S., 2018. Organisational culture in sport: A conceptual, definitional and methodological review.Sport & Exercise Psychology Review. 14(2). pp.32-52. Erthal, A. and Marques, L., 2018. National culture and organisational culture in lean organisations: a systematic review.Production Planning & Control. 29(8). pp.668-687. Nuckcheddy, A., 2018. The effect of personality on motivation and organisational behaviour.Psychology and Behavioral Science International Journal. 9(2). pp.1-5. Balwant, P. T., 2018. The meaning of student engagement and disengagement in the classroom context: Lessons from organisational behaviour.Journal of Further and Higher Education. 42(3). pp.389-401. Mullins, L. J. and McLean, J. E., 2019.Organisational Behaviour in the Workplace. Harlow: Pearson.