Value and Contribution to Organisational Success

This report discusses the importance of organisational design theory in the context of organisational structure and fulfilling organisational strategy. It also examines different techniques and approaches used for attracting, maintaining, and developing HR to create a skilled workforce. Additionally, it explores how organisational design responds and adapts to change management and the relationship between the two. The report includes a case study of NOBL consulting firm.

Value and Contribution
to Organisational
Success

Table of Contents
INTRODUCTION................................................................................................................................3
PART A.................................................................................................................................................3
P1 Discuss importance of organisational design theory in context of organisational structure &
fulfilling, organisational strategy....................................................................................................3
TASK 2.................................................................................................................................................5
P2 Briefly examine different techniques & approaches used for attracting, maintaining,
developing HR to create skilled workforce....................................................................................5
TASK 3.................................................................................................................................................7
P3 Conduct research & use contemporary knowledge to unpin evidence for emerging HR
development ....................................................................................................................................7
PART B.................................................................................................................................................8
TASK 4.................................................................................................................................................8
P4 Analyse how organisational design respond & adapt change management and relationship that
exist between two using a specific organisational situations...........................................................8
CONCLUSION...................................................................................................................................11
REFERENCES...................................................................................................................................12
Books & Journal:...........................................................................................................................12

INTRODUCTION
In business sector, it is important to focus on growth, success and development so that
goals are achieved at wider scale. Organisation success depends upon market situations, market
size, and many other factors (Ahmad, 2017). Main aim of this report is to examine the success of
firm. NOBL consulting firm, a medium sized based company headquartered in Sweden. It has
branches in countries such as London, Canada etc. This report comprises of importance of
organisational design, different approaches & techniques for managing HR, research &
contemporary knowledge to unpin HR developments and organisational design respond to change
& adapting within management.
PART A
P1 Discuss importance of organisational design theory in context of organisational structure &
fulfilling, organisational strategy
In business, organisational design refers to development, creation of new processes,
procedures & structures to assure that objectives are achieved in proper manner (Barron, 2017).
Changes are bound to be occur at frequent level. It is essential for enterprise to deal with such
changes in business by accessing to organisational design. It is often seen that organisation design
consists of complex problems and issues which are difficult to be encountered by managers and
leaders.
Contemporary OD
Organisational design comprises of basically two categories such as traditional designs &
contemporary design. Traditional design consists of simple structure like functional, divisional etc.
whereas contemporary design consists of team structure, matrix, project, boundary less structure
and many more. The contemporary design is important and helps in achieving of goals as well as
objectives in proper manner. In relevance of NOBL consultancy company, they focuses on
development and achieving of competitive advantage by adopting contemporary design within
organisation (Bücker, 2020). Furthermore, designing organisation is essential which assist in
achieving of strategic aims.
Impact of external business environment
Political factors- It is a external factor which comprises of factors such as labour law,
environmental law, etc. In relevance of chosen firm, organisational design is affected by political
factors as because in organisation labour work within company and it is not possible that every
labour find it is easy to work according to proposed organisational design. In relevance of selected
entity, they changes their design frequently which affects the work environment.

Economic factors- This is factor which includes elements like tariff and non-tariff, foreign
trade policies, inflation or deflation rate etc. In relevance of selected company, to adopt
organisational design, large number of resources are required & dependency on resource impacts
upon design because foreign trade policies are to be followed to by NOBL to carry out their design
structure properly (Burnes, 2020).
Social factors- In this element of PEST, it includes elements liked attitude, behaviour, etc.
It is essential to be aware about these factors so that decisions regarding design are carried out in
proper manner. In context of chosen firm, they are affected by social elements as because workforce
used resources which impacts upon behaviour & culture of organisation.
Technological factors- This is another which impacts upon entity's organisational design. It
is because it includes use of software hardware, tools, etc. So, chosen company design is too
affected by technology because to implement design & blueprint, tools as well as technology are
being used by firm to increase productivity.
Agile organisations-
Agile enterprises are those which respond to changes in frequent manner within
marketplace. They are have capability to deal with new changes in efficient manner. In reference of
selected firm, they are also being considered as agile company because they uses effective strategies
to deal with changes (Kodama, 2020).
OD Theories-
Change Theory – Kurt Lewin's
Kurt Lewin change model

According to this theory, it states that change is part of business and encounters several
stages unfreezing, freeing and refreezing. These stages are further discussed as follows-
Unfreeze- It is a first stage in which there is need of identifying need for change in
organisation so that it is easy to implement organisational design. In context of selected firm,
manager of company make assure that old designs are removed & new OD is being adopted like
team structure & boundary less. Also, NOBL make ensure to adopt changes which are safe to try
(Lee, 2020).
Freeze- In this aspect, it states that once need for change is identified it is important to
adopt it properly & accepted by every individual. In relation of NOBL, they have adopted team
structure in such a way that work is completed within period of time.
Refreeze- In this last stage, it reflects that change in organisational design which is
adopted, is being carried out for longer term. For example- in viewpoint of chosen entity they
divide every task into team to increase productivity.
TASK 2
P2 Briefly examine different techniques & approaches used for attracting, maintaining, developing
HR to create skilled workforce
In organisation, it is crucial to develop HR practices in such a way that skilled workforce is
being established on basis of which high work effectiveness is achieved. So, selected company uses
motivation & motivational theories with aim of creating skilled workforce and developing human
resource. In relevance of NOBL, they focus on motivation of employees, so that skills & knowledge
is being used appropriately.
Content theory
To manage, develop HR and skilled workforce, it is first crucial for entity to examine what
encourages people to work hard. According to content theory, it focuses on how employee can be
motivated to achieve higher productivity (Martin, 2017). So, to analyse reason for motivation
amongst individual Maslow Hierarchical theory is gives as follows-
Motivation theory- Maslow Hierarchical theory
According to this, it states that needs have deeper impact on motivation and skills of
employees. It is because an employee work with more effectiveness when their needs or demands
are fulfilled (Maslow, 2020. So, there are several needs which are to be fulfilled to develop skilled

workforce & HR which are described below-
Hierarchy of needs
Physiological needs- It is type of need which comprises of foods, shelter, etc. In context of
selected corporation, they provide these basic needs to their staff in proper manner.
Security & safety needs- It is another one which is focused by individual in organisation.
Every employee wants to make ensure that place where they are working is safe to work. NOBL
provides financial security, health & safety services, to their employees.
Social needs- In this, individual mainly focuses on needs like acceptance & belongingness,
etc. In organisation culture of chosen entity, manager of firm conducts induction programmes,
activities on basis of which social needs are easily achieved (Mira, 2020).
Esteem needs- In this, it includes respect, appreciation, which motivates employees to use
their skills in most efficient manner. In relevance of selected entity, appraisal and promotions are
provided at workplace by firm to every individual.
Self- actualisation needs- It is need in which it comprises of self growth & awareness.
Every individual focuses on their success as well as growth. It is necessary top focus on these needs
& NOBL is a growing firm and also their appraisal period is fast (Oishi, 2020).
Process theory

This theory states and focuses on why motivation is affected by behavioural or
psychological processes. It is necessary to make ensure that individual motivation affecting factors
are properly determined so that strategies are implemented accordingly. So, Adam and Equity
theory is explained below-
Adam Equity's theory-
It states that input as well as output of efforts & rewards have deep impact on individual
behaviour of motivation. Individual get motivated when they examine that rewards & benefits are
equal of their efforts within workplace.
Input- These are defined as effort what are being given individual to work or within
workplace. Input includes hours work by employees, work duties, employee's loyalty, flexibility
etc. (Rose, 2019).
Output- These refers to rerun of effort at workplace. It consist of salary, bonus,
recognition, appraisal, respect etc.
From above stated matter, is examined that it is crucial to analyse the motivation factors &
approaches in organisation, so that it is easy to develop as well as maintain skilled workforce & HR
in firm in effective way.
TASK 3
P3 Conduct research & use contemporary knowledge to unpin evidence for emerging HR
development
In business enterprise, it is essential to focus on d development of knowledge, skills so that
human resource development is being examined properly. The use of contemporary knowledge is
important as it help in accessing to wide range of strategies, information properly. In context of
NOBL, they uses contemporary knowledge in effective manner.
Developing knowledge through research
Individual knowledge can be developed through using of effective research skills it makes it
easy for a person to gain information about a particular field in specific manner. Also, research
skills assist in exploring about emerging HR developments appropriately. It is because research
skills help in accessing to content globally that are interconnected with global environment & are
needed to be considered.
The future for HR as a function and process
The future of HR is developing and evolve with advances technology & it also impacts

upon workforce, HR practices at larger level. Through using contemporary knowledge, function as
well as process of HR are easily managed by NOBL. Moreover, it is also examined that functions of
human resources changed from company to company and market. Thus, research skills are required
to be used with proper considerations. Organisations cannot survive without human resource
because they are responsible for managing a better work life balance within workplace. As
function and process of human resource, need for human resource too get developed because of
engagement by company's within cross cultural engagement.
Contemporary HR challenges
In field of human resource, there are various types of challenges which are faced by HR
which are described below-
Changing laws & legislation- It is major challenge which is faced by human resource
because due to frequent changes of rules regulations, laws has impact on human resource
development at wide scale. It is because HR has to be learn & need to update their knowledge
accordingly. In reference of chosen entity, company of HR has to learn new things as they deals in
international countries (Ahmad, 2017).
Management changes- In business sector, changes occur with flexibility of market. It is
crucial for firm to manage these changes effectively. It is also a challenge which is encountered by
HR because they have to conduct meetings as when change is adopted because productivity gets
affected. Noble company's human resource has to be active in every sort of situation to manage
changes in management.
Workforce training and development- It is another challenges which is being encountered
in which conducting & investing time in employee training & development is another challenges
which faced by human resource. It is because analysis has to be made, strategies are needed to be
implemented to increase efficiency level of low level skilled subordinates (Barron, 2017).
Therefore, from above stated paragraph, it is analysed that it is necessary to use research
skills as well as knowledge so that development is human resource is being done in appropriate way
. Also, it is crucial to gain wide range of information so that decision making and strategies are
carried out effectively.

PART B
TASK 4
P4 Analyse how organisational design respond & adapt change management and relationship that
exist between two using a specific organisational situations
Nobl is a consultancy firm that deals in providing services to its clients. Changes occur with
within workplace depending on situations. Due to changing environment it impact on enterprise at
larger scale. It is because strategies and workflow are to be changed accordingly. In relevance of
selected entity they adopt radical approach as it help them in producing of innovation and accessing
to competitive advantage easily. Radical approach is to be defined as process of developing and
introducing of something new within competitive world (Bücker, 2020).
The design of chosen organisation is flexible as they aims at providing services to clients
with new features & processes. They follow team and matrix structure as a organisational design
within firm to respond to change in effective manner.
Change management model
Transformational change
It is a change model which is adopted by firm to manage changes significantly in effective
manner (Burnes, 2020). It includes of several stages which are explained as follows-
Denial
In this first stage, person did not even think about accepting change. It is essential to reflect
the need for change. In relation of chosen entity, they conducts brainstorming sessions & group
discussion to examine the changes (Kodama, 2020).
Resistance
Once change is identified, there will be resistance from people and conflicts & issues are to
be occur. In context of selected company, employees within management took time to accept the
changes in work processes.
Exploration
It is a stage in which information is being gathered, details are accessed & change is
focused. In this main focus is on engaging with employees & others to achieve positive results. In
reference of chosen entity, they focuses on gaining information in effective manner to explore the
are where change is actually needed.

Commitment
It is last aspect in which it people start work mutually together. Commitment is made by
staff & employees that higher productivity will be achieved within a change environment.
Barriers to change
Resistance from employees- It is a major challenge which occur when change is adopted.
It is because employees deny to accept the new work environment. NOBL subordinates has to
implement new strategies according to client needs.
Habitual to Old techniques- It is another issue in which people are used to old techniques
& does not wants to adopt new mode of working.
Overcoming barriers to change
Engagement with workforce- To convince subordinates towards change, it is crucial to
make engagement with workforce so that objectives are achieved. The selected company engage
with workforce by carrying out activities, seminars etc.
Two different situations of firm (NOBL)
Conflict management situations
It is a type of situation in which change management model is adopted when issue or
problem occur due to any cause. During this conflict management situation, selected entity adapt
radical approach & changes strategies (Lee, 2020).
New services
It is a kind of situation in which new products or services are being introduced. In this,
entity respond to change is done by working mutually & engaging within workplace (Martin, 2017).

CONCLUSION
After a brief analysis of above matter, it has been concluded that concept of organisational
design is major reason for organisational success. It is because with effective designs within
management vision and mission are achieved. The role of HR in business is important as they help
in increasing of productivity and profitability. So, discussions have been made about organisational
design, Kurt Lewin Change theory, developing skilled workforce through applying motivational
theories (Maslow Hierarchy), contemporary knowledge & research used for HR development and
firm design respond change management. Therefore, it is evaluated that manager of company need
to be aware about importance of firm design & change to achieve success.

REFERENCES
Books & Journal:
Ahmad, 2017, October. Trust in management, communication and organisational commitment:
Factors influencing readiness for change management in organisation. In AIP Conference
Proceedings (Vol. 1891, No. 1, p. 020019). AIP Publishing LLC.
Barron, 2017. Exploring the performance of government affairs subsidiaries: A study of
organisation design and the social capital of European government affairs managers at Toyota
Motor Europe and Hyundai Motor Company in Brussels. Journal of World Business, 52(2),
pp.184-196.
Bücker, 2020. The development of HR support for alternative international assignments. From
liminal position to institutional support for short-term assignments, international business
travel and virtual assignments. Journal of Global Mobility: The Home of Expatriate
Management Research.
Burnes, 2020. The Origins of Lewin’s Three-Step Model of Change. The Journal of Applied
Behavioral Science, 56(1), pp.32-59.
Kodama, 2020. Professional development for transformational change: findings from the lilead
fellows program. Professional Development in Education, pp.1-18.
Lee, 2020. Future of Digital Tools in Change Management. In Accelerating Organisation Culture
Change. Emerald Publishing Limited.
Martin, 2017. 30 Change management theory that is fit for the times and fit for purpose: back to the
future with kurt lewin.
Maslow, 2020. A Theory of Human Motivation: Maslow's Hierarchy of Needs.

Mira, 2020. The Impact of Human Resource Practices on Employees' Performance through Job
Satisfaction at Saudi Ports Authority based on the Assumption of Maslow Theory.
International Journal of Psychosocial Rehabilitation, 24(2).
Oishi, 2020. Skilled or unskilled?: The reconfiguration of migration policies in Japan. Journal of
Ethnic and Migration Studies, pp.1-18.
Rose, 2019. Review of the book Curriculum organisation and design, edited by Jack Walton
(London: Ward Lock, 1971).