Evaluating Workplace Culture, People Practices and Change Management

This report explores the meaning of workplace culture, its interrelation with various organizational aspects, and the importance of fostering an effective culture. It provides examples of good and bad people practices, their impact, and ways to improve them. The report also discusses different methods for developing and learning within organizations, emphasizing how these methods help in assessing and developing skills and capabilities. Furthermore, it addresses the significance of change in business organizations, the roles of people practice professionals in managing change, and the impact of change on individuals within organizations. The document concludes by examining different responses to change and referencing relevant academic sources. Find more solved assignments and past papers on Desklib.

TASK 2
2.1Meaning of workplace culture
A workplace culture basically involves the attitudes, shared values, set of
assumptions, belief systems that are shared by the people in workplace.
With the help of positive workplace culture it helps to improve teamwork,
enhances the retention of the workforce, improving team work and
increasing efficiency and productivity. In context to tesco, the
organisation treats people and no one tries harder for the consumers.
2.1 Importance to foster an effective and appropriate workplace culture
In context to organisation, it is very important to have a
healthy workplace culture which basically helps in supporting employee
retention, encouraging collaboration, increasing productivity and
efficiency and boosting morale of employees. With the help of positive
workplace culture it helps in attracting talent, affecting the performance,
drives engagement and impacting satisfaction and happiness. The
organisation's personality is basically impacted by various factors such as
workplace practices, leadership, management, people, policies and the
most important is culture.
2.2 Interrelation among the different aspects and areas of the organisations
In context to organisations, the interconnection among the workplace is basically the process of linking
technological resources, manpower and other capitals. The interrelation could be done in following ways that
involves:
Interconnected technology systems: An interconnected system basically relates to the technological functions
which is shared among various departments. The interconnection helps in smoother coordination and enables the
staff members to set up minute changes.
Supply Chain management: In context to organisations, the supply chain management is main example of the
interconnection in the workplace and also helps in customer Lifecycle. In context to Tesco, the control of the
distribution and production of various tasks is highly interconnected.
Accountability and Outreach: In context to organisations, there has been an interconnected system between the
transparency and accountability. Interconnection also pertains when it comes to organizations and customers.
2.2 Example of good people practice and bad people practice and impact on various parts of the organisation.
In context to organisations, good workplace practices can be categorised as best sourcing, flexible work arrangements, fair employment practices and managing diversity. In context to Tesco, there are various good
people practices that involves:
Pay and Benefits: In context to organisation it is very important to invest in the market data and also it is very important for the managers and people to create a simple pay model and providing various benefits and rewards to
the people.
Guidelines for employees: It involves a set of guidelines that is very important for the entire organisation and which need to focus on founding values reflecting in the culture.
Health and Safety: The main requirement of the employees is to ensure workplace which is free of hazards that involves first aid kit, accident book and workstations.
In context to Tesco, there are various bad practices that influence and impact on the various parts of the company. The bad HR practices involves a complaint process, vacation payout policies and policies related for the
violence in the employees. In context to Tesco, there are various bad people practices which are present in the organisation that involves violation of rules and regulations by employees, breaking the code of conduct and
violating any kind of policies related to the employees. In context to tesco, the organisation can improve its good people practice through developing better and new ways of doing things and in context to bad people practice,
the organisation can improve the poor practice through stimulating new legislation.

2.3Different ways of developing and learning in organisations and how it helps in accommodating
in assessing and developing skills and capabilities
In context to organisations, an empowered development and learning team helps in improving
retention. The employee retention is considered to be a key HR objective and also provides various
benefits. In context to Tesco, the training provided to employees helps in making employees more
productive. In context to organisations, various ways and methods are used for the purpose to
facilitate learning and development in the organisations which also helps in accommodating in
assessing and also developing capabilities and skills. The process of learning and development
plays a very important role and provides employees with more opportunities to learn. In context to
organisations, it is very difficult to understand the actual costs of employee turnover. With the help
of training it helps in improving the bottom line as the employee are considered to be the greatest
asset for the company. The learning and training helps in improving satisfaction and customer
service.
3.1 Importance of change in business organisation
In context to Tesco, the change plays a very important role in the business environment as
it allows the employees to exercise their creativity, learning new skills and exploring new
opportunities which further helps in benefiting the organization with the help of increased
commitment and new ideas. In context to organisations, a carefully planned change helps in
contributing towards reduction in the sales. The pro activeness of the company involves dealing with
the change that helps in determining or not a organisation is able to adopt a system or process. In
context to organisations, the change management helps in bringing speedy transformation. In context
to organizations, it is necessary for the organisations to grow and succeed. The change management
drives the usage of change and successful adoption within the company. It also helps in better
understanding and working in a effective way.
3.2 Nature and Importance of different roles played by people practice professionals in relation to the change agendas
In context to organisations, people professional helps in supporting the goals and vision of the company with the help of great people interventions. In context to organisations, as it is made up of people, the
main role is to empower the people of the organization to thrive both in collective and individual manner. There are various roles which are played in the organization that involves roles such as:
Gatekeeper: The gatekeepers are the individuals or policies that are acting as a go between and also involves controlling access from one point to another.
Champion: In context to organisations, it involves a employee champion or workplace champion which includes a individual who is dedicated in the process to improve a certain area within the
organisation.
Facilitator: In context to organisation, a facilitator helps the group of individuals in a business to reach at a decision or outcome which each and every person will be committed and taken full responsibility.
Record-keeper: The record keeper in a organisation is someone who is fully responsible for the maintenance of recorder, functionary official and recorder.
Critical Friend: A critical friend is an individual who is supportive and encouraging and also helps in providing most candid and honest feedback which is difficult to hear and quite uncomfortable.

3.3 How change can impact people in organisations and different ways people respond to change
In context to organisations, the failure to introduce effective change can result in major influence on the organisation
and involves various factors such as loss of stakeholder, loss of market position, loss of key employees and removal of senior
management. In context to Tesco, the organisation can be highly influenced by several changes and different people have
different ways to respond to such changes. In context to individuals in the organisation, there are different ways through
which people respond to the change in the organisations. There are three ways through which people react to change which
involves accepting emotions, re framing the situation to see the positive, acknowledging that change is part of life, being
reactive and non active.
REFERENCES
Books and Journals
Holbeche, L., 2018. The agile organization: How to build an engaged, innovative and resilient business. Kogan Page
Publishers.
Chang, H.H., Wong, K.H. and Chiu, W.S., 2019. The effects of business systems leveraging on supply chain performance:
Process innovation and uncertainty as moderators. Information & Management, 56(6), p.103140.
Reeves, M., Lotan, H., Legrand, J. and Jacobides, M.G., 2019. How business ecosystems rise (and often fall). MIT Sloan
Management Review, 60(4), pp.1-6.
Jabłoński, A. and Jabłoński, M., 2020. Social Business Models in the Digital Economy. Palgrave Macmillan.
Arnold, D.G., Beauchamp, T.L. and Bowie, N.E., 2019. Ethical theory and business. Cambridge University Press.