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3LD01 Assignment Answers 1: Understanding Organisational Design and Development

1.1 Explain various kinds of organisational structures and discuss how the different structures can have a big impact on performance.

Organisational structure refers to how a company organises its teams and processes. There are numerous common types of organisational structures, each with its own unique advantages and disadvantages.

Hierarchical Structure: The shape of this structure resembles a pyramid. There are therefore several tiers that include the authority levels. Its decisions are made bottom-up.

Impact: Well-defined roles but slow decision-making.

Flat Structure: Fewer levels separate managers from employees, thus fast communication.

Effect: Empowerment in the employees can be disorderly if the roles are not well articulated.

Matrix Structure: A mix of functional departments, for instance, HR and finance, with the project teams.

Effect: Enables people to work in collaboration, although it usually causes reporting issues.

Structure Rightly Helps Accomplish Company Objectives, Ensuring everyone understands their role. Wrong structure slows down things and even creates disorder for employees.

1.2 Significance of the alignment of organisational design with business strategy

Business strategy refers to the plan of a company to fulfil its goals, and the organisation should be framed according to the strategy to work effortlessly. For example, if a business wants to be innovative, it must follow a flat or flexible structure because it will provoke creativity in employees.

In the absence of an alignment between design and strategy, employees may face challenges when trying to fulfil their job roles. An incongruence can also cause departments not to communicate with one another, lowering the whole organisation’s effectiveness. Congruence between the two ensures that the business acts like a machine concerning achieving its set targets.

1.3 Describe how change impacts organisational design.

Change can have a huge impact on the structure of a business. For example:

Mergers or Acquisitions: When two companies merge, there must be a structural change so that their systems begin to work together.

Digital Transformation: The direction towards automation may demand fewer numbers in some positions, thus creating new ones in the organisation.

Changes in the market: A business shifting to a different market will have a potential demand for additional departments or teams.

Change is not easy to accomplish, and without adequate planning, modifications would result in confusion, fear, and even resistance by employees. But with proper communication and clear leadership, change could drive growth and offer new opportunities for every stakeholder involved.

3LD01 Assignment Answers 2: Understanding development techniques and HR’s role

2.1 Explain the role of HR in organisational design and development.

HR people act as company architects because they assist in framing the structure of a company. Experts place people in specific roles to realise the intentions of the organisation. HR is engaged in;

Identifying gaps in skills: Identify where the business lacks talent and introduce the right people.

Building teams: The departments and employees have a positive working relationship.

Training and development facilitation: Employees are given the skills to win.

HR’s participation ensures that the company’s structure and culture are developed in tandem with its strategy, so it is configured for long-term success.

2.2 Describe the different tools of development and their application.

Development tools are simply any technique or programme that helps in the development of the business and also the people within it. Here are a few:

Workshops and training programmes help equip employees with new skills.

Performance Appraisals: It lets employees know how they are doing well and where to improve.

Coaching and Mentoring: Very experienced professionals guide employees to grow in their roles.

All these tools ensure that the employees continue to improve and stay motivated, which helps the company thrive. Constant development also reduces turnover as employees feel valued and invested.

3LD01 Assignment Answers 3: Managing Change Through Organisational Development

3.1 Explain how organisational development helps manage change effectively.

Organisational development is focused on the techniques of providing smoother change to businesses. It is, in simple words, the points of improvement in organisations and developing an appropriate strategy to solve them. Effective OD ensures;

Employees prepare by holding training programs and communicating the message.

Making smooth working processes so that there is no disruption of any system.

Teamwork in an effective way so that confusion does not occur at the time of transition.

For example, in case an organisation adopts new software, OD makes sure that the employees get trained properly so that they can use the new tools to execute their workflow efficiently.

3.2 Outline the disadvantages of organisational change.

Change can be difficult for various reasons:

Resistance from employees: Employees may feel nervous about new roles or processes.

Communication Breakdown: Ineffective communication leads to confusion and frustration.

Workflow disruption: When change is not planned well, productivity may decline.

However, such challenges have to be overcome with open communication between companies and involving employees in the change process, along with providing support in the form of coaching and training. It will give confidence to the employees to embrace the change rather than resist it.