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5CO01 Assignment Answer 1: The relationship between organizational work environment, structure, and policies used to motivate business activities 

1.1 Assessing the Benefits and Drawbacks of Various Organizational Structures, Including Their Underlying Reasons

There are specific organizational systems each with its benefits and downsides. The 4 most commonplace varieties of shape are functional, divisional, matrix, and flat.

1. Functional Structure: Here, departments are assigned to carry out unique components of the enterprise. In the useful structure, blessings encompass specialization and performance. However, communication between departments as well as a lack of coordination will be hard.
2. Divisional structure: The number one difference between this shape and useful is that rather than being divided into departments, they are divided into divisions which then relate to certain merchandise or markets. The major advantage of this kind of structure would include more specialization or even higher coordination using the department. However, there can be problems in coordination and duplication of attempts.
3. Matrix structure: This is a mixture of practical and divisional structures. The matrix has a grid of departments and divisions, as a consequence every division can be responsible for components of the enterprise. Such a shape creates better coordination among departments and divisions. The awful side, but, is that it tends to create conversation troubles and confusion about who owes to whom.
4. Flat structure: This is a shape and does not use a hierarchy and a very flat management structure. Such a shape has the added advantage of communication and coordination between personnel being a lot better than maximum systems. On the other hand, this sort of structure can grow to be completely directionless and doubtful approximately who’s liable for what.

1.2 Analyse connections between organizational strategy, products, services, and customers.

These are all connected: organizational structures, products, services, and customers. An organization’s strategy determines the path; It stands out in the products and services it provides to its customers. In other words, how an organization designs, develops, and delivers those products and services may depend on customer needs and expectations and customer behaviour may be responsive to the products and services available to them.

Organizations need to understand these to develop strategies to respond to business changes and meet customer needs.

1.3 Consider external influences and trends that impact organisations to infer the current organisational interest

Organisations have issues that affect them from within and issues that impact them from external influences, which are not limited to the ones listed below.

1. Economic factors: Economic turbulence of either deflation or inflation imposed on the organizations and provoke them to maintain all cost and streamline their operations for the purposes of profit.
2. Technological change: The rapid rate of technological change requires investment in new equipment, upskilling of workers and digital transformation to increase productivity.
3. Social and cultural trends: The trend towards diversity, equality, and inclusion demands increased focus on the wellbeing of employees and changes in workplace culture
4. Legal legal environment: Changes in regulation require compliance and risk management, investment in training to orient employees.
5. Globalization: More and more intensity of competition worldwide pushes the organizations towards higher internationalisation and change of strategies by business as it suits various markets.
6. Environmental Sustainability: Organizations now add sustenance of the environment to their agenda with corporate social responsibility (CSR)
7. Changing consumer behaviour: Changes in consumers’ preferences trigger organizations to deliver customer experiences, personalisation, and innovation in product and service design.
8. Competition: New competitors challenge the organizations to make differentiation as well as continuous improvements to maintain the market position.
9. Health and safety information: Prioritize employee safety measures and problem-solving strategies due to ongoing health concerns.
10. Political issues: Political stability and government policies influence organizations to manage risks and adapt strategies accordingly.

Companies need to be aware of these factors so that they can understand the current priorities in the organization.

1.4 Assess the scale of technology within organizations and how it impacts work.

1. Integration of technology

Some of the latest innovation technologies include artificial intelligence, automation, cloud computing, and data analytics, and such integration has been seen to feature more in businesses in recent times. Impact “Improved Productivity, Faster Procedures, and Better Decision.” End.

2. Discussion and communication

Technological support regarding the using messaging apps, project management software and video conferencing tools have also made communication and collaboration real-time. Collaboration leads to increased productivity; enhanced teamwork and the ability to function fluidly across geographically dispersed borders.

3. Remote work enablement

The rise of remote collaboration technologies has changed traditional enterprise dynamics, and more organizations are adopting hybrid collaboration models. This transformation increases employee satisfaction and retention and enables organizations to tap into global talent pools.

4. Skill development and training

Businesses are investing in e-learning platforms and virtual simulations as examples of technology-driven training initiatives. Opportunities for continuous learning support workers’ ability to learn new skills, adjust to rapidly changing technologies, and succeed in their positions.

5CO01 Assignment Answer 2: Examine theoretical perspectives on employee behaviour in the workplace and comprehend the idea of organisational culture

External dynamics are the factors that affect organizational business functions, as well as the issues and priorities that businesses have developed over time.

2.1 Explain theories and models that examine organizational and human behaviour

Maslow’s Hierarchy of Needs

• Suggested by: American psychologist Abraham Maslow in 1943.
• Theory Theory: Describes five hierarchical motivational needs:
• Physical Needs: Basic needs such as food and water.
• Safety Requirement: Safety and protection from danger.
• The need for love/being: Social relationships and relationships.
• Respect requires self-awareness and self-respect.
• Self-realization: Personal power and self-realization.
• Development: Individuals must satisfy lower-level needs before moving on to higher-level needs.
• Unmet basic requirements: People who experience unmet physiological necessities (like insufficient pay) may resort to undesirable behaviours (like stealing).
• Unmet safety needs: If a person’s needs for safety are not met (for example, they don’t feel safe at work), they may engage in avoidance behaviours (such as calling in sick or leaving early).
• Advantages: The idea aids in the explanation of human behaviour and motivation and helps employers comprehend the demands and duties of their workforce.

2.2 Assess how people’s practices impact organisational culture and behaviour.

Organizational culture is shaped in large part by conduct. Organizational culture is the collective behaviour of a group shaped by norms, traditions, and norms. Harmful attitudes among employees can result in absenteeism and waste due to misconduct, such as bullying by supervisors. On the other hand, excellent practices foster a positive atmosphere, boost output, and foster loyalty. The tone that managers set for communications is also important. A hostile work environment is created by impolite behaviour, but cooperation and trust are fostered by kind and understanding employees. Furthermore, an organization’s norms and values are influenced by the behaviours it supports; for example, a culture of honesty is established when dishonesty is encouraged, while a culture of dishonesty is cut corners. In general, the creation of an effective and positive organizational culture depends on the establishment of best practices.

2.3 Explain different approaches to managing change

There exist several methodologies that organizations employ to effectively manage change.

The first is what is sometimes called the “top-down” strategy, in which an organization’s top management initiates and oversees change. This is typically a more structured method in which modifications are mapped out and subsequently carried out using corporate directives.

The second strategy is known as the “bottom-up” strategy, in which employees typically take the initiative to execute change after recognizing its necessity or root cause. This method is when change is started and managed from the bottom up inside a company. This can be a less planned, more casual approach, but it will be harder to handle in the long run.

Last but not least, there is the “outside-in” strategy, in which external parties—typically clients, vendors, or other stakeholders—initiate change within the company. Although it can seem more difficult to manage, the aforementioned methods can prove to be effective in managing change.

2.4 Discuss models for how change is experienced.

One popular way to understand how people go through change is William Bridges’ three-stage model. This model has three stages: ending, starting, and continuing. In the ending stage, people let go of old habits and start to see themselves in a new way. Next, in the starting stage, they begin to make new changes and notice the good things that come with them. Finally, in the continuing stage, people fully adopt the changes, and these changes become part of their everyday lives and work. However, not everyone goes through all three stages the same way. Some might only experience the first stage, while others might jump right to the last one. Some people might even resist change completely. It’s crucial to keep in mind that change is a process and that everyone reacts to it differently.

5CO01 Assignment Answer 3: Recognize how HR procedures support the achievement of corporate objectives

3.1 Discuss the links between the employee lifecycle and different people’s practice roles

Employee life cycle describes the different stages that employees go through in their life in the organization; From recruitment, through a series of jobs and eventually retirement. Different stakeholders support different employee life cycles. For example, HR partners can participate in succession planning, which complements the employee biographical database. Learning and development professionals can participate in the placement of new employees, which supports the induction phase of the employee lifecycle.

3.2 Analyse how human resource practices integrate with different departments of an organization and contribute to broader workforce and organizational strategies.

People’s practice plays an important role in supporting broader organizational structure in many different ways. First, people drills help ensure that employees clearly understand what the organization wants to achieve in terms of their goals and objectives so that they can align their own goals accordingly, therefore gaining purpose and motivation think about It gets that employees excel and contribute to the program accordingly. Creating an employee-friendly workplace culture will drive employee engagement and retention. Ultimately, good employee relations management reduces technical conflict and maximizes productivity to achieve organizational goals.

3.3 Discuss methods for communicating and collaborating with internal clients to identify and comprehend their requirements.

• There are tools for consulting with internal customers and communicating all their needs.
• One way to do this is through regular inspections or meetings where an indication of what is working and what is not can be given.
• Another way is to conduct regular surveys or polls to get their opinions and views on different aspects of the organization.
• Another good practice is to set up an idea box or even an online forum to get suggestions from employees on how the organization can be improved.
• Taking these steps ensures businesses don’t miss a beat and are in constant communication with their internal customers and adjusting accordingly.