5CO01 Organisational performance and culture in practice
Students pursuing 5CO01 are expected to provide a presentation pack for assignment two, where they will provide an assessment for every learning criteria. The students are also expected to refer to the cast study from BMC to provide a good understanding of the learning concepts. The following are the unit questions;
AC 2.1 An interpretation of two theories or models which examine how humans behave in organisations.
The students will explain human behaviour theories such as;-
- Belbin theory (explains the Belbin team roles that include Resource investigator, implementer, co-ordinator, plant, team worker, specialist, shaper, monitor evaluator and completer finisher.
- Tuckman model of group development (identifies five stages of group development, including group formation, norming, storming, performing and adjournment).
Students may add motivation theories such as;-
- Maslow’s hierarchy of needs (explains five levels of human motivation: Physiological needs, safety needs, love and belonging, esteem needs and self-actualisation needs)
- Hertzberg motivation theory (two-factor theory explaining the motivator factors and hygiene factors)
Organisation behaviour theories include;-
- Leadership theories
- System theory
- Other collegial models
To answer the question, students should explain how the theories mentioned above influence employees as individuals, how they affect people working in groups or teams, and how they affect the overall organisation.
A.C 2.2 An evaluation of the main drivers of change in organisations, and with reference to two established theories or models, how people might experience change.
Students will identify internal and external drivers of change.
Examples of internal change drivers include organisational change of products, financial crisis, complaints from organisational stakeholders such as customers and workplace accidents.
Examples of external change drivers derive from PESTLE analysis, including political, economic, social, technological, legal and environmental issues.
Students are also expected to identify and explain two of the following change models;
- Kotter’s 8-step change model
- Kubler-Ross change curve
- Lewin’s 3-stage model of change
- Adams and Spencer 7 step model
A.C 1.6 A general evaluation of the scale of technology within organisations and the impact this is having on workers and working practices.
Technology impacts work systems in developing new products and services as well as on improving worker efficiency and well-being. Students should refer to CIPD article on technology and the future of work https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheet.
Students will explain how technology impacts work, work practices and people in organisations, and explain how technology has evolved to enhance innovation and creativity at work.
A.C 2.5 An assessment of the importance of wellbeing at work and identification of the different factors that can impact wellbeing.
Students should refer to https://www.cipd.co.uk/knowledge/culture/well-being/factsheet for insight on the issue of well-being at work.
Students should explain the factors that affect employee well-being. Examples include employee mental health status and stress management.
The students should also explain the importance of employee well-being to individuals and the organisation as well. Issues to consider in this case include;-
- Reduced absenteeism at work
- Increased employee retention rates and reduced turnover
- Development of healthier workplaces that focus on employee inclusivity and growth.
- Increased employee engagement, motivation and morale.
A.C 2.3 An explanation of the steps that can be taken to increase inclusion and diversity at work in order to build a positive culture.
Students should refer to https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet to explain the benefits of diversity and inclusion at work and the impact on organisation success.
To increase inclusion and diversity at work, people practice professionals should strive to ensure that employees feel accepted, respected and appreciated despite their backgrounds.
A.C 2.4 An assessment, with examples, of how people practices can affect organisational culture and behaviour.
Students should understand that people practices have both positive and negative impacts, subsequently affecting organisational cultures and behaviours. When considering these aspects, the people professionals need to evaluate impacts related to;-
- Motivation levels
- Beliefs and values at work
- Openness and trust
- Employees’ perceptions
Students should focus on analysing models such as;-
- Handy’s 4 Cultural types
- Stewardship concept.