Organisational Culture In Practice Assignment Sample

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Introduction

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BMC is a company where clients operate and reinvent their industries with accessible, scalable, and modular outcomes to complicated IT difficulties. BMC endeavors with 86% of the Forbes Global 50 and consumers and spouses around the planet to establish their future. The COVID-19 epidemic has given rise to awareness of technology as a chore enabler, with numerous institutions utilizing it for uncertain and isolated work. Nonetheless, these circumstances also indicate other problems, such as productivity of the company, work-life equilibrium, worker attention, and well-being of the company, which must be contemplated when inaugurating modern technologies in the working department (Osorio et al., 2019).

Task 1

1.1 Benefits and Drawbacks of various types of organizational configuration

Top-Down Organisational Structure

Productive and beneficial management is crucial to operating a prosperous company or an organization. The top-down administration or management structure that is thriving in BMC transpires when purposes, accomplishments, and assignments are inferred by the BMC corporation's senior administrators, frequently unassisted by their committees. These purposes, programs, and undertakings are accordingly disseminated to the tread of the association. A top-down organizational management structure, furthermore recognized as authoritarian supervision, is the vastly widespread configuration of management. It is layered, with an Office of the Chief Executive Officer also abbreviated as CEO that charts the procedure for the whole corporation. Then their leadership takes off through a convoy of administrators, middle executives, and eventually to the ground of the totem fence (Scanlan and Still, 2019).

Pros of the top-down organizational structure

• Largely the workers in the corporation are aware of this administration process. 
• This structure might establish alignment between objectives, undertakings, and assignments. 
• It helps to establish apparent purposes and probabilities for the ease of the company. 
• It helps to free up moments for workers to concentrate on their chores.

Cons of the top-down organizational structure

• Workers may realize they are disconnected from the corporation's purpose and integrity. 
• Inadequate leadership outcomes in impoverished judgments and desperate workers. 
• Might not motivate as much imagination, creativeness, or an assortment of impressions.

Bottom-up Organisational Structure

Bottom-up administrational structure arises when objectives, undertakings, and assignments are largely inferred by employee acknowledgment. Workers are asked to contribute in an objective setting, occasionally barely through acknowledgment, and periodically in connection with determination making. Each group then disseminates these objectives, undertakings, and authorizations to senior management. The notion that two or more human powers are more reasonable than one is the central explanation for why some corporations do not authorize a top-down administration strategy. They can survive a bunch of mastery in the squad that would be expended in a top-down atmosphere. Or, the administration is not competent and informed sufficiently to direct decisively. In these trials, bottom-up administration is proposed and approved (AlQuraishi, 2019.).

Pros of Bottom-up Organisational Structure

• Workers of the organization will be further aligned with the corporation's culture, purpose, and significance. 
• The bottom-up organizational structure can steer to adequate concentration, accomplishment, and productivity of the company. 
• Workers of that particular organization can establish objectives that align with their vitalities and strengths. 
• Workers may gain a conception of day-to-day procedures and processes that administrators don't comprehend.

Cons of Bottom-up Organisational Structure

• Too much intake can decompress improvement, and growth and build utter confusion. 
• Workers of that particular organization may withstand uneasy sharing acknowledgment or notions with administrators and managers. 
• Because workers of the organization don't have admission to high-level understandings and insights, they may not be competent enough to observe and establish objectives that completely align with their company's purpose and long-phrase perception (Lopes et al., 2019).

1.2 The connection between the revenue generation, products, organizational strategy, and services & customers

The favourable revenue technique or strategy lines up marketing, deals, and consumer knowledge squads around an individual objective to propel profitability. Prosperous and strengthened development scarcely cannot prosper or thrive without a proper strategic roadmap, which is why the company positions so much articulation on the planning procedure. In fact, research analysis indicates that tightly bonded deals and marketing processes direct to a standard 36 per cent boost in consumer retention and a 38 per cent boost in crowded-of-sale taxes correlated to their looser counterbalances. Whether or not they are constantly profitable, a prosperous commodity roadmap contemplates how each consumer reacts or interacts with and operates the product, nonetheless of their setting or where they transpire to dwell. Any shortcomings will not line up with the corporation's objectives and technique, and belief and distinction will be endangered (AlQuraishi et al., 2018).

A revenue policy or strategy is a strategy concentrated on improving a corporation's earnings by maximizing brief and long tenure sales capacity. Remembering this affectionate technique is crucial, as it is virtually unthinkable to improve earnings without a documented prosecution or action proposal. Thriving earnings norms formulating a beneficial income technique that comprises a bunch of objectives that align with their marked audience to improve deals. Techniques, configurations, people, and procedures must be lined up to steer and accumulate dividends. Moreover, both exchanges and marketing administrators can utilize earnings techniques, incorporated with inbound techniques, to altogether assess the recent administration of a corporation's earnings and excavate substantial bottlenecks in the procedure.

Research indicates that organizational economic or financial accomplishment and project achievement percentages enhance considerably when undertakings are lined up with business techniques or strategies. When each program rapidly participates in the good entity of the corporation, the whole institution is enhanced, occurring in enhanced consumer understanding, experience and retention. Any prosperous corporation will concede that its preference is to boost and increase dividends through deals and sales procedures. Unfortunately, as reasonable as it squeaks, numerous business proprietors and marketers discover it impossible, overcomplicating the procedure and thus ceasing to function to attain their bottom-line objectives. 

1.3 Exterior trends and components influencing the BMC organization

The organizational process of BMC is the abrupt logical process after planning. To accomplish the objectives outlined in the proposal, someone should struggle and the right chore should be accomplished. The organizational purposes of BMC make people labor. This accuracy should pertain to administrators if the company allows participating in judgment making, occurring in a network committed to harmonizing work but the BMC company strictly follows a top-down organizational structure. In the administrative configuration of BMC, there are numerous factors involved. Human and non-human factors will succeed. The organizational configuration is fundamental (De Kock et al., 2021).

Administrators who are eligible to understand and disseminate what they have discovered within the institution can furthermore understand and successfully disseminate and communicate with the BMC association's exterior setting, thereby continuously auctioning impressions for the usefulness of both the institution and its setting. The authority connection furthermore deduces the organizational configuration. If the range is vast, there are additional statuses of authority, and the top administration must authorize the authority to every degree. Authority should have the right to formulate assessments and decisions without the authorization of an administrator. In an organizational configuration, the additional ranges and statuses of administration, the additional authorization, the additional decentralization, and the sharp improvement of struggle. 

One of the major characteristics that influence BMC's administrative structure is the external setting. The outward setting comprises everything outside an institution that may influence its accomplishment and outcomes. The availability and appetite for natural substances, human reserves, and economic reserves are components of the setting. Additional clue components encompass consumers and suppliers, adversaries, cultural characteristics, and the category of the regulatory receptacle or administration impact on the BMC institution. Companies are open networks, so they must obtain various intakes from their atmospheres and peddle several productions to their atmospheres. Accordingly, it is important to comprehend for BMC what the exterior atmosphere is and what characteristics may be significant (Nixon, 2019).

Technology influences BMC's organizational hierarchy and productivity by enhancing the efficiency of transmission and the progression of reserves. This is an important amazement characteristic. Two important technological contingencies that impact the category of BMC's organizational configuration are the diversity and analysability of endeavor training. Diversity exemplifies the number of exceptions to basic methods but may happen in squads or departments of work.

1.4 Current Organisation's Priorities and their impact 

The BMC company just updated that it will be a totally CEO centralized company, with most of the decisions will be guided by the CEO itself. It was one of their current strategic decisions which influenced the company very much. Management can erode the productivity and profitability of an entire company in a very short period. And it has been also found out that employees there are not at all happy with this kind of decision. They found the old policy of the company very healthy and prosperous as everybody in the company was allowed to put up their views and manage their decisions. It can furthermore extremely influence the proficiency to enroll enormous talent. Today's inexperienced generation cannot withstand this sector of leadership. When they disagree about authoritative managers, the corporation should attend to them (FitzGerald et al.,2019).

This strategic decision of BMC might affect it negatively. Every member of the company should have a valued position and furthermore have a standpoint of their own but BMC by incorporating a top-down organizational structure tried to shatter this spectrum. Team components of the BMC corporation may turn out as they do not have any viewpoint or let out in how aspects are or are performed, which is particularly complicated when competent and skilled units of the team understand their understanding and assistance are jeopardized. Because authoritarian leaders or top-down organizational structures tend to give rise to judgments without discussing the committee, people on the committee may not prefer their incapacity to furnish input. In the top-down organizational structure or authoritarian leaders incline to avoid the understanding and creativity that team components may give rise to the slab. Disappointment to discuss with other team partners in this circumstance can damage the across-the-board accomplishment of the team and the company too. 

One of the other strategic decisions taken by BMC is ascertaining cohesive tendencies across the institution enabling individual workers and the vaster bureau to discover emphases to accomplish across-the-board objectives. They have newly acquired a vast modern city center licensed with the food inferences in Manchester which is expanding to its furthermore thriving portfolio of accessions in London. This enables the creation of solidarity and affiliation across sectors and goes to additional achievable objectives. This is actually a very good strategic decision by the BMC as it is trying to improve its management and corporation (Lopez et al., 2019).

1.5 People's activities consequence on the organization 

If the administration can obtain a synopsis of all phases of the worker voyage or employee journey, churn ratios will reduce and worker concentration will boost. BMC should eradicate boundaries workers confront when striding from one touchpoint to another by formulating strategies and techniques. In short, confronted workers are commonly enthusiastic, and assertive and contribute additional undertaking and impressions. On the other verge of the expanse are discontented and disheartened workers who see worker enjoyment as being reimbursed for with as limited undertaking as feasible.

The evolution from improvement to retention in the BMC company is enormous because all the chunks are close. As workers reach their ultimate productivity rate, employers' intentions are elevated. The worker's self-contained image should perform at this phase of the event, indicating enough enthusiasm to earn the job accomplished with all the engines jogging. If the acknowledgement notifies the administration that workers are convinced, immersed, and glimpse themselves as legal team components, it can retain workers and expand their lifespan. Also, BMC started the top-down organisation structure where the employees were totally unhappy and workers were leaving the company. The percentage of workers living in the company was elevated which shows the organisational structure was not up to the mark and employees were not happy (Shepherd, 2019).

3.1 Relationship between the employee lifecycle and your work

1. Work from anywhere culture- During the Covid-19 pandemic years and even after the post-covid era in the future, the work culture has transformed a lot. Work from home, the hybrid model, and working in flexible shifts have become the way to go. Many companies have thus, found it difficult to bring them back together and make them work as a team as most of them were working from homes when the lockdown was first initiated. According to studies, in the future, about 40% of the employees in different companies are expected to work from their homes. The physical absence of employees in offices and the lack of physical in-person interface have made the team’s behavior much more heterogenous and to manage that, new methods are necessary to adopt. 
2. Work for All- According to Mohanty (2018), this part is interlinked with inclusion and diversity. In today's companies, the diversity among employees is much higher than before. Employees are different from each other in terms of ethnicity, age, gender, etc. as a result, there will always be a greater chance of disputes and mismatches in the ways of thinking and going about business.

Thus, these two themes will be disrupting the people practices in companies and as more and more specialist roles are also growing, the workplace is getting extremely diverse in almost every way. Thus, there must be a proper model to keep them together to get the best out of individuals and teams.

3.2 Assess how people practice connects with other areas of an organisation and supports wider people and organisational strategies

It is crucial to ensure the employees are trained and managed well both in the short run and the long run, they need to keep on improving on their skillset and be in a good place mentally when they are working for the company. A holistic people offering must be adopted by the company and all the different ranges of specialism must be looked into (Michael, 2019). Every employee of the company must be well aware of their roles and responsibilities in the company and they must also be aware of the targets of the company. The entire training and management of the employees must be well aligned by keeping in mind these two core aspects. No matter in what way the office is currently running i.e., work from home, a hybrid model, or onsite, all employees must be managed accordingly to make them capable of working in any type of model and bring out the best versions of themselves. 

As a result of all these people practices, the company will be able to make better decisions in the future, will develop better autonomy and control over the work of their employees, develop a better workplace and improve the work-life balance and working environment, improve employee satisfaction, personal and professional development of employees as they will grow and advance in their careers and develop better opportunities for themselves and lastly, make more profits (Kawiana, et al., 2018).

3.3 Discuss key themes that currently shape the work of an area of people practice

For any company, the employees need to have a proper understanding of their colleagues, their area of skill or work, and the goals of the company. This set of knowledge among employees will help the company to achieve its goals and be better prepared if changes are made. In an employee's life cycle, an employee needs to go through the different stages of learning and developing their skills. Companies must be familiar with the term 'People Practices' which refers to all the different processes and methods that are used in an employee life-cycle for both basic fundamental and special training and development of the employees. All these practices must be well aligned with the goals, structure, and ideology of the company (Anbumozhi, et al., 2020). Key areas of focus in people practices include performance management (both team and individual), laws and regulation knowledge and development, workforce planning, employee wellbeing, work schedule and structure, diagnosis of capability requirements, and inclusion and diversity.

3.4 Processes for consulting and engaging with internal customers to understand their needs

Keeping in mind that BMC has seen a lot of growth over the past few years and the organization has a very strict centralized policy and most of the major decisions are headed by the main office. Other managers are not in full support of this system and prefer the old ways. But, with the growing tension between the members of the organization, the traditional top-down structure of the company needs some sort of up-gradation for their benefit. Keeping in mind the current situation in the company, it is necessary to finally address the issues and involve everybody to reach common terms with all. A proper agreement is necessary for clearing out the air for all the managers and addressing the dissatisfaction of the employees. A proper solution must be identified and the rigidity of the existing system must be ignored, if necessary, to ensure the company does not face any further problems. The deserving employees should be better treated and their salaries could be revised if the budget permits. According to Cloutier (2020), if a company is already showing substantial growth and they are not rewarding their employees for their efforts, it will bring dissatisfaction among them and demotivate them to work hard. Each team, whether they are working online or coming to the office must be monitored closely and coordination must be improved. It is high time that the BMC comes up with proper collaborative efforts to strengthen the team if they want to improve their game and go further in their business. The goals and targets of the business would have to focus on the issues and develop a plan relevant project to ensure the training and management of all parties concerned are done properly. Ultimately, a risk management program must be prepared and it must be ensured that the current success of the company is maintained and the people responsible for this success are rewarded (Shan and Tang, 2020). With the change in the market and business dynamics, it is high time that BMC also adapts and changes its rigid behavior. 

Task 2

Introduction

One of the main notions behind conducting this presentation to develop the executives’ hypothetical comprehension of place of work culture in order that they are superiorly posted to discover in what manner it may be developed. Conducting this presentation will help the managers of BMC to create better strategic plan for future that will finally help in developing a proper place of work in addition a superior organizational culture. 

1.6 Evaluation of the scale of technology within organizations and how it impacts work

The model of work has long back understood the transformative impacts of technology. In this contemporary age technologies like AI and machine learning has used reliably developing stress on both place of work and work too. Considering the case of BMC it has been seen that the company is facing major problem in its strategic management and thus it need to implement the technology to develop it for future. In doing so proper evaluation of the scale of technology within BMC is very much important which will help in identifying the impact of technology on work too. Usually the scale of technology used within organization is evaluated by using:

• Defining the actual demand of the company as well as the end objective
• Determining if the objective might be attained devoid of planning
• Conducting an easy ROI evaluation
• Comparing a minimum of three suppliers

The impact of the scale of technology within the work is listed below:

• Helps in meeting the final demand which ultimately fulfill the business goals
• Helps in showing proper planning to attain the work objectives
• Helps in identifying what sort of return on investment will be gained based on the use of technology (Thalmann, 2019).

2.1 Interpretation of theories which examine organizational and human behavior

For getting the organizational goals to be achieved on time it will be important for the companies like BMC to consider both the organizational and human behavioural aspects. The two theories which help in examining the organizational and human behavior are described in detail below:

2.2 Evaluation of the drivers for change and basic models for how these changes are experienced

As per the latest situation of pandemic the drivers of change in companies are listed below:

Financial drivers of change- The advancement of the worldwide business framework and its effects on the worldwide financial system is unsure. Transformations coming from financial and exchange vulnerability might influence the interest for, and importance of, International Standards.

Communal drivers of change: Considering the modifying needs as well as the conduct of the clients it cannot be surely assumed that the needs of the client will be similar all the time. As a result companies always need to make new products so that they can deal with these external drivers also. 

Environmental drivers of change: In the current situation the world is facing foremost risk due to Coronavirus as a result most of the companies including BMC also is not successful to properly face those threats (ISO, 2022).

The two theories that will be used to describe how people react to changes are described below.

2.3 How to build diversity and inclusion into your work in order to build a positive culture

1. Initiate from the beginning by generating as well as motivating an urge of obligation in the place of work. 
2. Second is to provide focal point on the comprehensive hiring tactics that will nurture the employees as well as capitalize in the society inclusively. 
3. Third are companies needed to offer protective place of work to its workers. Comprehensive spaces can be made basically by investing energy with each other. Contemplate facilitating group eating and other casual occasions where representatives can insouciantly interface with one another.
4. Connecting with the employees also helps in building diversity and inclusion into your work in order to build a positive culture.
5. Last but not the least by providing the employees various methods to offer criticism to one another also helps in building diversity and inclusion into your work in order to build a positive culture. This helps in identifying the both strengths and weakness of the employees which ultimately leads to superior organizational culture (Pless, 2004). 

2.4 how people practices impact on organizational culture and behavior

Below mentioned points will discuss how proper people practices impact on organizational culture and behavior

1. The easiest way people practice can impact organization culture is by adopting a functioning strategy. HR pioneers ought to work with the chief group and partners across the business to assess their present organization culture, evaluate the weak points or open doors, and make a well-defined course of action to adjust the association's way of life to its qualities and objectives.
2. HRM exercises, for example, preparing, position plan, pay and impetuses straightforwardly influence the functional conduct boundaries, viz., worker maintenance, representative usefulness, item quality, the pace of conveyance in addition to working expense.
3. HR arrangements, similar to business-moral strategies and approaches with respect to anti-discrimination, anti-harassment, and anti-bullying, might establish the vibe for what the association depends on.
4. A good and beneficial people practice always helps in showing the correct path to the employees from which they can able to identity their strengths that will directly leads to a superior organizational culture as well as behavior.
5. People practice experts are accountable for getting the organization's culture to the front by helping chiefs to remember the effect their decisions have on worker resolve and commitment, in addition to how significant it is for the organization to act as per its qualities.
6. Last but not the least people practice always helps in showing the employees they should practice what they speak. This helps in making a free flow of communication within the company that ultimately helps in developing the organizational culture (Shahzad, 2012).

2.5 The importance of well-being at work and the different factors which impact well-being

The importance of well-being at place of work usually helps in:

1. Improving the workers’ health endeavors by providing them healthy place to work
2. Reducing the raised health threats by providing proper cleanliness and sanitization 
3. Improving employee efficiency by providing proper guidance of healthy stay of living
4. Might also help in decreasing the rate of attrition and absenteeism
5. Might also help in improving the worker hiring process 
6. Also develops as well as assist in sustaining maximum workers standards by offering proper health manual to them

The different factors which impact the well-being of employee are listed below:

1. Providing proper well-being to the employees helps in improving the health of the employees and the factors which plays the important role here is self-sufficiency.
2. The second factor which impact the wellbeing of the employee is the stress administration system 
3. Physical wellbeing and protections is yet another important factor which effect the wellbeing of the employees at the place of work
4. Last but not the least creating a proper workspace design also plays a major factor in impacting the wellbeing by increasing the urge to work

Conclusion 

So, it can be understood from the above study that creating a proper place of work culture is not an easy task. It takes into account various kind s of consideration which the leaders need to accept creating it. In the study different models and theories has also been discussed efficient which helped in making understanding the overall purpose of the workplace and how people practice is impacting those.