Performance And Culture In Practice Assignment Sample

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Introduction

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In every organization, it is important for the leaders and the managers to understand the workplace strength to enhance business value, employee engagement, and productivity. The workplace strategy aligns with the organizational processes and workplace culture in order to achieve the business objectives. The connections between organizational products and services, strategies, customer, and revenue generation practices have also been discussed here. BMC’s structure has been discussed after analyzing the market trends and external factors that influence the business operation of the organization. The impact of people practices on organizational structure and system has also been discussed in this study. 

1. Disadvantages and advantages of organisational structure

The system helps the organization to develop an outline through which it can conduct the business activities determined by organizational structure. Through this organizational structure, the company also provide its employees with respective roles and responsibilities in order to achieve the organizational goals (Graban et al. 2018). It also determines the flow of information between different levels of the organization through effective collaboration tools such as Google meet, Microsoft Team, and Skype. 

The structure that BMC follow is the hierarchical structure to maintain a proper collaboration channel between different organizational levels. Based on the case study, it can be stated that this will allow the managers or leaders to make formal decision-making processes to enhance the business's profitability and productivity (Turner, 2019). The hierarchical structure has various advantages that can provide the business of the organization with benefits like a clear understanding of each employee’s responsibilities and roles. The development of a culture of loyalty towards the departments, organization, and teams is also maintained by following the guidelines of this structure. At various levels of management accountability for decisions or actions can be seen and this helps the organization determine clear career paths (Griffin, 2021). The disadvantages of this hierarchical structure are there are various complicated command chains which slow down the process of decision-making. Less flexibility is also seen during adapting to the current market trends and demand and workplace culture. A strain on the manager-employee relationship can be observed because of less autonomy. 

Another organizational structure that can also enhance the business value and develop an effective workplace culture is the matrix structure, which is often determined as the hybrid combination of project-based and functional organizational structures. As opined by Tran et al. 2018, this structure benefits the companies in handling complex problems, programs, and projects which require input from wide skill sets that spread across the business. The advantages of this matrix structure are improvement in the collaboration and communication channels within the organization and sharing of business resources without conflicts (Liu et al. 2019). This structure also helps to foster employee development that enhances job satisfaction. The disadvantages of this matrix structure are it creates a heavy workload on the employees reducing the employees' interest and engagement. Matrix structure often represents additional expense means it pays the talents that are not used consistently. 

2. Interrelationship between organizational services, products, strategies and revenue generation 

In every organization BMC, the organizational strategies are developed in order to create a clear vision, values, goals, and mission. A horizontal integration strategy helps the managers or the leaders of the companies to enhance their market shares, and strengthen the customer base through acquisition and mergers (Ma et al. 2018). The pricing strategy of the products and services of the companies leads to an increase the revenue if the working professionals and marketers of the organization work hard to meet all market demands and customer needs. The development of corporate strategy can help the organization determine its weaknesses and strengths in the competitive market and the business environment in which it is operating. Strength, weakness, market threats, and opportunities can be identified by using the SWOT model. 

The influence of external factors that interrelates organizational strategies, products, and services and revenue generation can be determined by using the PESTLE model. As opined by the expert Qiu et al. (2019), by switching from a “top-down” rational approach to a dynamic emergent approach the organization can determine the change in their business environment. The horizontal integration strategy links the customers, products, and revenue generation diversifying services and products, enhancing the management of customer relationships, expanding market demand, and the value proposition of customers.

The organizations with the help of resource-based theory use their rare and valuable corporate resources properly to enhance their business values, products, services, and revenue to achieve their long-term goals. These strategic resources can provide the companies with a scope and range of services and product development in order to meet target market demand and current trends (Zhang et al. 2019). Correct manpower and resources can increase the strength and also enable constant usage of companies’ assets.

Strengthening of companies’ corporate resources provides the business operation with opportunities to penetrate new market segments both at national and international levels. Limited usage of the company resources can affect the supply chain, marketing decisions, and product and service development. As opined by the expert Ghanemi et al. (2020), the relationship between market interaction and corporate resources integrates the key services and products, market decisions, marketing channels, and organizational business strategies. Efforts must be made by the managers and leaders of the organizations in order to determine the ways the expand the market's demands and customer needs (Cornwall et al. 2019). This helps the organizations to broaden the budget and scope of marketing, customer loyalty and services and product diversification. Competitive advantages are also important to understand before penetrating the market segments in order to serve a large group of customers and their demands and generate higher revenue.

3. External factors influencing BMC’s strategic direction in the future 

During the covid pandemic, there are various external factors that affected the workplace culture, business productivity, profitability, and values of the BMC. External factors like technological, political, legal, ethical, competitive, and economic factors affect the decision-making process of the organization (Anindita et al. 2018). The factors that stem from the surroundings of the organization's business operations influence the decision-making strategies like improvement in supply chain management, enhancing employee evangelist, and developing new pricing strategies for the company’s products made services. 

Most companies have been forced to change their working structures; they have switched from work-from-office to work-from-home during the global pandemic crisis just to keep their employees engaged at their work (Ali et al. 2018). This helps the organization to reduce staff turnover rates and run their business operation. To enhance employee engagement the company can uphold their core values, and carve out career paths. Reorganization of top performers and competitors in the market can also enhance staff productivity and performance. During the pandemic, the organization faced a drastic fall in revenue rate which was also one of the key reasons for staff turnovers. 

Political factors that affect the business operation and strategy are freedom of the press, trade controls, bureaucracy, level of corruption and employment law. There are other social factors like discrimination and inequality issues within the organization that also affects the employee's well-being and performance as various conflict arises out of this at the workplace hampering positivity.

Through the organizational behavioural theory, the management of the company can eliminate the issues of discrimination and incorporate inclusion and diversity in order to enhance values, and staff morale, improve supply chain management, and employee engagement. 

The businesses of all organizations operate in all types of environments simultaneously and various internal and external factors may complicate the organization's structure and system. In these recent years, the business economic environment has changed drastically due to the effects of the global pandemic well-established companies have also closed their doors to workers and a high unemployment rate has also been observed (Ali et al. 2019). Frequent remuneration cuts forced the staff to discontinue their jobs and this deteriorated the business operation across the world. Technological factors have positively affected the business operation, employee performance, and operational efficiency of the companies during the pandemic. In the upcoming days incorporate advanced technologies like machine learning, ICT, and collaboration tools like Microsoft Team, Google Drive, Skype and others.

4. Strategic priorities for BMC

There are various organizational strategies that upset the employees affecting their performance and productivity which also influence business operational values, productivity, and profitability. The main issues that have been found from the case study of BMC are employees are not happy with the centralized approach of the company (Anderson, 2021). The centralized approach has various negative effects on the employees of BMC discouraging the initiatives of the staff, overburdening the top management and also delaying the decision-making processes of the leaders or managers (Greene, 2018). It has also been observed that high centralized approach can also affect the business values, and new market penetration as the company suffers from less adaptability to change.

Another issue that has been identified within the BMC organization that affects the employees’ well-being is the lack of motivation and support provided to the staff for their good performance. This is one of the major reasons for higher employee turnover and lower job satisfaction (O'Shea, 2018). Neglecting the employees' opinions and not rewarding them for good performance can reduce the staff engagement rate decreasing the business profitability and value. This also affects the employees' morale and emotional health and they feel stressed, less integrated and develops a tendency to delay with their allocated jobs. In order to enhance staff engagement and reduce employee turnover rates, the organization must arrange reward programs and provide motivation to all employees for their good performance (Agarwal et al. 2020). Good increments and on-time salary can also keep the staff engaged and enhance their interest at work. Another strategy that the company can incorporate is recruiting new talents after evaluating their profiles properly (Zardasht et al. 2020). The candidates can be hired by the HRM team through advanced technology like Artificial Intelligence and then they must be prepared with proper training programs to deal with their respective jobs in the organization after joining the floor.

5. Relationship between employee lifecycle and potential work as a professional

The effective organizational practice that the company used in order to visualize how the employees remain engaged with their respective jobs and contributes to enhancing the economic growth of the company. There are six major stages that all organizations must follow to maintain an effective employee lifecycle Recruitment, Retention, Attraction, On boarding, Separation, and Development (Wang et al. 2019). This model highlights every stage of the employees' experiences. If the company has an engaging and excellent recruitment strategy but higher staff turnover rates then it can focus on the retention stage in order to enhance the potentiality and professionalism of the workers. By implementing the strategy of employee lifecycle the company can get befits of reputation improvement and good talent retention. 

The employees who have higher potential have the ability to perform high than others and have innovative and creative social skills and relationships with other employees. Effective leadership qualities and higher adaptability can be taken in order to change the business circumstances (Oertle et al. 2017). Potential professional workers have higher decision-making and problem-solving abilities that enhance the business value, profitability, and productivity and also strengthen the customer base. 

Encouraging and designing the experiences of workers in the organization leads to business success, longevity, and better staff engagement and that should change the mindset of the company. Instead of looking into the staff engagements when their morale is low, the management can use this model of the employee lifecycle to frame their engagement as a designed experience at work in the organization. 

6. Factors impacting people's practices and people's practices supporting the organization

The recent condition post-pandemic has given almost every organization rare opportunities to design and improve their workplace policies in order to ensure higher staff engagements by incorporating inclusivity and diversity within the organizational structure (Xin et al. 2019). The two main themes of people practices that affect the organization structure, system, and business operational efficiency are manage mental approach and inclusion and diversity. 

It is important to incorporate inclusion and diversity within the workplace to enhance the positive culture and build effective communication and collaboration channel among the management, employees, and administrators of the organization (Gram-Hanssen et al. 2018). According to the rules and norms of the anti-discrimination policy and the Equity Act [2010], the employees must be provided with equal freedom to work and state their creative ideas, and opinions to remain engaged in their works.

The management approach needs to be followed by the companies to enhance business values, staff morale, profitability, and productivity. Hybrid workplace culture can provide the organization with the benefits of a decentralized working environment to increase the employee's interest, loyalty, and commitment to their jobs (Wehi et al. 2017). Apart from these the company's management must support all their staff in their personal roles, provide them with flexible working schedules, and leverage advanced technology to support work culture.

7. Impact of people practice on organizational structure and system

The effective approaches and processes that the managers or the leaders of the organization follow associated with hierarchical or matrix structure to maintain employee lifecycle is determined by people practices. Learning of people practices includes analysis of the business strategies that can enhance the efficiency of business operation, and will help to create talent pools. The development of people policies, managing grievances, recruiting new talents, and analyzing data of the people are also included in the people practices (Rogers et al. 2018). The organizational system and structure can be improved by incorporating people practices that include law and regulation of enhancing diversity and inclusion in the organization. People's practices also help enhance diagnosing needs of employees’ capability and improve their well-being. Through performance management associated with people practices, the organization can improve its workforce planning and strategies of flexible working ways like remote or hybrid ways of working. 

The impact of people's practice is considered one of the integral parts of maintaining the organizational structure and system. Effective people practice includes creating talent pools, managing grievances, developing the policies of the people, and recruiting people. Successful people practice enables an organization to obtain a competitive advantage through their employees. 

In addition, people practice collectively contributing to acquiring the best talent for the many by evaluating their talent. Thus the selection of the appropriate candidate within the organization act as a valuable asset for the organization resulting in improved organizational efficiency. Furthermore, increased employee engagement is one of the significant people practice procedures that further results in improved organizational efficiency for the betterment of the future. 

8. Evaluation of BMC people practice team

People practice teams have a significant contribution to the positive organizational structure, and it also affects the efficiency of the employees. There are various approaches that they take to conduct for organization successfully. According to Garavan et al. (2021), one of the approaches is a centralized approach. In the current study, it is found that the organization is taking the centralized approach. Due to this reason, the company faces employee dissatisfaction and staff turnover. The company should take a decentralized approach to solve these problems. The CEO of the company should give importance to the employees' opinions and implement tetra views and perspectives within the organization. 

Technology has become one of the important things in today's modern life. In the organizational structure, the people practice team needs to implement advanced and innovative technology to recruit the people (Pongton and Suntrayuth, 2019). BM should develop its technological aspect in order to select talented employees according to their needs. They should invest in innovative technology to collect the data and information of the employees and then select them based on their eligibility. 

The decentralized strategy is needed to gain back the dependability of the employees to the organization. This approach further allows the employees to express their opinion to the company's hierarchy. If employees can work efficiently and satisfactorily, the success of corporate productivity in the peony will automatically increase (Wu et al. 2019). Furthermore, the implementation of new and advanced technology will further help the people practice team of BMC to select more eligible people for the benefits of the company.

The people practice team of BMC, including the CEO, gives a b concentration on implementing the decentralized approach to the organizational structure. The organization's management should inform all important decisions to the employees and then ask their opinion on that particular matter. In addition, they should use various advanced technological support to recruit eligible employees within the organization. 

Conclusion

It is the utmost responsibility of the managers and leaders of every organization to improve and develop a proper organizational structure. The two types of organizational structures are BMC’s hierarchical structure and other effective structures like matrix structure help to connect various management levels within the companies. Proper communication and collaboration channels among the employees, administrators, and management can enhance employees' engagement, people practices, business value, and profitability. The hierarchical organizational structure as followed by BMC includes different responsibilities, roles, and rules for the workers and the employees in the organization. There are various external factors like social, political, and cultural that affects the business operation both positively and negatively. Internal factors like inclusion, equity, and diversity can affect the organizational culture and system positively by eliminating conflicts and enhancing business value if incorporated into the company’s structure.