5C001 Organisational Performance and Culture in Practice

5C001 Organisational Performance and Culture in Practice

The purpose of 5C001 is to examine the role of professionals in understanding organisational structure and culture in a broader context. Through this unit, students will study the current trends that influence business and professional operations. Learning to evaluate people’s behaviours and well-being is the goal of 5C001, which is a core unit for understanding the value of change and enhanced work performance.

Learning outcomes and unit assessment criteria

The learner will be able to understand the following concepts by the end of the learning unit.

  • Understanding how organisation structures, strategies implemented in organisations, and the environment in which these organisations operate are interconnected.
  • Understand the concept of organisational culture and the factors influencing the behaviour of people at work.
  • Gain knowledge of people practices, including how they assist in achieving human and organisational goals.

The relationship between structures, strategies, and the business environment

  • Organisational structures

Different kinds of organisations exist, such as Small and Medium Enterprises (SMEs), public and private organisations, Non-Governmental Organisations (NGOs), voluntary and international organisations. These organisations cater to a different customer base, produce and sell a different product or service, and accomplish different goals. Therefore, if a student wishes to pass the assessment criteria, they must explain the advantages and disadvantages of each method.

  • Organisational strategy

In this course, students gain an understanding of planning organisational strategies based on organisational structures. They need to identify the external aspects affecting a business’ operations that are related to its strategies. For example, strategies should be developed in line with the products and services offered in the business, have the capability of enhancing revenue production, and connect with customers. In order to effectively develop organisational strategies, students should be able to identify external trends affecting businesses. It is possible to use tools like PESTLE (political, economic, social, technological, legal, and environmental) to understand how issues affect the organisation’s operations.

Besides understanding the impact of organisational issues on performance and culture, learners should also be aware of business challenges. The issues include organisational infrastructure, expansion possibilities, human resources, technological developments, shifting to or introducing new products in the business, and the initiatives of the staff and customers. It is essential to understand these issues to develop effective strategies for improving organisational performance and achieving competitive advantage.

  • People practices impact in organisations

People practice is the expertise of people in understanding the needs of change and the process of bringing about change. It is an approach that examines how people engage with and relate to different practices to support an organisation. People practices impact organisational systems and structures. Students should learn this impact. In order to achieve organisational goals and objectives, this measure helps determine the capabilities of the workforce.

  • Technology and impacts on work

Students need to understand the value of technology on organisational systems and equipment necessary for success. Technology plays a significant role in completing different organisational tasks towards achieving organisational improvement and well-recognised performance. In the course of learning, students also discover the impacts of technology, such as the development of new products and services, improvement in worker efficiency, promoting work-life balance, creativity and innovation, and improvement in the management of remote workers.

Culture and people’s behaviours at work

  • Theories of human behaviour

Students who complete this unit will gain knowledge of human behaviour models and theories. In addition to group dynamics, high-performance organisation theory, systems theory, team performance, motivation theory, management and leadership theory, and supportive and collegial models of people behaviour will be covered.

  • Drivers for change and change models

Learners will better understand why change is essential to organisations, the reasons for organisational change, and the role of professionals in supporting employees during these changes. Since people experience change differently, learners must understand the stages of the Kubler-Ross model, the coping cycle, the Spencer and Adams model explaining the seven stages of understanding change, and the Tannenbaum and Hanna three-stage model.  Lewin’s three-step change model and Kotter’s change model are both models for managing change. In addition, learners will learn about planned and emergent change, radical change, levers for change, the impact of the internal environment on creating change, and the drivers that contribute to significant changes within the organisation.

  • Creating positive culture through diversity and inclusion

This unit should help learners understand why it is essential to respect other people’s differences and participate and engage in work activities equally. This aspect greatly enhances the development of a positive culture in an organisation. Organisations that value all people equally respect and appreciate differences benefit from shared beliefs that support improved performance, the opportunity for employees to air their concerns, and the employee’s involvement in learning and implementation of policies and practices that support improved performance.

  • Relating people practices on organisational culture and behaviour

It is the professional’s responsibility to set behaviours that shape the culture of an organisation. The people practices of an organisation determine the policies and actions that influence its members’ behaviour, beliefs, and values. People practices, for example, determine the level of trust and openness among employees and between employers and employees. In order to be successful in their role as professionals, learners should be aware of their role in developing people practices that enhance effective management of an organisation and of the people who work in that organisation.

  • Employee well-being

The concept of well-being has a significant impact on both individuals and organisations—positive contributions to the work environment and improved performance result from employee well-being. Therefore, learning should include activities to support employees’ mental and psychological well-being, enhance a person’s self-image, enhance engagement at work, and improve family life management.

People practice support in achieving business goals and objectives

  • Relationships between employee lifecycle and work

From the moment an employee enters the organisation to their departure, learners understand the employee lifecycle. People professionals have different roles to play at different stages of the lifecycle, and their roles change with changing circumstances. It has been shown that people practices have wide-reaching implications for other areas of an organisation. As an example, HR may support business operations and support organisational goals by integrating with organisation strategies.

People practices in organisations and HR are changing as a result of current trends. In this way, professionals gain insight into the challenges that organisations and individuals face. Afterwards, they develop solutions to improve employee engagement at work and subsequent improvement in organisational performance.

Learning how to engage with customers and consult with them on how to satisfy their needs is a must for supporting improving people practices to enhance organisational goals. The course creates a platform where learners understand the importance of creating an environment where communication and understanding of stakeholders’ needs contribute to accomplishing organisational goals.

The achievement of organisational objectives and strategies relies heavily on planning. Therefore, learners should develop planning strategies to follow milestones and steps to ensure that the strategies are developed and executed effectively. During the planning process, an organisation’s goals should be identified and aligned with its objectives, resulting in improved business performance.

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