Introduction of Business Culture And Change In Context Assignment
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Guidance leaflet Organizational culture
The organizational culture consists of the established values and the shared beliefs of the individuals that in turn help to define the way in which the organization should behave. As opined by Mazumder et al. (2020), organizational culture is the key parameter for the effectiveness of the organizations and for thriving employee engagement.
Types of organization culture
Various types of the culture are seen in the workplace including hierarchy culture, clan culture, market culture and adhocracy culture. Among these, the market culture is the competitive results-oriented one and the adhocracy is the dynamic one. The process-oriented characteristics have been shown by the hierarchy culture and the friendly culture is the clan culture. As per the Charles Handy model, in the context of organizational culture, there are four cultural type including task culture, power, role culture and person culture. The model is also theoritize that every culture has their own uniqueness and values which is different from the others.
It can be stated that the presence of the culture and its type based on the organizational settings. It helps to influence the employee's morale and boost their performance in the organizational setting.
The reason behind appropriate culture
- Increment in employees engagement
The working culture is mainly driven by clear expectations and purpose that has potency in order to motivate the employee's performance. It can be stated that effective motivation is required for bringing changes in the employee's performance and morale. By taking advantage of the worker's increased productivity, the company can able to strengthen its market position and create values for its employees and consumers. The creation of the values in turn helps to attract more employees to the business.
- Elevated productivity and reduced turnover
The presence of a friendly or collaborative culture is effective in employee empowerment. With the employees, performance growth the company can benefit with immense profitability and meet its mission statement. On the other hand, the organizational culture help to feel the employees are valuable that in turn reduces the rate of turnover in business.
The John Good logistics posses with a team-oriented culture that is effective for the organizational inventory management and the employee's overall growth. It can be stated that by having this culture, the company benefits from quality services and employee morale that in turn helps to shape the organizational behavior.
The process of the organization can be defined as the whole structure that involves various processes from structuring to communication. John Good logistics follows a hierarchical organizational structure in its business that is divided into various sections in order to ensure smooth operations. Their organizational structure is divided into five committees that are responsible for making decisions for the organization.
(Source: self created)
The above picture has shown the organizational structure of the chosen business firm. From that picture it can be stated that CEO of the organization control all the final decision regarding the company’s decision (Goodlogisticsgroup, 2020). The boards of the company includes five sector including marketing, management, finances, human resources and others. In the shipping management process store head and the supervisor plays an effective role to boost the business operation in a sustainable way.
Value chain analysis
The primary activity includes the inbound logistics and outbound logistics that include the freight forwarding services and records of the delivery data. On the other hand, their supportive activities include financial management, HR management and infrastructural management.
Example of Four functions
In the organizational structure, various sections are working collaboratively in order to delegate the task in a more mannered way. In the shipping services, for the purpose of achieving the competitive advantages that are one of the organizational objectives, the HR department, invent management, the distribution system and the manufacturing department work together. All of the departments or sections are working together in a chain system for bringing the operational effectiveness respectively. In this way the HR manger plays an crucial role in order to the proper utilization of resources in order to remove the extra financial burden from the operation and thereby the company give their full focus on the differentiation of the services as per the consumers need. Sometimes the HR is not capable of fostering bonding among the diverse cultural group.
Example of function
Various people practices is there within the organizational culture that posses various bad and good impact. The setting of a clear strategy or business plan is one of the good practices that are fostered by the HR personnel of the selected company. By developing strategic planning the company not only benefited with immense growth but also accelerate the stakeholder's engagement in their business.
Some of the bad practices that are fostered by the HR personnel of the company include unscheduled work and a lack of suitable working hours for the employees. The presence of such unethical practices not only affected the organizational culture but also impacted the worker's productivity.
Ways of people learning
The provision of a training facility is one of the effective ways for people to learn within the organization. It helps in the development of the worker's insights along with their knowledge base. Besides that, the performing of teamwork is another scope for people learn in the organization.
Example of learning model
David Kolbe’s model is used mostly for the purpose of fostering the individuals learning as well as development within an organization. The model gives stresses the use of personal references for the self-growth of the individuals (Lee, 2020). As per the model, a comfortable working ambience is necessary for the development of the people.
The model can be used by the selected company in order to monitor the employee's performance and also encourage the individuals to learn within its culture. That in turn may help in the shaping of the organizational behaviors as well.
The suggested way
The L&D initiatives require the engagement of the employees and their personal capabilities. It can be stated that the use of the model can help in encouraging the employees in the right way towards individual growth. In addition, for the purpose of making strategies in L&D the presence of a value-based culture is essential that can be regulated by the implication of the model.
Organizational change can be denoted as the planned actions that are used by the organizations in order to alter or operate their infrastructure in a new way. The selected company has launched the new warehouse system in their logistic operation. The automatization of their warehousing system not only helps the organization with its inventory practices but also makes the process more impactful for on-time delivery and storing of products.
Importance of change
In order to make the change that is taken into consideration by the organization more effective the proper planning, prediction and managing of the process is required to prioritize for the company. The management of changes not only helps to derive the objectives behind changes but also makes the designing of the changes time as well as cost-effective one.
Various models of change management are used by the operational manager within the organizational culture. As per the Lewins model of change, changes comprise of basic three stages that include unfreeze, refreeze and original change. All the steps are effective for accelerating potential changes in the organization (Madanayake et al. 2020). The model is effective for describing people's reactions to the way of adopting necessary changes.
Ways to support changes
The people professionals have challenging roles in the way of deriving necessary changes in the way of business operations. By developing a strategy and communicating with the workers the people practitioners can foster the necessary changes along with the engagement of the employees. On the other hand, the defining of the objectives of the changes is required to be well aware among the organizational people. In this way, the people professionals can help in raising awareness among the employees.
Roles of practitioners
- In the way of managing the changes the people professional can monitor the changing activity are aligned with the objectives or not
- For the purpose of supporting or delivering changes, they can influence the employee's motivation
- People professionals also can provide compensation, awards and others for retaining motivation among the employees.
- The finding of key influencers is another important role that comes under the people professionals in that way
The HR of the selected firm follows its HR strategies for the purpose of designing the change activity and understanding the adaptability of the employees towards the fostering of changes within its culture.
In various ways the employees within the organization can experience change. It has been seen that the effective change in the operational location, the working style, communication ways and others are the effective ones in order to foster the employee's experience towards changes.
At the individual level, changes can be developed in the form of personal experience in the working culture such as leave policy, employee clauses and others. Apart from that, the change in the departmental structure is the other employee's experience that sometimes comes up with negative experience as well.
The five-stage model of Kubler-Ross is the effective one in describing the people's reaction to change. As per the model, all of the components including anger, depression, acceptance and denial are the determinant of the individual's response to the necessary change (Odor, 2018). In addition, emotional responses have the potency to create an impact during the way of changes.
The HR manager can help in showcasing the positive aspects of changes to the individuals that in turn help in the adaption of the changes in a positive manner. On the other hand, they can design the changes by taking the opinion of the individuals that may help in reflecting the values of changes and also deepen the individuals understanding regarding the changes.
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