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Optimizing BMC's Organizational Structure and Employee Engagement

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Introduction - Optimizing an IT Company's Structure and Culture through People-Centered Practices

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 considered 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, and 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.

A few of the other important advantages of a top-down organizational structure are discussed in detail below:

  1. As the maximum degree of administration is also generally the most informed one concerning the whole functioning of the company there is a reduced threat entailed in the decision-creating technique when junior-level workers are selected from the equations.
  2. The upper experts in an organization will want to decide on best practices and arrive at objectives more straightforwardly with choices made and upheld at the most elevated positions of a business.
  3. Junior-level workers are allowed to finish their jobs special to their function in the organization as well and are not burdened with the obligation of putting forth vast objectives (Heyden, 2016).

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.

Some of the additional cons of top-down organizational structure are discussed in detail below:

  1. Workers are siloed in their obligations as well as can't add to the general objectives of the organization
  2. The top-down organizational structure might appear to be severe to the workers who are not considered as the segment of the approach.
  3. At the time a risk emerges because of a choice, it can require investment for upper administration to lay out an answer since there are restricted personalities adding to choices (Heyden, 2016).

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.

Some of the additional advantages of the bottom-up approach are listed in detail below:

  1. A bottom-up strategy further assists in improving the coordinated effort as everybody is engaged with the dynamic cycle as well as has input into what way things might be completed.
  2. Having greater obligation and potential chances to contribute, since pushed in a bottom-up approach, assists the group with propelling and distinguishing the most effective way to deal with their ventures.

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-term perception (Lopes et al., 2019).
  • Usually, a bottom-up approach takes more time to create verdicts. High-level directors or the CEO won't pursue a choice and afterward inform their group. Rather, more individuals are involved, and normally, the interaction will take more time.
  • A bottom-up approach might not work for each organization.

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

Connections between products & services

The favorable revenue technique or strategy lines up marketing, deals, and consumer knowledge squads around an individual objective to propel profitability. Prosperous and strengthened development cannot prosper or thrive without a proper strategic roadmap, which is why the company positions so much articulation on the planning procedure. Research analysis indicates that tightly bonded deals and marketing processes direct to a standard 36 percent boost in consumer retention and a 38 percent 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 interacts with, and operates the product, regardless 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).

Connections between customer and revenue generations

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 formulate 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 assess the recent administration of a corporation's earnings and excavate substantial bottlenecks in the procedure.

Connections between Organisational Strategies

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, resulting 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.

Availability for natural substances, human reserves, and economic reserves are components of the setting

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 accomplishments 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

1st strategy: CEO centralized company

The BMC company just updated that it will be a CEO-centralized company, with most of the decisions being 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 inclined 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.

2nd strategy maintaining a broader strategy

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 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

Synopsis of all phases

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.

Improvement to retention

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 acknowledgment 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 a top-down organizational 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 organizational structure was not up to the mark and employees were not happy (Shepherd, 2019).

2.1 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 home 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 a 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 becoming 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.

  1. The primary phase of the representative life cycle is the worker fascination phase. Notwithstanding how imaginative as well as influential the BMC item or administration is, devoid of the fascination and maintenance of extraordinary ability with the assistance of People Professionals they can't draw in workers.
  2. The second phase of the representative life cycle is the worker enrollment phase, the time when the organization searches out as well as enlists the best ability to join its association. With the assistance of the People Professional BMC hiring might happen because of a current job becoming empty, or another position being made by and large.
  3. The following phase of the worker life cycle model is the representative onboarding stage. The people professional gives a huge impact over the onboarding period it helps BMC in getting the fresh recruits balanced to the hierarchical climate and execution parts of their new position as fast and easily as could be expected.
  4. The 4rth phase of the representative life cycle model is the worker advancement phase. Particularly within this phase and this period and with the assistance of People Professional BMC starts to reliably energize proficient improvement among the group, which goes about as an impetus in their expertise advancement, and gives them a future vocation way inside the organization
  5. The fifth phase of the lifecycle model is the representative maintenance stage. Here People Professional provides a positive effect by giving energy to keeping the top workers, and guaranteeing they are blissful and adequately tested in their particular jobs inside the group
  6. The last phase of the representative life cycle is the worker partition phase. With the assistance of People Professionals, BMC here treats the detachment cycle with equivalent significance as the onboarding system and being similarly key by the way employees approach this phase is pivotal. The point when a colleague leaves, it meaningfully affects different individuals.

2.2 Assess how people practice connecting with other areas of an organization and support wider people and organizational strategies

1. Strategic priority 1 identified in AC 1.4

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 their skills 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 with the command of the CEO it must be seen that must be well aware of their roles and responsibilities in the company and they must also be aware of the targets of the company.

2. Strategic priority 2 identified in AC 1.4

The entire training and management of the employees must be well aligned by keeping in mind using the cross-border strategy. 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).

2.3 Discuss key themes that currently shape the work of an area of people's 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 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.

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

Identification of the customers

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.

Prioritizing and giving solutions to the customers

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 its employees for their efforts, it will bring dissatisfaction among them and demotivate them to work hard. Whether working online or coming to the office, each team 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 is 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.

2.5 How the BMC People Practice would plan relevant projects

Now to explain this segment two important points will be discussed to prove the points which are first explaining the elements that help in making the delivery of the project successful. Secondly, an explanation of two models that might be deployed to submit the project successfully in BMC.

1. Components that make up a successful delivery of the projects

The basic components that will help in making BMC in successful delivery of projects are listed in detail below:

  1. The proper set of mind
  2. Necessities that is lucid and definite
  3. Characterized functions and accountabilities
  4. Successful Communication
  5. Use of proper venture administration tools
  6. Explicit Dependencies
  7. Solid Commitment
  8. Specialized Expertise
  9. Using proper time management

Two tools that can be used to deliver the project successfully

Gantt Chart

Network Diagrams

With the help of using the Gantt Chart as one of the basic project management tools, BMC will be able to represent a venture plan. Present-day Gantt diagrams likewise show the reliance connections among exercises and the ongoing timetable status.

With the help of the network diagram, BMC will be able to provide a graphical portrayal of a venture that is made out of a progression of associated bolts and boxes to depict the connection between the exercises engaged with the task.

Task 2


One of the main notions behind conducting this presentation is to develop the executives’ hypothetical comprehension of place of work culture so 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 a better strategic plan for the future that will finally help in developing a proper place of work in addition to a superior organizational culture.

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

The model of work has long ago understood the transformative impacts of technology. In this contemporary age technologies like AI and machine learning have reliably developed stress in both places of work and work. Considering the case of BMC it has been seen that the company is facing a major problem in its strategic management and thus it needs to implement the technology to develop it for the future. In doing so proper evaluation of the scale of technology within BMC is very important which will help in identifying the impact of technology on work too. Usually, the scale of technology used within an 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

Some of the important technologies used in people profession are described in detail below:

Social Media Platform: A Web-based entertainment device like Facebook, Twitter, and LinkedIn is becoming fundamental for business organizing, particularly in the people profession. Looking at prospective competitors’ virtual entertainment profiles and public posts might assist BMC with deciding if they will be ideal for the organization.

Human Resources Information Software: Knowledge of an HRIS arrangement might assist with smoothing out numerous people's professional undertakings and cycles and diminish manual blunders too. Reports documented in a computerized structure are simpler to finish, oversee, and recover on time. This will assist BMC in lessening consistency issues.

Talent Administration Software: Deploying Talent Management Software or TMS and learning administration frameworks might assist the BMC in smoothing out employing, onboarding, preparing, and maintaining techniques

The impact of the scale of technology both for workers and working practices are listed below:

  • Helps in meeting the final demand which ultimately fulfills the business goals
  • Helps in showing proper planning to attain the work objectives while maintaining compliance issues
  • 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

Psychoanalytic theory related to human behavior

Scientific Management Theory related to organizational behavior

The psychographic hypothesis is the hypothesis that relies on the idea that a person gets inspired additionally by some external drivers which are managed by the cognizant as well as balanced beliefs that directly influence human behavior and contribute to organizational success by showing them a positive path.

The notion of scientific management hypothesis is evaluated as well as produces the flow of work. The most important purpose of this theory is to improve financial efficacy, particularly workforce efficiency.

Sigmund Freud is firmly connected with the psychoanalytic hypothesis. As per him, the human way of behaving is shaped using communication among three parts of the brain, for example, Id, Ego, and Super Ego (Zhang, 2020)

Taylor started the hypothesis' improvement in the United States in the year 1880s and 1890s inside assembling businesses, particularly steel. Its pinnacle of impact came during the 1910s (Paramboor, 2016)

 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 behavioral 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 the 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 are 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 the foremost risk due to Coronavirus as a result most companies including BMC have not been successful in properly facing those threats (ISO, 2022).

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

The change curve

Kübler-Ross Five Stage Change Management Model

The change curve consists of four different phases and as the change occurs in the company people and their employees react to those changes. First, the disowning phase, followed by anxiety then acknowledgment, and last obligation (Tools, Mind, 2022).

This model assists managers in comprehending their workers better and feeling for them. This model comprises of five phases by which the workers might be going during hierarchical changes (Haiilo, 2022).

2.3 How to build diversity and inclusion into your work 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. The second is to provide a focal point on the comprehensive hiring tactics that will nurture the employees as well as capitalize in society inclusively.
  3. Third companies need to offer protective places of work to their 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 in your work to build a positive culture.
  5. Last but not least providing the employees various methods to offer criticism to one another also helps in building diversity and inclusion into your work to build a positive culture. This helps in identifying the both strengths and weaknesses of the employees which ultimately leads to a superior organizational culture (Pless, 2004).

2.4 How People's practices impact Organizational Culture and behavior

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

  1. The easiest way people practice can impact organizational 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, and the pace of conveyance in addition to working expense.
  3. HR arrangements, similar to business-moral strategies and approaches concerning 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 identify their strengths that will directly lead 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 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 the place of work usually helps in:

  1. Improving the workers’ health endeavors by providing them a 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 worker standards by offering proper health manual to them

The different factors that impact the well-being of employees are listed below:

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


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 kinds of considerations that the leaders need to accept when creating it. In the study, different models and theories have also been discussed efficiently which helped in understanding the overall purpose of the workplace and how people's practice is impacting those.

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