MGT 300 Managing Organisational Change Assessment Task 2. Individual Assignment (60%) Assessment Task 2. individual (60%) This assignment assesses your ability to work individually to deliver a set of...

MGT 300 Managing Organisational Change
MGT 300 Managing Organisational Change
Individual Assignment
Introduction
Organization can be defined as collection of people who are driven to work in order to achieve a common objective with collective efforts. Behaviour is the response in form of physical actions or verbal dialogue exhibited by an individual because of the stimulus from the surroundings. Today businesses are continuously in immense completion to reach market first, grab the attention of the customers, make new clients so that business grow and prosper in future. In this era of technology and innovation everyday there is new disruptions taking place making the traditional ways of working obsolete.
In order for any organisation to survive and thrive it requires full support from its employees. In fact, one of the biggest competitive advantage that an organisation can have which not only difficult to imitate but also valuable in long-run are talented and skilled employee base. Indeed, in this turbulent market conditions organisation can only grow if they have process of learning, innovation, behaviour change and proper management of performance based on merit. As per the research finding Denison, D.R., organisation learning offers a strong competitive advantage for many firms that foster a culture of creativity and innovation. For instance, Google, Amazon, Uber, Southwest Airlines are few of the many examples where organisation excelled multiple folds with huge profits and revenue because of their culture of learning and promoting performance that is driven by skills of the employees (Deal, T.E. and Kennedy, A.A., 1982).
In today's fast paced dynamic world there is tremendous pressure on companies to become competitive, client-driven and agile. In order for any business to remain relevant and profitable requires to make changes and adapt accordingly. However, employees at the workplace do not always welcome changes and most often resist adapting according to new ways of working. This kind of behaviour can be explained by mindset approach. Employees who showcase this type of attitude since they perceive work static and don’t want to put themselves out of the comfort zone. In order to solve this problem, organization needs to promote and encourage employees who displays growth mindset and discourage employees who stick to fixed mindset. Employees who exhibit growth mindset thrives on challenge and embrace changes to emerge stronger. In order to deliver a set of organisational changes and innovation it is imperative that all the stakeholders are in congruence with each other and taken into consideration for complete participation. Conducive and helpful culture in the organisation has been distinguished as a fundamental aspect for growth and survival of organisation (Deal, T.E. and Kennedy, A.A., 1982). It is also the biggest stabilizer and development driver. Organisational culture speaks to the employees and motivate them to align their actions in order to achieve mission and vision of the organisation. As many researchers have admitted, social estimations of culture in an organisation are hard to be analysed. Nevertheless, many researchers conceived that organisational culture can be expressed and explained in many manifestations.
Answer1: Culture researchers are interested in researching cultural manifestations and the links between them.
Organisation culture can be utilised to explain why some organisation are more successful than the rest. For examples, Google is known for its supportive and learning culture. It has strong relationship with employee and their performance that brings out performance of the organisation. Essentially cultural manifestation exists in the inter-groups, competition, collaboration and productivity of the business. Therefore, culture of an organisation is fundamental for the success and growth. Primarily organisational culture governs the method in which information is passed across different levels and in different groups (Alvesson, M., 1989). Culture in the organisation guides enhancements by coordinating new advances or different procedures to make hierarchical progress. Many scholars and researchers pushed that individual and organisational working are the symbolization of leadership qualities. Research and experts need to cooperate in a development venture in spite of social distinction of the associations they have a place with. It isn't remarkable to take note of that disparity in OC has prompted struggle inside task alliances (Barney, J.B., 1991).
The discoveries proposed that better comprehension of OC could incredibly improve hierarchical execution and adequacy. Indeed, cultural researcher are inclined and interested in researching the culture. Essentially, the main intent is to comprehend the meaning, conceptualization and evaluate the link between organisational culture and performance as well as understand the relationship manifestation because it becomes the foundation for future growth and success. Advancement and development of organisation is relying upon investigation of many different parameters that are essential for smooth running of the firm. Organisations and leaders are happy to get workers responsibility, which prompts to improve the profitability. The board might want to present worker with standard, qualities and destinations of the association which is significance to comprehend the hierarchical culture. It is the obligation of the management to acquaint the culture of learning and innovation with its employees that will help the representatives to get acquainted with the arrangement of association. The executives must attempt to consistently continue learning condition in the association (Burns, W.J. and McKinnon, S.M., 1993). Appropriate comprehension of authoritative culture should lead towards progress of worker's exhibition. According to authoritative advancement is concerned, representative’s execution considers as a spine for the business. So, association's needs to get the devotion of their workers towards association. The total information and attention to authoritative culture should assist with improving the capacity to look at the conduct of association which helps to oversee and lead (Brooks, 2006). It is vital for the administration to recognize the standards and estimations of the association of the representatives. It ought to be required that culture of the association ought to be created in a manner to improve the style of representative's exhibition and ceaseless build up the quality mindfulness (Barney, J.B., 1991).
Cultural manifestations include both the cultural forms that can be explained by Formal practices and Informal practices.
Essentially, Culture is the arrangement of various different kind of attributes that expresses a particular organisation and differentiate one company from the other. As per great and well know physiologist, Greet Hofstede (1980), culture is essentially collective and collaborative thinking of different minds which act together to achieve a common goal as well as differentiate one group from the rest. Culture is an amalgamation of different values and behaviour that can be considered to guide success. They are normally established set of norms, beliefs, attitudes and behaviours as well as values of society. Primarily, culture can be best understood as knowledge, communication, belief systems and behaviour of large gathering of people working for the same goal. In an organisation the concept of culture is shared as it is based on cognitive systems that explains how employees perceives, think and act as well as how they take decisions. Furthermore, there are different manifestation of culture in the organisation since they are based on multifaceted group of...