CIPD level 3 Business, Culture and Change should be considered a compulsory unit for cipd student as this is the unit that aims to provide students with knowledge of changes that occur in the business world. This unit will cover the external factors that impact the working and understand how businesses are shaped due to the commercial and digital environment. This unit will also consider the role of people’s behavior on the culture of the organization and the ability to manage these changes effectively.
Here we have provided you with various topics that belong to the Level 3 CIPD. While going through this you can find ideas for your CIPD assignment, no matter where you are pursuing your CIPD qualification you can take the mentioned topics and ideas. Other than this you can select topics and ideas for this unit for any type of assignment including, research paper, report writing, or any essay writing. This example will also help in understanding how you can write your assignment, and it will even help you in understanding the unit in a better way.
1.1 Examine the key external influences that impact business environments.
There are a variety of external factors that can impact businesses, Some of the common forces outside a business that in some way influence it are political forces, economic forces, social forces, and technological forces.
Economic Factors: Examples of economic factors are interest exchange rate and inflation.
Social factors: Social changes can be anything from an increase in population age to a change in purchasing patterns.
Not all types of business are vulnerable to all of these various forms of trends and it is therefore crucial that certain businesses discover which may be most likely to influence it. By identifying and analyzing the major drivers of business environments, they will be better prepared the organizations in order to respond effectively to change.
1.2 Discuss organizational goals and why it is important for organisations to plan.
Organisational goals are important as they outline objectives that an organisation intends to achieve as well as offer frameworks on which decisions can be made by human resources. It offers direction and assists in the process of motivating employees. SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound to be an effective goal must meet all the qualities in the acronym.
The goals of an organization can only be met if the organization is well planned to meet the objectives of achieving the goal in the first place. Approvers require employees to have clear information about what is expected from them in order to contribute in line with the objectives of the organization. SSD also involves a planning component where problems can be foreseen and solutions to the problems planned for.
1.3 Discuss the products and/or services the organisation delivers, including who the main customers are.
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1.4 Review the range of technology available within the people profession, including how it can be utilized to improve working practices and collaboration.
Technology has been playing an important role in people's professions for a very long time. This role includes performing management which covers the learning and development part as well and other than this in the recruitment process as well.
With the help of technology in performance management you can set goals, measure the progress of employees, and even provide feedback according to that.
On the other hand recruitment software will help organisations in posting job vacancies, scheduling interviews, and even tracking applications.
Learning management systems help deliver development and training programs.
Many other tools can be beneficial in making employees work together, it can be video conferencing and other management software for projects. These tools can also improve the working practices of the employees in a more effective and efficient manner.
2.1 Define workplace culture in organisational settings and the importance of fostering positive approaches towards it.
Workplace culture can be understood in simple terms as the shared behaviors, values, and attitudes of employees towards the organisation and with each other. Orgainsation’s leadership style, structure, history, and policies define the workplace culture.
You can find different types of workplace cultures in different organisations. The most common workplace cultures are people-oriented, customer-oriented, result-oriented, process-oriented, and many more. Every type of workplace culture has its own beliefs, norms, and policies that define how employees of that particular organisation will behave.
Workplace culture in fact plays a significant role in the employee’s morale, productivity, and engagement. It is then possible that a positive workplace culture results in happier, more productive workers being more immersed in their work. While the positive impact of a well-developed workplace culture is the enhancement of morale and reduction of turnover, the opposite is true for a negative workplace culture.
2.2 Explain how organizations are whole systems, and how work and actions as a people professional could impact elsewhere in the organisation.
An organisation can be conceptualized as a holistic entity, which is to say, a system composed of several sub-systems within an organisation. Every employee and team within the organisation has a particular role to play as well as their part in how the organisation operates.
It is often impressive to see how the people and professionals in an organisation get to influence the culture /climate of the organisational place. They can influence the organisation by doing their job in the human resources department, organizational development, and employee relations.
3.1 Explain the importance of planning and managing change within the workplace.
For one to achieve change in an organisation, there is a need to have a change plan formulated and developed. This plan should be drafted following the objectives of the organisation and its employees, in addition to the risks associated with such implementation. Change on the other hand depending on how it is managed will result in drawbacks like stress, lower morale, and even poor outcomes resulting in hockey stick formation or even layoffs.
Managers must thus know about the need to plan and manage change in the workplace and what needs to be done to ensure change occurs.
3.2 Consider the importance and role that people professionals play in change.
Specifically, people professionals are involved in the execution of change within an organisation process and are critically important to such success. These are expected to make sure that employees are aware of what changes are occurring and to assist them during the change process.
They also want to be in a position where they are able to detect any problems that may come along due to the change and avoid them. From experience, organisations attempting change often face a lot of challenges; the use of people professionals therefore becomes crucial.
3.3 Discuss how change can impact people in different ways.
People are differently affected by change because change is brought about in different manners. Some people have a ‘set in their way mentality’ and have quite a problem adjusting; on the other hand, there are people without so much of a problem in changing.
Some people also cope well with change as compared to others. For instance, some individuals may take a short time to get accommodated to changes in his or her working environment while others may take longer. The time people take to phase through change also varies with their background, experience as well as personality.
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