Essay on Principles of Different Approaches, Models, and Theories of Organization and Human Behaviour

Published: 2021/11/18
Number of words: 2673

AC 2.1 Principles of different approaches, models, and theories of organization and human behaviour

Custodial Model

The custodial model embraces employees’ social and economic security to feel that their employers are caring and valuing them. For this model to be successful, the organization has to focus on the economy of the organization. This model states that it should be economically stable for the organization to provide economic security to its employees. For the organization to make its employees feel cared for and valued, the organization should provide effective healthcare practices for its employees and other incentives, promoting the retention of the employees in an organization. Employees’ well-being is essential for promoting the success of the organization (Leonard, 2018). As the organization considers the welfare of employees, they tend to improve their motivations. This contributes to employees’ high performance, enhancing their commitment to focus on achieving the organization’s goals and objectives.

Autocratic Model

The model embraces the hierarchical model of management structure, where the employers have full authority to give commands and directions to employees. This model is considered effective for assessing the performance of employees (Leonard, 2018). The organization managers are responsible for providing directives and making decisions concerning the success of the organization. By using this model, the organization can evaluate effective strategies that enhance employees’ engagement to focus on achieving the goals and objectives of the organization. The model promotes dictatorship, which limits the creativity of employees in expressing their ideas. This model seems to undermine the organization’s success since employees are limited in contributing to the organization’s success.

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Taylor’s Scientific Management Theory

Frederick Winslow Taylor established Taylor’s theory in 1909, intending to create awareness of the employers and the employees that motivating employees to work hard is not the solution to improve the performance of the employees. Instead, it describes that fragmenting the job positions and embracing interaction of employees with employers is the primary contributor to the organization’s success. This theory is influential to the performance of employees since employees are directly interacting with employers. Based on Taylor’s concept, rewarding employees depending on their productivity level enhances their performance and employee engagement in an organization (Management, 2019). This theory has contributed to the interactions of employers and employees in an organization, which promotes their engagement in an organization. Taylor put forward the concept that embracing employees depending on their capability level enhances their performance.

Human Relations Management Theory

This theory focuses on the impacts of employers and employees related to the organization’s success and performance. According to theory, investing in employees is the initial factor to embrace the performance and the engagement of employees in focusing on achieving the organization goals Human Relations Management Theory (Management, 2019). It is found that rewarding the employee’s capability and skills improves their performance. It clearly states that group work enhances the productivity of employees in achieving the goals of the organization. The theory states that the performance and productivity of the organization can be affected by teamwork since teamwork encourages sharing of ideas and concepts, which are essential for driving the organization’s success.

AC 2.2 Explanation of Core Drivers Of Change In An Organization And Identification Of Change Model Describing How People Experience Changes

Technology development is the primary driver of change in an organization. Technology is changing at a vast rate. Most organizations have adopted new technology to increase their customer satisfaction. BMC has implemented the adoption of new technology to enhance its competence in the market and facilitate the effective productivity of the organization (Entrepreneurship, 2013). Since technology has been implemented, the automation of the machine has improved the productivity of the organization. In modern business, customers prefer placing their orders online. The organization has created an organization web page that facilitates the services of the customers.

Strategies also influence the organization’s changes. Depending on the strategies implemented by the organization, the organization decides on how to implement changes. Some strategies that might be considered ineffective for the progress of the organization need to be changed. Additionally, human resources and organization resources are considered the core contributors to the organization’s success (Entrepreneurship, 2013). HR can influence the organization by implementing change strategies that aim at achieving the goals of the organization. HR evaluates the areas which require improvement in an organization. By understanding this, the organization tends to implement strategies that enhance the chances of the organization. The organization resources define the possibility of changes in an organization. As the resources available for the organization become scarce, the organization tends to implement management structure changes to minimize wages expenses.

Models of organization changes

Lewin’s Model

This model is one of the effective models in the current organization, enhancing the organization to understand the structural and organizational changes. It comprises three essential stages, unfreezing; this stage defines the organization’s current necessity of change and discusses it. The management discussed with employees and other organization staff to examine the key factors which affect the organization’s performance (Smarp, 2020). Changes are the actualization of the change. The managers discuss with employees and collect their feedback concerning the changes. Refreezing is another stage that involves the implementation of the changes in an organization. Managers ensure that the adoption and the implementation of changes are embraced in an organization.

Kubler-Ross Change Model

The model describes the internal factors which influence changes in the organization. This model explains various stages that express organizational changes, including shock, denial, bargaining, depression, and acceptance (ChangeQuest, 2019). As the organization plans and implements aspects of the change, the employees become shocked as they wonder why the organization wants to change. The denial follows as the employees would think changes would affect their positions in the organization. Bargaining emerges as the loss of morality among employees emerge, which affects productivity and their performance. This is the stage in which employers help the employees realize the impact of changes on the organization’s performance. Once the employers help employees understand the impacts of change, it leads to acceptance, where the employees and other organization staff accept the changes.

AC 2.3 How to Build Diversity and Inclusion in my workplace and implications of not using it

Work diversity is the aspect used by the organization to create an inclusive working environment. The companies which focus on diversity tend to employees who have diverse characters. Diversity and inclusion have an essential impact on the organization’s productivity and the performance of employees. Through diversity in the workstation, employees share ideas and motivate each other to achieve high performance of employees in an organization. There are multiple ways of creating work diversity. First, the BMC had includes employees with a disability to promote employees’ diversity. As the employees with disabilities are included, employees feel valued by the organization. This will enhance the engagement and commitment of employees in achieving the organization’s goals and objectives. BMC provides internship programs and scholarships to employees who wish to advance their experience and skills concerning the job (Stahl, 2020). BMC has implemented policies and regulations, which guide employees when recruiting and selecting employees. This has enabled the company to employ various employees with excellent talents, which has enhanced the organization’s productivity. Employing employees with various characters helps the organization to defines the areas which need improvement. Secondly, the organization has embraced a mentorship program that helps employees grow diversity in the workplace. A mentorship program helps the employees to understand the importance and the impacts of diversity in the workplace. Finally, the organization has made the training of employees concerning diversity and how to build teamwork in the work station has help employees to grow their diversity in the workplace.

Despite diversity play an essential role in motivating and growing the morality of employees, implications are observed if diversity is not used. First, the organization limits most of its operations to human resources, which might weaken its strengths, undermining employees’ performance. In this case, the organization considers the operation and inclusion of employees in various organization activities as cost-effective instead of beneficial to the organization. Furthermore, narrowing operations to certain units in an organization has undermined the competence of the organization.

AC 2.4 Using Examples to Explain Effects Of People Practice On Organization And Cultural Behavior

The practices of people are associated with the organization’s behaviour. To create the organization’s culture that embraces engagement and commitment of employees to enhance their performance in an organization. Hilton states that embracing diversity and a positive cultural environment promotes the performance of employees in an organization. Training employees in an organization helps them to understand the importance of teamwork in an organization. This helps employees to grow in their experience in achieving its performance (Herns, 2019). This helps employees to develop their skills and experience, which improves the productivity of the organization. DHL states that improving the well-being of employees in an organization enhances their performance. As employees become happy, their morality tends to increase, which enhances their performance. This ensures the employees are engaged in achieving the goals of the organization.

AC 2.5 Importance of well-being in organization and factors affecting the well-being

The well-being of employees is the essential aspect of promoting the productivity of the organization. Working with a positive environment promotes the motivations of employees in an organization. The research indicates that well-being promotes the health of the behaviours. Effective motivations, skills, and education promote employees’ behavioural change and lower the health risks among employees. Well-being increases the performance of the employees in an organization as the employees are engaged and motivated in achieving the organization’s goals (Tomlinson, 2018). Embracing well-being among employees promotes their relation in an organization, ensuring the employees are focused on achieving high performance. Additionally, the studies indicate that organizational well-being limits the number of absenteeism among employees in an organization. An organization that embraces the well-being of employees experiences a high retention rate of highly talented employees and reduces the turnover rate among employees.

Despite the importance of well-being in an organization, some factors affect an organization’s well-being, including the organization culture, stress management framework, education level, environment, and social depression.

AC 3.1 evaluating the relationship of my experience of work with employee life cycle

The products’ brands that the organization advertised attracted my attention to understand more about the advertised product. Based on this, I evaluated and understood the products and the qualification required to apply for the position. Following the description and the requirements put in place by the organization manager and finding eligible for my course ignited my desire to apply for the position. My experience and skills were suitable and fitting to the requirements of the organization. Through training and orientations offered by the organization, my experience and skills were further develop to fit the organization’s desire (SHR, 2020).

Additionally, training helps me develop my attitude to focus on my career and achieve the organization’s goals. Furthermore, the organization gave me the scholarship to further my studies to gain more experience and skills towards my career and develop the knowledge required to improve my work. Retention and separations are the critical stages that are important for the organization to retain well-performing employees and terminate the contracts of e=underperforming employees. When it was my turn, the managers took time to discuss my performance, attitude, and skills, and they found that I fit all the required aspects. The organization decided to retain me as their employee and retain my position.

AC 3.2 Assessing the operational link between the HR activities to organizational strategies.

Organization strategies

Organization strategies are the concepts and the plans used by the organization for monitoring operations that are taking place in an organization. Every organization requires effective strategies to achieve its goals and success. First, strategies help the organization formulate a strong and effective vision, which keeps employees focused on their performance. This will motivate and encourage employees to improve their performance in an organization (Opstar, 2017). Secondly, strategies help organizations simplify the decision-making of managers, which helps them develop effective policies that influence the performance of employees, promoting their products. Thirdly, Strategies enhance alignment of the business of the organization. Finally, strategies help an organization evaluate its weaknesses and implement concepts that will help overcome those weaknesses.

HR practices promote the operation and the strategy of an organization. HR implements policies that guide other staff when recruiting and selecting employees. This ensures the organization acquires effective and strong employees who will enhance its productivity. Most organizational operations are interlinked, and thus one practice has an impact on the other practice. Managers create goals and objectives which guide employees in improving their performance. Managers implement recruitment policies that ensure the recruitment process is fair to all candidates despite their status.

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AC 3.4 Principles of different approaches of engaging internal customers

Training employees enhance their commitment to achieving the goals of the organization. As the employees master certain areas of specialization, they become more committed to the organization and focus on achieving the goals and objectives. Performance management is another aspect that is essential to consider to improve employees’ engagement and improve their performance in an organization (Heinz, 2015). Through performance management, the employer evaluates the factors that undermine employees’ performance and the problems employees have and implement an effective solution that solves employees’ issues. Another way for improving employee engagement is through the evaluation of effective values that promote employees’ motivation and create a positive working environment. This enhances the commitment of employees to achieve their performance in an organization.

AC 3.5 Key Components of Project planning strategies which ensure the project is effectively delivered

Various components ensure strategic planning is effective. First, vision is essential for implementing the effective goals of the organization, which ensures the alignment of the organization’s operation and guides employees to meet the organization’s requirements. Secondly, the mission defines the aims and the directions of the organization. Through the effective mission, employees are engaged in focusing on achieving the organization’s goals and objectives (Eric, 2019). Mission guides employers to implement policies that initiate employees to focus on achieving their goals. Thirdly, goals are the main drivers of the organization. Every organization implements goals that foster the operations of the organization. Finally, the action plan contributes to the planning of the strategies. Actions keep the employees to be responsible for achieving the set goals of the organization.

Reference list

ChangeQuest (2019). Kubler-Ross change curve. [online] ChangeQuest. Available at:

Enterpreneurship (2013). 32 Drivers of Organizational Change. [online] Entrepreneurship In A Box. Available at:

Eric, V. (2019). What Are the Key Components of a Strategic Plan? [online] SmallBizzAhead. Available at:

Heinz, K. (2015). How to Improve Employee Engagement. [online] Built-In. Available at:

Herns, T. (2019). People Practices from Top 5 World’s Best Workplaces. [online] Great Place to Work®. Available at:

Leonard, K. (2018). Types of Organizational Behavior in the Workplace. [online] Available at:

Management, A. (2019). Organizational Behaviour Theories and its Role in Management. [online] Aptitude Management PTY LTD. Available at:

Opstar (2017). What Is An Organizational Strategy, and Why is it Important? | Upstart. [online] Upstart. Available at:

SHR (2020). The 6 Stages of the Employee Life Cycle • SpriggHR. [online] SpriggHR. Available at:

Smarp (2020). 5 Change Management Models to Take a Look at. [online] Available at:

Stahl, A. (2020). 10 Steps Businesses Can Take To Improve Diversity And Inclusion In The Workforce. [online] Forbes. Available at: [Accessed 31 Jul. 2021].

Tomlinson, A. (2018). The Importance of Workplace Well-being During Times of Crisis. [online] Training Industry. Available at:

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