Solution
The role of technology and its impact on organisations as discussed earlier in this report underscores the value of technology in the contemporary work environment. Even so, people remain an organisation’s biggest asset because even with the most recent technologies in place, organisations cannot operate without talented employees (learndirect, 2021). This is the rationale behind the so-called People Profession, which encompasses many business functions and areas, including resourcing, talent management, and reward.
Since the purpose of the people profession is to optimise employee talents whilst also maximising employee productivity, an organisational culture and the behaviours prevailing therein are significantly determined by people practices. Regarding the effect of people practices on organisational culture, people professionals seek to create work environments that are conducive for employees to give their best. They influence organisational culture and behaviours through several ways, one being role modelling. People professionals ought to lead through example so as to instill the behaviours they want in workers.
For instance, HR managers should demonstrate emotional intelligence and empathy to encourage employees to behave similarly towards one another. To promote productivity, HR managers should exemplify essential attributes such as resilience (Hi Bob, 2022). Secondly, employee training fosters positive workplace cultures by empowering employees to perform to their best of their ability and help the company fulfill its mission.
Thirdly, upholding core values like diversity together inclusion in recruitment processes promotes positive behaviours among employees in that they acquire the virtue of tolerating and embracing each other irrespective of their differences (Taylor & Woodhams, 2022). It also fosters an organisational culture where respect for all prevails. The policies that people professionals use in executing their roles also influence organisational culture in the sense that they can act as benchmarks for other departmental managers to learn from.
For instance, providing flexible workdays or allowing employees to work remotely may influence the organisation’s judgements of performance and encourage a culture where performance is measured according to output rather than hours worked (Miller, 2020). Pay schemes and reward structures partly determine employee motivation levels, which also influence behaviour. In summary, HR policies set the pace and tone for the organisational culture.

Explain different approaches to managing change. (AC2.3) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 350 words.

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