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3CO01 Business, Culture and Change in Context Assignment Example, KSA

CIPD Level 3 Assignment Example: 3CO01 Business, Culture and Change in Context Assignment Example

What will you learn

In this 3CO01 Business Culture and Change in Context assignment example you will be expected to achieve the following learning outcomes, which will also be the assignment criteria in your written submissions.

  • As a people professional you will be required to understand the business environment your organization operates in. Therefore, this unit will provide you with tools necessary to examine markets and external influences. You will learn how to conduct SWOT analysis, customer needs analysis and STEEPLE. Lastly, in this unit students learn how to identify products and services that the organization offers.
  • People practices are shaped by organizational goals, long term and short term vision, business structure, type of business and employment climate. As a people professional you will be required to understand how to link organizational goals to people practices and also planning for business continuity.
  • This unit is tailored to make learners understand the role of people behavior in shaping organizational culture. Workplace behavior affects and shapes organizational culture. People professionals should facilitate a development of effective organizational culture by entrenching diversity and inclusion principles into organizational practices.
  • Businesses and markets undergo changes from time to time. In this unit you will understand factors that lead to change, how organizations are impacted by changes, the role of people professional in managing change and how change affect behavioral responses of people


Organizational culture refers to beliefs, values, and behaviors that determine relationships and performances of an entity. As businesses grow in size and operate in diverse contexts, their cultures are influenced by diverse environmental factors (Paais & Pattiruhu, 2020). Saudi Arabian Oil Company (ARAMCO) is the largest oil producer in the globe. It is based in Dhahran, Saudi Arabia and is owned by the state. It is considered to be the most profitable organization in the world (ARAMCO, 2023).  Understanding of various cultural and managerial aspects of a company helps to show its position in domestic and global markets (Paais & Pattiruhu, 2020). This 3CO01 assignment example provides an analysis of business culture and other organizational factors that affects the operations of ARAMCO.

1.1 Examine the key external influences that impact on business environments.

External factors lie outside an organization and are beyond its control. To determine the key external factors of a business, the PESTEL model can be used. The framework examines political, economic, social, technological, external, and legal factors in the environment. Political factors refer to laws and regulations that are enforced by national governments and international entities such as the United Nations. Saudi Arabia has a stable political environment. The government has a positive oil policy as the product raises the country’s economic efficiency. Economic factors include factors such as unemployment, inflation, and exchange rate. Saudi Arabia has a relatively stable inflation level due to the government’s policy to manage product prices. The employment rate in the country is about 60%, thus a significant percentage of the population has a suitable purchasing power for oil products (Adamkasi, 2023).

Social factors include aspects such as traditions, language, and notions. Generally, Saudi Arabia is conservative and traditional. Islam influences the population’s depiction of a strong moral code. The people have a sense of duty to support businesses in the country.  Technological factors include aspects such as innovation, new technology, and production strategies.  The Saudi Arabian government has been investing in the latest technology to improve the country’s technology-driven organizations. Regarding the environmental factors, Saudi Arabia has numerous areas that facilitate oil and gas exploration. In terms of legal factors, regulation of business activities is based on Islamic law. Organizations that are owned by the state need to align with these regulations to attain efficiency (Adamkasi, 2023).

1.2 Discuss organisational goals and why it is important for organisations to plan.

Organizational goals are objectives that guide the direction of a firm. They provide a framework that determines how managers and employees make decisions. The goals are strategic in nature and aim at solving both short-term and long-term needs of an organization. The goals need to be specific in nature and achievable for them to be effective. One of the goals of ARAMCO is to deliver greater value, organizational resilience, and growth. The firm also aims at leveraging the potential of its products to align with the global demand of petrochemicals. In addition, the firm focuses on providing socioeconomic benefits to communities around the globe which rely on it energy products (ARAMCO, 2023).  

Organizational planning involves definition of a firm’s purpose and setting goals to meet its full potential. The function provides a roadmap for achieving objectives and goals. It provides clarity to all stakeholders regarding what should be done to achieve various aims. Planning also enables firms to utilize human, time, and financial resources effectively. This feature enables the management to attain efficient team building and cooperation to improve an organization’s operations. In addition, planning enables a company to take necessary measures to prevent and control uncertainties and changes, thus minimizing risk (ARAMCO, 2023).  

1.3 Discuss the products and/or services the organisation delivers, including who the main customers are

ARAMCO is in the oil industry. The company has employed several tankers to ship refined oil, crude oil, and natural gas to many countries across the world. The three major markets for ARAMCO’s products are Asia, North America, and Europe. It uses its subsidiaries to handle the shipping and selling activities. The subsidiaries are major suppliers to countries like China, South Korea, and Japan. It is observed that ARAMCO’s major customers have varied cultural backgrounds. Therefore, its subsidiaries have to align with various cultures to achieve efficiency. In terms of sector, the aviation industry is a major customer of oil. The product is also used by firms that engage in electricity generation and those in the marine sector (ARAMCO, 2023).  .

1.4 Review the range of technology available within the people profession, including how it can be utilised to improve working practices and collaboration.

Technology plays a major role in optimization of organization outcomes. It can improve productivity, improve technology, and enhance achievement of goals. In today’s business environment, technology is used in both production and information management.  Organizations can share their information on the cloud, making it easier for various stakeholders to access it. The organization can utilize the Human Resources Information Software (HRIS) to improve the employee recruitment process. It enables the management to make reliable recruitment decisions and automates the recruitment process (Bayraktaroglu et al., 2019). This feature will enable the organization to reduce the time involved in hiring employees. The organization can also utilize cloud computing to enable restricting and automation of human resource data such as performance reviews, payments, and onboarding processes. It ensures that the employees attain the correct feedback on time, thus making it easier to make suitable changes (Suciu et al., 2017).

The Objectives and Key Results (OKR) is a performance management system that is simple to use by the management. It sets, tracks, and evaluates progress towards various performance goals. It can enable the employees to handle their tasks efficiently (Stray et al., 2022). The organization can utilize Learning Management Systems such as Moodle and Anthology’s Blackboard Learn to train its employees on various aspects of organizational collaborations. The platforms will improve the employees’ learning experiences, resulting in better outcomes (Rodríguez, 2023). Collaboration can also be supported through the use chat platforms such as Flowdock. This platform enables employees to engage in both private and group chats. It aggregates notifications from other social media channels and also provides customer support. Therefore, the organization is in a position to improve its human resource management through the application of various technological platforms (Suciu et al., 2017).

2.1 Define workplace culture in organisational settings and the importance of fostering positive approaches towards it.

Organizational culture refers to the collection of values, beliefs, and practices that guide how an organization engages in its operations. From this aspect, the concept determines the internal environment of an organization as it defines ways in which the management relates with the employees and how the management sets and implements rules. Some of the common types of organizational cultures include clan, market, adhocracy, and hierarchy culture. These types are effective depending on a firm’s needs. Initiation of a positive culture in an organization improves employees’ engagement as they are motivated to handle different tasks effectively. It also enables them to coordinate their collaborative activities, resulting in enhanced job satisfaction and workplace productivity (Paais & Pattiruhu, 2020).

A strong workplace culture also enables an organization to retain its top talents. This feature enhances a firm’s sustainability in the market. From another perspective, it enhances a firm’s commitment to improving employee well-being. It enables workers to attain a suitable work-life balance which reduces workplace pressures. A good culture also supports an organization’s engagement in innovation. The employees are ready to share new ideas with the management, hence supporting a firm’s growth. In addition, it improves customer services as employees communicate with customers positively. Improved customer support increases customer loyalty, which results in higher profitability levels (Paais & Pattiruhu, 2020)..

2.2 Explain how organisations are whole systems, and how work and actions asa people professional could impact elsewhere in the organisation.

 An organization is considered to be a whole system as it entails different departments which are involved in varied functions. Employees in different departments are involved in different roles. These roles contribute to the overall performance of a firm.  A whole system entails aspects such as input, output, processes, and outcomes. These factors are also associated with organizations, through their departments (Wiblen & Marler, 2021).  In addition, organizations are viewed to be whole systems as there are interconnections among various stakeholders. For instance, the management interacts with the owners to meet their needs.  Also, in a whole system, there are defined boundaries that separate various parts. This can be seen in organizations as each department is differentiated by its scope. There are boundaries regarding the functions of employees within a certain section of a firm (Gordon, 2023).

 The human resource department affects other parts of an organizational system. Recruitment of talented employees ensures that sections such as finance and marketing departments function well. Positive engagement by these employees leads to better job satisfaction and staff retention in all departments (Gordon, 2023). The people professional function determines whether employees are generalists or specialists. This feature impacts the employees’ fulfillment of various needs of a company. Effective people professional functions also determine how employees in other departments handle workplace issues such as conflicts. Lastly, it affects how employees in all departments comply with organizational policies and governmental laws (Wiblen & Marler, 2021).

3.2 Consider the importance and role that people professionals play within change

People professionals’ role is founded on the need of an organization to manage human capital and positive environment. People professionals are involved in the search and selection of employees. This role determines the tendency of an organization to be sustainable in a given market. People professionals are also involved in the training of employees (Papa et al., 2020). The act enables workers to develop suitable knowledge, skills, and attitudes that align with future responsibilities. People professionals also set an environment for better collaboration. It ensures that suitable teams are chosen among the employees. It also supports application of technology to support coordination of various team members (Wiblen & Marler, 2021).

In many companies, people professionals engage in supervision and monitoring of employee activities to ensure they meet the management’s goals and expectations. From this function, the employees are guided to reduce mistakes when handling different organizational operations (Wiblen & Marler, 2021). People professionals are also involved in communication which fosters the change process. They initiate reliable communication channels and strategies which meet an organization’s culture. In addition, they are involved in goal-setting. This function ensures employees set personal goals which assist them to accomplish various organizational activities (Papa et al., 2020).

3.3 Discuss how change can impact people in different ways.

Change refers to actions that alter a significant component of a firm. For instance, it may affect organizational culture or internal processes. Change can affect people different as they may have varied values and beliefs. From one perspective, change may influence employees positively. This feature entails the employees embracing new procedures or products. It results in the employees supporting the management’s decisions. On the other hand, change can have a negative impact on some employees. This impact emanates from factors such as the occurrence of uncertainty and anxiety through excessive worries. If the employees are worried about a change process, they are more likely to resist its implementation. This also affects the employees’ loyalty and trust as some of them may opt to leave a firm for better ones (Lewis & Sahay, 2019).


Culture is an important aspect of an organization as it determines how the management and the employees handle their roles and responsibilities. Through the PESTEL model, the paper reveals he importance of the external environment to an organization. ARAMCO, as an organization in the oil industry, provides crude oil, refined oil, and natural gas.  People profession has various technological applications that may assist a firm to meet its needs and attain better collaboration outcomes.  It is also shown that an organization is a whole system as it entails different departments which serve different roles. These roles contribute to the overall attainment of organizational goals. Lastly, the 3CO01 Business culture and change in context assignment example depicts that change may either have positive or negative impacts on people.


Adamkasi (2023, Feb 9). PESTLE analysis of Saudi Arabia.

ARAMCO (2023). About us: Learn more.

Bayraktaroglu, S., Kahya, V., Atay, E., & Ilhan, H. (2019). Application of expanded technology acceptance model for enhancing the HRIS usage in SMEs. International Journal of Applied Management and Technology18(1), 7.

Gordon, J. (2023, Nov 20). What is the systems approach to management? The Business Professor.

Lewis, L., & Sahay, S. (2019). Change and change management. In Movements in Organizational Communication Research (pp. 214-232). Routledge.

Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business7(8), 577-588.

Papa, A., Dezi, L., Gregori, G. L., Mueller, J., & Miglietta, N. (2020). Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices. Journal of Knowledge Management24(3), 589-605.

Rodríguez, C. L. (2023, May). Factors Affecting the Purchasing of a Learning Management System in Madrid Region Universities. In Erasmus Scientific Days 2022 (ESD 2022) (pp. 76-86). Atlantis Press.

Stray, V., Gundels by, J. H., Ulfsnes, R., & Brede Moe, N. (2022, May). How agile teams make Objectives and Key Results (OKRs) work. In Proceedings of the International Conference on Software and System Processes and International Conference on Global Software Engineering (pp. 104-109).

Suciu, G., Boscher, C., Prioux, L., Pasat, A., & Dobre, C. (2017). Insights into collaborative platforms for social media use cases. Studies in Informatics and Control26(4), 435-440.

Wiblen, S., & Marler, J. H. (2021). Digitalised talent management and automated talent decisions: the implications for HR professionals. The International Journal of Human Resource ManagemenT32(12), 2592-2621.

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