CIPD 5CO01 Organizational Performance and Culture in Practice Assignment Example UK

The CIPD Unit 5CO01 explores how organisational culture influences decision-making, encourages employee involvement, and helps their teams to adapt to change. You’ll learn how the right culture results in higher productivity, better collaboration, and stronger business results. In this unit, you will develop skills that will help you in identifying cultural issues, applying proven strategies, and evaluating how changes can affect employee participation and organisational outcomes.

You’ll also learn about how HR can apply employee well-being strategies, training programs, and feedback systems to promote a culture of continuous growth and improvement. Also, in this unit you will explore how to create and use strategic development plans to ensure your workplace culture aligns with the overall business goals, enhancing your ability to adapt to market changes. This course also helps you in training by creating a culture that motivates employees and increases both productivity and market importance.

5CO01 Assignment Examples or Assessment Questions:

Here we are going to provide the latest 2025 assignment or assessment questions and tasks for CIPD students. You can take the idea of the latest CIPD 5Co01 assignment examples to succeed in your academics. Below, we are mentioning all assignment questions related to each learning outcome. Each task is distributed to its learning outcomes.

LO1—Understand how organisational structure, strategy, and business environment are connected

AC 1.1 Evaluate the advantages and the disadvantages of both the divisional structure and the matrix structure. Within the evaluation, you should include the reasons underpinning each structure.  

AC 1.2 Analyse the extent to which the organisational strategy in your organisation (or an organisation with which you are familiar) helps to ensure that products or services meet the customer’s needs.  

AC 1.3 Analyse the current impact on interest rates, inflation, and one other external factor on your origination (or one with which you are familiar). Identify organisational priorities arising from your analysis. 

AC 1.4 When setting out its view on automation, AI, and technology, the CPID states, ‘Automation, artificial intelligence (AI) and other workplace technologies are bringing major changes to work and employment.’ Assess the scale of technology within the organisation and how it impacts work. 

LO2—Understanding the organisation culture and theoretical models that tell how a person behaves in a workplace. 

AC 2.1 Explain Edgar Schein’s model of organisational culture and explain one theory or model that examines human behaviour 

AC 2.2 Assess how people’s practices in your organisation (or one with which you are familiar) impact both organisational culture and behaviour, drawing on examples to support your arguments.

AC 2.3 Peter Cheese, current CEO of CIPD, asserts, ‘People professionals are a vital function in supporting businesses to adapt to rapidly changing circumstances’. Explain two different models or theories for managing change.

AC 2.4 A variety of models have been developed to explain how change is experienced. Discuss one model that explains how change is experienced.

AC 2.5 The CIPD’s Health and Wellbeing at Work survey 2022 found, ‘There is less management focus on health and wellbeing compared with the first year of the pandemic’, and goes on to remark that this is disappointing. Assess the importance of well-being at work and factors that impact well-being. 

LO3—Understand how human resource practices contribute to achieving business goals and objectives.

AC 3.1 The CIPD Profession Map states, ‘People practices are the processes and approaches that we use across the employee lifecycle.’ Discuss the links between the employee lifecycle and different people practice roles.

AC 3.2 Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies. 

AC 3.3 Discuss processes you have, or could use, for consulting and engaging with internal customers of the people function in order to understand their needs.

CIPD 5CO01 Assignment Answers 

Here are all the answers or solutions to the assessment questions or assignment tasks of the CIPD CO01. We provide detailed, accurate, and CIPD-aligned solutions. Our expert-written answers support the CIPD students in successfully completing their 5co01 assignments. 

Assignment Question AC 1.1: 

(AC 1.1) Evaluate the advantages and the disadvantages of both the divisional structure and the matrix structure. Within the evaluation, you should include the reasons underpinning each structure.

AC 1.1 Assignment Solution – 

• Matrix Structure: 

Explanation:  

A matrix setup means employees report to multiple managers, such as a team lead and a project head. The whole point is to improve communication and teamwork between different departments and make sure resources are shared across various projects. It is commonly employed in industries that handle multiple complex projects simultaneously,  such as engineering, IT, and consulting. 

Why Companies Use a Matrix Structure:

Companies use a matrix structure so that they can enhance collaboration between departments, ensure that specialised skills are shared across the projects, and make the most of limited resources. It increases flexibility in helping to manage multiple projects and adapt to the client’s needs. It promotes innovation by encouraging better communication.

Pros and Cons of Matrix Structure 

A plus point of this structure is that it allows organisations to use their resources wisely. They can assign their people and equipment to several projects rather than a single one, which helps them minimise their waste and cut down their costs. It also improves communication between different departments as people from different teams work closely. This setup brings more creative ideas and better problem-solving since there are diverse skills and opinions.

But even with all the benefits, it also has its downsides. When workers have to report to two or more managers, it can cause confusion and disagreements. This can slow down decision-making and productivity. Plus, working in different teams at once causes employees to feel burnt out and stressed.

Example:

A software company that is working on multiple projects may use a matrix structure. A software developer can report to both the head of the software department and the project manager.

• Divisional structure

Explanation: 

In a divisional structure, the company is split into different sections depending on what they sell, where they’re based, or who they deal with. Every division runs like its own mini business, with its own management team and resources. This is commonly used by large companies having different operations. It enables businesses to have a better focus on each product line, but also aligns with the overall goals of the company. 

Why Companies go with a Divisional  Structure:

Companies go with a divisional structure to focus on certain products, areas, or types of customers more effectively. It allows for faster decision-making within each division, as they operate independently. This structure also holds divisions accountable for their performance and profitability, making it easier to adapt to market trends or customer needs in different areas.

Pros and Cons of Divisional Structure

One of the biggest strengths of this type of structure is its clear focus on customers and markets. It can quickly adapt to the market trends and demands as it’s each unit is built around a specific product, region or customer. This ensures that each division is responsible for its own results. This setup also makes each division responsible for its own results. 

A major drawback is that having separate departments for HR, finance, and marketing in each division results in a waste of resources and an increase in overall expenses. Another is that it’s difficult to maintain good communication and coordination between the divisions, which results in irregular practices. Also, it can be hard to create a strong, shared company culture as each division works independently. 

Example: 

Companies like Amazon use this type of model by organising their business into separate divisions for books, electronic devices, and clothing. Each division has its own operations and customer service teams.

Assignment Question AC 1.2 : 

(AC 1.2) Analyse the extent to which the organisational strategy in your organisation (or an organisation with which you are familiar) helps to ensure that products or services meet the customer’s needs.  

AC 1.2 Assignment Solution –

Let’s take an example like Apple, which is a customer-focused company. Its business plan is around certain principles that ensure its services and products meet the expectations of the customer. 

Customer-focused innovation

Apple’s main business approach is focusing heavily on innovation. They are always improving their products with new features and easy designs, so they stay in sync with what customers want. For example, when Apple launched its iPhone with a simple touchscreen, it fulfilled the increasing demand for folks wanting a phone that was simple to use. By staying ahead, Apple keeps creating innovative products that set new standards in the industry.

Focus on Quality and Design

Apple is known for its quality and design. They make their products with great attention to detail, ensuring high quality. The design is the main part of the product experience, satisfying the needs of the customers who want both good performance and style. The use of top-quality materials, easy-to-use features, and great designs ensures Apple makes sure its products meet customer expectations for durability, efficiency, and looks

Customer Experience and Support

Customer service is an important part of the company’s business. They provide their services through stores, online chat, and call centres. Their AppleCare program also provides support and warranties, ensuring customers can get help whenever they want. This strong customer care helps in building long-term loyalty by supporting customers. 

Making changes from customer feedback

Apple’s other important strategy is that it listens to its customers sincerely. Whether through reviews, comments or social media, they pay close attention to what people are saying. From this feedback, they improve and update their future products. This helps them to keep safely connected with their customers’ preferences. 

Apple’s organisational study ensures that its products and services are aligned with customer feedback by focusing on new ideas, great products, helpful service, and quick responses. Applying these strategies, they create a strong competitive advantage. 

Assignment Question AC 1.3 : 

(AC 1.3)  Analyse the current impact on interest rates, inflation, and one other external factor on your origination (or one with which you are familiar). Identify organisational priorities arising from your analysis. 

AC 1.3 Assignment Solution –

Microsoft is influenced by the changes in interest rates, price increases, and worldwide market situations. All these elements play an important role in shaping the company’s decisions in finance, consumer demand, and investing strategies. 

Interest rates’ impacts on Microsoft

Variations in interest rates directly impact Microsoft’s cost of borrowing and investment plans. Higher rates of interest result in reduced consumer spending and slow business investments in Microsoft’s enterprise services, cloud computing, and software products. When interest rates are low, more companies start investing in technology, which can increase demand for Microsoft’s IT solutions and boost sales.

Impact of Inflation on Microsoft

Inflation affects Microsoft’s costs, which shapes profits and pricing decisions. When inflation goes higher, Microsoft has to pay large salaries to attract talented workers. There is also a rise in the rate of supplies, such as shipping, raw materials, and microchips. These higher costs increase prices, but this causes lower sales of products. To deal with these challenges, Microsoft starts cutting costs by using automation, arranging better prices with the suppliers, and also improving internal processes. This helps the company to manage its expenses and stay profitable even during inflation. 

Other external factors:

Apart from that, other factors have a large impact on Microsoft’s business operations. For example, a change in currency values can have an impact on Microsoft’s business operations, especially when the local currency drops as compared to the US dollar. This means sales in other countries will bring in less money compared to dollars. 

Geopolitical issues such as restrictions on trade can make it harder for Microsoft to do business in some regions.  These issues affect everything from supply chains to relationships with customers. For example, strict data privacy laws in regions like the EU, such as GDPR, can result in extra costs for Microsoft and limit its access to its store and customer data. 

Assignment Question AC 1.4 : 

(AC 1.4) When setting out its view on automation, AI, and technology, the CPID states, ‘Automation, artificial intelligence (AI) and other workplace technologies are bringing major changes to work and employment.’ Assess the scale of technology within the organisation and how it impacts work. 

AC 1.4 Assignment Solution –

The scale of technology in an organisation means how much and deeply technology is used in daily work, processes, and decisions. This includes simple software and advanced tools such as emails, cloud computing, machine learning, etc, in departments like HR, finance, and customer service. 

Technology in UK Organisations

UK organisations have rapidly adopted technology, which has resulted in new ways of how businesses operate and people work. Companies are incorporating digital technologies across all sectors, so that they can stay competitive and efficient. This digital shift has greatly changed how work and jobs are done. Machines are taking more repetitive jobs while employees take roles requiring more creativity and technology skills. Due to this, there is an increasing demand for upskilling among employees to ensure employees remain capable in the job market. 

Impact on Workforce

Technology has created new job opportunities in sectors such as IT and digital marketing. But also, automation on the rise causes a risk of displacing jobs in areas such as manufacturing and retail. Due to remote work, technology has made it possible for employees to work from home and have more flexible schedules. To keep up with the digital world, organisations are investing in training to help their teams stay ahead. This shift is all about adjusting to new skills and roles, and creating a workforce that’s strong and ready to adapt.

Societal implications

Technology is shaping the way we work with companies, but also across the whole of society. If businesses want to stay ahead in today’s time, they must progress and stay updated with new technology. This means they have to make strategic changes, invest in skill development, and create a culture that supports creativity. However, the digital gap is one of the biggest problems that we face, where access to technology and handling skills aren’t equal. This gap can further make present inequalities even worse. For creating a fair society, we must have strong guidelines and ethical standards in AI. That also involves protecting privacy and avoiding bias in algorithms. 

Assignment Question AC 2.1 : 

(AC 2.1) Explain Edgar Schein’s model of organisational culture and explain one theory or model that examines human behaviour.

AC 2.1 Assignment Solution – 

Edgar Schein’s model offers a deep understanding of the challenges of organisational culture, while Abraham Maslow’s hierarchy of needs provides important insight into the motivations behind human behaviour.

Organisational Culture by Edgar Schein’s Model

Schein’s three-layered framework of organisational culture contains artefacts, espoused values, and underlying assumptions, which transformed the workplace culture. Artefacts such as office layouts and rituals are visible, but they require a deep exploration to fully understand their meaning.

Espoused values, found in mission statements or corporate codes, establish the expectations for behaviour, but at a deeper level, the fundamental assumptions that truly define the organisation and influence its culture and decision-making. These assumptions form the subconscious framework that helps members interact and perceive their work environment. 

SSchein’s model stresses in importance of revealing these deep-rooted beliefs and assumptions, which shape the dynamics of organisations. This approach has provided help in reshaping how organisations align their culture with strategic objectives to encourage competition and drive innovation.

Maslow’s five-level model of human motivation 

Maslow’s five-level model of human motivation helps us understand what drives employees at work. Organisations can help in improving employee engagement and spirit just by meeting basic needs such as safety and health through welfare programs. When companies recognize, support, and help in growing their employees’ careers, they meet important social and esteem needsUltimately, by promoting opportunities for creativity and personal growth, organisations can help employees in reaching personal goals, which results in higher performance and a deeper commitment to the company.

The Intersection of Schein’s Model and Maslow’s Hierarchy

Combining both Schein’s organisational culture model and Maslow’s hierarchy shows a complex relationship between organisational values and individual needs. The culture of an organisation can have a large impact on how well it meets employees’ basic needs, from safety to personal fulfilment. Schein’s focus on finding the main organisational beliefs aligns with Maslow’s understanding of the basic human needs that drive behaviour. Organisations that have an environment of respect, innovation, and personal growth are more likely to satisfy the higher-order needs Maslow identifies, such as helping employees achieve greater satisfaction and dedication.

Assignment Question AC 2.2 : 

(AC 2.2) Assess how people’s practices in your organisation (or one with which you are familiar) impact both organisational culture and behaviour, drawing on examples to support your arguments.

AC 2.2 Assignment Solution –

Tesco’s case study provides valuable understanding into how people practices shape the organisation’s culture and influence employee behaviour.

Training and Development

Tesco invests in various learning programs such as leadership and workplace training, thus helping in creating a culture of continuous development. This aligns with Bandura’s social learning theory, which promotes growth through observation and practical learning. Such initiatives increase individual skills, encourage innovation, and support positive organisational behaviour.

Workplace Equality

Tesco encourages an inclusive workplace by partnering with diverse organisations and supporting disadvantaged groups. This reflects Cox and Blake’s theory that diversity enhances creativity and teamwork. Thus, a strong D&I culture improves engagement, satisfaction, and service delivery.

Leadership 

Tesco’s leadership values respect, teamwork, and personal growth. Their leadership model mirrors transformational leadership theory, which focuses on inspiring employees to perform at their best. This drives a high-performance culture and strengthens organisational commitment.

Assignment Question AC 2.3 : 

(AC 2.3) Peter Cheese, current CEO of CIPD, asserts, ‘People professionals are a vital function in supporting businesses to adapt to rapidly changing circumstances’. Explain two different models or theories for managing change.

AC 2.3 Assignment Solution –

Kurt Lewin’s Model for Managing Change 

This supports the organisation throughout the change process, which has three steps- unfreeze, change, and refreeze. The first is unfreeze, which helps the organisation change by doubting its current practices and creating understanding about the need for the change. It also encourages people to move out of their comfort zones. The second is Change, where the actual transformation happens. Through training and communication, new methods, habits and mindsets are introduced. Refreeze is the last step in which the changes become stable and are adapted into everyday work.  Lewin’s model is valued because it provides clarity and focus on guiding people through changes in a well-structured way. 

John Kotter’s 8-step model of change

This model provides a plan for managing and applying changes within the organisation. It starts by creating a sense of urgency among the workers so that they can acknowledge the need for change. Then it is followed by forming a team of leaders that can guide the process. After this, a strong vision of change is created, and then this vision is communicated across the organisation so that everyone understands and supports the direction. Encouraging others to act on the vision removes all the problems so that all the individuals can contribute effectively. Celebrating quick wins helps in building momentum, and more changes can be included based on previous success. Finally, to ensure that these changes last in the organisations, they must be adapted to their culture.

Assignment Question AC 2.4 : 

(AC 2.4) A variety of models have been developed to explain how change is experienced. Discuss one model that explains how change is experienced.

AC 2.4 Assignment Solution –

Kübler-Ross Change Curve is the model that explains how change is experienced within an organisational setting. This was originally made to describe the process of grief, but it has been used to describe how employees respond emotionally to the workplace and organisational changes. It highlights the five stages that a worker has to go through.

• Denial
  During this stage, employees may struggle to accept the new change. They might ignore announcements, continue working as if nothing has changed, or start expressing disbelief. This phase usually brings out a lot of confusion and uncertainty about what the change means for their jobs and the organisation.
• Anger
  As the reality of the change becomes clearer to them, frustration starts emerging. Staff may start questioning the decision behind the change, express dissatisfaction, or assign blame. This stage is a common reaction to losing routines or job security.
• Bargaining
  During this phase, employees may start to delay or influence the change process. They might propose alternatives or seek reassurances in hopes of minimising disruption. This represents a desire to retain control or preserve certain aspects of the previous way of working.
• Depression
  When the person realises that they can’t avoid change, then the motivation starts to decrease. Workers can feel pressure and become disconnected from their work. Performance may dip as they process the impact and adjust to new expectations.
• Acceptance
  This is the final stage where individuals start to adapt to the new environment. They develop a clear understanding of their roles, accept the new processes, and re-engage with their tasks. Staff’s confidence and emotions start to improve as they adapt to the new setting. 

For business leaders, it’s important for them to know the moves in the Kübler-Ross Change Curve. It allows them to expect problems, give quick help, and talk clearly. This helps teams adjust more smoothly and lowers resistance. 

Assignment Question AC 2.5 : 

(AC 2.5) The CIPD’s Health and Wellbeing at Work survey 2022 found, ‘There is less management focus on health and wellbeing compared with the first year of the pandemic’, and goes on to remark that this is disappointing. Assess the importance of well-being at work and factors that impact well-being. 

AC 2.5 Assignment Solution –

Importance of Employee Wellbeing in the Workplace 

Employee well-being is important for sustainable business success. It includes not just physical health but also mental, emotional, and social aspects also. When employees feel encouraged and connected, they become more engaged, productive, and loyal. When employees have strong well-being, it increases their innovation and motivation.. In today’s job market, companies that prioritise wellbeing are more attractive to top talent, while ignoring wellbeing can result in more people taking time off, higher staff turnover, and harm to the company’s reputation.

Factors Affecting Wellbeing at Work

• Organisational Environment

The values and daily behaviours present in a company’s culture play an important role in how employees feel supported. A workplace that promotes open communication, trust, and balance can help staff thrive. In contrast, cultures that emphasise constant pressure and unrealistic expectations often create toxic environments that damage mental health.

• Job Demands and Design

The overall occupational health is affected by too much workload and poor job design. This can contribute to high stress and reduced motivation. Supervisors can reduce these risks by making roles that provide freedom, variety, and clearly described roles and their responsibilities.

• Leadership and Management Practices

Leaders cause a large impact on their team’s emotional well-being. Leaders who are supportive and understanding build trust with their employees. Their employees genuinely feel valued and heard. When supervisors become controlling, it can cause stress and make their staff feel disconnected from their teams. It’s important to train the leaders so that the organisation can prioritise and promote well-being effectively. 

Assignment Question AC 3.1 : 

(AC 3.1)  The CIPD Profession Map states, ‘People practices are the processes and approaches that we use across the employee lifecycle.’ Discuss the links between the employee lifecycle and different people practice roles.

AC 3.1 Assignment Solution –

The employee lifecycle tells about the stages an employee goes through in an organisation, such as from attraction to getting recruited and exiting.  Each stage is handled by different people practicing different roles.  They are important for making a good employee experience and aligning HR activities with the company’s goals.  

Talent acquisition specialists help in crafting strategies and managing the selection process to draw candidates who match their company’s values.  When they are hired, HR business partners help in their growth by developing skills and managing their performance. For retaining talent, engagement specialists focus on improving the employee experience by checking their well-being and collecting feedback. During the separation stage, HR officers look at the exit interviews and the leaving process and ensure an easy transfer. Each role within a people’s profession contributes to improving the employee experience at every step of the lifecycle. 

Assignment Question AC 3.2 : 

(AC 3.2) Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies.

AC 3.2 Assignment Solution –

People practice plays an important role in connecting with various areas of an organisation and supporting the larger workforce and organisational strategies. By their various roles, directly influence and align people strategies with overall business aims, thus ensuring that the employees are skilled, engaged, and motivated to contribute to the company’s success.

People practice helps in aligning human resource strategies, thus ensuring that areas such as talent acquisition, performance management, and employee development can help in meeting business targets. HR collaborates among the departments and works with teams like finance to create attractive salaries. Also, help in marketing to improve employer branding, thus ensuring all functions work together toward shared objectives. Moreover, HR is important in managing talent, overcoming skill gaps, and offering learning and development programs that can help them to maintain the company’s growth. Employee well-being and involvement programs are also crucial to HR’s role, thus encouraging a positive culture and improving mood. 

Assignment Question AC 3.3 : 

(AC 3.3) Discuss processes you have, or could use, for consulting and engaging with internal customers of the people function in order to understand their needs. 

AC 3.3 Assignment Solution –

Consulting and engaging with the internal customers involves making good connections by regularly communicating and understanding their specific needs. HR achieves this by conducting meetings and feedback sessions with team leaders to identify workplace challenges. This helps HR in making services such as recruitment, training and performance support so that the needs of each department are met.

By conducting all these HR ensures that its strategies align with the company’s aims.By co-creating solutions, offering transparent communication, and using feedback to improve services, HR builds trust and supports overall business success. This process not only enhances employee experience but also boosts engagement, productivity, and retention.

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