1. Define the term "organizational culture." Discuss several areas in which HR practices and policies can affect organizational culture positively or negatively.
2. Provide an overview of six challenges facing HR today. Which ones are impacting your workplace? How?
1. Define the term "organizational culture. Discuss several areas in which HR practices and policies can affect organizational culture positively or negatively.
The term "organizational culture" is used to describe the overall working conditions, attitude, and behaviors that are common inside of the day to day work environment as embraced by management and displayed by all employees (Wilkins, 2009). Depending on the organization or the perspective for which culture is being studied, you will see many different definitions applied to this subject. Some of the more common definitions of organizational culture are as follows:
Employees sharing a set of common understandings around which they organize their actions through the use of expressions, language, or unique nuances that are peculiar to their group (Wilkins, 2009).
Or, according to Bellot, organizational culture is more clearly defined as employees developing a set of meanings and understandings that their specific group shares and is largely tacit among its members. These shared sets of meanings and understandings are clearly relevant and distinct to the group and they will pass these practices and this culture on to any new members who join them (Bellot, 2011).
In general, organizational culture is a systematic approach by a company and its employees to develop standards and understandings that are commonly used by the majority of people that help build a sense of community and develop a sense of belonging inside the organizational setting. The deeper the level of assumptions and beliefs, the more complex and powerful an organization's culture will become. One of the primary factors that impact the overall formation and identification of the organization's culture is the HR department and its policies (Wilkins, 2009).
A human resource department will play a vital role in defining the organizational culture. It is in the HR department that all of the company's policies and procedures are developed and implemented in all of the key areas that directly affect the direction an organization moves toward. HR dictates policy and procedures around compensation, employee relations, hiring practices, and the employee's behavior and conduct. These areas and how HR manages each will help determine either positively or negatively the culture that is developed (Bellot, 2011).
Some examples of HR's ability to positively or negatively impact ...
This solution offers a comprehensive review of the multiple challenges facing Human Resource Managers today when trying to manage organizational culture. This solution also explores the impacts of an organizations policies and how they are directly related in promoting a positive or negative culture for employees to work in. In addition, solutions are offered for addressing many of the challenges that are presented by organizational culture.
Identify the major HR challenges facing organizations and managers
Many groups make up a diverse workforce. One of the elements of groups is age. There are currently four generations in the workforce. Imagine that you are in the Human Resource Department and have been asked to suggest ways to address the needs and desires of the different generations. Present your ideas in a memo format. Include all your ideas, how they would be implemented, and how each would be evaluated for effectiveness.
The generations would include the Baby Boomers (1946-1964), the Xers (1965-1977), the Yers (1978-1986), and the Millennials (Born after 1987). Each generation brings some good qualities. For example, the baby boomers bring a perspective of "pay your dues" while the Xers are socially conscious (Forman & Carlin, n.d.).
How can the different perspectives be addressed for each group to maximize this element of a diverse workforce?
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