Organizational culture Essay Example for Free

Organizational culture Essay 1. Discuss several areas in which HR can affect organizational culture positively or negatively. A human resources department plays a significant role in determining the culture of an organization. Human resources cultivate and execute policies and procedures in key areas such as hiring practices, compensation, management relations and employee conduct and behavior. The decisions made by the human resources department can have significant positive and negative implications for the overall cultural quality of the organization. Some of the affected areas include creating awareness, compensation plans, hiring practices and behavior. Company executives may not always have a true understanding of their corporate culture, as they are often far removed from the front lines of the operation. Human resources personnel can provide the benefit of instructing top management as to what the culture is really like. This may lead to positive changes in the corporate culture, it could also lead to changes that meet with resistance from employees, such as when management decides it needs to change or eliminate popular employee programs that it deems wasteful or unproductive. When it comes to compensation, the human resources department typically accepts the responsibility of designing compensation programs for the organization. Depending on how they achieve this, it could have a positive as well as negative impact on organizational culture. For example, an incentive program for salespeople may provide the opportunity for these employees to increase their compensation through greater productivity. Nevertheless, it could also cr eate an environment where the salespeople are competing against each other, leading to the deterioration of teamwork and morale. Human resources also determine the hiring and recruiting practices used by the organization, which has a great impact on the organizational culture. A strong attention to characteristics of job candidates such as education and experience can certify that the company hires employees who are capable of performing the job. In contrast, if there is a lack of focus on characteristics like personality and people skills, the company may end up hiring candidates who will have difficulty being a sole member of the corporate culture. Another key area subsiding under human resources is the conduct of the organizations members. In many organizations, particular larger ones, this involves the development of a code of conduct or ethics that specifics how employees should treat each other and conduct their daily activities. An operative code of conduct that denotes the core values of the organization and is strictly enforced can promote a culture characterized by high levels of ethical behavior. On another note, a weak code or one that is only given lip service by human resources could lead to a culture of dishonesty and distrust. 2. For many individuals, the nature of work and jobs is changing. Describe these changes, some reasons for them, and how they are affecting both HR management and individuals. In reference to our textbook, our world is ever changing when it comes to the workplace. Some of the issues that affect the organization include technology, changing demographics, education and cultural issues. According to the article, â€Å"The Changing Nature of Organizations, Work and Workplace,† In todays world, the structure, content, and process of work have changed. Work is now: * more cognitively complex * more team-based and collaborative * more dependent on social skills * more dependent on technological competence * more time pressured * more mobile and less dependent on geography. In todays world, you will also be working for an organization that is likely to be very different due to competitive pressures and technological breakthroughs. Organizations today are: * leaner and more agile * more focused on identifying value from the customer perspective * more tuned to dynamic competitive requirements and strategy * less hierarchical in structure and decision authority * less likely to provide lifelong careers and job security * continually reorganizing to maintain or gain competitive advantage. 3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor? According to the PowerPoint, â€Å"Changing Nature of Human Resource Management,† Dr. Zaw states that the typical roles are still apart of human resources managers job descriptions, but the magnitude and percentage of each within the job description has altered. Human resources roles typically include; * Processing and recording keeping * Operational and employee advocate role Human resources strategic roles typically include: * â€Å"having a seat at the table† by contributing to organization results and success * Human resources becomes a strategic partner * When it focuses on creating program that will enrich the organization performance * Engage human resources in strategic planning at the onset * Contribute in the decision making in reference to mergers acquisitions and downsizing * Recreating of organizations and work processes * Accounting and documentation the financial means of human resource activities He then explains the nature of strategic Human Resource Management. 1. The relationship of the organizational and HR strategic strategies a. Cost Leadership includes i. Competition on the basis of low price and high quality of product or service ii. Relies on building employees fit specialized needs iii. Requires a longer human resources planning horizon approach b. Differentiation iv. Competition on the basis of either offering distinctively different products or services v. Relies on hiring needed skills vi. Needs a shorter planning time frame in order to be responsive to dynamic environments 2. Organizational Productivity and Efforts c. Human Resources Productivity vii. Unit labor costs computed by dividing the average cost of workers by their levels of output viii. Low unit labor costs can be a basis for strategy focusing on human resources ix. Productivity and unit labor cost can be determined at the global, country, organizational or individual level. d. Organizational Effectiveness and Financial Contributions of Human Resource x. Linking with financial executive to certify human resources financial contribution to organization’s performance e. Customer Service and Quality Products Linked to Human Resources Strategies xi. High quality productions and services are the outcome of human resources enrichment to the organizational performance f. Organizational Culture and Organizational Effectiveness xii. Organization culture is the values and beliefs shared amongst the organization. 4. What steps can HR professionals take to ensure that mergers and acquisitions are successful? How can HR help during the integration process? In reference to the article, â€Å"What is the Role of Human Resource During a Merger?† , Diane Chinn covers five distinct areas that human resources must focus on during a merger which includes executive coaching, employee communication, culture integration, employee retention and human resources integration. Executive Coaching: Even though human resources have been considered a major staff function, it is shifting more to an essential strategy function. In the process of a merger, human resources should function as executive coaches assisting leaders in understanding the relationship with effective human resources management and merger success. It also gives management insight to the different assumption of issues that may hinder the merger and find different solution for dealing with the issues. Employee Communication: There should be ongoing communication with the employees in reference to the success of the merger. Even though employees do not understand the reason for the merger, they may presume to be against the decision without effective communication. It’s the responsibility of the human resources department to create a communication strategy in reference to each step of the merger process. Cultural Integration: It is the responsibility of human resources to examine and compare the cultures of the two organizations and develop and execute a plan to address cultural issues that could affect the merger such as shared or conflicting values, beliefs and assumptions. Employee Retention: Human resources must ensure that employees have the necessary skills and knowledge needed for the organization remain a part of the merged organization. Human Resources Integration: When the companies merge, there are duplicate systems that must be consolidated or merged. This is especially true in HR where employee management, compensation and benefits, employee training, development and HR information systems must continue to function throughout the merger process. 5. Many companies in the United States have recently put an end to the practice of giving an annual employee Christmas party due to complaints by employees with non-Christian religious backgrounds or spiritual values who claimed the Christmas party was discriminatory employment practice. These dissident employees argued that the employer who celebrated by paying for an employee Christmas party favored Christianity over other religions and belief systems. Do you think non-Christian employees are treated illegally or unethically when the employer decides to give a Christmas party for all the employees? What is the basis of your decision? What would be a reasonable accommodation that an employer could make to satisfy both the Christian and non-Christian employees? Yes, I do feel that non- Christian employees are treated unfairly because employers should be delicate to the religious beliefs of their employees. Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex or national origin. I feel that no one should be forcing to do something that’s not a part of their beliefs or character. My recommendation would be to have an end of the year celebration where all are able to attend and possible share their cultural experience with everyone through foods, decorations and performances.