The Importance Of Work Place Culture And How It Has A Large Influence On The Workplace

As an early year practitioner, it is very important to support the child development and confidence, help them learn about how to manage their feelings and behaviour and making relationship with others.

Ofsted give clear guidelines on how the setting should run on a daily basis. This is evaluated by ongoing paperwork and meeting targets. Policies and procedures put into place guidelines on all care standards and regulations that all staff should adhere too. This is evaluated through appraisals and reflective practice. For example: When starting in the setting, I observed a staff member ‘doing for’ the children, rather than encouraging them. This was regarding the children’s independence and found that rather than staff giving out the children’s cutlery and cups during lunch- the children help each other to hand it out. I enforced this by having an informal chat with my Manager after careful observation.

The degrees to which these values are upheld also pose as a challenge to management and employees. Although both parties may agree to these established values, employees may be faced by situations where their personal and cultural values may contradict with the degree as to which the organizational values are upheld. The main challenge here is setting priorities among the values and objectives of the organizations or the people involved. Making the best decision suitable for the situation and the people concerned requires critical analysis of the factors (values, objectives, and people) involved.

Firstly, OFSTED (The Office for Standards in Education, Children’s Services and Skills) regulate and inspect children’s social care agencies and organisations, such as, care services for new born babies to schools and colleges which protects children and young people. Also, residential care homes, youth clubs, etc. would be regulated by OFSTED to review the quality of care they contribute to protect children and young people’s welfare. Following on from the quality, OFSTED look for implementation of legislation which protects and promotes children and young people’s prosperity. OFSTED ensures organisations provide high potential care quality for children and young people, including keeping them safe, healthy and wealthy. They promote this by allowing the child to have the right to enjoy and achieve the best lifestyle there are able to receive. Employees have to contribute to the quality to improve on the child’s wellbeing. This is accomplished by developing the children and

In this “The Smile Factory: Work at Disney” case study, it clearly point out the power of organizational cultures that created by Disney itself. Organizational culture includes the values and assumptions that shared among whole organization. This culture is very important in improving employee motivation and company performance. It makes the companies operate smoothly and directs every employee toward “right” direction within organization. Every

Providers must plan and organise their systems to ensure that every child receives an enjoyable and challenging learning and development experience that is tailored to meet their individual needs.

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

The principle of designing services around children and young people is to be able to meet all their needs. Every child is unique , it is important that all practitioners understand this. Firstly you need to establish what their care needs are so you are able to meet them in the correct way. This can be done by communicating with parents and other services connected with the child. If the service is meeting the individuals needs the parents/ careers should have no reason to be unhappy with the service provided and the child should remain in the setting. The children must be encouraged to meet their full potential. The 5 outcomes of the Every Child Matters provides a requirement for settings to aim high for the children in their care ensuring they have the opportunity to achieve each one of them and this must be

The statutory framework is split into 3 sections which are the introduction, the learning and development requirements and the welfare requirements. The introduction is an overview which explains the aims and legal requirements. The learning and development requirements is the early learning goals and are a statutory requirement for all Ofsted registered providers. The welfare requirements are universal and have to be met by all Ofsted registered settings. There are 4 main themes to the EYFS which are a unique child, positive relationships, enabling environments and learning and development. A unique child theme is there because every child is a unique child who is constantly learning and can be resilient, capable, confident and self-assured. The positive relationships are there so children can learn to be strong and independent through these positive relationships. Enabling environments is a theme because Children learn and develop which gives them experiences which respond to their individual needs and there is a strong partnership between practitioners and parents and carers. Learning and development is a theme as it means children develop and learn in different ways and the framework covers the education and care of all

Workplace culture is often hard to describe, because it means something different in every organisation and many times employees feel it’s ‘just the way things are’. But so often it can define a company and when it’s not working well, everyone knows about it.

A company’s culture can have a huge impact on employment relations. If the organisation encourages staff to be engaged and involved in how business is delivered, they are more likely to be motivated and productive and retention will be higher. Creating a good reputation outside the business can also help with future recruitment.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

According to Robbins and Judge, organizational culture is, “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins 249). A strong organizational culture is one whose organization’s core values are both intensely held and widely shared. After viewing Enron: The Smartest Guys in the Room, it is obvious that Enron had not only an organizational culture that was strong, but one that was extreme and aggressive. This aggressive and strong organizational culture discouraged both teamwork and ethical behavior and in the end it only plagued Enron until it eventually collapsed under its downfall.

Management in Early years is very important because it involves meeting the needs of children, parents, the community and ensuring high quality early years provision. Changes in early years policy also influence the management of setting because it involves raising awareness of the importance of early years education in the development of the individual and also in the growth of the country as a whole.

An individual’s effectiveness in the workplace often depends on his/her personality, attitudes and values, along with his/her motivation to succeed. Concurrently, the perception, attitudes and values of colleagues in the workplace play a role in determining the individual’s effectiveness. Understanding these characteristics of employees can be very crucial for organizations to operate successfully. At the same time, it is essential that employees understand the values associated with the organization in order to avoid any conflicting feelings toward the work they are employed to do. By recognizing and appreciating each other’s characteristics and constraints, employees and the organizations they are part of, form a highly-beneficial