Clearwater Electronics has a strong organizational culture that is demonstrated by high employee engagement. HR has played a vital role in perpetuating that culture, starting with recruiting applicants who share the company’s beliefs, understand the organizational strategy, and work hard. However, knowing that the only constant is change, the HR department continually monitors employees’ engagement and behaviors. Why is assessing employees’ views of the company important in maintaining a strong company culture? If employees are positive about what the company stands for, they will be more positive, more productive, and more open to change. Knowing what employees’ views are on a continual basis allows the company to identify those who do not fit into the culture. Assessing what employees talk about helps identify potential problems, which can then be addressed before they get serious. What employees think is often how the company is perceived from the outside as well.

Clearwater Electronics has a strong organizational culture that is demonstrated by high employee engagement. HR has played a vital role in perpetuating that culture, starting with recruiting applicants who share the company’s beliefs, understand the organizational strategy, and work hard. However, knowing that the only constant is change, the HR department continually monitors employees’ engagement and behaviors. Why is assessing employees’ views of the company important in maintaining a strong company culture? If employees are positive about what the company stands for, they will be more positive, more productive, and more open to change. Knowing what employees’ views are on a continual basis allows the company to identify those who do not fit into the culture. Assessing what employees talk about helps identify potential problems, which can then be addressed before they get serious. What employees think is often how the company is perceived from the outside as well.

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter10: Designing Organization Structure

Section: Chapter Questions

Problem 1SGB

See similar textbooks

Similar questions

You are leading a small team of remote employees (recently changed to remote work due to the Covid-19 Pandemic). You've been informed by senior leaders in the organization that your team is not meeting department goals. Company leadership needs you to review and improve your strategies with the specific goal of improving individual and team performance and productivity. Please summarize the strategies (priorities and process) you will implement to meet the performance expectations of your organization.
Ella, an HR manager, has developed personal relationships with people both internal and external to the firm. She demonstrates the values of the firm while standing up for her own beliefs and dealing with all parties equitably. Which competency is Ella demonstrating? a. Change mastery b. HR mastery c. Business mastery d. Personal credibility
You are the Director of HR in a financial institution. In 2019, your company began a strategicplanning exercise. Then came COVID. As the country responded to the Government’s publichealth measures, the company made many adjustments to the way work was accomplished.Coming out of the COVID crisis the company is different in many ways, especially in its useof information technology.The company is now about to return to its strategic planning exercise. They expect that thiswill result in the need to make major changes. Senior managers are reflecting on andassessing the current situation and are asking several questions. The CEO has asked you toprepare a paper that answers the following ones: 2. The company envisages its strategic planning would result in the need to make plansto change many aspects of the organization. Is there a theory or methodology thatcan guide the decision makers as they embark on this? If so, explain this theory indetail. b) What are its advantages and disadvantages?
You are the Director of HR in a financial institution. In 2019, your company began a strategic planning exercise. Then came COVID. As the country responded to the Government’s public health measures, the company made many adjustments to the way work was accomplished. Coming out of the COVID crisis the company is different in many ways, especially in its use of information technology.The company is now about to return to its strategic planning exercise. They expect that this will result in the need to make major changes. Senior managers are reflecting on and assessing the current situation and are asking several questions. The CEO has asked you to prepare a paper that answers the following ones: 1. Is there a theory or methodology that explains the change process that occurred during the COVID period? If there is, explain this theory in detail. b) What are its strengths and weaknesses?
You are the Director of HR in a financial institution. In 2019, your company began a strategic planning exercise. Then came COVID. As the country responded to the Government’s public health measures, the company made many adjustments to the way work was accomplished. Coming out of the COVID crisis the company is different in many ways, especially in its use of information technology.The company is now about to return to its strategic planning exercise. They expect that this will result in the need to make major changes. Senior managers are reflecting on and assessing the current situation and are asking several questions. The CEO has asked you to prepare a paper that answers the following ones: 2. The company envisages its strategic planning would result in the need to make plans to change many aspects of the organization. Is there a theory or methodology that can guide the decision makers as they embark on this? If so, explain this theory in detail. b)
Change management and change leadership is essential as the ability to maintain a competitive advantage becomes more difficult in the face of unrelenting change according to Ilozor, Love, & Treloar, (2014). By simply changing the work culture or workplace environment you can ultimately add value to the end user consumer and other stakeholders. The study showed that the more employees found the work setting to be environmentally innovative, the higher their level of productivity. Employee satisfaction improved when they could give input in work setting design decisions. The bottom line is that simple changes in the everyday workplace can foster employee motivation, work ethics, and confidence and provide a sense of calmness that will allow employees to achieve organizational goals and objectives. In the workplace it is often stressed to ensure the customer is taken care of, we have heard repeatedly that the customer is always correct. Yet, the absence of management clearly…
You are the VP of a line of business at an international manufacturing company. You and several of yourlong-time colleagues will be retiring over the next few years, and you need to start thinking about talentand succession planning. You are going into a talent review discussion next week, and you’re realizingthat you have a dearth of potential within your organization. What are some actions you (and HR) cantake now to ensure that your business unit isn’t floundering when you leave for retirement?
Your annual employee evaluation is coming up. It will be conducted by your manager, but you do not think feedback solely from your manager would be helpful. You rarely see your direct manager as they are very busy and always traveling. In fact, your co-workers and customers know you somewhat better. You ask HR to include feedback from several sources including your manager and other sources such as your co-workers and customers. Please enter the term that is the solution:
How can HR champion trauma-informed organizational practices in the 4 stages of employment: pre-employment, onboarding and orientation, ongoing employment, and offboarding? Give at least one example for at least two stages and the reasoning behind your example.
Employee performance evaluation and feedback play a crucial role in management, providing valuable insights for both individual growth and organizational success. Through regular performance evaluations, managers can assess employees' strengths and areas for Improvement, set clear expectations, and identify development opportunities. Constructive feedback enables employees to understand their performance relative to organizational goals and receive guidance on how to enhance their skills and performance. Moreover, performance evaluations foster open communication between managers and employees, creating a culture of accountability and continuous improvement. By investing in effective performance evaluation and feedback mechanisms, organizations can empower their employees, boost morale, and drive overall productivity and success. Question: How can managers ensure that performance evaluations and feedback sessions are conducted in a constructive and supportive manner to maximize…
Read the case study below and answer the questions that follow. 1. You are a newly promoted HR manager for a company that manufactures a variety of kitchen appliances. As the HR Manager, you have been asked to implement a Management by Objectives (MBO) program. This program is new to the organization and must be implemented within six months. The HR Executive has asked you to prepare a report to outline how you plan on rolling out this program. The report should include the information below: a. Using the steps of the MBO process, explain how you would go about implementing MBO at this company. b. List three (3) advantages of implementing MBO. c. List three (3) reasons why MBO may fail within an organization
Assume you are the HR Manager at Prosperity. Over the past 18 months, Prosperity’s employees have received very littletraining and development due to Covid-19. To address this shortcoming, you decide to implement e-learning within theorganisation. However, before you can do so it needs to receive the approval from the Executive Committee.Prepare your speech to the Executive Committee in which you detail what the implementation of e-learning withinProsperity would entail.