Creation of an appropriate work culture is a time-consuming process. Therefore, organisation culture cannot suddenly change the behaviour of people in an organisation. Elaborate on how employees learn culture within an organisation. {25 marks}
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Creation of an appropriate work culture is a time-consuming process. Therefore, organisation
culture cannot suddenly change the behaviour of people in an organisation. Elaborate on
how employees learn culture within an organisation. {25 marks}
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- Creation of an appropriate work culture is a time-consuming process. Therefore, organisationculture cannot suddenly change the behaviour of people in an organisation. Elaborate onhow employees learn culture within an organisationQ1 shrm A high performance culture can be defined as an organisational culturewhere the corporate values for achieving the organisation goals are deeplyembedded in the hearts and minds of all employees. Describe the essential characteristics in High Performance Work System Answer should not be less than 600 words. Thank you33.Some new employees are not using professional behaviors at a strict accounting firm. The manager gives a warning to the employees involved and recommends they refer to the employee handbook for behavioral expectations. Which cultural perspective is being used? A.Symbols B.Paradigm C.Power structures D.Control systems
- 1 Stereotypes can negatively impact on our interactions with others, but these can also disadvantage us and our positions. For example, organisations in most countries face an aging population, as life expectancy increases. Many employers will thus rely on people working beyond the traditional retirement age. However, older workers are stereotyped as less motivated, poor performances, expensive, with poor technology skills and a limited ability to learn. Research has shown these perceptions to be false. As an employer, how can you reduce such perceptual errors?A 2015 New York Times article described Amazon as a soulless, dystopian workplace where no fun is had and no laughter heard (Cook 2015 n.p.). Employees themselves came to the companys defense (Ciubotariu 2015). Does this reputation continue to haunt Amazon, or has it been addressed?how to respond to this in 100 words? It is vital that organizations embrace diversity and cultivate an inclusive work environment. With increasing religious diversity in the United States, it is imperative that employers understand the nuances of navigating this domain (Findley et al., 2021). Today, employers are engaging in different strategies to make certain that their employees can observe their religious practices without infringing on their professional obligations. Approaches such as flexible work hours, alternative work options, and inclusive organizational policies are being implemented to meet employees’ needs. One federally required accommodation falls within the Civil Rights Act of 1964. Title VII of the Civil Rights Act of 1964 requires employers to accommodate employees whose religious beliefs conflict with some element of their job duties, unless doing so would cause undue hardship in the conduct of the employer’s business (Flake, 2015, pg. 701). In efforts to…
- Q2 A shrm Person-Job fit and Person-Organisation fit are important aspects tobeconsidered to ensure the right selection of candidate for a position. Describethe concepts of: a) Person-Job Fit Answer should not be less than 400 words. thank youCase: Organizational Culture Gone WrongThe power of organizational culture is rarely as obvious as it was at Wells Fargo Bank. Whether positive or negative, culture within an organization drives employee behavior, sometimes in ways that are either not intended or not desired. Consider the case of Wells Fargo Bank where employees were pressured to cross-sell products to their customers. While trying to increase revenues and customer loyalty through selling multiple products is a fine strategy, in this case things went a bit too far. The bank managers emphasized cross-selling and had a goal for each customer to use up to eight products from the bank such as checking and savings account, mortgage loans, and credit cards. Personal bankers who worked at bank branches faced daily, sometimes hourly, sales goals to generate 10 to 20 product sales per day. District managers met multiple times each day with branch managers and employees to track their progress. This high-pressure environment was…Peter Druker’s famous adage culture eats strategy for breakfast is often used in organizational conversations about building the organizational value proposition that helps attract and retain top talent. In my experience, that expression can be misapplied to suggest that the softer side of culture is the most important aspect of an organization’s approach – the nontraditional engagement experiences aimed at making a workplace fun.Don’t get me wrong – I’m a huge proponent of fun workplaces. But it often seems that performance is an overlooked or underrepresented component of making a workplace engaging, exciting and the kind of place people want to be part of.Performance-oriented cultures where goals are ambitious and teams work hard to achieve big things – can be some of the most fun, most compelling places for top talent to join and stick around. Winning together bonds teams to each other and to the company, particularly when those victories are founded on a performance…
- Peter Druker’s famous adage culture eats strategy for breakfast is often used in organizational conversations about building the organizational value proposition that helps attract and retain top talent. In my experience, that expression can be misapplied to suggest that the softer side of culture is the most important aspect of an organization’s approach – the nontraditional engagement experiences aimed at making a workplace fun.Don’t get me wrong – I’m a huge proponent of fun workplaces. But it often seems that performance is an overlooked or underrepresented component of making a workplace engaging, exciting and the kind of place people want to be part of. Performance-oriented cultures where goals are ambitious and teams work hard to achieve big things – can be some of the most fun, most compelling places for top talent to join and stick around. Winning together bonds teams to each other and to the company, particularly when those victories are founded on a performance…Write brief information about how to communicate in a Non verbal way with a personnel's outside and inside the organization? How it can help Establishing Cooperative relationships / Diversity in the workplace Negotiating Inside and Outside the Organization?n the mercenary culture, employees work “at” the organization, not “for” it; True or False