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It's
public reputation saving face, again.
Organizational culture is more than a buzz phrase. It's the "proper way Ads by Google
to think, act and behave within an organization," according to HR.com in
a July 2005 post. Managers make hiring decisions based on a candidate's Spring Jewelry Wholesale
potential fit with the organizational culture; employees base a decision
to leave on whether that culture fits their needs. By virtue of its reach Wholesale! 20 Years Jewelry Export, Exclusive Design, 2000+ Items.
and its principal goal to achieve a productive workforce, HR department
functions can have positive or negative impact on the corporate culture. viennois-online.com
Job Openings Philippines Create a clear vision statement for your company. Employees like to
know that the job they are doing is making a difference. By creating a
Start Your Career Today Check Out The Job Openings Here! vision statement about where you want your company to be in the
future and how you want it to make the world a better place creates an
www.ayosdito.ph/Opening air of striving for betterment in the workplace. This lays the foundation
for a positive work culture.
Employee Relations
Employee relations is an HR discipline that can affect the organization Step 2
depending on the way HR staff interacts with the company's workers
and leadership. The goal of employee relations is simple: to strengthen Look for positive attitudes while hiring. Negative people can quickly sour
the employer-employee relationship. How HR manages employee an entire workplace. When hiring employees, look for a friendly smile
relations issues can affect the organizational culture, good or bad. and an upbeat disposition. Ask questions of new hires to determine how
Swiftly addressing and resolving workplace issues, fostering open and they handle conflict and interactions with others. If you already have
candid communication between leadership and staff and reinforcing negative employees on staff, take them aside to discuss their attitudes
that HR is an advocate for both the company and the employees are and make it clear that you are creating a positive work culture and
ways to positively affect organizational culture. negativity will not be tolerated.
Compensation Related Reading: The Advantages of Diverse Culture in the Work Force
Your organizational culture may become fodder for job seekers Step 3
throughout the online and offline community if HR develops an
ineffective compensation structure. Compensation and benefits are Make an open-door policy. When the boss is inaccessible and distant to
important tools for attracting and retaining talent. If you aren't paying employees, they may not feel as though their opinions matter. Establish
workers competitively or if there are deep divisions between executive an open-door policy and encourage interaction with employees. Ask
and staff pay practices, it can have a negative impact on the their opinions, listen to what they have to say and remember to be
organizational culture. On the other hand, if your HR compensation positive in your dealings with them.
strategy includes rewarding employees for their contributions, paying
fair wages and providing comprehensive benefits, these affect the Step 4
culture in a positive way.
Engage your employees in daily operations of the company. Employees
Related Reading: HR Theory & Organizational Readiness may not realize the good that the company is doing behind closed
Workplace Safety doors. Keeping them informed about exciting new changes or new
Employers have an obligation to provide workers with a safe, hazard- horizons will help them stay engaged in the company and feel more
free work environment. Training on effective safety measures, positive about the future. Be honest and open with your employees.
evacuation plans and responses to workplace incidents is essential to
ensure employees' safety and well-being. The absence of workplace Step 5
safety policies and procedures results in an environment where
employees may feel threatened, which in turn, negatively affects Let your employees know they are appreciated. Employees who are not
productivity and your organizational culture. recognized for the work they do can feel as though their work is
unappreciated. Establish reward systems for excellent performance and
Effective Leadership never forget to thank an employee for a job well done.
In addition to HR, supervisors and managers sustain a positive
organizational culture through effective leadership. Delegating
responsibility based on employees' skills and interests and recognizing
employees' contributions to the department and the organization are
tenets of effective leadership. Supervisors and managers who
communicate openly with their employees, provide constructive
feedback and coach workers are fundamental to a positive workplace
culture. HR provides leadership skills training to supervisors and
This is a goal for Ben Kirshner. After several years of working in less- Changing a companys culture takes time, patience, and serious
than-positive offices, he launched Elite SEM, a search engine marketing dedication.
firm, with one major goal: to employ happy employees.
It is sort of like a diet, says Chinsky Matuson. If you are 400 pounds,
I really care about what my employees want and need and constantly you cant get rid of that weight by just eating one less bag of chips. You
welcome feedback, he says. I also take good care of themwith free have to completely change your life.
food, unlimited time off, and competitive compensation.
Its the same with a companys culture. If your culture isnt where you
His strategy has worked out nicely. Today, Kirshner employees 25 want it to be, start looking at making big changes. Those changes can be
people across three offices and has a very low turnover rate. tough ones because they might include terminating bad apples.
When employees are happy, they do better and treat their clients
better, says Kirshner. It is better for the organization.
Heres how:
Think about what you want people to say about your company when
they leave and then work backwards.
2. Hire Smartly
Get the right people on the bus, advises Kirshner. You can lay out a
vision, but you need good people to take it to the next level. Most great
workers already have jobs. Make sure you offer a differentiator.
3. Listen
Ask your employees what they like about working at your company,
what they hate about it, and what they would do differently if it was
their company, suggests Kirshner. Focusing on their needs creates a
positive corporate culture.
4. Engage
5. Reward
6. Prepare to change