Organizational Cultures in Human Resourcing
In the context of human resources, this blog seeks to
explore the complexities of organizational cultures, their significance,
consequences, and the role they play in creating a thriving workforce.
Understanding
the dynamics of Organizational Culture: There is a highly typical
organizational structure in many well-established businesses. According to
Robbin and Judge "Organizational structure defines how job tasks are
formally divided, grouped, and coordinated,". The chain of command has not
changed much. The flow of the organizational chart is as follows:
Impact on Human
Resourcing Strategies: According to
Furthermore, a clearly defined corporate culture attracts
candidates who share the company’s values and objectives by functioning as a beacon.
This fosters a sense of belonging and purpose among employees, contributing to
lower turnover rates and higher productivity.
Challenges and
Adaptations: Top managements need to understand that staff organization who
will implement the change and therefore they need to be onboard that change is
necessary.
Following are some reasons that may make organizational
changes seem challenging:
1. The purpose of
change is not clear to the staff members: Effective communication and
openness to address concerns are crucial for employees to see changes as in
their interest, as resistance to change can occur when the purpose is unknown.
2. The process of
change is not clear: Change is challenging, and expecting everyone to be on
board is unrealistic. Unknown or unclear processes can cause anxiety,
insecurity, and doubts about adaptability, belonging, skills, and workload.
3. Lack of
Communication and Training: Adoption is easier when employees are prepared
for the implementation details, as this eases the process of adapting to the
new change
Conclusion
In conclusion, organizational cultures wield significant influence
on human resourcing practices. By nurturing a strong cultural identity aligned
with the company goals and values, organizations can attract, retain, and
empower a talented workforce. The ability to adapt and evolve the
organizational culture in response to changing dynamics remains pivotal in
sustaining a competitive edge in today’s dynamic business landscape
The online retail company, Zappos, recognized for its
customer-centric approach, prioritizes its unique company culture. They focus
on core values like delivering “WOW” through services, embracing and driving change
while creating fun and little weirdness in their working environment. Therefore,
organizational cultures can evolve over time and may reflect different
priorities based on changing trends, societal values, and leadership
philosophies
Organizational cultures have a big impact on how HR policies
are implemented in businesses. HR professionals and corporate executives must
understand how culture affects hiring, employee engagement, performance
management, and retention tactics. Through the appropriate comprehension,
evaluation, and utilization of cultural components, HR may significantly contribute
to the development of a healthy and flourishing work environment, driving both
individual and organizational success
This blog provides a glimpse into the intricate relationship
between organizational cultures and human resourcing, highlighting their
symbiotic nature and underscoring the imperative of fostering a conducive culture
for organizational success.
2. https://www.ejournals.eu/pliki/art/7933/pl
3. https://www.cjournal.cz/files/154.pdf
4. https://journals.sagepub.com/doi/10.1177/0022022199030004006
References
Barney, J., 1986. Organizational Culture: Can it be
a Source of Sustained Competitive Advantage?. Academy of Management
Review, 11(3), pp. 656-665.
Forbes,
2023. Organizational Structure in Business: The Role of Human Resources. [Online]
Available at: https://councils.forbes.com/blog/role-of-human-resources-in-business-organizational-structure#:~:text=Human%20resources%20executives'%20contributions%20to,career%20planning%2C%20and%20performance%20management.
[Accessed 01 December 2023].
Malhotra,
N., 2021. Challenges of Organizational Culture Change. [Online]
Available at: https://www.linkedin.com/pulse/challenges-organizational-culture-change-neha-malhotra/
[Accessed 01 December 2023].
Schein, E.
H., 2004. Oranizational culture and leadership. 3rd ed. San Franciso:
John Wiley and Sons.
SHRM, 2022. Understanding
and Developing Organizational Culture. [Online]
Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understanding-developing-organizational-culture.aspx
[Accessed 1 December 2023].
Solomon, M.,
2018. How Zappos Delivers Wow Customer Service On Each And Every Call. 15
September.
Woolley, K.,
2021. Organizational Culture and Changing the Dynamics. [Online]
Available at: https://www.linkedin.com/pulse/organizational-culture-changing-dynamics-krystal-woolley-shrbp/
[Accessed 1 December 2023].
Basic HRM exercises like recruitment, selection, and training affect the performance and stability of an organization. These exercises have the ability to influence employee behavior and build values that develop the organizational culture.do you agree with me? The culture of a company has a powerful impact on every employee.
ReplyDeleteAbsolutely, I completely agree with your perspective. HRM practices indeed play a pivotal role in shaping an organization's performance and stability. Recruitment, selection, and training procedures are fundamental as they not only affect individual behavior but also contribute significantly to fostering and perpetuating the organizational culture. A strong organizational culture can profoundly impact every employee, influencing their engagement, productivity, and overall satisfaction within the company.
DeleteAgreed. When it comes to change it has to be gradual and not forced on the employees. Make the employees feel included in the decision so that when the change is initiated the employees would be more supportive than be skeptical.
ReplyDeleteAbsolutely! Involving employees in the change process not only fosters a sense of ownership but also enhances their commitment towards the transition. This approach nurtures a more supportive environment rather than one filled with skepticism, leading to smoother and more successful adaptations within the organization.
DeleteAgree, In the dynamic realm of human resourcing, organizational culture stands as a linchpin for triumph. Organizations that prioritize and cultivate a positive culture reap dividends in the form of employee satisfaction, innovation, and enduring growth. As the trajectory unfolds into the future, an adept understanding of the dynamic nature of cultures and proactive adaptability will emerge as quintessential.
ReplyDeleteAbsolutely! Organizational culture isn't just a buzzword; it's the backbone of success. Those investing in a positive culture witness its transformative power on employee satisfaction and the company's overall trajectory. Being agile in understanding and adapting to evolving cultures is key to staying ahead in this dynamic landscape.
DeleteAgreed.
ReplyDeleteOrganizations can tackle the downsides of being too strict by embracing a balanced approach that values both tradition and flexibility. This means encouraging employees to come up with new ideas within the framework of the company's existing values. Creating spaces like innovation hubs, platforms for sharing ideas, and brain-storming sessions helps the company adapt to new challenges while still honoring its core principles. This approach keeps the strengths of a strong culture while also making employees more flexible and innovative, leading to a more dynamic workforce.
Absolutely.
DeleteBalancing tradition and flexibility is key for organizations to thrive. By fostering an environment where employees can innovate within the company's values, businesses can adapt without compromising their core principles. Establishing platforms for idea-sharing and innovation hubs encourages creativity while maintaining the essence of the company's culture. This dual approach not only retains the strengths of a robust culture but also cultivates a workforce that's adaptable and inventive, ultimately ensuring long-term success.
Agreed. I see resistance to change as a crucial issue in Sri Lanka today. With three generations in the Sri Lankan workforce each generation's understanding of change and why change is inevitable is varied. Therefore companies must be careful as managing change is essential for organizational resilience and to navigate transitions successfully.
ReplyDeleteAbsolutely. The diverse perceptions of change across three generations in the Sri Lankan workforce pose a pivotal obstacle for companies navigating transitions. Recognizing and managing these differing perspectives on why change is inevitable is crucial for fostering organizational resilience. Successfully steering through these transitions is paramount for companies seeking sustained adaptability in today's dynamic landscape.
DeleteValuble article. It speaks an examination of how the values, beliefs, and practices within an organization influence HR processes, strategies, and outcomes. Understanding and aligning with organizational culture is crucial for effective human resource management. Thanks!
ReplyDeleteThank you so much Nilmini. HRM practices indeed play a pivotal role in shaping an organization's performance and stability. Recruitment, selection, and training procedures are fundamental as they not only affect individual behavior but also contribute significantly to fostering and perpetuating the organizational culture. A strong organizational culture can profoundly impact every employee, influencing their engagement, productivity, and overall satisfaction within the company.
DeleteEach and every organization has a culture, where company leadership builds and then after allows it to grow on its own. An organization’s culture describes how people work and function within the firm, making organizational culture a vital element of a company’s ultimate success. Many companies seek to create cultures that are productive (Nober, 2011).
ReplyDeleteAdding to your thoughts Sanjula, Leadership plays a pivotal role in initiating and nurturing this culture, fostering an environment where it can organically evolve. A strong and positive culture not only defines how tasks are accomplished but also sets the tone for employee engagement and the achievement of overarching business goals. Companies striving for productive cultures prioritize values that drive innovation, collaboration, and a shared sense of purpose among their members, ultimately contributing to their long-term success.
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ReplyDeleteYes, People are united by organizational culture, which also gives them a sense of belonging to the organization. Because it satisfies their need for social identity, employees are encouraged to internalize the organization's dominant culture. Top performers can be retained and new hires can be drawn in with the help of this social glue.
ReplyDeleteOnce more, business culture facilitates the process of making sense of things. It facilitates workers' comprehension of organizational events. Rather than wasting time trying to figure out what is expected of them, they can move on to the task at hand. Due to their shared mental models of reality, employees can also collaborate better and communicate more effectively with one another.
The hiring and selection processes within an organization can also be impacted by its culture. This makes sense since moral principles serve as the motivation for right behavior. By ingraining moral principles into its culture, an organization can direct the behavior of its staff. (Adewale and Anthonia)
Absolutely, organizational culture serves as a unifying force, providing a sense of belonging and social identity among employees. It not only helps retain top performers but also attracts new talent by creating an environment that aligns with their values. Additionally, a strong culture streamlines understanding, enabling employees to focus on tasks rather than deciphering expectations. This shared understanding fosters collaboration and effective communication. Moreover, the culture significantly influences hiring processes by guiding behavior through embedded moral principles, shaping the organization's overall ethical framework.
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