HRM Techniques II - Unit 1: Organizational Culture

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Questions and Answers

What is the primary purpose of communication in organizations?

  • To improve individual performance
  • To achieve business goals (correct)
  • To facilitate meetings
  • To encourage competition among employees

What type of communication occurs when managers send information to employees?

  • Diagonal communication
  • Upward communication
  • Downward communication (correct)
  • Horizontal communication

Which type of communication allows employees to send information to their supervisors?

  • Downward communication
  • Feedback communication
  • Upward communication (correct)
  • Lateral communication

What is one of the outcomes of good internal communication in companies?

<p>Enhanced emotional attachment of employees (D)</p> Signup and view all the answers

What characterizes horizontal communication in an organization?

<p>Communication between employees at the same organizational level (A)</p> Signup and view all the answers

What do norms in an organizational context primarily represent?

<p>Unwritten rules of behavior (C)</p> Signup and view all the answers

Which of the following best describes artifacts in an organization?

<p>The visible and tangible aspects of the working environment (A)</p> Signup and view all the answers

Which leadership style is characterized by decision-making without input from subordinates?

<p>Autocratic (B)</p> Signup and view all the answers

What is the primary purpose of HR policies in an organization?

<p>To provide continuing guidelines on managing people (B)</p> Signup and view all the answers

Which classification of organizational culture focuses on how power is distributed within the organization?

<p>Power orientation (B)</p> Signup and view all the answers

What aspect of leadership is described as transformational?

<p>Encouraging innovation and change (B)</p> Signup and view all the answers

Which of the following is NOT a characteristic of artifacts in an organization?

<p>Understanding the organization's mission (C)</p> Signup and view all the answers

What role do HR policies play in supporting fairness across an organization?

<p>Providing a framework for managing people (A)</p> Signup and view all the answers

What is the primary purpose of formulating HR policies?

<p>To define the employment relationship and psychological contract (C)</p> Signup and view all the answers

Which step is NOT part of the process for implementing HR policies?

<p>Developing a marketing plan for the policies (A)</p> Signup and view all the answers

What influences the formulation of HR policies?

<p>National employment legislation and codes of practice (B)</p> Signup and view all the answers

What is a primary purpose of HR policies in organizations?

<p>To provide guidance in line with corporate values (B)</p> Signup and view all the answers

Which area is typically covered by HR policies?

<p>Employee relations and work-life balance (A)</p> Signup and view all the answers

What is an implicit policy?

<p>A standard communicated verbally but not written down (D)</p> Signup and view all the answers

How do HR policies contribute to employee motivation?

<p>By supporting fairness, trust, and inclusion (C)</p> Signup and view all the answers

What is one disadvantage of formalized HR policies?

<p>They can be perceived as inflexible (D)</p> Signup and view all the answers

Which of the following represents a specific HR policy area?

<p>Reward systems (B)</p> Signup and view all the answers

What is crucial to understand when formulating HR policies?

<p>The core values and culture of the organization (A)</p> Signup and view all the answers

Which aspect can formalized HR policies help to shape?

<p>Corporate culture (B)</p> Signup and view all the answers

Which of the following is an area NOT typically addressed by HR policies?

<p>Internal supply chain management (B)</p> Signup and view all the answers

What is a common reason for developing formal HR policies in smaller organizations?

<p>To ensure a consistent approach as they grow (B)</p> Signup and view all the answers

Why is it important for HR policies to comply with existing legislation?

<p>To manage employee relations more effectively (C)</p> Signup and view all the answers

What can HR policies facilitate in an organization?

<p>Empowerment, devolution, and delegation (C)</p> Signup and view all the answers

How might HR policies help an organization competing in international markets?

<p>By aligning with local customs and regulations (C)</p> Signup and view all the answers

What is considered a key component that influences the development of organizational culture?

<p>Organizational leaders and their vision (B)</p> Signup and view all the answers

How is organizational culture typically described?

<p>As a system of informal rules that dictate behavior (B)</p> Signup and view all the answers

What does the term 'organizational culture' encompass?

<p>Shared values, beliefs, and behaviors within an organization (C)</p> Signup and view all the answers

Which of the following statements regarding organizational culture is true?

<p>It is often difficult to define precisely (C)</p> Signup and view all the answers

Which factor does NOT typically contribute to the formation of organizational culture?

<p>External media coverage (A)</p> Signup and view all the answers

What is a key characteristic of organizational culture in relation to its stability?

<p>It remains relatively stable over short periods (C)</p> Signup and view all the answers

Why might there be variations in organizational culture within different departments?

<p>Departments have unique goals and management styles (D)</p> Signup and view all the answers

What do organizational values primarily represent?

<p>Beliefs about what is ideal for the organization (A)</p> Signup and view all the answers

Which of the following can help establish the expectations in an organization?

<p>Effective working relationships among members (A)</p> Signup and view all the answers

What is NOT a common perception about organizational culture?

<p>It changes every few months (C)</p> Signup and view all the answers

What is the primary characteristic of informal communication within an organization?

<p>It connects individuals across different organizational levels. (A)</p> Signup and view all the answers

How does informal communication compare to formal communication in terms of speed?

<p>Informal communication is faster as it bypasses organizational boundaries. (B)</p> Signup and view all the answers

Which of the following statements about informal communication is true?

<p>It often relays information unrelated to business matters. (A)</p> Signup and view all the answers

Which method is commonly used for formal communication within organizations?

<p>Surveys and official meetings. (A)</p> Signup and view all the answers

What challenges are inherent in managing informal communications?

<p>They are difficult to control and verify. (D)</p> Signup and view all the answers

What role do guidelines play in formal communication networks?

<p>They provide structure and consistency. (B)</p> Signup and view all the answers

In what way can informal communication affect organizational culture?

<p>It fosters faster information sharing and collaboration. (B)</p> Signup and view all the answers

What is a potential disadvantage of using informal communication methods?

<p>They can spread misinformation easily. (D)</p> Signup and view all the answers

Flashcards

Organizational culture

Unwritten rules of behavior that guide how people behave in an organization.

Artefacts

Visible and tangible aspects of an organization, such as its environment, tone, language, and leadership style.

Leadership styles

Different approaches leaders use to guide and motivate their teams, like autocratic, democratic, transactional, and transformational.

HR Policies

Written guidelines on managing people within an organization, outlining principles, rights, and responsibilities.

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Classifying organizational culture

Categorizing organizational cultures based on different frameworks, like those by Harrison, Handy, Schein, and Williams, Dobson, and Walters.

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Norms

Unwritten rules of behavior that provide informal guidelines on how to behave.

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Power orientation

A way to classify organizational cultures based on their approach to power distribution.

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HR policy purpose

HR policies provide guidance on how various issues should be handled within an organisation, and to promote fairness and consistency across the organization.

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Culture Components

Organizational culture includes values, beliefs, and assumptions that shape how people behave.

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Culture Development

Organizational culture develops through leaders, critical events, and effective relationships among members.

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Culture Stability

Organizational culture is relatively stable and resistant to change over short periods.

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Cultural Diversity

Organisations may have differing sub-cultures within departments or teams, even with a common set of values.

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Defining Culture

Defining organizational culture can be complex and often subjective; there's no single perfect definition.

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Culture's Multidimensionality

Organizational culture has many complex aspects that affect how people behave and interact.

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Culture Formation - Leaders

Leaders play a key role in establishing and shaping the values and norms of the organizations culture

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Culture Formation - Critical Incidents

Major events and critical incidents help shape the culture of the organisation!

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Culture Formation - Environment

Organisational environments and external factors influence the development of organisational cultures.

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HR Policies Role

HR policies support a culture of trust, fairness, and inclusion, benefiting both employees and the organization. This fosters motivation, attracts talent, and enhances the organization's reputation.

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HR Policies Impact

HR policies influence employee motivation, organizational reputation, and the ability to attract and retain talented individuals.

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HR Policies and Performance

HR policies promote behaviors and attitudes crucial for sustainable and successful performance, ensuring mutually beneficial outcomes for employees and the organization.

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Why Have HR Policies?

HR policies ensure consistency in people management, aligning decisions with corporate values and promoting a unified approach throughout the organization.

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HR Policies and Values

HR policies serve as a bridge between stated values and actual practices, ensuring that espoused values are consistently applied in daily actions.

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Formalization of HR Policies

Formalizing HR policies offers advantages like consistency and clarity, but can also be perceived as inflexible or overly abstract.

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Benefits of Formalized Policies

Formalized HR policies provide clarity and consistency in employment practices, enabling employees to understand organizational philosophy and values.

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Challenges with Formalized Policies

Formalized HR policies may be perceived as rigid or inflexible, potentially restricting creativity and hindering their practicality in real-world situations.

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What are HR policies?

HR policies are written guidelines that outline principles, rights, and responsibilities for managing people within an organization.

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What is the purpose of HR policies?

They ensure fairness and consistency in how various issues are handled within the organization.

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What are some areas covered by HR policies?

HR policies often cover areas like equal opportunity, substance abuse, work-life balance, rewards, discipline, health and safety, and more.

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Why is it important to understand corporate culture when formulating HR policies?

Corporate culture shapes the values and beliefs that guide how people should be treated. HR policies should reflect these values.

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What are some external influences on HR policies?

National employment legislation, EU regulations, and industry codes of practice can all impact HR policies.

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What are some steps to formulate and implement HR policies?

Steps include understanding corporate culture, analyzing existing policies, assessing external influences, and identifying areas needing new or improved policies.

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How do HR policies impact the employment relationship?

They define the expectations and responsibilities of both the employer and the employee, contributing to the psychological contract.

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What are some examples of specific HR policies?

Specific policies can address issues like sexual harassment, bullying, promotions, new technologies, and employee development.

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Internal Communication

The exchange of information within an organization between employees, managers, and departments. This includes both formal and informal channels of communication.

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Vertical Communication

Communication that flows up or down the organizational hierarchy. This includes communication between managers and their subordinates, or between employees and their superiors.

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Downward Communication

Information flowing from higher levels of management to lower levels, like instructions, policies, or updates.

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Upward Communication

Information flowing from lower levels of management to higher levels, like suggestions, feedback, or reports.

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Horizontal Communication

Communication between individuals or teams at the same organizational level, like colleagues sharing information or coordinating projects.

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Formal Communication

Communication within an organization that follows established channels and procedures, often documented or written.

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Star Network

A communication network where all communication flows through a central point, often a leader or manager.

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Nestle's HR Policy

The set of guidelines and principles that govern how Nestle manages its workforce, shaping its culture and practices.

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HR Policy Objectives

The goals and aims that Nestle seeks to achieve through its HR policies, such as attracting talent, improving employee satisfaction, or promoting diversity and inclusion.

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Communication in Companies

The exchange of information within an organization, including both formal and informal channels, vital for collaboration and decision-making.

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Importance of Internal Communication

Effective internal communication is crucial for collaboration, decision-making, and achieving shared goals within a company.

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Communication Forms

Different methods used for internal communication in companies, including meetings, surveys, written documents, and informal conversations.

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Study Notes

HRM TECHNIQUES II - Unit 1: Organizational Culture, HR Policies and Communication

  • Organizational Culture: A pattern of values, norms, beliefs, and assumptions shaping how people behave in an organization. It may not be explicitly articulated.
  • Alternative Definitions of Organizational Culture:
    • A system of shared values and beliefs about what's important, behaviors, feelings, and relationships. (Purcell et al., 2003)
    • A system of informal rules defining how people should behave most of the time. (Deal & Kennedy, 1982)
    • The commonly held beliefs, attitudes and values that exist within an organization. (Furnham & Gunter, 1993)
  • Areas of Agreement on Organizational Culture:
    • Difficult to define.
    • Multidimensional (various components at different levels).
    • Relatively stable over time.
  • Development of Organizational Culture:
    • Shaped by leaders (visionary leaders).
    • Formed around critical incidents.
    • Stems from the need for effective working relationships.
    • Influenced by the organization's environment.
  • Diversity of Organizational Culture:
    • Different cultures can exist within a single organization.
    • Values/norms can vary greatly among departments.

HRM TECHNIQUES II - Unit 1: Components of Organizational Culture

  • Values: Beliefs about what is best or good for the organization (what should happen).
  • Norms: Unwritten rules of behavior (rules of the game).
  • Artifacts: Visible & tangible aspects of organization (working environment, tone, language, etc.).
  • Leadership Style: Includes charismatic/non-charismatic, enabler/controller, autocratic/democratic, and transactional/transformational leadership.

HRM TECHNIQUES II - Unit 1: Classifying Organizational Culture

  • Classifications: Harrison (1972), Handy (1981), Schein (1985), Williams, Dobson & Walters (1989)
  • Dimensions: Power orientation, role orientation, task orientation, and people orientation.

HRM TECHNIQUES II - Unit 2: HR Policies

  • What HR Policies Are?:
    • Continuing guidelines for managing people, outlining the organization's approach.
    • Define the philosophies and values of an organization.
    • Establish clear principles managers follow in HR matters.
  • Written Source of Guidance: Provides guidance on handling a range of issues.
  • Principles, Rights, and Responsibilities: Describes management and employee principles & responsibilities.
  • Fairness and Consistency: Promotes fairness in the organization.
  • Legal Protection: Potentially protects the organization from liabilities.

HRM TECHNIQUES II - Unit 2: Why Companies Have HR Policies

  • Support Cultures: Support cultures of trust, fairness, and inclusion.
  • Impact on Employees: Impacts employee motivation, reputation, attracting and retaining talent.
  • Sustainable Performance: Supports positive workplace attitudes and behaviors towards sustainable performance.
  • Values into Practice: Enact espoused values as guides for use.
  • Support for Empowerment/Devolution: Empower employees with support & guidance.
  • Alignment with the Corporate Culture: Adapt to and even help shape corporate culture.
  • Reflecting Changes: Reflecting legal changes, new legislations & case laws, keeping business strategies up-to-date, keeping up with competitors

HRM TECHNIQUES II - Unit 2: Formalizing HR Policies

  • Formal HR Policies: Useful for induction processes, team leader and management training.
  • Formalization Advantages: Consistency. Helpful for understanding company philosophies, expected behaviors, and relationships.
  • Formalization Disadvantages: Can be viewed as inflexible, constrictive or platitudinous.

HRM TECHNIQUES II - Unit 3: HR Policy Areas

  • Areas of HR policies:
    • Substance Abuse
    • Equal Opportunity
    • Managing Diversity
    • New Technologies
    • Age and Employment
    • Promotion
    • Work-life balance
    • Employee Development
    • Sexual Harassment
    • Bullying
    • Rewards
    • Discipline
    • Emails
    • Employee Relations
  • Overall Policy: Expression of an employer's values / beliefs regarding how to treat their employees

HRM TECHNIQUES II - Unit 3: Formulating and Implementing HR Policies

  • Formulation Steps:
    • Understand corporate culture & its values.
    • Analyze existing policies (written and unwritten).
    • Analyze external influences (national laws, EU regulations).
    • Assess areas needing new or revised policies.
    • Consult with managers and employees.
    • Consult with union reps.
    • Analyze info, design draft policies
    • Consult with management and union reps
    • Communicate policies with guidance and training

HRM TECHNIQUES II - Unit 3: Implementing HR Policies

  • Line Managers key part in implementation.
  • HR Role: Communicate/interpret, convince line managers, and provide training/support.

HRM TECHNIQUES II - Unit 4: Communication in Companies

  • Communication Types:
    • Downward (managers to employees).
    • Upward (employees to managers).
    • Horizontal (between employees/units).
  • Purpose: Achieve business goals, meet social & psychological needs.
  • Communication Process: Sender, encoding, message, decoding, receiver.
  • Internal Communication: Important for transparency & engagement in company/organizational priorities.

HRM TECHNIQUES II - Unit 4: Communication in Companies (cont.)

  • Benefits of Good Internal Communication:
    • Employee engagement (e.g., empowered, involved, emotionally attached, proud of being part of the organizations).
    • High levels of customer experience linked to engaged employees (e.g., 79% of employees are engaged).
  • Formal Communication Networks: Chain, wheel, Y, circle, star.
  • Informal Communication: Connect individuals regardless of rank/authority; often faster; not always factual.
  • Informal Networks: Gossip, clusters.

HRM TECHNIQUES II - Unit 5: Nestlé Human Resource Policy - Case Study

  • Questions to Consider:
    • Important axes of Nestlé's HR policies
    • Conclusions about Nestlé's company values/culture based on policies.
    • Objectives of Nestlé's HR policies, including what they hope to achieve.

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