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Questions and Answers
What is the primary purpose of communication in organizations?
What is the primary purpose of communication in organizations?
What type of communication occurs when managers send information to employees?
What type of communication occurs when managers send information to employees?
Which type of communication allows employees to send information to their supervisors?
Which type of communication allows employees to send information to their supervisors?
What is one of the outcomes of good internal communication in companies?
What is one of the outcomes of good internal communication in companies?
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What characterizes horizontal communication in an organization?
What characterizes horizontal communication in an organization?
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What do norms in an organizational context primarily represent?
What do norms in an organizational context primarily represent?
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Which of the following best describes artifacts in an organization?
Which of the following best describes artifacts in an organization?
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Which leadership style is characterized by decision-making without input from subordinates?
Which leadership style is characterized by decision-making without input from subordinates?
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What is the primary purpose of HR policies in an organization?
What is the primary purpose of HR policies in an organization?
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Which classification of organizational culture focuses on how power is distributed within the organization?
Which classification of organizational culture focuses on how power is distributed within the organization?
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What aspect of leadership is described as transformational?
What aspect of leadership is described as transformational?
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Which of the following is NOT a characteristic of artifacts in an organization?
Which of the following is NOT a characteristic of artifacts in an organization?
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What role do HR policies play in supporting fairness across an organization?
What role do HR policies play in supporting fairness across an organization?
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What is the primary purpose of formulating HR policies?
What is the primary purpose of formulating HR policies?
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Which step is NOT part of the process for implementing HR policies?
Which step is NOT part of the process for implementing HR policies?
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What influences the formulation of HR policies?
What influences the formulation of HR policies?
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What is a primary purpose of HR policies in organizations?
What is a primary purpose of HR policies in organizations?
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Which area is typically covered by HR policies?
Which area is typically covered by HR policies?
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What is an implicit policy?
What is an implicit policy?
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How do HR policies contribute to employee motivation?
How do HR policies contribute to employee motivation?
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What is one disadvantage of formalized HR policies?
What is one disadvantage of formalized HR policies?
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Which of the following represents a specific HR policy area?
Which of the following represents a specific HR policy area?
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What is crucial to understand when formulating HR policies?
What is crucial to understand when formulating HR policies?
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Which aspect can formalized HR policies help to shape?
Which aspect can formalized HR policies help to shape?
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Which of the following is an area NOT typically addressed by HR policies?
Which of the following is an area NOT typically addressed by HR policies?
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What is a common reason for developing formal HR policies in smaller organizations?
What is a common reason for developing formal HR policies in smaller organizations?
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Why is it important for HR policies to comply with existing legislation?
Why is it important for HR policies to comply with existing legislation?
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What can HR policies facilitate in an organization?
What can HR policies facilitate in an organization?
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How might HR policies help an organization competing in international markets?
How might HR policies help an organization competing in international markets?
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What is considered a key component that influences the development of organizational culture?
What is considered a key component that influences the development of organizational culture?
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How is organizational culture typically described?
How is organizational culture typically described?
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What does the term 'organizational culture' encompass?
What does the term 'organizational culture' encompass?
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Which of the following statements regarding organizational culture is true?
Which of the following statements regarding organizational culture is true?
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Which factor does NOT typically contribute to the formation of organizational culture?
Which factor does NOT typically contribute to the formation of organizational culture?
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What is a key characteristic of organizational culture in relation to its stability?
What is a key characteristic of organizational culture in relation to its stability?
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Why might there be variations in organizational culture within different departments?
Why might there be variations in organizational culture within different departments?
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What do organizational values primarily represent?
What do organizational values primarily represent?
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Which of the following can help establish the expectations in an organization?
Which of the following can help establish the expectations in an organization?
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What is NOT a common perception about organizational culture?
What is NOT a common perception about organizational culture?
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What is the primary characteristic of informal communication within an organization?
What is the primary characteristic of informal communication within an organization?
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How does informal communication compare to formal communication in terms of speed?
How does informal communication compare to formal communication in terms of speed?
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Which of the following statements about informal communication is true?
Which of the following statements about informal communication is true?
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Which method is commonly used for formal communication within organizations?
Which method is commonly used for formal communication within organizations?
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What challenges are inherent in managing informal communications?
What challenges are inherent in managing informal communications?
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What role do guidelines play in formal communication networks?
What role do guidelines play in formal communication networks?
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In what way can informal communication affect organizational culture?
In what way can informal communication affect organizational culture?
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What is a potential disadvantage of using informal communication methods?
What is a potential disadvantage of using informal communication methods?
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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.
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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)
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Areas of Agreement on Organizational Culture:
- Difficult to define.
- Multidimensional (various components at different levels).
- Relatively stable over time.
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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.
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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
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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
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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
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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
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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.)
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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
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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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Description
Explore the critical aspects of organizational culture, HR policies, and effective communication techniques within an organization. This quiz delves into definitions, development, and the multidimensional nature of organizational culture. Test your knowledge on how values, norms, and beliefs shape workplace behaviors.
