How do the people’s culture works or are related to policies? Describe and explain.
Answers
Explanation:
This article covers the following topics:
The importance of having a strong organizational culture.
HR's role in fostering a high-performance culture.
Definitions of organizational culture.
Factors that shape an organization's culture.
Considerations in creating and managing organizational culture.
HR practices to ensure the continuity and success of an organization's culture.
Communications, metrics, legal, technology and global issues pertaining to organizational culture.
Background
An organization's culture defines the proper way to behave within the organization. This culture consists of shared beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately shaping employee perceptions, behaviors and understanding. Organizational culture sets the context for everything an enterprise does. Because industries and situations vary significantly, there is not a one-size-fits-all culture template that meets the needs of all organizations.
A strong culture is a common denominator among the most successful companies. All have consensus at the top regarding cultural priorities, and those values focus not on individuals but on the organization and its goals. Leaders in successful companies live their cultures every day and go out of their way to communicate their cultural identities to employees as well as prospective new hires. They are clear about their values and how those values define their organizations and determine how the organizations run. See What does it mean to be a values-based organization?
Conversely, an ineffective culture can bring down the organization and its leadership. Disengaged employees, high turnover, poor customer relations and lower profits are examples of how the wrong culture can negatively impact the bottom line.
Mergers and acquisitions are fraught with culture issues. Even organizational cultures that have worked well may develop into a dysfunctional culture after a merger. Research has shown that two out of three mergers fail because of cultural problems. Blending and redefining the cultures, and reconciling the differences between them, build a common platform for the future. In recent years, the fast pace of mergers and acquisitions has changed the way businesses now meld. The focus in mergers has shifted away from blending cultures and has moved toward meeting specific business objectives. Some experts believe that if the right business plan and agenda are in place during a merger, a strong corporate culture will develop naturally. See Managing Organizational Change and Managing Human Resources in Mergers and Acquisitions.
HR's Role
Culture plays a vital role in an organization's success. Therefore, HR leaders and other members of the HR team should foster a high-performance organizational culture. See How to Practice HR on Purpose.
HR leaders are responsible for ensuring that culture management is a core focus of their organization's competitive efforts. For HR leaders to influence culture, they need to work with senior management to identify what the organizational culture should look like. Strategic thinking and planning must extend beyond merely meeting business goals and focus more intently on an organization's most valuable asset—its people.
HR has been described as the "caretaker" of organizational culture. In carrying out this essential role, all members of the HR team should help build and manage a strong culture by:
Being a role model for the organization's beliefs.
Reinforcing organizational values.
Ensuring that organizational ethics are defined, understood and practiced.
Enabling two-way communications and feedback channels.
Defining roles, responsibilities and accountabilities.
Providing continuous learning and training.
Sustaining reward and recognition systems.
Encouraging empowerment and teams.
Promoting a customer-supplier work environment.
Recognizing and solving individual and organizational problems and issues.