CREATING POSITIVE WORKPLACE CULTURE
We are NOT A TEAM because We work TOGETHER, We are A TEAM because We RESPECT, Trust & Care for Each other.
Organizational culture and values play a crucial role in shaping the behavior of employees and defining the character of an organization. An energetic and positive workplace culture will generate a productive and betrothed workforce, whereas a negative and unproductive culture will lead the team to low morale, high turnover for the organization, and poor performance. Therefore, it is essential for organizations to establish and reinforce a culture that aligns with their values and supports their goals. HRM has a critical role in shaping and reinforcing an organization's culture and values. In this blog post, we will explore how HRM can achieve this and discuss strategies for creating a positive workplace culture.
HRM and Organizational Culture
HRM plays a central role in shaping an organization's
culture by promoting values and behaviors that align with the company's vision
and mission. HRM is responsible for designing policies and procedures that
reflect the organization's values and goals, as well as hiring and training
employees who share those values. HRM also plays a vital role in monitoring and
evaluating employee behavior, recognizing and rewarding positive behaviors, and
addressing negative behaviors through disciplinary measures.
One approach to understanding organizational culture is to use the Competing Values Framework (CVF), developed by Cameron and Quinn (2006). The CVF identifies four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy. Each type of culture represents a different set of values and behaviors, which can be reinforced or changed by HRM practices.
Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons. Cameron and Quinn (2006).
Creating a Positive Workplace Culture
Creating a positive workplace culture requires a
comprehensive and sustained effort by HRM and other stakeholders. The following
strategies can help to create a positive workplace culture:
1. Establish Clear Values and Expectations: Audenaert, M., Van der Heijden, B., Conway, N., Crucke, S. and Decramer, A., (2020). Organizations should establish clear values and expectations that reflect the company's vision and mission. These values and expectations should be communicated to all employees, and HRM should ensure that employees understand and are committed to these values.
2. Encourage Open Communication: Workman, S., (2007). Organizations should encourage open communication and feedback among employees, managers, and HRM. This can help to build trust, promote engagement, and identify potential issues before they become major problems.
3. Promote Work-Life Balance: Houston, D.M. and Houston, D.M., (2005). Organizations should promote work-life balance by providing flexible work arrangements, such as telecommuting or flexible schedules. HRM should also encourage employees to take breaks and prioritize their well-being.
4. Identify and Reward Positive Behaviors: Olds, J., (1962). Organizations should recognize and reward positive behaviors that align with the company's values and goals. This can include verbal recognition, bonuses, or other incentives that reinforce positive behaviors.
5. Open Opportunities for Professional Development: Klein, D. and Ware, M., (2003.). Organizations should provide opportunities for professional development and career advancement to employees. HRM should work with employees to identify their career goals and provide training and development programs that support those goals.
In addition, HRM can shape and reinforce an organization's
culture and values by providing training and development opportunities.
Training and development are critical for employees to acquire new skills,
knowledge, and behaviors that are aligned with the organization's culture and
values. This can be achieved through various forms of training, such as
on-the-job training, mentorship, coaching, and e-learning (Baldwin & Ford,
1988).
Framework
Furthermore, HRM can shape and reinforce an organization's culture and values by creating a positive work environment. A positive work environment is characterized by open communication, respect, trust, teamwork, and a focus on employee well-being. HRM can promote a positive work environment by implementing policies and programs that support employee well-being, such as flexible work arrangements, health and wellness programs, and work-life balance initiatives (CIPD, 2022).
Conclusion
The global forums agree that HRM plays a
critical role in shaping and reinforcing an organization's culture and values.
By promoting positive behaviors, encouraging open communication, and providing
opportunities for professional development, HRM can help to create a positive
workplace culture that supports the organization's goals and enhances employee
engagement and productivity. Organizations that prioritize creating a positive
workplace culture will benefit from improved performance, higher job
satisfaction, and lower turnover rates.
References:
Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and changing
organizational culture: Based on the competing values framework.[online] Available
at Yu, T.
and Wu, N., 2009. A review of a study on the competing values framework. International journal of business and
management, 4(7),
pp.37-42. John Wiley &
Sons.[online] Scientific Research, [Accessed 10 April 2023]
Denison, D.R., 1990. Corporate culture and organizational
effectiveness: Wiley series on organizational assessment and change.[online] January 1991 The Academy of Management Review 16(1):203, DOI:10.2307/258613 (.PDF) Available at
www.researchgate.net/publication/274649299, [Accessed 10 April 2023]
Schein, E.H., 2010. Organizational culture and leadership (Vol. 2). John Wiley
& Sons. [online] EH Schein - 2010 - books.google.com. Available at www.https://scholar.google.com/scholar?q=schein+e.+h.+
(1992).+organizational+culture+and+leadership.+john+wiley [Accessed 10
April 2023]
Baldwin, T.T. and Ford, J.K., 1988. Transfer of
training: A review and directions for future research. Personnel psychology, 41(1), pp.63-105. [online] citation Baldwin, T. T., & Ford, J. K. (1988). Transfer of
training: A review and directions for future research. Personnel
Psychology, 41(1), 63–105. https://doi.org/10.1111/j.1744-6570.1988.tb00632. [Accessed
10 April 2023]
Olds, J., 1962. Hypothalamic substrates of
reward. Physiological
reviews, 42(4), pp.554-604. [online] Available at https://scholar.google.com [Accessed 10
April 2023]
Available at https://www.cipd.co.uk/knowledge/culture/working-environment/evidence-culture-climate [Online] [Accessed 10 April 2023].
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DeleteTrue. Workplace should be a place anyone can work as a one team in a positive work culture.
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ReplyDeleteGreat attempt, Chathura. I've spotted a few formatting errors throughout the article. I suggest you revisit the article and make the necessary corrections. A better way to make this article impactful would be to cite a few examples of cases that have worked in favour of your findings. They will help buttress the points that you have discussed here.
ReplyDeleteThis is true. Organizational culture and Human Resource Management have a lot in common. HRM may shape and change an organization's culture through recruitment and selection procedures as well as through policies that are intended to promote desired behaviors and values. HRM policies and practices can either support or undermine an organization's culture.
ReplyDeletehuman resource management is crucial in developing and enhancing an organization's beliefs and culture. HRM may assist to build a healthy workplace culture that supports the organization's goals and increases employee engagement and productivity by supporting positive behaviors, fostering open communication. excellent article..
ReplyDeleteThank you for taking the time to read my article and thank you for your ideas as well.
DeleteGreat article, Chathura! Organizational culture and values are indeed crucial in shaping the behaviour of employees and the character of an organization. Your strategies for creating a positive workplace culture, such as establishing clear values and expectations, encouraging open communication, promoting work-life balance, identifying and rewarding positive behaviours, and providing opportunities for professional development, are spot on. HRM plays a vital role in shaping and reinforcing this culture, and organizations that prioritize a positive workplace culture will reap the benefits of improved performance and higher job satisfaction. A concise yet insightful piece of work!
ReplyDeleteThank you so much for your valuable feedback.
DeleteVery informative article. It's critical to realize that workplace culture encompasses both employee behavior and the values held by the firm. It is the way employees behave and engage with one another at a workplace when no one is looking.
ReplyDeleteManagers want to give their staff members all they need to produce excellent work. The first step in assisting your staff in remaining content and productive at work is to provide a positive work environment.
I'm glad that you found it informative, Ramal. Thank you for your feedback.
DeleteExcellent piece of writing, Chathura! The significance of organisational culture and values in influencing employee conduct and organisational identity cannot be overstated. The strategies employed for fostering a positive workplace culture, including the establishment of unambiguous values and expectations, the promotion of transparent communication, the encouragement of work-life balance, the identification and incentivization of positive behaviours, and the provision of opportunities for professional growth, are highly effective. Human Resource Management (HRM) is a crucial factor in the development and maintenance of organisational culture. Organisations that place emphasis on fostering a positive workplace culture are likely to experience enhanced performance and increased job satisfaction among employees. This work is both succinct and insightful. The article provides a wealth of information. It is imperative to acknowledge that organisational culture encompasses not only the conduct of employees but also the principles and beliefs upheld by the company. Organisational citizenship behaviour refers to the conduct and interactions among employees within a workplace in the absence of direct supervision. Organisational managers aspire to provide their employees with all the necessary resources to facilitate the production of high-quality work. The initial measure in aiding employees to maintain satisfaction and efficiency in the workplace is to establish a favourable work atmosphere.This statement is accurate. There are significant similarities between Organisational Culture and Human Resource Management. Human Resource Management (HRM) has the potential to influence and transform the culture of an organisation by means of recruitment and selection processes, as well as through the implementation of policies aimed at fostering desired behaviours and values. The policies and practises related to Human Resource Management (HRM) have the potential to either bolster or detract from the overall culture of an organisation.
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