...the level of employees understand and work with that culture can be very good reason for company’s success. Then it defines culture as the system of shared values and norms, and it talked about how good cultures in the working environment can affect employees’ performance in a very good way. The author talked about the difference between the culture’ norms and values in a company compared to formal rules and policies. Customer services, quality in service and innovation will be a part of the organization’s culture, not a part of its policies and formal rules. The article also provided some example and comparisons between Macys and Nordstrom and the difference between their cultures and their customers’ values. There was a discussion of what makes cultures strong, and the author said that high level of agreement among employees about what is valued and high levels of intensity about these values are the two factors. Innovation is a powerful tool for organizations to create effective cultures in their organizations, where companies must hire create people and manager have to be innovative in order to motivate employees. The author talked about the main three tools for managers to use culture in leadership and to manage and change cultures. The first tool was to choose and select employees who can fit your culture and your job requirements. The second tool was to manage company’s culture by establishing training programs and socializing new and current employees. The third tool...
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...Managing The Reorganization Campbell and Bailyn’s (C&B) Boston Office has long been the leader in market share and sales. This office was also used as a testing location for new organizational structures and new products and services. Changes in customer demand have decreased market share based, so the office needs a restructure. In June of 2007 the Boston office is reorganized under Ken Winston, the regional sales manager into “key account teams” (KAT). Concurrently, the review process is altered in a very odd fashion and Winston does not seem too enthusiastic about this change. Winston is preparing a presentation for the division leadership team and will discuss the effectiveness of the new performance appraisal process and organizational structure. The problem is whether or not these new changes were effective. Causes of the problem with this restructure are as follows: * “Socializing customers” * Limiting career aspects * Customers are becoming more specialized * Futures and options have much higher margin but require more expertise to sell * Similar compensation Neither employees nor customers like the change of the structure at C&B. KATs made the change from one generalist fostering a relationship with a customer to several specialists serving one customer which the sales people have dubbed “socializing the sales department”. This change was implemented due to disconfirming data that C&B found customers were requiring more specialized services. One year after the restructure...
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...socialization. Socialization is the process of integrating individuals into established organizational cultures ( Journal of Managerial Issues, 2005). Studies have been conducted for decades on improving techniques of socializing new members into organizations. The results of these studies have found that greater organizational commitment is the result when an individual is successfully socialized into an organization. The individual and organization come to share similar views to form a cohesive unit. By creating an environment that is conducive to positivity, the workforce is more is more likely to remain with that organization and reduce turnover. The initial employment socializing process is therefore critical in setting the impression of the organizational culture with the new employee. Human resources managers and organizational psychologists continuously develop techniques and methods to ease new individuals into the transition during the orientation process. Primerica Financial Services is a company that is based on effective socialization of new recruits to its sales force. New representatives are given personal field training with experienced agents to observe proper procedures when meeting with clients. Attendance at company events is encouraged for new and old representatives as a means of experiencing the organizational culture on larger scales than what may happen within their local offices or on their own. Building this type of relationship between the individual...
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...the right type of employees that will help and support strategic growth. In contrast, culture has been sighted by disgruntled employees for one of the reasons for leaving or for seeking employment with companies that are more in line with the employee’s personality and values. In my employment history I have only left one company because I was actively disengaged and it was because of the culture. Zappos has been built on the culture of service and employee ‘Happiness”. Both of these elements have led to Zappos growth in the online retail business. In this analysis as part of the organizational behavior course I will explore how the Zappos culture has contributed to its success since 2000 and how culture has played a part in my engagement and performance in the companies I have worked for. What helped the culture at Zappos? Zappos 1believed that in order to be successful they needed to focus on the 3C’s – Company Culture, Customer Service and Clothing. They realized that by defining their culture and understanding what made an employee happy to work for Zappos they could hire the right people who would be prepared to go above and beyond for Zappos. To that end Zappos provided above industry standard benefits for their employees such as free food, computer setup in their internet café which adds a few dollar more to the pay. In other words Zappos designed their organization around a formal design that would be attractive to potential employees. In 2005 Zappos debuted...
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...group dinners with the staff when the sales of the week crosses the targets. SLIDE NO 3 BASIS OF THEORY Clayton P. Alderfer in 1969 based the theory on the following point – * Alderfer's ERG Theory condenses and simplifies Maslow's five Hierarchy Of Needs into three categories. * There is a value in categorizing needs and there is a basic distinction between higher order and lower order needs. * Alderfer considered that people could move around the hierarchy meeting their needs Alderfer's ERG theory is a simplified version of Maslow's hierarchy of needs that suggests that all human needs can be accessed and satisfied simultaneously, rather than from the bottom up. Either way, as needs are satisfied, employees are motivated to strive to satisfy a new need. Slide 5 Clayton is a phyco who gave the theory of ERG SLIDE NO 6 – ALDERFER’S ERG THEORY An attempt to simplify Maslow's needs theory was put forward by psychologist Clayton Alderfer with his ERG theory. Both theories see needs as the motivating force behind behaviour. People are motivated to do things by different needs, of which Alderfer identified three: Existence Needs - those which give us physical well-being Relatedness Needs - the need for social relationships Growth Needs - the need for personal growth and development. Besides establishing...
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...media but limit the number of uses or actions performed. The CEO claimed that the use of social media within the organization leads to a waste of time in socializing which may lead to dismissal in the future. I would like to assure you that I will put social media into better use for the company. Did you know that 70% of the customers we serve are members of one social media site or another? It is possible to capture these customers and more new customers by communicating with them through the social media platforms. Additionally, the customers can learn about the new services from the social media site such as Facebook. For Intel, sales have increased by 45% as well as customer relations due to the use of social media. There are several benefits of using social media within the firm for public relations, advertising and communications. It can also be used as a platform for conducting online market survey. The firm is an Information technology firm therefore we need to be on the forefront of adapting information technology system. Should we continue providing IT services but not adopt IT use in communication and other business functions? The firm should adopt a new system which monitors the activities of employees while on social media sites during working hours. The monitoring of these activities will ensure that the employees only use social media to perform tasks that are related to the company and that present a business benefit. Therefore, the company will not undergo time...
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...Twitter, LinkedIn, and at least 1.2 billion of them are Facebook users. Billions of people worldwide are actively engaged among these sites and with in them online communities are formed. The occupants of these virtual communities are given the option to develop personal profiles, communicate with past-time as well as new friends, research, and sharing thoughts, photos, music, links and more. That being said our society today has harnessed the aspects of social networking to help increase their individual productivity of life, making social media the number one way of disseminating information around the world. Additionally, small businesses can also benefit greatly from the free platforms offered throughout social media by, connecting with customers, increase visibility of their products or services and obtaining the most suitable employees. In addition, Social networking sites offer teachers a platform for collaboration with other teachers and communication with students outside the classroom. Proponents of these sites would say that social media is acting like bridges of information connecting the gaps between; teachers and their students, businesses and their employees, and most importantly individuals and the world they live in. As a result of these mended gaps diverse groups are being linked together...
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...Negative aspects of practices Google hire many best person in their corporation , even for the easy project/ low-level project they also use the best people that are sometimes over qualified at that project. So new employee that want to join easy project feel intimidated. Google employees are offered tremendous opportunities to learn and grow. Professional development opportunities offered to all employees such as presentation skills, content development, business writing, executive speaking, delivering feedback, and management/leadership. Free foreign language lessons, including French, Spanish, Japanese, and Mandarin are also sponsored by Google. Given the prominence of engineers at Google, particular attention is paid to providing unique development opportunities for this group. But in the training there are no atittude training so , there are many people that feel smart and creative start to have arrogancy at other who less intelligent. There are lot of facilities to improve satisfaction at Google office, but many employees take this advantage and they just use the facilities with reason they try to get new ideas, and they just socializing and slacking at the office Google have high bar to accept people that wnated to work there, so Google will have some standarized criteria, such as graduated from spesific school , have good GPA , have good IQ (more than average people). So diversity in Google working environment is minimal and many people have same characteristic...
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...set of cultural values. Earlier Corporate Culture Inward Focused Employees treated as family Autonomy Job security Entitlement/Comfort Few Cost Controls “Outside” or “Hard” municipal service focus – road building, utility construction and maintenance, fire and police protection, recreational facilities, and land use control Expansion “Inside Workers” (taxation, community service, ect) given less priority Inside Hires Emerging Corporate Culture Outward Focused Customer/Citizen friendly for citizens/business owners “Soft” municipal service focus – libraries, social activities, community services Save money Employees treated as employees Hire the best people for the job regardless of background or whether they are in the company or not Q2. Considering the difficulty in changing organizational culture, why does Hilton’s management seem to be successful at this transformation? By replacing the top management with people whose backgrounds are congruent with the new corporate culture they are practicing “drastic unlearning” a form of cultural change known as coercion (OB page 362). By cutting out the driving force behind the old values the management team has new room to expand and change the old culture to fit their desired outcome. In essence the managers are practicing “deculturation” (OB pg 347) often seen in mergers to change the culture of a company that has been acquired. The company’s new view is focused on creating an “Adaptive culture” (OB pg 340) where...
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...manages employees within the organization; there are many responsibilities in this department. HR may also act like a “middleman” between the employees and management. Human Resources handle many issues pertaining to the employees who work for the company. A manager will oversee department functions and manages employees within the department. They must be a knowledgeable human resources point of contact in this department as well. This paper will explain the human resources management’s role in the health care industry. The roles that will cover are hiring and staffing, compensation and benefits, training and development, and employee relations. Hiring/Staffing This is the first point of contact a person has with the company will be through the HR department; they also may attend job fairs and recruit. They will perform interviews with applicants and screen resumes, check references, and perform background checks. Organizations face several strategic HR choices in recruiting, selecting, and socializing employees. Emphasizing a good fit between the applicant and the firm versus hiring the most knowledgeable is part of the hiring and staffing process (Gomez-Mejia, Balkin, & Cardy, 2010). They perform the orientation of the new hires while informing them of the policies and procedures. Compensation and Benefits “Compensation is the payment that the employees receive in exchange for their labor” (Gomez-Mejia, Balkin, & Cardy, 2010). HR drafts letters for the new employees...
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...CHAPTER 1 Introduction Each year millions of people vow to finally kick the cigarette habit only to watch their optimistic expectations to give up in smoke. But if they've tried and failed with conventional smoking cessation approaches wether it’s the use of nicotine gum,counseling, or behavior modification they often look outside the mainstream motivated by the hope that alternative medicine might finally deliver them from a life cluttered with cigarette packs and tarnished by nicotine-stained teeth. Background of the Study Smoking remains a pediatric epidemic with so many adolescents stubbornly refusing to quit. This epidemic is predicted to kill 250 million children and adolescents who are alive today, a third of whom live in developing countries.Tobacco is addictive, carcinogenic and deadly. Analysis has shown that a tobacco leaf contains about 1,000 chemical substances. The smoke carries more than 4,000 chemically different compounds, mostly harmful to man. Tobacco is known or probable cause of some 25 different diseases for lung cancer, bronchitis and Emphysema it is a major cause. According to World Health Organization (WHO) estimated that there are 1.1 billion smokers in the world at the beginning of this decade and it is one-third of world’s adult population. Four million people died yearly from tobacco related diseases throughout the world. WHO estimates that the figure will rise to 10million by the year 2030 that’s one death every...
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...MOTIVATION AND TEAM DYANAMICS Introduction Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994). In the first article, the author analyzes the nature of motivational research and the approach adopted by motivational researchers in order to figure out what motivates the employees of a given organization to perform their best. He calls marketers as instrumentalists who in fact only research about motivating others so as to attain their own means. The second article reemphasizes and analyzes some necessary components of employee motivation, so that managers, like those who are inexperienced can increase their knowledge and understanding of employee motivation. (Hersey, 1996) First Article Analysis and Evaluation In this article the author analyzes the nature of motivational research and the approach adopted by motivational researchers in order to figure out what motivates the employees of a given organization to perform their best or even what motivates customers to buy the products that marketers intend to sell. (Blanchard, 1996) The author, through this article analyzes motivational research and says that the approach towards motivational research can be considered unscientific if the traditional definition of science is taken into consideration...
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...1. If I was in charge of socializing the newly hired nurses at a hospital I would first make sure that the orientation was at least a two day process that effectively communicates the culture of the organization and how the company operates. During this orientation period there will be information provided about hospital regulations, information about pay and benefits, and a question and answer segment. I also want to introduce the new hires to the managers that they will be working with and have the managers give a brief introduction of themselves. One of the key points I will present when it comes to the benefits are the medical services that could be provided to them. I want to make sure that they understand the statistics of hospital staff burnouts. Then, I will give information about the assistance that can be given to them to avoid their burnout. 2. Some of the unique challenges that hospitals face when attempting to create supportive organization culture are mainly the current status of the employees that already employed with the hospital. Most of the staff work long shifts, are currently dealing with extreme demands and are mentally and physically exhausted. When you have people that are used to one culture initially it’s hard for them to convert to something different. These employees will have to be coaxed into utilizing the services that are available for them. Some of the employees probably already have their own way of dealing with the stress of working inside...
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...New Hire Communication Jose A Marquez Navarro COM/295 11/03/2014 New Hire Communication Welcome to Subaru Of America Regional Distribution Center. As a new hire I would like to introduce you to our company culture and processes. As an instructor in our company you are expected to follow our procedures to train new warehouse associates according to our procedures written in our manuals. Company Culture At Subaru Of America Regional Distribution Center we believe and encourage our employees on working smarter and not harder every day. Our expected business goal for every employee is based on 80 lines per hour in production. We take care our staff very seriously and offer them the best benefits possible from healthcare to big discount in company cars. We like to keep a professional and friendly environment and enforce our employees to create new ways to make the process more efficient and easier for them. Company Process Our company process to meet our expected goals is to achieve a 100% of production standards based on line per hours. The personnel are expected to pick, pack and ship through our different carriers the merchandise to our retailers. Instruction Employees need to follow company policies. Phones, headphones and food are prohibited in the work area. Safety is our top priority for our team as having a clean work environment is too. Employees may have radios in their packing stations, any emergency call they may need to take are to...
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...Executive Summary This assignment was made to explain and find the truth about the concept of work life balance which is meaningful for the worker. As many researcher and people arguing about this concept, The author comes to the decision which is disagree that work life balance is important for the worker. As a concept, the work life balance can be said has a great effect for the worker, but in real life work life balance was difficult to maintain. Not all worker can contribute their time only for working without having their socializing, and leisure. What more important nowadays is their health/ life. Life was more important than the work. Their life will always bigger than their work, trying to balance them is a failure method no matter how passionate we are about it or how successful we become. In fact, the more passionate we are about it, the bigger the life has to get. If we work too much, our personal life will be suffer. Work and life aren’t measure on the same scale because one is a subset of the other. Table of Content 1. Executive Summary............................................................................ 7 2. Introduction ........................................................................................ 9 3. Definition ............................................................................................ 9 4. Conclusion ............................................................................................
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