Organizational Culture
Introduction
A leader is expected to portray some specific leadership qualities to lead an organization or a department. The rates can be acquired through education, leaned, or adapted from new technologies and skills. All the organization participants need to have good leadership but not to help the leader but to ensure that the organizations’ operations run smoothly (Den Hartog & Koopman, 2017). A good leader is required to have adequate mobilization and driving capacities. Those in a leadership position of any organization should shape the orientation and approach towards life and growth. Also, they should portray a charismatic personality to be able to lead in the required direction. It is the leader’s responsibility to help the organization achieve quality goals by ensuring that the practices are standardized and that the organizations’ rules and regulations are followed by conducting internal control. Leaders should not be competent when portraying their skills, but they should be convincing, active, and team players (Schein, 2019). They need to understand their employee’s thorough understanding of any ongoing challenges motivating facts and hidden agendas.
Organizational Culture
A successful organization has a culture based on a robust and widely shared set of beliefs supported by structure and strategy. An employee in a vital structured organization usually knows the response expected from them by the management. Also, they know that if they demonstrate the organization’s values, they will be rewarded (Taormina, 2018). HR is one of the top management officials who have an essential role in enhancing a strong organization’s strong culture. HR is the one who recruits participants who recruit applicants who can share and thrive in the organization’s beliefs and culture. He/she also develops the management training programs, which helps outline and reinforce the organization’s core values and ensure that employees loyal to organizations’ costs are rewarded appropriately (Schein, 2019). Most successful industries have a strong culture whereby the cultures are focused on the organization and its goals. In most successful enterprises, a leader usually communicates the cultural identity to the employees and addresses the importance of those values and how they help define the organization (Lok & Crawford, 2014). A low organizational culture can result in the organization’s collapse due to poor customer relations, high turnover, disengaged employees, and low profits. Mergers and acquisitions can lead to a dysfunctional environment due to the difference in cultures. However, a healthy organizational culture can develop if the right business plans and agendas are introduced during a merger.
Qualities of a Good Organizational Leader
Culture has a vital role in the organization’s success, and therefore, the HR and his team members should enhance a high-performance organizational culture. For the HR to impact culture, he/she should work with the senior officials to design the corporate culture (Ke & Wei, 2018). The character of a leader gives the company a competitive advantage. HR should portray high levels of skills and knowledge to be able to run the organization. Good HR is the one that can deal with any challenges that arise in the company. HRs should have good communication skills ranging from verbal communications to written ones, and this is because most people in the organization go to them for advice and assistance. A good HR should have self-discipline and should be able to manage time properly. An HR can be busy at times to an extent he/she cannot accomplish the daily tasks. Therefore, he/she must designate some extra time to complete the most critical tasks.
Furthermore, HR should be trustworthy since most people prefer to open up to people they can trust, and also, the information disclosed by the employees should remain confidential. Human resource personnel remains neutral when dealing with any issue, and also he/she should be objective and impartial (Lok & Crawford, 2014). HR needs to make decisions based on facts and not personal opinions. HR’s role is to provide training and mentorship to the other employees and keep them updated on any organizational changes. Helping the employees to develop more skills improves their knowledge and performance, which benefits both the employee’s career and the company.
How Organizations Culture Supports HRs Strategies
An HR strategy is essential, especially when it comes to its impact on its performance. Therefore an organization should provide a favorable environment for HR to achieve his/her long-term objectives (Ke & Wei, 2018). The delta’s airline, one of the top companies, has a human resource strategy that helps build the skills, motivation, and employment opportunities to deliver good customer services, attracting many business travelers. Since the company has gained a good reputation, it recruits and employees and is skilled and has an attitude that fits its culture (Den Hartog & Koopman, 2017). The company allows some flexible work rules that enable employees to react to most situations and make the work done. The company offers an internal promotion system that enables long workers’ tenure with highly skilled employees. The organization provides high wages to the employee, making them prolong the working contract since they believe that the company cares for them. Therefore, it is evident that a positive HR strategy is vital in impacting the company’s performance.
The organization’s HR strategy should be aligned with its business strategy to build the employee’s skills and motivation to make the business work. The organization’s HR strategy should identify the characteristics which motivate and energizes the employees. It should create a favorable environment for HR to lead to any transformation and an environment for building skills (Taormina, 2018). HR strategies are implemented for a particular job whereby only a few firms can manage the clerical workers in a similar way they work their clerical workers. Therefore if the company focused on customer services, there is a need to establish customer service skills into all customer-oriented jobs.
Effects of Poor HR Management
HR is essential since in the firm since he/she oversees any administration functions in an organization, and there may be severe effects in the organization if they quit. Without an HR, the firm can face legal severe financial and productivity issues, which are signs of failure (Ke & Wei, 2018). When there is improper human resource management in an organization, an employee’s efforts will be unnoticed, and therefore they will seek employment elsewhere. Furthermore, some severe issues in the company and valuable information can go unresolved, leading to high turnover rates. An HR must recruit members who can comply with the companies needs, and therefore lack of proper HR management can lead to unqualified staff or understaffing (Lok & Crawford, 2014). Lack of adequate HR management can lead to adverse effects on the employee, which highly demoralizes them. Due to the hostile environment, the employees’ job satisfaction levels will reduce, making the company lose huge time and bring losses to the company. The human resource management is responsible for ensuring that employees are treated fairly and ensuring that the company acts in compliance with the labor and employment regulations. Therefore when there is poor human resource management, the company is likely to face serious legal problems.
Development an Organizations Quality Leadership Practices
When there is an event such as a surprise resignation, it is impossible to conduct a dormant succession system since an effective succession plan should include a proper employee development system. Employee development has a significant competitive advantage in recruitment and building leadership capacity required by the company to remain competitive (Den Hartog & Koopman, 2017). There are various steps in which the organization should take to ensure that the leadership practices are of quality. First, the organization must monitor how the leaders are working to achieve the company’s mission, and also they should be ready to change strategies if necessary. The organization should figure out the roles, objectives, and responsibilities of individuals, teams, and departments.
Furthermore, the company should make personnel improvements concerning turnover, hiring, training, and other changes, which will help improve the leadership qualities, which benefit the organization. The company should train its employees on good leadership qualities, which will help create able and self-driven leaders for the company (Ke & Wei, 2018). The company should also be engaging its employees regularly, which will help them be passionate about their work. They will deliver their best performance and also strengthening their commitment. It is also imperative to emphasize coordination among workers, which is one of a good leader’s qualities.
Conclusion
One of the significant steps in developing effective human resource management strategies is by assessing the organizational culture. The social management strategies should focus on enterprise goals and objectives. After accessing the main dimensions of a culture, such as values and the degree of hierarchy, the organizational leaders should address the areas of agreement and disagreement in the corporate culture. They should also conduct employee focus groups since it is not necessary that everything the leaders agree that the employees agree on. The organization should also decide on its missions and visions, helping them set up appropriate goals. Organizational leaders need to understand the national cultural values in the countries in which they operate. Human resource professions should ensure that recruitment and hiring services are conducted according to cultural fitness and not on any form of biasness. With this done, the organization will have achieved a fit culture and a culture that is ready for business competitions.
References
Den Hartog, D. N., & Koopman, P. L. (2017). Leadership in organizations. Handbook of Industrial, Work & Organizational Psychology – Volume 2: Organizational Psychology, 166-187. doi:10.4135/9781848608368.n10
Ke, W., & Wei, K. K. (2018). Organizational culture and leadership in ERP implementation. Decision Support Systems, 45(2), 208-218. doi:10.1016/j.dss.2007.02.002
Lok, P., & Crawford, J. (2014). The effect of organizational culture and leadership style on job satisfaction and organizational commitment. Journal of Management Development, 23(4), 321-338. doi:10.1108/02621710410529785
Schein, E. H. (2019). Corporate culture and organizational effectiveness by D. R. Denison. New York, NY: John Wiley & Sons, Inc., 1990, 267 pp. $39.95. Human Resource Management, 28(4), 557-561. doi:10.1002/hrm.3930280408
Taormina, R. J. (2018). Interrelating leadership behaviors, organizational socialization, and corporate culture. Leadership & Organization Development Journal, 29(1), 85-102. doi:10.1108/01437730810845315