Human Resource Management and Organisational Culture

Scholars are of the view that culture is part of the external factors that impact the practice of HR. Several factors effect cultural values of employees. Company culture is interlaced with the employees involvement this leads to higher employee satisfaction and motivation than a set up when employee are taken aback to talk of the culture of the company (Ogbonna, 1992)

The role of HR is to determine ways to effectively facilitate organizational culture. HR practices are used to establish a link with the culture through training and development, continuous and effective communication and make way to establish channels involving employees through setting clear goals, effective systems of fair reward systems, flattening the organizational structure. Other ways are to engage employees, have effective and transparent communication so that employees can resolve grievances and conflicts. 

Culture also allows managers and employees a clear sense of moral ethical standards on which decisions can be made within the company framework and external stakeholders. Culture is reflected in the way managers make decisions, support employees resolve organizational people-oriented challenges. Therefore, culture is important for effective management of the company. 

Management Style and Culture 
 
HR can establish and assist in developing strategies that helps to link management style and business strategy. HR can establish a system or processes that ease the sharing of information, learning opportunity thus creating a culture of trust and confidence. Scholars are of the view that top management sets the foundation of facilitating culture in an organization and value systems that reflect the culture of the firm.

 
 
 
Leadership styles too determine the company culture. The way how things are done here reflect the companies culture to a great extent. One view is where there is effective organizational culture the company will have high performance and engaged employees (Weber, 1996). Other factor that influence organizational culture is the group behavior, the country culture and the diverse nature of employee working in the company. The attitude to have a family culture within the firm (Budhwar, and Sparrow, 2002).

References
Budhwar, P.S. and Sparrow, P.R. (2002). Strategic HRM through the Cultural Looking Glass: Mapping the Cognition of British and Indian Managers. Organisation Studies, 23(4): 599–638.

Ogbonna, E., (1992). Managing Organisational Culture: Fantasy Or Reality?. Human Resource Management Journal. 3. 42 - 54. 10.1111/j.1748-8583.1992.tb00309.

Weber, Y. (1996) Corporate cultural fit and performance in mergers and acquisitions. Human Relations, 4(9), pp.1191-202

Comments

  1. Ruwan Premarathna5 July 2018 at 12:30

    Good article with description. Better if references were bit latest

    ReplyDelete
  2. SivaArun5 July 2018 at 21:33

    Well structured . Keep up the good work.

    ReplyDelete
  3. Sachie Hennadige5 July 2018 at 22:56

    Glad if there were some examples. Keep it up

    ReplyDelete
  4. Thameera galkaduwa6 July 2018 at 08:10

    You have done your blog in a structured manner, but it would add more colour if you can add international examples.

    ReplyDelete
  5. Unknown6 July 2018 at 11:32

    You have given valid points under your topic. good article.

    ReplyDelete
  6. Unknown7 July 2018 at 04:59

    well structured with informative points.

    ReplyDelete

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