Impact of HRM on Organizational Culture

This assignment delves into the crucial relationship between Human Resource Management (HRM) and organizational culture. It examines how HRM practices influence workplace behavior, and discusses strategies for managing conflicts effectively within organizations. The importance of cultivating a positive and supportive work environment is also highlighted.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
Week 5 Activity perception.............................................................................................................1
Week 6.............................................................................................................................................1
Week 7 activity (group behaviour and team at work)......................................................................1
Week 8 leadership............................................................................................................................2
Week 9 Power and politics .............................................................................................................3
Week 10 choosing your battle .........................................................................................................3
WEEK 11 (Organizational change).................................................................................................4
Week 12 Culture .............................................................................................................................4
REFERENCES ...............................................................................................................................6

Week 5 Activity perception
Recently I watched 'dead poets society' with my friend. The movie moves with a teacher
persuading his students to follow their passion and dreams, while they are learning in an all boys
preparatory school. The movie left a different impression on me and my friend. It completely
enjoyed the movie but on the other my friend hated the movie. The teacher's perception of a
healthy teaching and breaking the orthodox ways of teaching reminded me of my old school and
the orthodox teaching curriculum. I was moved by the thinking of the teacher, he wanted the
students to persuade their dreams regardless of the pressure faced by them. My friend did not
share my perception and hated the movie to begin with (Griffin and Moorhead, 2011). This
difference in view was originated from the fact that she had her education from a school with no
such rules and regulations and did not share any experience of that kind. She also had not faced
such pressure from her school or parents. Also, her family was more liberal and did not emphasis
on only studies (Pinder, 2014.). So she did not understand the pressure depicted in the movie
over the kids from the parents and school.
Week 6
After going through the list of the best work places in UK and Europe it was discovered
the companies do many things to motivate their employees. It was discovered in the scene that
the companies with the best work place environment have healthy communication with the staff
of the company. Motivating words and communication with the employer make the staff feel
valued and this motivates them (Colquitt, and Et. Al. 2011). Organizing regular session with the
employees to know their problem will make them feel valued and also improving according to
their issues make the working environment healthy and motivate the employees to work harder.
Advancement chances or places for promotion make the employees feel motivated and they
work even harder to increase performance to get the promotion. Incentives for better
performance encourage the employees to work harder, the companies in the lists provide
employees with regular incentives for good performance.
Week 7 activity (group behaviour and team at work)
Q 1
The elements identified by Hackman are extremely important as to achieve success with
a team work. Hackman identified the teams to be small in member size and be kept compact and
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consistent which will reduce the time of establishing coordination with the new team members.
This plays as an important role in the successful operation of the teams (Newsome, Waldo and
Gruszka, 2012). Groups which have coordination between tend to complete their work on time
with successful performance, the bonding between the team members consist of knowledge
about the members and their skills. This enables the leader to allocate tasks according to their
abilities.
Q 2
In order for the team to be successful in their task and perform successfully, the leader of
the team should invite the members for regular meetings where the mission must be discussed
with the freedom for all the members to share creative and innovative ideas. This enhance the
knowledge of the team members and increase trust in the leader.
Q 3
In order to avoid the problem of new teams with coordination and problem in the team.
The group of new hires will face difficulty in the coordination and working with each other (Jing
and Avery 2011). Leader must organise a team meeting where he must introduce all the members
with and organise an activity to establish informal behaviour between the members to establish
connection. The tasks for the activity can be broken up into individual activities and allocated
among the members according to their abilities.
Week 8 leadership
Q 1
The trait theory suggest that the traits are not something which can be learnt by a person.
Traits are developed people in from experience and in passage of time (DeRue and Ashford,
2010). But on the other hand a person behaves in different way in every situation and behaviour
is something which can be inculcated or learnt.
Q 2
An effective can be selected taking in account his leadership skills. A skilled and
observing person is a catch for leadership. The person which is selected as a leader must be given
exposure and authority to lead and control the employees. In a particular situation a person fit to
lead the situation is the individual with the knowledge and skills of the task. He should be
selected by the organization.
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Week 9 Power and politics
Q 1
If I were Samantha I would find categorize the parts of the project and delegate the parts
which were less important to the clients. The part of project which had extreme importance, I
would look upon to do it myself to provide the client with satisfaction (Champoux, 2010.).
Essentially this would create team work and also the project completion.
Q 2
Parks must convey her the process and guidelines to complete the project the standard of
work which is needed from the employees. She also must tell her involvement in the task and
should tell the employees their part from the start of the project. She must keep a watch over the
work of employees.
Q 3
The executives must guide the juniors to complete the project and should not control the
process of project to maintain authority (Graham, Harvey and Puri, 2015). The executives must
focus on things rather than controlling projects, cause just controlling projects will decrease the
efficiency of the executives and they wont be able to give time decision making process.
Q 4
The task of making plans and decision must not be delegated to others as tasks like these
are too important for the running of the organization.
Week 10 choosing your battle
Q 1
To ensure that there is enough discussion of the issues in the work group the environment of the
organization must be made better for healthy and open discussions. I would also encourage the
members of the group to bring up issues within the group, to keep it strong. The manager must
motivate the employees to discuss their problems with him. He can also address the conflict
which exists in the group without calling in the problem.
Q 2
The negotiators can make use of the conflict management to find out the common
interests of the parties and leading them to believe they have same interests. The strategy can
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also be used by the negotiators to make the parties to conflict feel that they are working for the
same goal and they can reach it with each other help (Blowers, 2017).
Q 3
I remember a situation from life when I got into a fight with my friend and we started
ignore each other and stayed away which worsened our situation and we did not talk with each
other. In that situation we could have talked to each other about the point of issues and that
would have led to better solution and solved our friendship.
WEEK 11 (Organizational change)
Q 1
Sustaining innovation refer to those innovation that sustain or develop in the existing
market and do not create a new market and value market. The products which are given add on
or come up with new features and attributes are called sustaining innovation (Geels, 2010).
These innovations include Apple and Samsung phones, hard drives with greater storage space,
new gaming products such as PS4 etc. They are innovation to the existing products in which
were being sold in the existing market, they came into the same market without creating a new
one.
Q 2
Disruptive innovation are the ones which are create a new market and value network with
their arrival. These disrupt the existing market and value network of current product making
them out dated. These innovations add value to the human life and make it simpler (Christensen,
Raynor, and McDonald, 2015). The type of value added to the company help the living user
easier. This kind of products include smartphones, android, iMAc G3, vacuum cleaner etc. The
products like smartphones and android created a new markets and value network with their
arrival and displaced the older phoned from the market.
Week 12 Culture
The organizational behaviour contain interpersonal skills, motivation, group behaviour,
leadership style, conflict management, structure, training and HRM practices and they all relate
to each other. These all elements of organizational behaviour are part of this culture and make
the culture together. The interpersonal skills of the leaders help in leading the staff to completion
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of task and achieve of goal (Sagiv, 2011). This is done by the leaders through motivating the
employees and creating a better environment of working for the staff. In the situation of conflict
the management can solve it through the use strategies. Culture influences the behaviour of
people in the organization and the behaviour with the group. The HRM helps the companies to
install a better environment in the work place.
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REFERENCES
Books and journals
Blowers, A., 2017. The limits of power: the politics of local planning policy(Vol. 21). Elsevier.
Champoux, J.E., 2010. Organizational behavior: Integrating individuals, groups, and
organizations. Routledge.
Christensen, C.M., Raynor, M.E. and McDonald, R., 2015. Disruptive innovation. Harvard
Business Review, 93(12). pp.44-53.
Colquitt, and Et. Al. 2011. Organizational behavior: Improving performance and commitment in
the workplace. McGraw-Hill Irwin.
DeRue, D.S. and Ashford, S.J., 2010. Who will lead and who will follow? A social process of
leadership identity construction in organizations. Academy of Management
Review, 35(4). pp.627-647.
Geels, F.W., 2010. Ontologies, socio-technical transitions (to sustainability), and the multi-level
perspective. Research policy, 39(4), pp.495-510.
Graham, J.R., Harvey, C.R. and Puri, M., 2015. Capital allocation and delegation of decision-
making authority within firms. Journal of Financial Economics, 115(3). pp.449-470.
Griffin, R.W. and Moorhead, G., 2011. Organizational behavior. Cengage Learning.
Jing, F.F. and Avery, G.C., 2011. Missing links in understanding the relationship between
leadership and organizational performance. International Business & Economics
Research Journal (IBER). 7(5).
Newsome, S., Waldo, M. and Gruszka, C., 2012. Mindfulness group work: Preventing stress and
increasing self-compassion among helping professionals in training. The Journal for
Specialists in Group Work, 37(4). pp.297-311.
Osland, J. and Turner, M., 2011. The organizational behavior reader. Pearson.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
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Sagiv, L., 2011. Personal values, national culture and organizations: Insights applying the
Schwartz value framework. The handbook of organizational culture and climate. pp.515-
537.
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