Analysis of Human Resource Management at Aetna Inc. Report

This report provides an analysis of human resource management practices within Aetna Inc., focusing on organizational culture and leadership. It begins by defining organizational culture, exploring its core aspects, and identifying its levels within the company. The report distinguishes between values, espoused values, enacted values, and assumptions, highlighting Aetna Inc.'s core values such as customer satisfaction and employee engagement. It examines the function of organizational culture, including the characteristics of a strong culture and its positive and negative impacts on organizational performance. Furthermore, the report explores the role of culture in relation to organizational performance, discussing the fit and adaptation perspectives. The role of leaders in shaping and reinforcing culture is emphasized, along with strategies for managing culture through training, ethical leadership, and communication. Finally, the report discusses how Aetna Inc. developed a culture of empowerment and quality, supported by effective leadership and employee empowerment, and includes references to relevant academic sources.

Human resource
management
in Aetna Inc.

Q1: Levels of organizational culture

Concept of organizational culture
The term organizational culture indicates the process
that helps to share the beliefs, values and assumption
that reflects through the behavior of people associated
with the company (Alvesson & Sveningsson, 2015).

Common aspects of organizational culture
 Vision
 Value
 Practices
 People
 Narrative
 Place

Vision
A strong organizational culture can be
developed depending on the effective
vision. It helps to provide the purpose to
the company towards developing the
effective decision in the workplace.

Values
Values are being considered as the core
element in organizational culture. It is true that
vision helps to articulate the purpose of the
company and the values introduce the strong
guideline by following which mindsets and
behaviors can be improved.

Practices
Practices are important for
implementing the values in the
workplace. Through the effective
practices the company can be able to
promise the better culture inn the
workplace.

People
People are being considered as the backbone of
every organization. without the help of people,
the organization can not be able to develop the
coherent culture.

Narrative
In case of transferring the knowledge regarding the
organizational history, the narrative is very effective
in case of developing the interaction. Narrative can
be introduce in both the formal and informal way.

Place
Both the formal and non-formal interaction is needed in case of developing the effective
organizational culture. In case of developing the effective organizational culture, the
workplace environment, infrastructure and location are very influential.

Identification of the level of culture in the
company
In case of developing the organizational culture, the company called Aetna Inc. has decided
to increase the engagement of people in decision making process. By developing the
effective values culture of the company has been developed.

Q2: Values