KMGT 673: RBC Management and Organizational Culture Report

This report analyzes the Royal Bank of Canada's (RBC) management practices, focusing on the alignment of its organizational culture with a unitary perspective in the workplace. It examines RBC's effectiveness in areas such as workplace diversity and identifies areas needing improvement, including employee and expatriate training. The report suggests measures to enhance alignment, such as targeted training programs for employees and expatriates. The analysis is based on the provided assignment brief, which emphasizes the role of HR in developing employee capabilities to meet future environmental demands and fostering a positive organizational culture. The conclusion emphasizes the importance of training and diversity initiatives to improve RBC's management and employee retention. The report references several academic sources to support its findings and recommendations.

Running head: IMPLICATIONS FOR MANAGERS
IMPLICATIONS FOR MANAGERS
Name of the Student
Name of the University
Author Note

1IMPLICATIONS FOR MANAGERS
Introduction
The following paper attempts a discussion on the effective management of the Royal
Bank of Canada in the progression towards the achievement of the proper alignment of the
organizational culture with the demand of the implementation of the unitary perspective within
the workplace environment. The paper further comments on some of the measures that would
help in the preferred alignment within the company.
Effective area for firms
The major areas wherein the Royal Bank of Canada is known to be majorly effective is
the implementation of the diversity within the workplace. The implementation of the diversity
within the concerned organization would help in providing the better services to the clients. The
diversity within the work place is known to have been helping in the development of the issues
that concern the clientele or the stakeholders of the concerned financial institution, the Royal
Bank of Canada (Bossaert 2014). The diversity within the workforce of the financial institution
also helps in the development of an extremely talented and capable workforce. This in turn
would also help the organization in discussion, Royal Bank of Canada to deal with a greater
number of problems that it might be facing during operations (Dobson 2013).
Area of improvement
The major areas wherein the company might need to improve refers to those that deal
with the training of the employees on the behavior that they demonstrate towards their colleagues
as well as towards the clientele who belong to the different cultures. The training of the members
might help in the development of the various factors that are crucial to the effective
communication within the organization (Long, Ismail and Amin 2013). The other area that the

2IMPLICATIONS FOR MANAGERS
company might need to focus on is the training of the expatriates who have been posted at the
international locations that are being served by the bank. The proper training of the expatriates
would help the Royal Bank of Canada in the expansion of the services to the other countries as
well (Naude, Dickie and Butler 2012). This in turn would help in the improvement of the
competitive advantage of the financial institute in the given market.
Alignment improvement for actions of Royal Bank of Canada
The financial institution in discussion might be advised to implement the proper measures
that are required in order to deal with the issues that are presented within the company.
 Adoption of the proper training of the employees – The training of the employees who
deal with the clientele on a first-person basis should be trained to deal with the clientele
who belong to the diverse social and cultural backgrounds. This would help in the
retention of the existing client base of the company and help in the development of the
reputation of the financial organization as well.
 Training the expatriates of the company – The proper training of the expatriates would
help in the development of the company in the international markets as well as help in the
expansion of the company.
Conclusion
Thus, from the above discussion it might be stated that the Royal Bank of Canada should
undertake various measures in order to train as well as retain the diversity within the employees
of organization.

3IMPLICATIONS FOR MANAGERS
References
Bossaert, D., 2014. Modernising human resource management in times of financial crisis: What
priorities to maintain capacity with limited resources?. Journal of Human Resource
Management, 2(1), pp.9-15.
Dobson, J.R. 2013 ‘The theory and practice of people management: a critical review of the
British experience’, Journal of Business Management, (7), pp. 152-164.
Long, C.S., Ismail, K.W.W. and Amin, S.M. 2013 ‘The role of change agent as mediator in the
relationship between HR competencies and organizational performance’, International Journal
of Human Resource Management, 24 (10), 2019-2033.
Naude, M., Dickie, C. and Butler, B. 2012 ‘Global economic crisis: employee responses and
practical implications for organizations’, Organizational Development Journal, 30 (4), pp. 9-24.