ORGANIZATION CULTURE

We know that every person has a unique personality. An individual’s personality is a set of relatively permanent and stable traits. Our personality influences the way we act and interact with other. When we describe someone as warm, open, relaxed or conservative, we’re describing personality traits. An organization too has a personality which we call its culture.

WHAT IS ORGANIZATION’S CULTURE?

It is a system of shared meaning within an origination that determines in large degree, how employees act. It represents a common perception held by organization’s members. Just as tribal cultures have rules and taboos that dictate how members will act toward each other and outsides organizations have cultures that govern how its members should behave.

In every organization, there are systems or patterns of values, symbols, rituals, myths, and practices that have evolved over time. These shred values determine to a large degree what employees see and how they respond to their world.

Our definition of culture implies several things, first culture is a perception, individuals perceive the organization culture on the basis of what they see, hear, or experience within the organization. Second, even though individuals may have different backgrounds or work at different organizational levels, they tend to describe the organization’s culture in similar terms.

Finally, organizational culture is a descriptive term. It’s concerned with how members perceive the organization, not with whether they like it. It describes rather that evaluates.

Research suggests that there are seven dimensions that capture the essence of an organization’s culture.

In the organization fast world of the internet, an organization’s culture can make or break it. At E. trade, online brokerage employee teamwork is critical.

DEMINSION OF ORGANIZATION CULTURE

In many organizations, one of these culture dimensions often rises above the other and essentially shapes the organization’s personality and the way organization members do their work.

HOW CULTRE AFFECTS MANAGAERS

Because it constrain what they can and cannot do, an organization’s culture is particularly relevant to managers. These constrains are rarely explicit. They’re not written down. It’s unlikely that they’ll even be spoken. But they’re there, and all management quickly learn what to do and not to do in their organization, for instance, you won’t find the following values written down anywhere, but each comes from a real organization.

Look busy even you’re no

• If you take risks and fail around here. You’ll pay for it.
• Before you make a decision, run it by your boss so that he or she is never surprised
• We make our product only as good as the competition forces us to.
• What make us successful in the past will make us successful in the future.
• If you want to get to the top here, you have to be a team player.

The organization’s cultures is also reinforces by the office environment, which is open, versatile, and creative.

An organization’s option in all management functions. As in the following the major areas of manager’s job are influences by the culture in which he or she operates.

STAFF ROLE OF THE PERSONNEL DEPARTMENT

The personnel department operates in an auxiliary, advisory or facilitative relationship to other department in the organization. Personnel department in any organization exist to help line or other departments do their work more effectively.

Following are main staff role performed by personnel department.

POLICY INSTITUTION AND FORMULATION

The executive in degree of the personnel department is the one individual most activity involved in policy creation. It is his or her responsibility to propose and draft new policy or policy revisions to cover recurring problems or to prevent anticipated problems.

ADVICE

A major of the activities of those engaged in staff personnel work is in the nature of counsel and advice to line manager. Different employees may have different problems. The personnel department must helpful in achieving organizational goals. In fact, this is the realty essence of personnel management. Management must seek to direct and coordinates the efforts of the people that the goals of the organization are achieved while at the same tome providing need satisfaction for the members of the organization.

Advice also includes the preparation and communication of bulletined, reports and procedural guidelines for the interpretation and implementation of policy.

SERVICE

The service responsibility of the personnel department ate apparent when one examines such things as the employment, training, and benefits functions. The tasks of recruitment, interviewing, and testing job applications are performed in the personnel office. Training programmed are planned, organized, and of ten staffed through personnel office. The personnel group must see that adequate instructional materials and facilities are available.

The maintenance of adequate employee records is a service function that permeates all functional specialties within the personnel field.

CONTROL

The personnel department carries out important control functions. It monitors the performance of line department and other staff department to insure that they conform to established personnel policy, procedures and practices.

The control function of the personnel department is quite comparable to the activities of a quality control group that measures product variable to insure conformance to engineering specification or to the activities or the auditing staff.

A common form of staff control over line management personnel is procedural control. Follow established procedures in carrying out certain personnel management action.

CONCLUSION

The personnel department has four types of stuff role all these are helpful to top management in formulation different strategies and achieving organization goals.

PERSONNEL AND ITS FUNCTION

Specialization department were firstly created in the 1920s and 1930s to handle the administration of the personnel program. They were usually called personnel departments. Every individual who guide and directs the corporation president, does a personnel work.

Personnel management activates are carried on both by the staff personnel department and by operating management in the course of directing the activities of the work force. In 1930s and 1940s many companies added responsibilities of labor contract negotiation, contract administration, and grievance handling to other activities to the personnel department.

ACADEMY OF MANAGEMENT

The academy of management changed the designation of its “manpower management” division to “personnel or human resources” division in 1975s. For the sake of conciseness. We shall use the term just personnel.

PERSONNEL, IS IT COMPUSORY TO CREAT

In a very small organization such as VETA BRAED, HANI, BREAD, SONA BREAD etc. there is no need of personnel department ad the president or owner himself do all work regarding employee’s hiring, training, disciplining and firing.

But in large organization such as ICE IN PAKISTAN, MECDONALD’S HOTEL COMPANYN, UNILIVER etc, a president or owner cannot perform all work regarding employee’s hiring, disciplining, training, and firing because for such a larger departmentalization there is need of different people with different skills, therefore a separate department is established which is called personnel department.

FUNCTION OF PERSONNEL

Following are the functions of personnel department.

EMPLYMENT

This function includes recruitment, selection, and induction in to the organization. It is also its responsibility to determine content of the job to be performed and the employee qualifications necessary to perform the job satisfactory. These are recorded in the form of job descriptions and job descriptions and job satisfactions.

The personnel department must developed and maintain adequate source of labor. It must also ser up and operate the employee selection system, which is include interviews, selection tests, a medical examination and reference checks.

TRANSFER, PROMOTION AND LAYOFF

For these tasks the personnel department serves primary in a coordinative capacity. When employees are moved from one department to another either because of the needs of the business of individual requests, the personnel records may be studied to ascertain that the possess the requisite skills.

PROMOTION

When a vacancy occurs in a position, it may be filled by promotion from within or by direct hiring from outside the company. This decision is often made jointly between the personnel director and the executive in charge of the department where the vacancy has occurred.

LAYOFF

Layoff typically ate processed by the personnel department to unsure that the proper order of preference is allowed. This can become quite complicated if these combinations of job, department and plant wide seniority rights must be observed.

TRAINING AND DEVELOPMENT

On the job training and coaching are performed by the line supervisor or by the specially designated employee. In training, it is the responsibility of the personnel department to determine training needs in corporation with line management.

Once the needs are established, the personnel training specialists must design a program to accomplish the desired results. In coaching, performance appraisal studies and special broadening assignments are largely executed by operating managers.

COMENSATION ADMINSTRATION

Personnel department mostly handles the work of designing and installing a job evaluation program. The decision to adopt a particular pay structure with pay grades and fixed minimums and maximums for the grades in a top management responsibility.

The day-to-day work analyzing jobs, evaluating their worth and maintaining suitable records is a staff personnel function.

HEALTH AND SAFEATY

Health program is the identification and control of agents within the working environment that can cause occupational disease. Some agents can be gases, dusts, fume, toxic chemical or metals noise, heat radiation, biological substances, and stress, industrial hygienists are employed to identify and control such hazards to health.

The safety director must prepare safety display distribute safety leaflets, and develop safety instructional material.

DISCIPLINE AND DISCHARGE

Discipline has two-principle meaning. In the first sense it means, “training that molds or corrects” this means the achieving and maintaining of orderly employee behavior. The second meaning of the term discipline refers to punishment of wrongdoers.

The personnel department commonly assumes the responsibility for formulating the list of necessary riles together with the range of penalties for each offense. Frequently this list of rules and penalties is discussed and clear with high-level line management before it is issued and communicated through out the organization.

LABOUR RELATION

The personnel industrial relations staff plays a very significant role in labor management relations. The director of industrial relations usually serves as a key member of the bargaining team, often acting as chief management spokesman person.

When a union has been certified by the national labor relation board, than management must bargain with it in regard to wages rate of pay hours of work handling grievance, allocation of overtime, handling transfer and layoff etc.

BENEFITS AND SERVICES

Included under this category are pensions, group life insurance, hospital & `medical insurance, sickness leave pay plans; social programs, recreational programs and college tuition refund plans. After these plans are installed, the personnel department handles the day-to-day processing of claims.

ORGANIZATINAL PLANNING

In the office of the corporation president, concept of organization planning is developed in which president has a final authority, while personnel department gathers data, does research prepare plans, and gives advice to the office of the president.

ORGANIZATION DEVELOPMENT

A conference board survey conducted in 1975s revealed, “Organization development has emerged as major personnel activity since as earlier investigation in 1965s. Consultants are often involved in OD work. They work jointly with management to collect data, diagnose problem and work out solutions.

HUMAN RESOURCE PLANNING

Another new function that has emerges in recent years in human resource planning is also called manpower planning. Human resource planning is the process by which a firm insures that it has right number of qualifies persons at proper time performing job that are useful to the organization and which provide satisfaction for individuals involved. The principal elements involved in human resource planning are, Goals and plans of organization, current human resource, human resource forecasting, audit and adjustment, and designing program to important the plans.

EQUAL EMPLOYMENT OPPORTUNITY

Since 1965s the major function of personnel department is to provide equal employment opportunities. An owner or employer is not allowed to discriminate due to race, color sex, nation origin, and religion or age etc.

PERSONNEL INFORMATION SYSTEMS

Today many organizations have staffs of people trained in mathematical analysis, computers, and management information systems. Among the applications have been human resource planning, skills inventoried and employee benefits analysis and productivity studies.