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Question
Why is it challenging to bring about significant, long-term improvements in an organisation’s culture?
Illustrating your answer with examples, evaluate what role the HR/HRD function can play in helping to meet these challenges.
Solution
Question 3-1021
In the modern highly competitive business environment with immense changes, investing in a significant, long-term organisation culture is essential for organisations. According to CIPD (2023), there are multiple definitions of organisation culture with Balogun and Johnson’s “the way we do things around here” being the most popular. Further, McDougall et al. (2020) identified the culture as a concept represented by artefacts reflecting culture (symbols & language), norms and values on appropriate attitude and behaviours and underlying assumptions and beliefs (conscious and unconscious). Nevertheless, it is challenging bringing about significant, long-term based improvements in organisation’s culture. This is due to the following reasons;
Lack of holistic communication– To initiate significant, long-term based improvements in an organisation culture, communication is essential. According to Syakur et al. (2020), in an event an organisation people are understanding themselves and context of interaction in varying perspectives/point of view, poor organisation dialogue occurs. For a sustainable culture to occur, people social interpretations of others is impacted by idiosyncratic perspectives. Further, Tonui (2022) argued that for interactions which involve substantial diversity of people perspectives, a risk of communicators forming radical distinct interpretation of goals and processes in organisation is possible. The outcome of this is lack of an appreciation of action-guiding information, communicative actions and workplace. This lead to a disconnect in bringing about the significant, long-term based improvement in their organisation culture. Further, in organisations operating hierarchical structure, Tran (2021) argue that it is a challenge elaborately articulating expectations and goals leading to a confusion on establishing the culture.
Role of HR/HRD Function– In CIPD (2022), a 2023 survey report has evidenced that people professionals are appropriately supported in leading on conservations when organisations dedicate internal communication specialists. The best practice would include initiating a two-way communication supporting psychological contract and employee engagement since people are feeling listened to and valued. For instance, in Riyad Bank, operating in banking sector, to initiate a significant, long-term improvements in organisation culture would be critical to harness communication. The outcome of this would be the organisation sharing views with colleagues while feeding them upwards and promptly receiving responses from all in the organisation. As a best practice, Sethi and Yildiz (2019) recommended on the need for initiating a culture where employees are feeling fully informed, regular and consistency in communication, staff listened to and leaders mutual trust.
Misprioritisation of Improvement areas– According to Gerlach and Eriksson (2021) focusing on Hofstede cultural dimensions, misprioritisation of the areas which need improvements represent a significant challenge hindering implementation of a significant, long-term improvements in the organisation culture. For instance, in an organisation which exercise individualism as opposed to collectivism would have their employees feeling their organisation priority is majorly on income and pushing team in working for many hours. This is at the same time foregoing rights such as breaks and overtime. Also, masculinity as opposed to femininity Deniz et al. (2021), the employees would feel that they are being overstretched in getting work done. The outcome of this for example in Riyad bank has been a backlash since resentful employees tend to take out their anger pertaining to the organisation culture to one another or customers. This means that it is essential initiating structures and systems which promote a holistic prioritisation of the areas of interest in the culture improvement for a long-term.
Role of HR/HRD Function-….
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