AT WORK WITH HRM 3.1 Think about any work that you've done and what the work...

Transcribed Image Text:

AT WORK WITH HRM 3.1 Think about any work that you've done and what the work environment was like. Were you encouraged to learn from your mistakes? Were you encouraged to innovate? Were you asked to be and function as part of a team? Were you allowed to dress casually, or were you expected to wear proper business attire at all times? Were you allowed to make decisions that helped the customer, or did you always have to ask a manager even when you knew the answer? These are all examples of what culture "looks like" every day in all organizations. Some of the most successful companies ensure that their cultures support innovation, learning, risk taking, and being part of a team. They know that the culture has been a factor in their success. Fibernetics clearly understands the link between employee satisfaction, business outcomes, and customer satisfaction. The data telecommunications provider, located in Cambridge, Ontario, ensures that each employee feels valued and recognized and believes that work can and should be fun. In addition to a work-hard, play-hard value system, employees are offered unique benefits, such as having their birthdays off and being sponsored to engage IS CULTURE REALLY THAT IMPORTANT? in volunteer activities. The company also provides activ- ities for employees to get together, socialize, and get to know one another in non-work settings. Likewise, Vancity, a credit union in British Columbia, has a culture that encourages employees to take care of their personal lives. Employee well-being is a focus-no matter what stage of life someone is at. The organization also feels very strongly that employee well-being drives both business results and employee engagement. Both organizations also understand the importance of considering the organizational culture when man- aging different generations in the workforce. Since many employees want respect, understanding, and flexibility, how people are treated and how people act and behave demonstrate whether the culture can support those wants. CRITICAL THINKING QUESTIONS: 1. If you're currently working or have worked, how would you describe the company's culture? 2. How would you describe the type of organizational culture you'd like to work in? Sources: Adapted from Laura McQuillian, "Why Outstanding Culture Makes a Difference Human Resources Director Canada. October 12, 2017: Tracy White Authenticity and Fairness Key Elements of Organizational Culture Canadian HR Reporter. August 8, 2017: Isabelle St-Jean Flexible Thinking Drives Workplace Futures People Talk Winter 2014, 20-21: Robert Hackett, "KPMG's Viral Morale Meme Fortune March 1, 2015, 26; and Brian Kreissi, Managing a Multi- generational Workforce Canadian HR Reporter. April 6, 2015, 19 NEL AT WORK WITH HRM 3.1 Think about any work that you've done and what the work environment was like. Were you encouraged to learn from your mistakes? Were you encouraged to innovate? Were you asked to be and function as part of a team? Were you allowed to dress casually, or were you expected to wear proper business attire at all times? Were you allowed to make decisions that helped the customer, or did you always have to ask a manager even when you knew the answer? These are all examples of what culture "looks like" every day in all organizations. Some of the most successful companies ensure that their cultures support innovation, learning, risk taking, and being part of a team. They know that the culture has been a factor in their success. Fibernetics clearly understands the link between employee satisfaction, business outcomes, and customer satisfaction. The data telecommunications provider, located in Cambridge, Ontario, ensures that each employee feels valued and recognized and believes that work can and should be fun. In addition to a work-hard, play-hard value system, employees are offered unique benefits, such as having their birthdays off and being sponsored to engage IS CULTURE REALLY THAT IMPORTANT? in volunteer activities. The company also provides activ- ities for employees to get together, socialize, and get to know one another in non-work settings. Likewise, Vancity, a credit union in British Columbia, has a culture that encourages employees to take care of their personal lives. Employee well-being is a focus-no matter what stage of life someone is at. The organization also feels very strongly that employee well-being drives both business results and employee engagement. Both organizations also understand the importance of considering the organizational culture when man- aging different generations in the workforce. Since many employees want respect, understanding, and flexibility, how people are treated and how people act and behave demonstrate whether the culture can support those wants. CRITICAL THINKING QUESTIONS: 1. If you're currently working or have worked, how would you describe the company's culture? 2. How would you describe the type of organizational culture you'd like to work in? Sources: Adapted from Laura McQuillian, "Why Outstanding Culture Makes a Difference Human Resources Director Canada. October 12, 2017: Tracy White Authenticity and Fairness Key Elements of Organizational Culture Canadian HR Reporter. August 8, 2017: Isabelle St-Jean Flexible Thinking Drives Workplace Futures People Talk Winter 2014, 20-21: Robert Hackett, "KPMG's Viral Morale Meme Fortune March 1, 2015, 26; and Brian Kreissi, Managing a Multi- generational Workforce Canadian HR Reporter. April 6, 2015, 19 NEL