To increase one’s individual and organizational understanding of different cultures we have in this blog posted a link to information regarding Yom Kippur. This is an important holiday in the Jewish religion and to employees in your organization of the Jewish faith may have observations and cultural mores that will need attending to!
Therefore to not only recognize these employees of the Jewish faith which in turn increases Organizational morale but also the knowledge of the other stakeholders in the organization to the practices of the coworkers. Not only for HR reasons, but also to make sure the individuals feel a part of the organization’s community at large.
Please check out this information on history.com about Yom Kippur!
In this article “Lead your staff to a new organizational culture!” by Marcella Bremer talks about managers acting as leaders in an organizational culture, and turning into transitioning into three different roles as a manager:
- People-oriented leaders
The article lists various strategies for the manager to follow to become the type of leader that an organization’s employees need. The article also briefly discusses the use of the Clan Culture concept and focus upon the employees by the manager.
How to manage conflict, bridge performance gaps effectively and engaging employees are significant challenges that managers face but creating culture change is even more of a challenge. This article will give the reader, the manager, a starting point to begin this arduous and tasking process.
For more information regarding this topic just click on the link:
I am taking the advice of one of my followers on here who stated that since my blog is brand it should have its own catchphrase or several, something that hooks people in, otherwise it sounds too boring or too clinical.
Honestly, you can look up any school blog site on Industrial Organizational psychology or Organizational Development (O/D) to see clinical opinions or even various business online publications to see the humdrum data and analysis of techniques, procedures, etc. regarding O/D but that is really what I am trying to avoid. So therefore, I am experimenting with logos and PowerPoint, basically making my own logos, and images so that I can liven up my blog a little more.
Please note that these are just the first steps to creating logos, and images for the site, or what I like to call “baby steps” so your feedback is encouraged.
I plan to make the images to the size of desktop wallpaper 1200 x 720 for my own needs and marketing, but I hope to be producing some quality stuff on here. So if there is anything that looks generic or out of space, comment on it in the blog after you read the posting so I can step up the blog’s overall feel for you, my readers.
Organizational Development is all about putting out a product and getting the feedback from the audience it is intended for, and making changes to that products to better suit the needs and desires of the client. In other words, I am by making the logos, etc., I am testing the waters and theories of O/D as best as I can and for all to see.
We have reposted this upon our Google plus page recently, however the article “Don’t Fall into the Capability Trap: Does your organization work harder or smarter?” makes one think about the current state of their organization.
As one comment states: “I have been in multiple organizations that have worked harder, instead of working smarter and adjusting or even creating ways to shrink performance gaps within the organization. The organizations I have been a part of would rather layoff first, and then divide (if possible) those tasks left by departing individuals to anyone that is left, in a supervisory role. Most of the time, the supervisors are ill-equipped or ill trained to complete these tasks and then the tasks are given to an outside third party. Once that fails the organization tries to hire additional staff to bring those tasks back to individuals from outside the organization who although are well trained are now being paid less than those who were previously laid off. The refusal of these organizations to work smarter and in turn, do the exact opposite of the five principles listed in the article, is evident and not lost on employees, even to those who do not have a background in Organization Development. This lack of investment creates its a cycle of high employee turnover among the new staff because these new well-trained individuals realize that there are better opportunities elsewhere.”
When developing employees an organization must be careful to not “burnout” or overuse the highly productive employees while trying to balance organizational expectations for a team or department. As the article states the organization must invest in downtimes in all their employees so that employees are not forced to “work harder but smarter”, if this happens you have a probability of a high turnover rate occurring. Of course, no one wants that, but organizations are more likely or prone to implement this type action or process than the strategies listed in this article.
Of course, no one wants that, but organizations are more likely or prone to implement this type action or process than the strategies listed in this article. Although understanding how organizations realistically approach such issues we can use the strategies in the article, to circumvent and come up with effective solutions to these type of problems.