Question

To help guide the focus of your project, your audience is the CEO of a mid-size, private sector, non-unionized firm where you have recently been hired to replace the HR Director of the company. An announcement was made two weeks prior to you being hired regarding the abrupt departure of the former HR Director and you have been hired as the replacement. There have also been rumors that there will be reorganization and widespread layoffs within the company. Several employees have expressed concern about the uncertainty of their careers and the new changes that will take place. The CEO has requested that you provide the Executive Board a summary report to spell out what changes will be made and your approach to handling the upcoming changes.

Likewise, organizational culture extraordinarily impacts employee conduct. The consequences of the investigation show that organizational culture chiefly impacts inspiration, advances singular learning, influences correspondence, and improves organizational qualities, collective choice making and fathoming clashes.

The efficiency and culture of organization helps in improving execution. ... The activity execution of organization has a solid effect of solid organization culture as it prompts improve efficiency. The standards and estimations of organization dependent on various cultures impact on work power the executives.

An organization culture can modify an administrator's mentality toward authority. At the point when this sort of social condition reliably supports and grooms' supervisors through preparing and comparable speculations, consequent authority has frames of mind that, thusly, encourage inner employee development.

Organizations influence work fulfillment with their prize structures, outstanding burdens, the board styles and general working conditions. Moreover, societal position and financial standing influence singular laborers. It is dependent upon corporate pioneers to make conditions that lift resolve.

Ethics are standards, qualities, and convictions that help us characterize what is correct or wrong. Organizations must adjust its choices to its qualities. The most mutual qualities are genuineness, pride, duty, and regard for other people. Also, when working with different cultures, it is imperative to perceive contrasts in values.

An organization with a moral culture gives a culture that advances moral conduct among the individuals from the organization. Exploitative conduct is any action by an individual from an organization that doesn't fit in with the benchmarks set by the culture of that organization.

A moral culture inside an organization takes into consideration all employees inside an organization to know about the moral and legitimate ramifications of their activities, and to demoralize activities that may be against those.

Essential question:

What are relationships like between departments and management?

This question will help me and my project understand the culture relationship structure between employees, departments, and management.

Once you complete the essential questions discussion, you will create an outline of your project and list your references. The essential questions and their answers should be a part of the outline. The outline should also include the following:

1. Create an agenda outlining the three most critical changes you will be implementing as the new Director of HR.
2. Discuss three potential sources of conflict that may arise from the new changes and summarize the consequences of each.
3. Explain which traditional and/or contemporary leadership approaches you will use and your rationale as to why you chose those approaches.
4. Discuss the role of culture in organizational change and outline ways to manage change effectively.
5. Summarize three recommendations for management of ways to reduce and prevent conflict.

The purpose of this outline is solely for composing basic ideas and not writing actual in-depth paragraphs. It should be in bulleted form.

Your annotated bibliography should include a minimum of five critically evaluated scholarly and professional sources (not including your textbook). Citations should be in APA format and your annotations should be between 100-150 words long. The following elements should be included in your annotation:

• The key ideas or issues of the source.
• Statement of why you chose the source and how you intend to use the source to support your project.
• An analysis of what makes the source scholarly.

Answer 1

As the new HR director the following would take place in the organization:

1. 3 most critical changes in the organization going forward.
2. 3 conflicts that can arise with the new implementations
3. Leadership approach that will be used and why
4. Role of culture in Organization Culture and the way to effectively handle it
5. Ways to reduce and prevent conflict

3 most critical changes in the organization going forward.

1. Embrace Technology and Analytics

HR departments should start using analytics to predict and assess everything from employee retention to recruitment strategies to the success of wellness programs. For example, chatbots allow candidates and employees to have automated, personalized conversations with a computer. A worker could use a chatbot to find out how many sick or vacation days he has remaining or what procedures the company's dental plan covers. And a job candidate can answer questions, complete assessments, and track the status of his or her application through a personalized assistant who has a name, a face and a pleasant demeanor. Of course, all these features are computer-generated.

2. Understand How the Company Succeeds

It's not enough to be conversant in the language of HR. Human resource professionals need to know and contribute to the vision, mission and financial success of the business―otherwise, they won't be taken seriously by the C-suite. And on a practical level, they won't be able to execute effective workforce planning or attract, hire and train the right talent, experts say.HR leaders need to understand the strategic direction of the business and the economic and social environment in which the company operates. They need to anticipate and prepare for changes in work and the workforce. Only then can HR leaders effectively manage human capital and align HR initiatives with the organization's goals."HR professionals need to understand something about how business and companies work. What does the CEO worry about? What does the CFO worry about?" says Janine Walter, chief talent officer at Epic Holdings, a financial firm in the New York City area. As HR moves into the C-suite, it needs to start acting like part of the executive team.

3. Stay Focused on People and Be Ready for the New Workforce

Embracing technology doesn't mean taking humans out of the equation. In fact, HR managers in 2025 will have more time to focus on individuals, enhancing both recruitment and retention. The job is morphing from mitigating risk and ensuring compliance to executing business strategies.

‘Today, technology is bringing a level of intelligence to HR that really thrusts HR into a compelling consultancy role.’

The 2025 workforce will include not just transient workers but also gig workers who pop in and out of jobs on a daily basis. In addition, HR will need to help assess which tasks throughout the organization can be automated and then reskill those whose jobs are affected by automation. A recent Willis Towers Watson survey found that more than half of employers say it will take "breakthrough approaches in HR's role" to deal with automation and digitalization. Meanwhile, some of HR's remote workers will increasingly be very remote―as in, seven or 10 time zones away―as globalization leads to an increasingly diverse workforce.

3 conflicts that can arise with the new implementations

1. Always have to work for modern benefit packages for employees or there is a fear of loosing good talent
2. Stay abreast of compliance issues as new policies come compliance gets complicated
3. Upgrading Skill sets of employees who have been in the company since long or else they will lag behind to the new comers even after wast experience

Leadership approach that will be used and why

One of the most effective leadership styles is the transformational leadership style. Transformational leaders inspire their staff through effective communication and collaboration and thus initiating the path to success

Role of culture in Organization Culture and the way to effectively handle it

Organization culture plays an important role in the workings of an organization. It's the driving force which enables the smooth running of any organization. ... An organization culture gives stability within the social system. It guides the employees as to how to behave and what to behave at different situations.

The culture at your organization sets expectations for how people behave and work together, and how well they function as a team. In this way, culture can break down the boundaries between siloed teams, guide decision-making, and improve workflow overall.

Here are 12 attributes to evaluate your organization culture:

1. Respect/Fairness: Do employees feel like they are treated with fairness and respect regardless of their position, sexual identity, race, or tenure? Are policies implemented consistently across the organization? Do managers play favorites?
2. Trust/Integrity: Do leaders live up to the values of the organization? Is there transparency in communication? Do employees feel trusted to do their jobs?
3. Change/Adaptability: Do we promote change as a competitive advantage? Do we allow enough time for changes? Is there effective communication about change? Are employees allowed to speak up before changes are made that affect them?
4. Results Orientation: Do we strive to achieve results as an organization? Are people held accountable to their commitments? Do we have incentives that encourage the right behaviors?
5. Teamwork: Do we collaborate well across departments and functions? Are there clear expectations for how we do our work? Is there clear ownership for different processes in the system?
6. Employee Engagement: Do we value the talents and contributions of our employees as the key factor for our success? Do we create an environment where people can engage?
7. Responsibility/Accountability: Do we do what we say we will do? Do we encourage people to take risks and allow them to make mistakes? Do we have a “blame” culture?
8. Learning Opportunities: Do we focus on providing growth opportunities for our employees? Are there clear learning objectives for every position in the organization? Do we encourage employees to take on new projects?
9. Meaning/Purpose: Is our mission important to our employees? How does our organization contribute to better the world? Do employees understand how their job role contributes to the greater good?
10. Communication: Do we communicate frequently and consistently about what’s going on? Are we transparent in our communications? Do we explain the why behind changes?
11. Decision Making: Do we provide the appropriate decision-making authority to all employees in the organization? Do I know who to work with to get a decision made?
12. Goals/Strategy: Are we aligned with the overall organization goals and strategy? Is the strategy meaningful to employees? Is everyone clear on how we will achieve our strategy?

Some of these attributes might match your organization values. Values are also important because they describe the way we achieve the overall mission of the organization. Values can be used to describe your culture. For example, “We have a performance-based culture that encourages open and honest discussion and challenges the status quo.”

Ways to reduce and prevent conflict

No matter how well your team gets along, workplace conflicts are bound to arise from time to time. Sometimes these conflicts are minor and workers can solve their issues themselves. However, there will be instances when you'll need to step in as the leader and help resolve the situation.

While it can be difficult to mediate between two parties who vehemently disagree with each other, it's important to understand how to do so if you wish to restore peace on your team. Below, seven entrepreneurs explain how they approach workplace conflict resolution, and how they prevent the same problem from cropping up in the future.

1. Immediately address the conflict head-on.
2. Validate everyone's feelings.
3. Have a group discussion.
4. Get to the root of the problem.
5. Consult a neutral mediator.
6. Establish goals for both parties.
7. Create a signed conflict resolution plan.