Characteristics of Organizational Culture

Organizational Culture is the set of values that helps the employees understand which actions are considered acceptable and which actions are considered unacceptable. 

Answer the following questions to determine what is your current culture is and consider what you, your team, and senior management can do to improve in each area.

 Member Identity
Do employees identify with the whole organization?

Group Emphasis
Are work activities organized around groups or individuals?

People Focus
Do management decisions consider the impact of decisions on employees?

Unit Integration
Is work organized in a coordinated or independent manner?

Control
Are rules and regulations used to manage employee behavior?

Risk Tolerance
Are employees encouraged to use their own initiative?

Reward Criteria
Are rewards performance based?

Conflict Tolerance
Is constructive criticism encouraged?

Means-Ends Orientation
Is the end result rather than the process employed all important?

Open Systems Focus
Is the organization aware of and responsive to external environments?

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

The Most Effective Use Of Time Right Now Part 1

Fact 1: People are the most valuable resource an organization can have.
Fact 2: In many cases, people are the most under-utilized resource in an organization.
Fact 3: This under-utilization is in many cases linked to the level of personal productivity.
Fact 4: Personal productivity can be significantly improved in most organizations.

Personal Productivity - Benefits

Benefits accruing to the individual include:

• Increased motivation
• Decreased stress
• Achievement of objectives
• Reward and recognition  

Benefits accruing to the team include:

• Better working environment
• Faster achievement of objectives
• Recognition and reward
• Motivation
• Enhanced teamwork 

Benefits accruing to the organization include:

• Improved productivity
• Lower costs
• Corporate image enhancement
• Happier and more focused employees

Until next time...

Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Leadership and Delegation: Essential Steps Part 3

THE DELEGATION PROCESS

1. CLARIFY OBJECTIVES
When delegating a task, the leader must address the following:

• Policies and Procedures
• Communication Structures
• Coordination

2. AGREE ON RESPONSIBILITIES

• Leader provides clear terms
• Team member acknowledges a sense of commitment
• Team member is free to discuss doubts and concerns

3. DETERMINE SUPPORT AND TRAINING

• Does the leader need to provide guidance and support in the short- to medium-term?
• If so, what form of guidance and support is needed?
• What training is required to ensure the objectives are achieved?

  4. ENSURE FREEDOM TO ACT

• The team member must feel free to act and make decisions to perform the task
• The manager must respect this freedom and set clear boundaries

5. MONITOR AND REVIEW

• Monitoring ensures that the task to be delegated is being performed effectively
• Review sessions help to empower the team member to perform the task while ensuring appropriate supervision

  6. REWARD
When delegated tasks are performed well, rewards may include:

• Public Recognition
• Opportunities for Personal Development
• Opportunities for Promotion
• Monetary Rewards

 Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/