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CIPD UNIT 1 . TOPIC 2: HOW BEHAVIOR IMPACTS CULTURE > WORKPLACE CULTURE > Flashcards

WORKPLACE CULTURE Flashcards

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1
Q

Define ‘Culture’ in a business context…

A

‘Culture’ can be defined as…

The way we so things around here…

…describes how a business should operate and why specific issues are important.

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2
Q

Why is culture important in a business environment ?

A
  • Helps employees know how to behave…
  • Helps individuals determine if they would like to work within the organisation / determine if they will fit in…
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3
Q

Identify 3 external signs of business culture:

A
  • Uniform …
  • Approach to customers…
  • Standards set to adhere to …
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4
Q

Describe Scheins Model Of Culture…

A

Scheins Model Of Culture…

Describes Organisational culture in 3 x levels…

1) SURFACE MANIFESTATIONS

2) VALUES

3) BASIC ASSUMPTIONS

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5
Q

Scheins Model Of Culture:

What does Schein describe as being the ‘Surface Manifestations’?

A

SURFACE MANIFESTATIONS:

  • Known as artifacts of ‘observable culture’.
  • Consists of observable, physical, visible things produced/result of the culture of the business.
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6
Q

Give 2 examples of ‘Surface Manifestations’ outlined in Scheins Model Of Culture:

A
  • Physical Business Space
  • Technological business output
  • Written Communications
  • Outward behavior of staff
  • Physical objects such as gym equipment / recycle equipment.
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7
Q

Scheins Model Of Culture:

What does Schein describe as being the ‘Values’ level?

A

VALUES:

  • The accumulated beliefs of the organisation
  • Guide employee behavior
  • Provide common direction for all employees, knowing what ‘to do’
  • Can be formed by solutions to prevent problems
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8
Q

Give 2 examples of ‘Values’ outlined in Scheins Model Of Culture:

A
  • How work should be done
  • Views / phrases such as being ‘ HONEST’ or ‘RESPECTFUL’
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9
Q

Scheins Model Of Culture:

What does Schein describe as being the ‘Basic Assumptions’ level?

A

BASIC ASSUMPTIONS:

  • Grow from business values
  • Invisible, guiding behaviors that determine how employees perceive, feel and think about business related situations
    -Hardest level to adapt & change!
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10
Q

Give one example of a ‘Basic Assumption’ as outlined in Scheins Model Of Culture…

A
  • We make basic assumptions that engineer works are ‘safe’…
  • We make basic assumptions that nurses can safely treat us….
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11
Q

Who created ‘Handys Typology of Culture’ and what was it ?

A

Charles Handy created….
‘Handys Typology of Culture’

Its was a book about ‘Understanding Organisations’.

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12
Q

What did Charles Handys book ‘Handys Typology of Culture’ include?

A
  • How businesses culture are developed or develop into a culture similar of the nation in which it was developed…
  • Views that business culture is compromised of sets of values, norms and beliefs reflected in structures / systems surrounding it.
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13
Q

What was Charles Handys view on ‘Organisational Cultures’?

A

‘…affected by the events of the past, climate at present, the technology of the type of work, and their aims and kind of people working in them…’

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14
Q

What does Charles Handys view on ‘Organisational Cultures’ sum up?

A

Aspect of culture & some influences on culture withing different organisations.

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15
Q

Identify the 4 typologies outlined in Charles Handy’s ‘Typology of Organisational Culture’…

A
  • Power Culture
  • Role Culture
  • Task Culture
  • Person Culture
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16
Q

What does Charles Handy mean by ‘Power Culture ‘?

A

POWER CULTURE:

Exists when 1 person is in power or in charge…

Power / decision making is carried out by 1 x person and therefore central…

17
Q

What does Charles Handy mean by ‘Role Culture’?

A

ROLE CULTURE:

Exists in larger organisations in which a traditional functional structure is/has developed…

Hierarchy established…

e.g., FENWICK!

18
Q

What does Charles Handy mean by ‘Task Culture’?

A

TASK CULTURE:

Exists in flexible organisations in which a there are no functional / hierarchical boundaries…

Focus is on ‘getting the job done’ & relies on teamwork.

19
Q

What does Charles Handy mean by ‘Person Culture’?

A

PERSON CULTURE

Exists in organisations of which are compromised of a loose network of people of whom have their own individual aims & objectives …

Usually professional organisations alike solicitors and management consultants.

20
Q

What forms Culture in a business context?

A

Forming Culture =

Beliefs, values, mission statements, approaches to thinking & understanding…

21
Q

How can business culture be communicated ?

A

Communicate business culture…

Through the business ‘Mission Statement’…

Explains how employees are expected to behave.

22
Q

Identify a benefit of encouraging a positive workplace culture…

A

Benefits of encouraging workplace culture…

  • Effective interaction is facilitated…
  • Teamwork encouraged
  • Aims & objectives achieved
23
Q

Give an example of a business with a good / positive workplace culture….

A

John Lewis:

  • Strong culture / clear corporate objectives….

Google:

  • Work hard, play hard culture….
24
Q

How can positive workplace culture be encouraged y a business?

A

Businesses could achieve positive workplace culture by encouraging & supporting employees…

in & outside of work….

25
Q

Give 1 example of Cultural change caused to the banking industry as a result of recession…

A

Banking Industry:

Recession lead to debt & gov using public money….

Cultural change = Become more target driven linking to amount of lending rather than the nature of lending…

26
Q

How can People Professionals use ‘Diversity’ to positively influence workplace culture ?

A
  • Recognise individuals differences
  • Recognise benefit of having a range of views & opinions
  • Adds richness to experience of employees within the business - connect with wider range of people.
27
Q

How can People Professionals use ‘Inclusion’ to positively influence workplace culture ?

A

Inclusion occurs when…

Peoples differences are acknowledged, valued & used to help them thrive in a working environment….

Employees supported & valued regardless of background / culture.

28
Q

Which business relationships are vital to promoting inclusion within a business?

A

Line manager & employee relationships = vital to promoting inclusion…

The way employees behave toward each other can be influenced by the way employees are treat by line managers.

29
Q

Identify 1 benefit of inclusion promoted by a positive relationship between line managers & employees….

A

If staff have been enabled to engage in / influence in decision making / activities…

More likely to feel & behave in a more inclusive manner, setting workplace tone.

30
Q
A

CIPD UNIT 1 . TOPIC 2: HOW BEHAVIOR IMPACTS CULTURE (3 decks)

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