Workplace culture in organisations can be defined as the set of underlying beliefs, principles and values that serve as the cornerstone of a company’s management system. It is also inclusive of the management behaviours and practices adopted in reinforcing the basic beliefs (Cipd, 2020). Tarver (2021) defined corporate culture as the beliefs and behaviours that guide how employees and the management interact and conduct business transactions. Tarver (2021) emphasized that corporate culture though not expressly defined it is implied and organically develops over time as an organisation hires people that represent it. The culture at the workplace is demonstrated by business hours, hiring decisions, dress code, and treatment of consumers, office set up, consumer satisfaction, employee benefits and turnover.
Workplace culture offers employee a way to understand the company, develop a network and common purpose as well as voice their views in reference to the mission of the organisation (Cipd, 2020). Workplace culture is also important as it impacts the standards of customer service and influence the retention of employees. Further, workplace culture affects the general performance of the organisation and thus the need to cultivate a positive work culture (Cipd, 2020). There are some common traits or values that are associated with healthy workplace culture including accountability, expression, equity, communication and recognition (Indeed Editorial Team, 2021). Consequently, healthy workplace culture is associated with better hiring choices, performance quality, organisational reputation and employee happiness (Indeed Editorial Team, 2021).
Organisations are equated to whole systems as they compromise of several departments that conduct different functions but are united by a common organisational goal and function. Levinson (2018) explained that organisational systems simply refer to the general set up of a company. In this regard, organisations as a whole system defines the structure of the company in cognizance of each division or department and the hierarchy structure that determines who reports to who and what is expected of each of the divisions (Levinson, 2018).
Irrespective of size, all organisations require a solid and well defined system that outline simple processes that employees should adhere and thus avoid confusion at the workplace. The lack of a concrete and functional system the workplace becomes chaotic (Levinson, 2018). The organisational system ensure that all employee are assigned to the correct department and thus contribute towards the growth of the company.
The Human resource department plays a significant role in building a robust organisational system. Bianca (2019) indicated that human resource managers are in charge of the most significant of component of a successful business which is to recruit a productive and thriving workforce for each of the departments in an organisation. To this end, people professionals view people as assets as opposed to cost in an organisation. The human resource department develop good practice by recruiting and hiring people with certain skills-set that meet organisational current and future goals, coordinate employee benefits as well as flexibly shift employee around in different departments depending on employee abilities and business priorities (Bianca, 2019). When people professionals are able build a concrete organisational system they eliminate challenges such as work duplication, employee frustration and conflict between different departments or positions
Learning and development are terms that are often used interchangeably at the workplace Learning can be defined as work-based self-directed process that increased adaptive potential while development refers to a broader and long term process of acquiring knowledge and skills (Cipd, 2021). The main goal of learning and development is to change the behaviour of groups or individuals for the better such that they are able deliver their mandate more efficiently.
There are several methods through which individuals and groups learn and develop at the workplace including formal or informal techniques, digital or face to face, internal or external provision, direct learning at the workplace or away from the workplace and created or curated resources (Cipd, 2021). Some
Struggling with statistics? Let our experts guide you to success—get personalized assistance for your project today!