Organizational Culture
Barriers or Starting Blocks? Turning Obstacles to Culture Fit Assessment Into Strategic Talent Opportunity!
There is a lot of buzz about “culture” these days, but when it comes to using culture to drive strategic talent selection and development, there seem to be some barriers keeping organizations from being able to provide measurable insights into culture fit. Read more
What is Organizational Culture? Why Values? and What Does Warren Buffet Have To Do With It?
Every organization has a culture – even if it’s not written about on the company website, or talked about as part of the on-boarding process – it’s there. But what is “it”? What is culture, and why is it so easy to describe for some organizations and such an enigma for others? Read more
3 Steps To Driving Organizational Effectiveness Through Culture
In a recent DeGarmo survey of 341 HR, Talent Acquisition, Management, and Recruitment Professionals it became quite evident that while most respondents know how important culture is to an organization, few are involved in the implementation of solutions to drive organizational culture effectiveness, alignment, and fit.
Four-Factor Justice and Daily Job Satisfaction
Job satisfaction has been shown to be directly linked to positive work outcomes such as organizational citizenship behaviors. Although it is relatively stable over time, a person’s job satisfaction does vary on a day-to-day basis. One key aspect that influences a person’s daily job satisfaction is the perception of justice in the organization. Read moreEmotional Crossover in the Workplace
Emotions in the workplace have been frequently discussed for some time now. Surprisingly, there has been little focus on the amount individuals’ experiences at work are interwoven with the experiences of those they interact with. Read moreHow Does Coworker Support Influence Organizational Outcomes?
Work in many organizations is beginning to shift from an individual orientation, where tasks are completed alone, to a more team-based orientation, where individuals work with one another to complete projects. This shift in orientation leads to more interaction among coworkers, which can impact organizational outcomes. Read morePopularity’s Impact on Success in Organizations
When someone mentions the term “popularity” it often brings back memories of high school dances and Friday night football games – a concept from the past. However, the concept may not be so distant. “Popularity contests” are occurring in many organizations today, where the “winners” are rewarded immeasurably and the “losers” are simply overlooked. Read moreManagers Who Care
The workplace can be thought of as a living organism, in which each employee is a ‘cell’. In the same way that an organism can only function properly if all cells are working correctly, a workplace needs all employees to function in order to succeed. Negative emotion is an often overlooked problem that can hinder the functioning of an employee. Read morePutting Value Congruence to Work
The term value congruence, or value “fit,” has received much attention lately from both scientists and business leaders. The concept of value congruence is generally intuitive – when there is a match between employee and organization value systems, positive outcomes will result. This article will explain the benefits of value congruence, and show you how you can put value congruence to work in your organization. Read moreBetter Understanding Workplace Aggression
Aggression in the workplace is a serious concern for organizations. Whether it is called harassment, deviance, or bullying, workplace aggression can lead to a number of disturbing outcomes for an organization ranging in severity from low morale to even injury or death of organizational members in the most extreme cases. Read moreRelational Repair: Examining Process Domains Within and Between Organizations
Relationships are contingent on different levels of trust, affect (a.k.a. emotions), and varying degrees of exchange between those involved. This social and/or economic exchange at the organizational level is a sensitive bond and should be examined carefully. Differing “breaks” in a relational bond bring about differing outcomes (e.g., loss of trust); thereby constituting an examination of what form of relationship repair is appropriate.
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