It’s incredibly normal to have doubts particularly when an individual acknowledges that half or even the rest life there will be a transformation on acceptance of a certain new job. The decision usually has an acute bearing towards employee‘s life line. It’s never a joking affair. Therefore, one must evaluate some of the most essential aspects of work ¬¬¬¬¬¬¬¬¬¬¬place in order to foresee if such a working environment will eventually meet needs and wants anticipated. One of the cultural factors to consider is on how to scrutinize the job description. As a job seeker I should carefully review the profession requirements and the key responsibilities. Further, I should know well as to whom you will report to during the interviews. These …show more content…
This can be predetermined by the job seeker by her accurately evaluating on the company’s incentives procedures. Otherwise if there is constant co-existence of differences among the organization staff, for example, slowdown and strikes, the communication barrier will prevail. These will automatically affect the organization management adversely. It can be hardly be easy to get a true sense of a company’s culture until you work under such environment. However, if you look for hints and put forward excellent questions during the final rounds of interviews, a pretty good idea of how they operate will be realized. Similarly, based on the past culture one would actually discover a lot from seeking essential information out from former employees of the …show more content…
No matter how over-enthusiastic the job seeker may be the line of work, work-life balance is an indispensable position to reflect on when you choose to accept or reject an offer. If the job demands full assurance and connectivity, despite of whether it is the on holiday or not. Otherwise if the organizational culture fosters the notion that employees at certain levels should be accessible more often than not, appraise that stage in your decision and how the obligation affects your work-life balance. Security to some job seekers like the thrill of helping erect a start-up Company, while some personalities want the work safety that an established organization can provide. The amount of risk you are willing to assume in your career may be essential phase in your decision whether to accept or reject the offer. For example, if a job offer with a start-up corporation satisfies your commercial talents, getting in on the ground of a company that has a promising exit strategy or remarkable room for development might be right up your pathway. The management is another factor to reflect on. Some jobs appear great on face of it until you get dialogue with the administrator. A great director can make a job incentive, but a bad director can formulate even a dream profession stressful. Your direct manager will have the most influence on your day-to-day work
The Cultural Intelligence Difference was written by David Livermore, Ph.D. and published by AMACOM in 2011. After reading the book, I have found that the most important indicator of my ability to achieve success in today’s interconnected, globalized world is my cultural intelligence. Cultural intelligence can give me the ability to understand different perspectives and adjust my behaviors accordingly. According to Dr. Livermore, cultural intelligence can be defined as the ability to function effectively in a variety of cultural contexts, including: national, ethnic, organizational, and generational. By reading this book I can improve my understanding of cultural intelligence (Livermore, 2011). This paper will discuss my understanding of CQ drive, CQ knowledge, CQ strategy, CQ action, how I can improve my scores in these categories, my cultural prejudices, and my cultural ignorance’s.
Cultural intelligence is the capability that could give insights on how to cope with multi-cultural situations and how to engage properly in intercultural interactions. It is the individual’s ability to interact effectively in culturally diverse situations (Brislin, Worthley & Macnab, 2006). We could consider the cultural intelligence as constantly improving concept; something we can develop over time and it is not only changes through experience, but also through knowledge as well, which includes communication with other
Culture brings significant differences in the way of working, communicating, addressing relationships and so, it can positively or negatively affect the work environment.
Triandis, H., & Wasti, S. (2008). Culture. In D. Stone, & E. Stone-Romeo, The influence of culture on human resource management processes and practices (pp. 1-24). Psychology Press
The definition of corporate culture is the beliefs and behaviors that determine how a company 's employees and management interact and handle outside business transactions (Fisher). A culture of a company can very it can be fun and relaxing or uptight and all about business what ever it is the way the company does everything from how they sell their products to how you are expected to work . A lot of people think of Google when they think of place that has good employee culture, but all the extravagant things that they offer doesn’t mean that that is the only thing that makes for a good employee culture. For example the human resource department at Netflix is more typical not offering any nap times or special foods but it offers things on a
For a company, cultural fit is important because the company doesn’t want a potential employee to clash with current employees and the company’s values. This tension will eventually cause the employee to be fired, which will result in increased costs for the company. The job seeker should also consider cultural fit because many people need to believe in the core values of their company in order to be fully satisfied with their job. Even though cultural fit can be used for a good purpose, it may act as a disguise to keep the workplace free from diversity. A company is free to make its definition of cultural fit as vague as it would like, and the interviewer can create various judgments of a person based on intangible qualities. Also, a person that doesn’t initially exemplify the values of the company, but has many tangible skills required for the job may appreciate a company’s values with time. Another factor to consider is whether a company’s hiring for cultural fit actually follows the values it advocates for employees. It would be unfair for an employer to exclude potential candidates when the company itself doesn’t prioritize or understand its own cultural
Discuss the various purposes and uses of Job Analysis. Briefly explain the reasons why Job Analysis is regarded as a powerful, relevant, and useful personnel instrument. Fully discuss Information Collection Methods for conducting useful and relevant Job Analysis.
Maznevski, M. (2008). How Cultural Intelligence can improve performance. Retrieved Mar 26, 2014 from http://www.imd.org/research/challenges/TC081-08.cfm
There are many variables that determine how well a company operates. Effective communication, conflict resolution, motivation and employee’s self-satisfaction are some aspects that are necessary for a business to thrive. Abraham Maslow’s “Hierarchy of Need” suggests that in order to be satisfied, people have subconscious demands that should be met. The first level of his triangle design is the physiological need to survive. The second level is security; whether a person feels safe or not. The third, and most important, level for an organization’s productivity is affiliation, which is the need to feel loved or have a sense of belonging. Therefore, for one to moil in workplace, one needs to see oneself a part of the organization rather than a
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
The first thing I must ask myself is how am I going to accomplish adapting to change? It’s very simple but it’s something that I need to work on. I need to learn how get outside of my comfort zone. As of know I work in a stable work environment, where everyone is happy and rarely
For instance, Georgiana Corcaci describes cultural intelligence as “psychological factors for success”, while Early and Mosakowski take over the business definition of the term as the “natural ability to interpret someone’s unfamiliar and ambiguous gestures in just the way that person’s compatriots and colleagues would” (1; 1). How comparing, relating, explaining and showing the way cultural intelligence work helps one achieve
In cultures in which it is quite acceptable to change jobs every few years, employees can build the career they choose for themselves. They can stay with one company as long as it is mutually beneficial to the company and employee. As long as good relationship exists and the employee’s career is advancing at an acceptable pace, the employee can remain with a company. But at any time the employee is free to move to another company, perhaps to achieve a higher position, to move to a new area, or to find anew situation that is more suitable for his or her personality.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Organisational culture can be defined as a total function of common beliefs, values, patterns of behaviour that held and shared by the member in an organisation. It is also a valuable resource which can improve competitiveness of a company and uses to distinguish the company (Barney 1986). From 1970's the study of organisational culture has become an important issue and closely studied in early 1980s. Since then organisational culture turned out as one of the most important factors which affects the overall performance of a company. It brought organisational culture to the performance of a company which has become a critical topic in management department. In addition to what organisational culture is, organisations need to aware and prepare changes of the expanding workforce from business growing. Companies are facing with maximizing benefits as well as profits while minimizing negative factors that comes from those changes. There is no only one answer for the issue, but some of guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company performs better.