Sustainable culture is one that resonates with all the stakeholders of an organisation - be it customers, employees, suppliers, etc. It is such a culture where customers return repeatedly, where people feel the urge to contribute their best to the organisation on a continual basis, and where suppliers want to do business again and again.
Building a sustainable culture at the workplace in fact helps to build an actual work environment to engage people. However, this necessitates the need for three distinct aspects.
To align employee values with those of the organisation to create a strong sense of ownership in them.
To evaluate employees basis the values demonstrated rather than past performance as per the requirements of the organisation.
To build a culture that ensures transparency, mutual respect, without ignoring the voice of the employee.
In order for an organisation to have a sustainable business model in the long run, it is necessary to build a sustainable culture within. Sustainable culture is one that resonates with all the stakeholders of an organisation - be it customers, employees, suppliers, etc. It is such a culture where customers return repeatedly, where people feel the urge to contribute their best to the organisation on a continual basis, and where suppliers want to do business again and again. And, none of them for monetary benefits alone, but because each of them feels that the organisational values resonate with their own values, and thereby derive an inherent satisfaction. This is in sharp contrast to a mercenary culture where people are motivated only by monetary rewards and contribute as a quid pro quo to these rewards assured to them by the employer. While the latter can deliver results, and even exceed expectations in the short run, sooner than later, the steam runs out. A sustainable culture, on the contrary, builds a work environment which is inherently satisfying, and therefore, does not have to rely on the extrinsic lever of monetary rewards to engage people.
Bringing forth innovative practices
هذه القصة مأخوذة من طبعة March 2018 من Human Capital.
ابدأ النسخة التجريبية المجانية من Magzter GOLD لمدة 7 أيام للوصول إلى آلاف القصص المتميزة المنسقة وأكثر من 9,000 مجلة وصحيفة.
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هذه القصة مأخوذة من طبعة March 2018 من Human Capital.
ابدأ النسخة التجريبية المجانية من Magzter GOLD لمدة 7 أيام للوصول إلى آلاف القصص المتميزة المنسقة وأكثر من 9,000 مجلة وصحيفة.
بالفعل مشترك? تسجيل الدخول
Continuous Learning For Growth
Of late, for organizations particularly in the service sector, people have become the strategy. And, if that is the case, the Learning and Development (L&D) department in organizations, and the industry in general, is likely to witness significant growth in 2017 and the years thereafter.
Creating Open Spaces And Minds
As the boundaries of life between work and home continue to blur, employers and employees are sitting up and are noticing the ways and means to offer and avail a worthwhile experience at the workplace.
Striking The Right Balance
In 2017, an employee in the HR Department of a leading global company received an excel sheet attachment in his official mail. While the content seemed harmless, it was in fact a well disguised Ransomware attack which had in fact placed several companies worldwide in the dock. Ransomware attacks targeting HR departments across the globe have since been in vogue since they possess valuable employee data which can be used to commit crimes such as tax frauds and the like.
The Multifaceted Advantages Of AI
AI can speed and automate data collection, make fundamental observations, systemize HR issues, and differentiate customer and employee profiles. But, corrective measures and final decisions can only be approved by people who can understand how to leverage AI tools to acquire accurate information sans the noise and interpret them the right way.
Engagement Surveys: A Means Or An End?
Surveys are not merely a way to check the pulse of the organisation; they should ideally be used as vehicles to improve the organisation culture, people practices and employee experiences which gradually translate into business success.
What Is And What Needs!
The idea of the best fit works only in a perfect universe. In reality, what talent specialists and hiring managers should focus on is getting the close fitment. They should work with an approach that bridges the gap between what is (available) and what needs to be (done).
A Matter Of Strategic Timing!
The term 'work-life balance' has become a popular chant for all working professionals today. A world of different opinions continue to pervade our lives, with one actually affirming that there truly is no direct relationship between the parallel worlds we live in.
Picture Out Of The Frame
A few months ago, Moon Jae-in, the President of South Korea, made an unusual announcement.
Analysis
It is paramount for a pharmaceutical company to meet the business requirement of regulatory compliance.
How Can They Fire Her?
It is a common phenomenon in the corporate landscape to misinterpret the inability to respond to a query by a Manager as a serious lapse which at times leads to termination of his/her services. As a fallout, not only do they risk losing out a person with superior managerial skills, they also dampen the spirit of the juniors in her department, leading to sinking morale and reduced engagement.
