Jan 9, Temporary workers play an important role in many companies. Are they right for your small business?
For any organization, the key issues relating to stress are: This ensures the appropriate intervention or support can be offered at the right time. This can be through direct observation by managers, and by the organization monitoring relevant quantifiable statistics such as absenteeism, performance, any conflict situations which arise, questionnaires and other appropriate assessment tools.
Effectively targeting these key issues requires that all levels of staff, and all organizational aspects, are involved. Measures must be embedded within the organizational culture and be adopted as a responsibility by all ranks of management, up to the topmost leadership.
Strategies and the support available may vary depending on the size of the organization and type of business, but whichever way policy is constructed, it must reach and be properly absorbed by every part of the organization. The management of stress and the promotion of wellbeing cannot be effectively achieved when restricted to groups, departments or territories, or across particular layers of staff, or types of roles.
A stress management and wellbeing policy may include any or all of the measures shown below. Policy Framework The organizational issues and measures explained here for reducing stress and promoting wellbeing can be seen merely as guiding notes for learning and for perhaps developing wellbeing strategy.
Additionally, these notes serve potentially as framework through which a formal organizational 'staff wellbeing policy' can be created. Positive work culture Create a positive work culture. This enables staff to be engaged with the success of the company.
Staff do not generally become truly involved with the aims and successes of the organization without being encouraged and enabled to do so. Where staff support each other and feel valued this tends to generate and maintain an atmosphere of confidence.
This is developed by: Having a clear business purpose and ensuring this is communicated throughout the organization. Effective and ongoing communication between all levels of the organization.
Ensuring that any conflict issues that arise are dealt with appropriately and quickly, while acknowledging confidentiality and differences in points of view. Providing opportunity for training and personal development.
Encouraging teamwork through relevant training, exercises, rewards or recognition. That said, try to keep management structures as simple and flat as possible, because this is better for relationships, communications, and maintaining a cohesive approach to wellbeing.
Where there are disconnections or gaps in organizational management structure, properly dealing with stress and wellbeing tends to be more difficult, and generally places greater onus on individuals to ensure that wellbeing needs are met.
Organizational management structure might also be referred to as 'organizational architecture' or 'management hierarchy'.
Mainly this means the number of management levels in an organization. Historically management structures tended to contain more levels than in modern times, but situations are subject to wide variation still today. Management structure also includes the reporting lines and 'shape' of the organization, in terms of how teams and groups are positioned and connected, and especially management responsibilities.
Some organizations have complex 'matrix' management structures, notably those with several different international operations, where managers may for example have local responsibility for staff 'pay and rations' i.
It does not take much imagination to see that such complexities provide more of a challenge for establishing and maintaining adequate support in relation to stress and wellbeing.Despite the importance of the socialization of staff members in accounting firms to prospects of organizational success, very little systematic theoretical or empirical work has developed in this area.
Employee Selection Process Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.
India Pierce Lee is Senior Vice President, Program at the Cleveland Foundation. She leads the foundation’s grantmaking team, working with the board, staff, and community leaders to define Greater Cleveland’s critical needs and leverage resources to help meet them.
In conclusion, organizational culture is important for the strategic management. And for the organization, having one suitable and strong organizational culture is very crucial.
It is the directions and competitive advantages for the strategic management. In addition, creating a strong fit between strategy and culture is necessary. Relationship Between Organizational Culture and Strategic Management. Relationship Between Organizational Culture and Strategic Management.
On the other, external factors that affect organisational culture, includes business relationships, technology, laws and policies. Business relationships have a great .
the development of organizational capabilities in software.
The study focuses. on client-specifc and process capabilities. Results were obtained through a. case study involving two partner companies in an inter-organizational project to develop.
an integrated information management and technology system. Evidence revealed.