Question.1708 - Understand organizational culture and theoretical perspectives on how people behave.
Answer Below:
Explain xxxxxxxx and xxxxxx that xxxxxxx organizational xxx human xxxxxxxx The xxxxx of xxxxxxxxxxxxxx Culture xx Edgar xxxxxx offers x thorough xxxxxxxxx for xxxxxxxxxxxxx the xxxxxxx facets xxxx comprise xx organization's xxxxxxx This xxxxx can xx used xx my xxx to xxxxxxxxxx how xxxxxxxxxxxxxx culture xxxxxxx employee xxxxxxxxxxxx and xxxxxxxx To xxxxx with xx workplace's xxxxxxxx structures xxx behaviours xxxxxxx the xxxx office xxxxxx and xxx frequent xxxx meetings xxxxx components xxxxx for xxx crucial xxxxxxxxxxxxx and xxxxxxxxxxx are xxxxxx the xxxxxxx Employees xxx encouraged xx interact xxxx one xxxxxxx more xxxxxx because xx the xxxx office xxxxxx which xxxxxxxx accessibility xxx transparency xxxx meetings xxxxxxx the xxxxxxxxxxxxx culture xx reiterating xxx importance xx teamwork xxx communication xx solving xxxxxxxx together xxxxx on xx professed xxxxxx I xxxxx want xx point xxx that xx workplace xxxxxx a xxxx importance xx a xxxxxxxx and xxxxxxx learning xxxxxxxxxxx This xxxxxxxxx serves xx a xxxxxxx principle xxxx impacts xxxxx operations xxx decision-making xxx company xxxxxxxx experimentation xxxxxx original xxxxxxx and xxxxx investments xx educational xxxxxxxxxxxxx Employee xxxxxxx and xxxxxxxxxx are xxxxxx towards xxxxxxx current xxx adjusting xx new xxxxxxxx by xxxx emphasis xx continual xxxxxxxx When xxx digs xxxx the xxxxxxxxxx presumptions xxx finds xx implicit xxxxxxxxxx that xxxxxxx are xxxxxxx to xxxxxxx their xxxxxxxxx and xxxx This xxxxxxxxxxx encourages xx accountable xxx independent xxxxxxx Workers' xxxxx of xxxxxxxxxxx allows xxxx to xxxxxx accountability xxx their xxxx which xxxxxxx accountability xxx self-motivation xxxx fundamental xxxxxxxxxx in xxxxxx autonomy xx consistent xxxx Schein's xxxxx since xx embodies xxx deeply xxxxxxxx principles xxxx direct xxxxxxxx in xxx workplace xxxxxxxx Self-Determination xxxxxx SDT xx my xxxxxxxxx demonstrates xxx this xxxxxxxxxxxxx framework xxx be xxxx to xxxxxxx employee xxxxxxxxxx and xxxxxxxxxx The xxxxx resources xxxx can xxxxxx the xxxxx core xxxxxxx of xxxxxxxx competence xxx relatedness xx a xxxxxxxxx manner xxxxxx and xxxx HR xxxxxxxxxxx can xxxxxx policies xxxx provide xxxxxxx authority xxxx their xxxxxxxxxxx and xxxxxxxx to xxxxxxx autonomy xxxx could xxxxxx chances xxx skill xxxxxxxxxxx based xx interests xx flexible xxxx schedules xxx company xxx increase xxxxx commitment xxx satisfaction xx leveraging xxx intrinsic xxxxxxxxx that xxxxx with xxxxxxxx HR xxxxxxxxxxxxx can xxxxxx training xxxxxxxx and xxxxx resources xxx skill xxxxxxxxxxx to xxxx the xxxxxxxxxx need xxxx supports xxx company's xxxxxxxx on x culture xx ongoing xxxxxxxx boosting xxxxx members' xxxxxxxxxxxxxx and xxxxxxxxxxx at xxxx Lastly xxxxxxxxxxx relatedness xxxxxxx encouraging xxxxxxxxxxx teamwork xxx a xxxxx of xxxxxxxxx HR xxx plan xxxxxxxxxxxxx activities xxxxxxx transparent xxxxxxxxxxxxx channels xxx foster x good xxxx environment xxxxxxx using xxxxxxxx model xxx SDT xx work xxx given xx a xxxx nuanced xxxxxxxxxxxxx of xxx relationship xxxxxxx organizational xxxxxxx and xxxxx behavior xx identifying xxx proactively xxxxxxxxxx these xxxxxxx the xxxxxxxxxxxx may xxxxxx a xxxxxxxx culture xxxx improves xxxxxxxx motivation xxxxxxxxxx and xxxxxxx well-being xxxxx et xx Assess xxx people's xxxxxxxxx impact xxxxxxxxxxxxxx culture xxx behaviorPeople xxxxxxxx Performance xxxxxxxxxx and xxxxxxxx CultureImpact xx Organizational xxxxxxx Performance xxxxxxxxxxx alter xxx employees xxxx their xxxxx in xxx workplace xxxxx impacts xxx culture xx promotes x culture xx ongoing xxxxxxxxxxx trust xxx open xxxxxxxxxxxxx if xxx appraisal xxxxxxx is xxxxxxxxxxx equitable xxx developmental xxxxxxx a xxxxxx or xxxxxx appraisal xxxxxxxxx can xxxxx confidence xxx prevent xxxxxxxx nbsp xxxxxx on xxxxxxxxx Regular xxxxxxxxxxx reviews xxxxxxxxx staff xxxxxxx to xxxxxx professional xxxxxxxxxxx and xxxxxx in xxxxx positions xx a xxxxxxxxx with x positive xxxxxxxx culture xxxxxxxxxxxx criticism xxxxxxxxxx workers xx take xxxxxx of xxxxx growth xx recognizing xxxxxxxxxxxxxxx and xxxxxx for xxxxxxxxxxx Yoo xx al xxxxxx Practice xxxxxxxx Work xxxxxxxxxxxxxxxxxx on xxxxxxxxxxxxxx Culture xxxxxxxx flexible xxxx arrangements xxxxxxxxx remote xxxx or xxxxxxxx hours xxx show xxxx an xxxxxxxxxxxx values xxxxxxxx trust xxx a xxxxxxxxx balance xxxxxxxxxxxx it xxxxx that xxx company xx adaptable xx change xxx recognizes xxx personnel's xxxxxxx demands xxxx Impact xx Behaviour xxxxxxxxx with xxxx flexible xxxx arrangements xxxxxxxxxx show xxxxxx productivity xxx job xxxxxxxxxxxx This xxxxxxxx results xxxx the xxxxxxxxxx perception xxxx the xxxxxxx values xxxxx welfare xxx believes xx their xxxxxxx to xxxxxx their xxxxxxxx efficiently xxx trusting xxx adaptable xxxx environment xxxxxxxx virtues xxxx self-control xxxx management xxx a xxxxxxxxxx to xxxxxxx rather xxxx merely xxxxx spent xxxxxxxx and xxxxx Cultural xxxxxxx on xxxxxxxx PracticesSupportive xxxxxxx Coaching xxx mentoring xxxxxxxx in x workplace xxxxx being xxxxxxxxxx of xxxxxx is xxxxxx There xx a xxxxxxx of xxxxxxxxx sharing xxx advancement xxxxx staff xxxxxxx feel xxxxxxxxxx to xxx for xxxx Innovative xxxxxxx Workplace xxxxxxxx that xxxxxxx idea xxxxxxxxx and xxxxxxxxxxxxxxxx cooperation xxx into xxxx culture xxxxx methods xxxxxxxxx risk-taking xxx innovative xxxxxxxx Hierarchical xxxxxxx nbsp xxxxxxxx communication xxx be xxx norm xx a xxxxxx hierarchical xxxxxxx It xxx also xxxxx people xx voice xxxxx thoughts xxxx cautiously xxx with xxxx tremendous xxxxxxx for xxxxxxxxx Behavioral xxxxxxx on xxxxxxxxxxxxxx Culture xxxxxxxxxx Behaviour x leader's xxxxxxx impact xxx entire xxxxxxxxxxxx Setting xxx tone xxx a xxxxxxx culture xxx leaders xxx set xx example xxxxxxx criticism xxx encourage xxxxxxxxxxxxx Conflict xxxxxxxxxx behavior x culture xx shaped xx how xxxxxxxx are xxxxxxxx Open xxx constructive xxxxxxxx resolution xxxxxxxx promotes xx environment xx open xxxxxxxxxxxxx and xxxxxxxxxxxxxxx Ethical xxxxxxxxx Ethical xxxxxxx and xxxxxxxxxxxxx support xx honest xxx trustworthy xxxxxxx Prioritizing xxxxxxx conduct xxxxxx it xx become xxxxxxxxx in xxx company's xxxxxxx Finally xxxxxxxx practices xxxx a xxxxxxxxxxx impact xx both xxxxxxxxxxxxxx behavior xxx culture xxxxxxxx or xxxxxxxxxxx practices xxx stifle xxxxx characteristics xxxxx positive xxxxxxxxx foster x culture xx trust xxxxxxxxxxxxx and xxxxxx The xxxxxxxxxx relationship xxxxxxx culture xxx behavior xxxxxxxxxx how xxxxxxx it xx to xxxxx people's xxxxxxxxx with xxx intended xxxxxxx to xxxxxx an xxxxxxxx and xxxxxxxxx workplace xxxxxxx different xxxxxxxxxx to xxxxxxxx change xxxxxx Model xxxxxxx Three-Step xxxxxxxxxx are xxxxx steps xx Lewin's xxxxxxxxxx Model xxx change xxxxxxxxxx Unfreeze xxxxxxxxxx and xxxxxxxx Unfreeze xxxx This xxxx entails xxxxxxxxx the xxxxxxxxxxxx for xxxxxx by xxxxxxx awareness xx the xxxx for xxxxxx and xxxxxxxxxxx old xxxxxxxx or xxxxxx Sharing xxxxxxxxxxx calling xxxxxxxxx to xxxxxx and xxxxxxxxx a xxxxxxx of xxxxxxx can xxx help xxxx this xxxxxxx and xxxxxx Transition xxx actual xxxxxx takes xxxxx at xxxx point xxxxx are xxx procedures xxxxxxx or xxxxxxxxxx As xxxxx members xxxxxx to xxx shift xxxx phase xxxxx be xxxxxxxxxxxxx by xxxxx and xxxxxxxxxx Throughout xxxx phase xxxxxxxxx communication xxx support xxx essential xxxxxxxx The xxxx phase xxxxxxx stabilizing xxx incorporating xxx change xxxx the xxxxxxxxxxxxxx culture xx do xxxx it xx necessary xx reinforce xxx new xxxxxxxxx by xxxxxxxx them xxxxxxxxxxx them xxx connecting xxxx to xxx overarching xxxxxxxxxxxxxx objectives xxxxxxxxxxx for xx OrganizationLewin's xxxxxxxx was xxxx in xx former xxxxxxxxxxxxxx reorganization xxxxx Sharing xxxxxxxxx data xxx part xx the xxxxxxxx stage's xxxxxxxxxxxxx of xxx need xxx change xxx to xxxxxx movements xxxxxxxxxxxx the xxx organizational xxxxxxxxx during xxx Transition xxxxx met xxxx some xxxxxxxx pushback xxxxxxx town xxxx meetings xxx training xxxxxxxx were xxxx to xxxx employees xxxxxx to xxx shift xx address xxxx Finally xxxxxx the xxxxxxxx stage xxxxxxxxxxx measurements xxxx linked xxxx the xxx roles xxx processes xxx effective xxxxxxxxxxxxx were xxxxxxxxxxxx through xxxxxxxx appreciation xxxxxxx Change xxxxx Kotter's xxxxx ModelKotter's xxxxx Model xxxxx outlines x sequence xx actions xxxx aid xx a xxxx seamless xxxxxxxxxx offers x comprehensive xxxxxxxx to xxxxxxxx change xxxxxxxxx Urgency xxxx By xxxxxxxxxxxx market xxxxxxxx or xxxxxxxx that xxxxxx immediate xxxxxxxxx they xxx prove xxx necessity xxx change xxxx aids xx building xxxxxxx for xxx change xxxxxxxxxx Build x Guiding xxxxxxxxx Create x group xx influential xxxxxxx who xxx spearhead xxx change xxxxxxx generate xxxxxxx and xxxxxxxx others xxxxxx an xxxxxxxxxxxxxx strategy xxx initiatives xxxx Create x distinct xxxxxx for xxx future xxx list xxx specific xxxxxxx that xxxx aid xx realizing xxxx vision xxxx gives xxx transformation xxxxxxx a xxxx map xxxxxxxxx for xxx Army xxxxxx more xxxxx members xxx are xxxxxxxx about xxx change xxx can xxx as xxxxxxxxxxx and xxxxxxx among xxxxx peers xxxxxxxx and xxxxxx roadblocks xxxx They xxx impede xxx change xxxxxxx to xxxxxx action xxxx entails xxxxxxx with xxxxxxxxxx and xxxxxxxxx the xxxxx required xxxxxx quick xxxxxxxxx To xxxx off xxx advantages xx the xxxxxxxxxxxxxx and xxxxxxx staff xxxxxxxxx fast xxxxxxxxx Suganthi xxxxxxxx Acceleration xxxxxxxx momentum xx continually xxxxxxxxx the xxxxxx initiatives xxxxxxxxxx any xxxxxxxxx obstacles xxx promoting xx adaptable xxxxxxx Institute xxxxxx To xxxxxx the xxxxxxxx long-term xxxxxxx integrate xx into xxx organizational xxxxxxx and xxxxxxxxxx Application xxx My xxxxxxxxxxxxxxx transition xx a xxxxxxxxxxxxxxxx strategy xx my xxxxxxx utilized xxxxxxxx paradigm xxxxxxxxxxxx market xxxxxxxxxxxxxxx helped xxxxxxxxx the xxxxxxx A xxxxxxxx coalition xx leaders xxx established xx create x customer-centric xxxxxx and xxxxxxx efforts xxx participation xx employees xx workshops xxx training xxxxxxxx equipped xxxx to xxxxxxxx for xxxxxx Positive xxxxxxxx feedback xxx higher xxxxxxxx retention xxxx two xxxxxxxx of xxxxxx successes xxx shift xxx maintained xxx ingrained xxxx the xxxxxxxxxxxxxx culture xxxx by xxxxxxxxxxxxx customer-centric xxxxxxxxx into xxxxxxxxxxx evaluations xxxx To xxxxxx an xxxxxxxxx approach xxxxx communication xxx continuous xxxxxxxxx both xxxxxxxx -Step xxxxx and xxxxxxx Three-Step xxxxx have xxxxxx lead xxxxxx processes xxxxxx my xxxxxxxxxxxx nbsp xxxxxxx models xxx how xxxxxx is xxxxxxxxxxx The x uuml xxxxxxxxx Change xxxxx ModelThe xxxxxxxxxxxxx model xxxxx as xxx K xxxx bler-Ross xxxxxx Curve xxxxxxxxx the xxxx Stages xx Grief xxxxxxxxx how xxxxxx experience xxx respond xx change xxxxxxxxx created xx comprehend xxx emotional xxxxxxxx to xxxxx and xxxxx this xxxxx has xxxx modified xx explain xxxxxxxx emotional xxxxxxx at xxxxx of xxxxxxxxxxx transition xxxxxxx and xxxxx The xxxxxx Curve xxx five xxxxxx which xxx as xxxxxxx Denial xxx Shock xxxxxx may xxxx astonishment xxx bewilderment xxxxx the xxxxxxxxxxx change xxxxxx this xxxxxxx phase xxxx might xxxx uneasy xx afraid xxxxxxxxxx them xxxx accepting xxx change xxxxx People xxx experience xxxxx and xxxxxxxxxx when xxx reality xx the xxxxxx sets xx They xxxxx lash xxx in xxxx at xxx organization xx its xxxxxxx doubting xxx necessity xx the xxxxxx Bargaining xxxxxx may xxxxxxx to xxxxxxx with xxx circumstance xx this xxxxx They xxxxx look xxx different xxxxxxx or xxxx the xxxxxxxxxx can xx undone xxxxxx Depression xxxxxx may xxxx sad xx depressed xx they xxxxxx more xxxxx of xxx effects xx the xxxxxxxxxxxxxx They xxx miss xxx comfort xx the xxx circumstances xxx feel xxxxxxxxx by xxxxx uncertainty xxxxxxxxxx Individuals xxxxxxxxxx learn xx live xxxx the xxxxxx They xxxxxx their xxxxxxxxx accept xxx new xxxxxxx and xxxxxxxxxx the xxxxxxxxxxxxx the xxxxxxxxxx may xxxxx Application xx Organizational xxxxxx Stakeholders xxxxxxxxxx travel xxxxxxx the x uuml xxxxxxxxx Change xxxxx when xx organization xxxx through x big xxxxxx like x restructuring xx a xxxxxxxxxxx change xx strategy xxxxxxxx ImpactsPeople xxxxx to xxxxxxxxxx the xxxxxxxx advantages xxx opportunities xxx shift xxxxx bring xxxx they xxx over xxxxx anger xxx bargaining xxxxxxxxxx creates xxxxx for xxxxxxxxx efforts xxx dedication xx the xxx course xxxxx and xxxxxx Negative xxxxxxxxxxxxx may xxxxxx change xxxxxx the xxxxx and xxxxxx period xxxxx lowers xxxxxxxxxxxx and xxxxxx The xxxxxx of xxxxx and xxxxxxx can xxxx this xxxxxxxxxx even xxxxx and xxxxxx effectiveness xxxxxxxxxxxx may xxxxxxxxxx stress xxxxx and xxxxxxx due xx the xxxxxxxxx cost xx the xxxxxxxxxx curve xxxxxxxxxxxxx may xxxx stakeholders xxxxxxxx the x uuml xxxxxxxxx Change xxxxx by xxxxx transparent xxxxxxxxxx their xxxxxxxx and xxxxxxxxx tools xxx coping xxxx change-related xxxxxx Organizations xxx better xxxxxx resistance xxxxxx acceptance xxx support x smoother xxxxxxxxxx to xxx new xxxxx by xxxxxxxxxxxxx and xxxxxxxxxx the xxxxxxxxx journey xxxx people xx through xxxxxxxxxx change xxxxxx and xxxx Assess xxx importance xx well-being xx work xxx the xxxxxxxxx factors xxxx impact xxxxxxxxxxxxx management xxxxxxxx on xxxxxxxx health xxx well-being xxx decreased xxxxx the xxxxx year xx the xxxxxxxx according xx the xxxx Health xxx Well-being xx Work xxxxx The xxxx deplores xxxx tendency xxx warns xxxx shifting xxxx from xxxxxx and xxxxxxxx programs xxx harm xxxxxxxx well-being xxx organizational xxxxxxxxxxx Sabuhari xx al xxxxxxxxxx of xxxxxxxxxx at xxxxxxxxxxxx Well-being xxx Performance xxxxxxxx performance xxx productivity xxx closely xxxxxxx Good xxxxxxxx and xxxxxx health xxxxxxxxx are xxxx engaged xxxxxxx and xxxxxxx of xxxxxxxxx their xxxx work xx the xxxxx hand xxxxx health xxx cause xxxxxxxxxx focus xxxxxxxxxxx and xxxxxxxxx productivity x workplace xxxx places x high xxxxxxxx on xxxxxxxx well-being xxxxxxx a xxxxxxx where xxxxxxx may xxxxxxxx and xxxx their xxxx Retention xxx Talent xxxxxxxxxx Businesses xxxx place x high xxxxxxxx on xxxxxxxx welfare xxxxxxx both xxxxxxx and xxxxxx employees xxx satisfaction xxx loyalty xxxxxxxx in xx environment xxxx promotes xxxxxxxx and xxxxxx wellness xxxxxxxxxx are xxxxxxxx to xxxxxx and xxxx with xxxxxxxxx that xxxx genuine xxxxxxx for xxxxx welfare xx today's xxxxxxxxxxx employment xxxxxx Bonanomi xx al xxxxxxx Impacting xxxxxxxxxx at xxxxxxxxxxxx and xxx Demands xxxxxx and xxxxxxx can xxxxxx from xxxxx workloads xxxxxxxxx deadlines xxx unreasonable xxx demands xxxxxxxxx who xxxxxxxxxx deal xxxx heavy xxxxxx without xxxxxxxx resources xx help xxx the xxxxxx of xxxxxx their xxxxxxxx decline xxxxxxxxxxxxx must xxxxxxxx workloads xxxxxxxxxx duties xxxxxx and xxxxx resources xx avoid xxxxxxxxx their xxxxxxx excessively xxxxxxxxx Balance xxxxxxxxx balance xxxxxx can xxxx wellness xxxxxxxxx who xxxxxxxxx put xx long xxxxx have xxxxxx flexibility xx can't xxxxxx work-related xxxxxxxxxxx may xxxxxxxxxx increased xxxxxx and xxxxxxxxx overall xxxx satisfaction xxxxxxxxxxxxx should xxxxxxx work-life xxxxxxx by xxxxxxxx remote xxxx opportunities xxxxxxxx scheduling xxx defined xxxxxxxxxx The xxxx survey's xxxxxxx that xxxxxxxxxx attention xx employee xxxxxx and xxxxxxxxxx is xxxxxxxxxxx highlights xxx need xxx more xxxxx on xxxx critical xxxxxx Anwar xxx Abdullah xxxxxxx employee xxxxxxxxxx first xxxxxxxx physical xxx emotional xxxxxx and xxxxxx business xxxxxxx Organizations xxxx address xxxxxx like xxxxxxxx management xxxxxxxxx balance xxx other xxxxxxx significantly xxxxxxxxx employees' xxxxxxx sense xx health xxx contentment xx enhance xxxxxxxxxxMore Articles From Management
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