Assess how people practices in your organisation (or one with which you are familiar) impact both on organisational culture and behaviour, drawing on examples to support your arguments

Assess how people practices in your organisation (or one with which you are familiar) impact both on organisational culture and behaviour, drawing on examples to support your arguments

Human resources policies in my organisation are responsible for shaping both organisational culture and behavior. Case in point, inter-personality practices result in open communication and collaboration practices. Our organization is an incubator for team meetings, feedback sessions, and project assignments across departments, and this further strengthens the culture of transparency, trust, and full team engagement. This culture tends to make up an area where employees are at liberty to express themselves openly, hold their colleagues accountable in an honest manner, and work as a team. In that moment, we have established a set of principles for our organizational culture that are based on free communication, innovative ideas, and faculty feeling a part of something greater at the end of sharing the same objective in mind.

Performance management processes is another example of how people practices impact behavior. We as the organization have set-up a performance policy that gives a focus on regular feedback, goals assignment, and development provision. Through on-going source of feedback and targeting the expectations, the workers are skilful to achieve their maximum and constantly improve their abilities through their working capacities. That is where the practice comes in, as it affects behavior by supporting self-improvement and pushing for professional development. Also, it is an enabler of a responsible workforce that aspires to be and achieve the best.

With that, our group focuses greatly on fostering an environment where employees can grow through learning and professional development. We offer different forms of learning and development including trainings, workshops and mentorship programs. These skills and knowledge are not only for a personal benefit but also to ensure an organisational culture of learning, which is important to the survival of the organization. Staff is motivated to self-study constantly, take responsibility for their own learning process, and to spread their knowledge among people. The latter is one of the ways that organizations influence their employee behavior, by imparting a culture of growth mindset, a system of non-stop learning and teaching, and independent learning so to speak.

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