Dimensions of an Organizations Culture, Essay Example

It has been proved on several occasions that good organizational culture in the area of great human resource management could eventually lead to good customer service for that particular organization (Mathis & Jackson, 2007). The commonest example of this circumstance is seen in Wal-Mart—the most famous retailer in the United States with a workforce of 1.3 million workers. Wal-Mart’s organizational culture that emphasizes on the quality of human resource management has paid off for the company. This enviable culture has helped to produce a positive impact on the relationship between Wal-Mart’s employees and the customers. The company has some good policies that have helped bring  out the best in the company’s workers: the employees are made to believe that they are the parts of the company, as they are referred to as “associates”; a “profit-sharing-plan” is in place to reward hard-working workers; each worker is compensated according to his/her performance; the workers are made to go throw skill development programs and training to prepare them into effective workers (ICMR, 2010).  The example above supports the statement that when an organization handles its human resources very well, its workers can put in all their best and deliver the best services to the organization’s customers.

Human Resource Strategies for Advanced Athletics

The possible human resource strategies that Advanced Athletics could adopt in encouraging its employees to do their best and help the company to grow include but not limited to the following suggestions:

• Employee Motivation: Advance Athletics should motivate its workers by giving them incentives: these incentives include profit-sharing opportunity, financial assistance as car or house loans, recognition of the employees as important parts of the company, and so on. When the employees are happy, they would be happy to contribute their best into the company and make their customers happy.
• Skill Development and Training: For employees to be efficient, they need to be trained and updated with latest ideas in their respective areas of operations. This action is so significant that training would open the employees’ eyes to new methods of doing things; and they would be able learn some new approaches with which they should satisfy their customers.
• Establishment of Supervision: Sometimes employees forget about what they had been taught and become lazy or unprofessional in their attitudes to customers. In a situation like this, Advanced Athletics should establish supervisory team that would go round the company to see if all employees are complying with the company’s standards of operations. This quality control team would be able to identify any lapses in the system and request for amendment.
• Reward: Though it is part of motivation discussed above, but employees often expect their boss to recognize their efforts; and reward could come in the forms of giving the employees the chance to own some of the company’s shares, bonds and futures. Currently, many companies are encouraging their workers to do this so as to make them feel more committed seeing themselves as partners-in-progress.

References

Center for Management Research  (ICMR) (2010). The good and the bad of Wal-Mart Culture. Centre for Management Research. Retrieved from http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/Good%20and%20Bad%20of%20Wal-Mart%20Culture-Human%20Resource%20Management%20Case%20Studies.htm#Human_Resource_Culture

Mathis, R.L., & Jackson, J.H. (2007). Human resource management. Florence, Kentucky: Cengage Learning.