Question.1894 - 2. Understand organizational culture and theoretical perspectives on how people behave.
Answer Below:
Edgar xxxxxxxx Model xx Organizational xxxxxxxxxx three xxxxxx of xxxxxxxxx professed xxxxxx and xxxxxxxxxx assumptions xxxx up xxxxx Schein's xxxxx of xxxxxxxxxxxxxx culture xxxxx layers xxxxx for xxxxxxxxx outward xxx inward xxxxxxxxxxxxxx that xxxxxxxxx how xxxxx members xxxxxxxx and xxxxxxxxxxx inside xx organization xxxxx et xx Artifacts xxxx Artefacts xxx the xxxxxxx structures xxxxxxxxxx and xxxxxxxxx that xxxxxx culture xx a xxxxxxx level xx artifact xx my xxx would xx the xxxx office xxxxxx and xxx routine xx team xxxxxxxx These xxxxxxxxx demonstrate xxx vital xxxxxxxxxxxxx and xxxxxxxx are xx the xxxxxxxxxxxx Espoused xxxxxx nbsp xxx views xxxxxxxxx and xxxxxxx an xxxxxxxxxxxx communicates xxx known xx its xxxxxxxx values xxx instance xx workplace xxxxxxxx emphasizes xx innovative xxx ongoing xxxxxxxx environment xxxxx professed xxxxxxxxxx serve xx a xxxxxxxxx for xxxxxx and xxxxxxxx fostering x stimulating xxxx atmosphere xxxxxxxxxx Assumptions xxxxxxxxxx Assumptions xxx the xxxxxx established xxxxxxxxxxxxx held xxxxxxx and xxxxxx that xxxxxxxxx employee xxxxxxxx This xxx involve xxx supposition xxxx workers xxx trusted xx manage xxxxx own xxxx and xxxxx at xx place xx employment xxxx presumption xxxxxxxx employee xxxxxxxx and xxxxxxxxxxxxxx Self-Determination xxxxxx SDT x Understanding xxxxx BehaviorAccording xx the xxxxxxxxxxxxxxxxxx Theory xxx three xxxxxxxxxxx psychological xxxxx mdash xxxxxxxx competence xxx relatedness xxxxx explain xxxxx motivation xxx behavior xxxxxxxxxxx are xxxxxxxxx according xx SDT xxxx these xxxxx are xxx Application xx People xxxxxxxx nbsp xxx can xxxx specialists xxxxxxx and xxxxxx employee xxxxxxxx For xxxxxxxx the xxxxxx team xx my xxxxx of xxxxxxxxxx can xxx SDT xxxxxxxx to xxxxx employee xxxxxxxxxx Autonomy xxxxx resource xxxxxxxxxxxxx can xxxxxxxxxx on xxx intrinsic xxxxx that xxxxxxx from xxxxxxx autonomous xx giving xxxxxxx some xxxxxxx over xxx tasks xxx projects xxxx are xxxxxxxxxxx for xxxx can xxxxxx possibilities xxx skill xxxxxxxxxxx based xx personal xxxxxxxxx or xxxxxxxx employment xxxxxxxxxxxx Soomro xxx Shah xxxxxxxxxx Giving xxxxxx the xxxxxx to xxxx and xxxxxxx their xxxxxx aligns xxxx the xxxxxxxxxxx for xxxxxxxxxx At xx place xx employment xxxxx resources xxxxxxxxxxx can xxxxxxx training xxxxxxx and xxxxx materials xxxx aid xx skill xxxxxxxxxxx enhancing xxxxxxxxxx self-assurance xxx job xxxxxxxxxxxx Relatedness xxx relatedness xxxxxx is xxxxxxxxx by xxxxxxxxx teamwork xxxxxxxxxxxxx and x sense xx belonging xxxxx resources xxxxxxxxxxx plan xxxxxxxxxxxxx exercises xxxxxxx open xxxxxxxxxxxxx and xxxxxxxxx a xxxxxxxx workplace xxxxxxx to xxxx this xxxx People 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 This xxxxxxxx is xxxxxxxxxx with xxx cultural xxxxx of xxxxxx and xxxxxxxx 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 Change xxxxx Lewin's xxxxxxxxxx ModelThere xxx three xxxxx in xxxxxxx Three-Step xxxxx for xxxxxx management xxxxxxxx Transition xxx Refreeze xxxxxxxx nbsp xxxx step xxxxxxx preparing xxx organization xxx change xx raising xxxxxxxxx of xxx need xxx change xxx dismantling xxx routines xx habits xxxxxxx information xxxxxxx attention xx issues xxx fostering x feeling xx urgency xxx all xxxx with xxxx Rummler xxx Brache xxxxxxxxxx The xxxxxx change xxxxx place xx this xxxxx There xxx new xxxxxxxxxx systems xx structures xx staff xxxxxxx adjust xx the xxxxx this xxxxx could xx characterized xx doubt xxx resistance xxxxxxxxxx this xxxxx effective xxxxxxxxxxxxx and xxxxxxx are xxxxxxxxx Refreeze xxx last xxxxx entails xxxxxxxxxxx and xxxxxxxxxxxxx the xxxxxx into xxx organization's xxxxxxx To xx this xx is xxxxxxxxx to xxxxxxxxx the xxx behaviors xx praising xxxx recognizing xxxx and xxxxxxxxxx them xx the xxxxxxxxxxx organizational xxxxxxxxxx Application xxx My xxxxxxxxxxxxxxxxxxx paradigm xxx used xx my xxxxxx organization's xxxxxxxxxxxxxx phase xxxxxxx financial xxxx was xxxx of xxx Unfreeze xxxxxxx demonstration xx the xxxx for xxxxxx due xx market xxxxxxxxx Implementing xxx new xxxxxxxxxxxxxx structure xxxxxx the xxxxxxxxxx stage xxx with xxxx employee xxxxxxxx Regular xxxx hall xxxxxxxx and xxxxxxxx sessions xxxx held xx help xxxxxxxxx adjust xx the xxxxx to xxxxxxx this xxxxxxx during xxx Refreeze xxxxx performance xxxxxxxxxxxx were xxxxxx with xxx new xxxxx and xxxxxxxxx and xxxxxxxxx modifications xxxx acknowledged xxxxxxx employee xxxxxxxxxxxx schemes xxxxxx Model xxxxxxxx -Step xxxxxxxxxxxxx -Step xxxxx which xxxxxxxx a xxxxxxxx of xxxxxxx that xxx in x more xxxxxxxx transition xxxxxx a xxxxxxxxxxxxx approach xx managing xxxxxx Establish xxxxxxx nbsp xx highlighting xxxxxx patterns xx problems xxxx demand xxxxxxxxx attention xxxx may xxxxx the xxxxxxxxx for xxxxxx This xxxx in xxxxxxxx support xxx the xxxxxx initiative xxxxx a xxxxxxx Coalition xxxxxx a xxxxx of xxxxxxxxxxx leaders xxx can xxxxxxxxx the xxxxxx process xxxxxxxx passion xxx motivate xxxxxx Create xx organizational xxxxxxxx and xxxxxxxxxxx nbsp xxxxxx a xxxxxxxx vision xxx the xxxxxx and xxxx the xxxxxxxx efforts xxxx will xxx in xxxxxxxxx that xxxxxx This xxxxx the xxxxxxxxxxxxxx process x road xxx Volunteer xxx the xxxx Engage xxxx staff xxxxxxx who xxx thrilled xxxxx the xxxxxx and xxx act xx ambassadors xxx leaders xxxxx their xxxxx Identify xxx remove xxxxxxxxxx nbsp xxxx can xxxxxx the xxxxxx process xx enable xxxxxx This xxxxxxx dealing xxxx opposition xxx providing xxx tools xxxxxxxx Create xxxxx victories xx show xxx the xxxxxxxxxx of xxx transformation xxx inspire xxxxx celebrate xxxx victories xxxxxxxx Maintain xxxxxxxxxxxx Maintain xxxxxxxx by xxxxxxxxxxx improving xxx change xxxxxxxxxxx addressing xxx lingering xxxxxxxxx and xxxxxxxxx an xxxxxxxxx culture xxxxxxxxx Change xx ensure xxx change's xxxxxxxxx success xxxxxxxxx it xxxx the xxxxxxxxxxxxxx culture xxx procedures xxxxxxxxxxx for xx OrganizationThe xxxxxxxxxx to x customer-centric xxxxxxxx at xx company xxxxxxxx Kotter's xxxxxxxx Highlighting xxxxxx competitiveness xxxxxx emphasize xxx urgency x steering xxxxxxxxx of xxxxxxx was xxxxxxxxxxx to xxxxxx a xxxxxxxxxxxxxxxx vision xxx related xxxxxxx The xxxxxxxxxxxxx of xxxxxxxxx in xxxxxxxxx and xxxxxxxx sessions xxxxxxxx them xx advocate xxx change xxxxxxxx customer xxxxxxxx and xxxxxx customer xxxxxxxxx were xxx examples xx recent xxxxxxxxx The xxxxx was xxxxxxxxxx and xxxxxxxxx into xxx organizational xxxxxxx nbsp xx incorporating xxxxxxxxxxxxxxxx practices xxxx performance xxxxxxxxxxx nbsp xxx K xxxx bler-Ross xxxxxx Curve xxxxxxxx psychological xxxxx known xx the x uuml xxxxxxxxx Change xxxxx sometimes xxx Five xxxxxx of xxxxx describes xxx people xxxxxxxxxx and xxxxxxx to xxxxxx Initially xxxxxxx to xxxxxxxxxx the xxxxxxxxx reaction xx death xxx dying xxxx model xxx been xxxxxxxx to xxxxxxx people's xxxxxxxxx journey xx times xx significant xxxxxxxxxx Hastuti xxx Muafi xxx Change xxxxx has xxxx stages xxxxx are xx follows xxxxxx and xxxxx People xxx feel xxxxxxxxxxxx and xxxxxxxxxxxx about xxx approaching xxxxxx during xxxx initial xxxxx They xxxxx feel xxxxxx or xxxxxx preventing xxxx from xxxxxxxxx the xxxxxx Anger xxxxxx may xxxxxxxxxx anger xxx resentment xxxx the xxxxxxx of xxx change xxxx in xxxx might xxxx out xx rage xx the xxxxxxxxxxxx or xxx leaders xxxxxxxx the xxxxxxxxx of xxx change xxxxxxxxxx People xxx attempt xx bargain xxxx the xxxxxxxxxxxx at xxxx point xxxx might xxxx for xxxxxxxxx options xx hope xxx alteration xxx be xxxxxx Urinov xxxxxxxxxx People xxx feel xxx or xxxxxxxxx as xxxx become xxxx aware xx the xxxxxxx of xxx transformation xxxx can xxxx the xxxxxxx of xxx old xxxxxxxxxxxxx and xxxx paralyzed xx their xxxxxxxxxxx Acceptance xxxxxxxxxxx eventually xxxxx to xxxx with xxx change xxxx adjust xxxxx behaviors xxxxxx the xxx reality xxx appreciate xxx opportunities xxx transition xxx bring xxxxxxxxxxx to xxxxxxxxxxxxxx Change xxxxxxxxxxxx frequently xxxxxx through xxx K xxxx bler-Ross xxxxxx Curve xxxx an xxxxxxxxxxxx goes xxxxxxx a xxx change xxxx a xxxxxxxxxxxxx or x significant xxxxxx in xxxxxxxx Positive xxxxxxxxxxxxx start xx understand xxx possible xxxxxxxxxx and xxxxxxxxxxxxx the xxxxx might xxxxx once xxxx get xxxx shock xxxxx and xxxxxxxxxx Acceptance xxxxxxx space xxx redoubled xxxxxxx and xxxxxxxxxx to xxx new xxxxxx Lemon xxx Sahota xxxxxxxx ImpactsPeople xxx oppose xxxxxx during xxx shock xxx denial xxxxxx which xxxxxx productivity xxx morale xxx stages xx anger xxx despair xxx make xxxx resistance xxxx worse xxx reduce xxxxxxxxxxxxx Stakeholders xxx experience xxxxxx worry xxx burnout xxx to xxx emotional xxxx of xxx transition xxxxx This xxxxxxxxx stress xxx harm xxxxxx and xxxxxxxxxxxx The xxxxxxxxxx emphasis xx employee xxxxxx and xxxxxxxxxx has xxxxxxxxx since xxx first xxxx of xxx pandemic xxxxxxxxx to xxx CIPD xxxxxx and xxxxxxxxxx at xxxx study xxx poll xxxxxxxx this xxxxxxxx and xxxxx that xxxxxxxx away xxxx health xxx wellness xxxxxxxx may xxxx employee xxxxxxxxxx and xxxxxxxxxxxxxx performance xxxxxxxx et xx This xxxxxxxxxx prioritizing xxx practicing xxxx health xxx wellness xxxx as xxxxxxxxxxxxx change 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 nbspMore Articles From Human Resource
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