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 xxxxxxxxx are xxx visible xxxxxxxxxx procedures xxx behaviors xxxx makeup xxxxxxx on x surface xxxxx An xxxxxxxx of xx job xxxxx be xxx open xxxxxx design xxx the xxxxxxx of xxxx meetings xxxxx artifacts xxxxxxxxxxx how xxxxx collaboration xxx openness xxx to xxx organization xxxxxxxx Values 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 autonomy xxxxxxxxxx and xxxxxxxxxxx explain xxxxx motivation xxx behavior xxxxxxxxxxx are xxxxxxxxx according xx SDT xxxx these xxxxx are xxx Application xx People xxxxxxxx SDT xxx help xxxxxxxxxxx analyze xxx change xxxxxxxx behavior xxx instance xxx people xxxx at xx place xx employment xxx use xxx concepts xx raise xxxxxxxx engagement xxxxxxxx Human xxxxxxxx professionals xxx capitalize xx the xxxxxxxxx drive xxxx results xxxx feeling xxxxxxxxxx by xxxxxx workers xxxx control xxxx the xxxxx and xxxxxxxx they xxx responsible xxx This xxx entail xxxxxxxxxxxxx for xxxxx development xxxxx on xxxxxxxx interests xx flexible xxxxxxxxxx arrangements xxxxxx and xxxx Competence xxxxxx people xxx chance xx grow xxx develop xxxxx skills xxxxxx with xxx requirement xxx competence xx my xxxxx of xxxxxxxxxx human xxxxxxxxx specialists xxx provide xxxxxxxx courses xxx other xxxxxxxxx that xxx in xxxxx development xxxxxxxxx employees' xxxxxxxxxxxxxx and xxx satisfaction xxxxxxxxxxx The xxxxxxxxxxx demand xx satisfied xx fostering xxxxxxxx collaboration xxx a xxxxx of xxxxxxxxx Human xxxxxxxxx specialists xxxx team-building xxxxxxxxx promote xxxx communication xxx establish x positive xxxxxxxxx culture xx meet xxxx need xxxxxx Practice xxxxxxxxxxx Appraisals xxx Feedback xxxxxxxxxxxxx on xxxxxxxxxxxxxx Culture xxxxxxxxxxx evaluations xxxxx how xxxxxxxxx view xxxxx value xx the xxxxxxxxx which xxxxxxx the xxxxxxx It xxxxxxxx a xxxxxxx of xxxxxxx improvement xxxxx and xxxx communication xx the xxxxxxxxx process xx transparent xxxxxxxxx and xxxxxxxxxxxxx However x hidden xx biased xxxxxxxxx procedure xxx erode xxxxxxxxxx and xxxxxxx teamwork 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 xxxxxx on xxxxxxxxx Employees xxxx more xxxxxxxx work xxxxxxxxxxxx frequently xxxx higher xxxxxxxxxxxx and xxx satisfaction xxxx behavior xxxxxxx from xxx employee's xxxxxxxxxx that xxx company xxxxxx their xxxxxxx and xxxxxxxx in xxxxx ability xx handle xxxxx workload xxxxxxxxxxx The xxxxxxxx and xxxxxxxxx work xxxxxxxxxxx promotes xxxxxxx like xxxxxxxxxxxx time xxxxxxxxxx and x commitment xx results xxxxxx than xxxxxx hours xxxxx Upadhyay xxx Kumar xxxxxxxx Impacts xx People's xxxxxxxxxxxxxxxxxxx Culture xxxxxxxx and xxxxxxxxx flourish xx a xxxxxxxxx where xxxxx supportive xx others xx valued xxxxx is x culture xx knowledge xxxxxxx and xxxxxxxxxxx since xxxxx members xxxx encouraged xx ask xxx help xxxxxxxxxx Culture xxxxxxxxx policies xxxx promote xxxx exchanges xxx cross-functional xxxxxxxxxxx fit xxxx this xxxxxxx These xxxxxxx encourage xxxxxxxxxxx and xxxxxxxxxx thinking xxxxxxxxxxxx Culture 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 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 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 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 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 by xxxxxxxxxxxxx customer-centric xxxxxxxxx into xxxxxxxxxxx evaluations xxx K xxxxxxxxx Change xxxxx ModelThe xxxxxxxxxxxxx model xxxxx as xxx K 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 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 xxxx emotional xxxxxx may xxxx health xxx productivity xxx 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 xxxx emphasizes xxxxxxxxxxxx and xxxxxxxxxx good xxxxxx and xxxxxxxx even xx circumstances xxxxxx Importance xx Well-being xx WorkEmployee xxxxxxxxxx and xxxxxxxxxxx Employee xxxxxxxxxxx and xxxxxxxxxxxx are xxxxxxx related xxxx physical xxx mental xxxxxx employees xxx more xxxxxxx focused xxx capable xx producing xxxxx best xxxx On xxx other xxxx lousy xxxxxx can xxxxx diminished xxxxx absenteeism xxx decreased xxxxxxxxxxxx A xxxxxxxxx that xxxxxx a xxxx priority xx employee xxxxxxxxxx fosters x culture xxxxx workers xxx flourish xxx give xxxxx best xxxxxxxxx and xxxxxx Attraction xxxxxxxxxx that xxxxx a xxxx priority xx employee xxxxxxx attract xxxx present xxx future xxxxxxxxx Job xxxxxxxxxxxx and xxxxxxx increase xx an xxxxxxxxxxx that xxxxxxxx physical xxx mental xxxxxxxx Candidates xxx likelier xx select xxx stay xxxx companies xxxx show xxxxxxx concern xxx their xxxxxxx in xxxxxxx competitive xxxxxxxxxx market xxxxxxxx et xx Factors xxxxxxxxx Well-being xx WorkWorkload xxx Job xxxxxxx Stress xxx burnout xxx result xxxx heavy xxxxxxxxx arbitrary xxxxxxxxx and xxxxxxxxxxxx job xxxxxxx Employees xxx frequently xxxx with xxxxx duties xxxxxxx adequate xxxxxxxxx or xxxx run xxx danger xx seeing xxxxx wellness xxxxxxx Organizations xxxx evaluate xxxxxxxxx distribute xxxxxx fairly xxx offer xxxxxxxxx to xxxxx burdening xxxxx workers xxxxxxxxxxx Work-Life xxxxxxx Work-life xxxxxxx issues xxx hurt xxxxxxxx Employees xxx regularly xxx in xxxx hours xxxx little xxxxxxxxxxx or xxxxx escape xxxxxxxxxxxx obligations xxx experience xxxxxxxxx stress xxx decreased xxxxxxx life xxxxxxxxxxxx Organizations xxxxxx support xxxxxxxxx balance xx offering xxxxxx work xxxxxxxxxxxxx flexible xxxxxxxxxx and xxxxxxx boundariesMore Articles From Human Resource
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