Organizational Culture and Innovation Practice †MyAssignmenthelp

Question: Discuss about the Organizational Culture and Innovation Practice. Answer: Introduction: Enabling a proper culture helps in managing proper values, ethics and beliefs within the organization and creates good working conditions for them to perform to their potential. If the employees are comfortable and satisfied with the working conditions along with the organizational rules, regulations and procedures, then the organizational productivity will increase and the working lives of employees will be improved too. By maintaining an appropriate culture within the organization, it would be easy to manage work values and ethics and promote communication between the workers, furthermore maintain a effective structure of the organization (Buschgens, Bausch and Balkin 2013). Culture not only facilitates the communication between individuals but also can improve their working behaviors and lives by allowing them to gain satisfaction and contribute to the organizational excellence. The objectives in strategic plans include the development of a vision through communication of the mission statement and make the employees working within the organization know about the business goals and objectives that are needed to be achieved. The objectives of the operational plans, on the other hand, are to become more flexible, create a skilled and knowledgeable workforce and improve the workforce efficiency to accomplish the business objectives perfectly (Lingg 2014). The operational plans focus on increase in sales and profit whereas the strategic plans focus on improving the strengths of the company and achieve the vision and mission. The profile created for managing the staffs within the organizations include balancing the experiences and skills of the staffs by making sure that necessary investments are done for providing them with training and developmental sessions. This would not only improve their potential but also could lead to the enhancement of their performances, finally bringing out the best from them to improve the business functioning capability (Li et al. 2012). The budgetary requirements include investing on maintaining a proper structure of the organization, manage the managerial, administrative and contract staffs properly. Human resource plan is an effective planning process for identifying the present and future human resourcesneeds and fulfill those for the achievement of business goals and objectives with ease. The human resource plan could act as an effective link between the strategic plan and human resource management for allowing the staffs to know about their roles and responsibilities and commit to those with dedication (Bratton and Gold 2012). The senior human resource management develops the human resource plan by consulting with the senior managers and human resources team members to ensure that the human resources are managed appropriately. The main aims and objectives of the human resource planning are to create a strategic direction for the employees to understand the mission statement and ensure creation of a skilled and flexible workforce (Purce 2014). The human resource planning is done for creating higher level of customer satisfaction and manages a multi-generational workforce consisting of employees with vast amounts of skills, knowledge and expertise. This would increase the organizational productivity and encourage the workers to perform better for the organization and bring positive outcomes. The policies within the organization are established to set up various rules, regulations and guidelines for enhancing the workforce efficiency and create good working conditions. The organizational policies would also help in protecting the rights and responsibilities of the employers and employees within the company. The organizational procedures include various standards that are set for creating a direction through which the accomplishment of tasks will be possible. There are HR procedures and policies that could make the employers make sure that the rights of employees are protected. The procedures also help in managing the employment practices properly and manage good relationship between the employer and employees. With having the effective workplace in the organization, one of the key merits will be the fast learning for the employees. This is due to the reason that, in an effective workplace, leadership roles are being effectively manages and the employees are being well guided (Bennett, Pitt and Price 2012). Thus, the guidance that they receive enables them to learn more effectively in their workplace. Effective workplace is only being successful when the workload is being strategically and effectively distributed among the employees. In an effective workplace, the jobs are being efficiently distributed and managed among the employees. All the employees are being given task in such a way that, they will not feel monotonous as well as stressed in their workplace. The more effective will be the workplace, the more will be the mutual bonding and understanding among the internal stakeholders. This is due to the reason that, effective workplace promotes teamwork and effective communication. Thus, these help in enhancing the bonding among the employees. Effective workplace also promotes healthy competition among the employees. They are being motivated by the way of rewards and recognition to compete with others. Effective workplace also promotes generation of innovative and creative ideas (Wooten and Ulrich 2017). Employees are being provided the free space and using of their own skills and they are being encouraged to think out of the box. With the help of the effective workplace, job satisfaction of the employees is also being enhanced. This is due to the reason that, effective workplace promotes initiation of various welfare schemes and motivational activities for the employees which in turn enhance the job satisfaction for them. The more effective will be the workplace, the more effective will be the employees. This is due to the reason that, effective workplace promotes training and skill development program for the employees, which make them more skilled and experts in dealing with their jobs. Effective workplace promotes teamwork among the employees. They are being trained about the benefits of teamwork along with the responsibilities of the team members. It refers to the duties for the team members to accomplish their roles in team. Working as a team not only promotes coordination between the employees but also ensures accomplishing the tasks and performing to their potential with ease and effectiveness. The opinions and ideas of every team members are shared and are communicated between each other to make effective decisions in business. Leadership skills must be present for enhancing the team working capabilities and establish good relationship between the workers too. The level of trust and faith among the team members would increase, which could motivate the employees to work as an unit and improve the production level, thereby allow the organization to gain more profit and competitive advantage in business too. Not working as team is having several negative consequences for the organizations. One of the impacts will be the lacking of mutual understanding and cooperation among the employees. They will not be connected with one another and thus, the internal organizational environment will not be effective. Moreover, not working as a team will cause accumulation of huge workload on individual employees, which will further reduce their effectiveness. Effective communication refers to the initiation of the process of communication, which will cover all the relevant parties and will provide equal communicating opportunities for all the parties. There are three types of communication skills. Verbal communication skills refer to the use of words and speaking skills. This is oral form of communication. Non-verbal communication refers to the use of gestures, voice tone and facial expression to communicate with others. Written communication is the written form of communication. It is being used for the official and formal communication. LACE refers to listen, acknowledge, check and explore. Listen refers to the effective listening before going for reply. In this step, it should be communicated to the opposite party that their message is being actively followed (Saunders et al. 2016). Acknowledge refers to the process of verbally or non-verbally communicating with the communicator that their words are being listened. Checking refers to the cross-checking of the words being communicated by the other party by repeating their words. It will reduce the chance of miscommunication among the involved parties. Exploring refers to the evaluation of the alternatives and actions, which should be taken after being communicated. Some barriers of good communication are language differences, geographical distance, and ineffective choice of medium and lack of involvement of any involved parties (Baxter et al. 2012). One of the legislations is the Health and safety at work Act, 1974, which covers the maintenance of safe working environment and providence of health and safety training for the employees (Pouliakas and Theodossiou 2013). Another legislation is the workplace regulations, 1992. It covers the working condition in the organization and providence of basic facilities in the workplace. The purpose of workplace policies is to make the internal stakeholders adhere to the singular policies of the organization. Moreover, it acts as yardstick for the organization to align the employees with the standard rules (Rios, McConnell and Brue 2013). Thus, the effective and clear and prices will be the procedures and policies in the workplace, the more east it will be for the employees to follow them. In addition, it will also enable the managers to measure the effectiveness of the employees accordingly. Reference Baxter, S., Enderby, P., Evans, P. and Judge, S., 2012. Barriers and facilitators to the use of high?technology augmentative and alternative communication devices: a systematic review and qualitative synthesis.International Journal of Language Communication Disorders,47(2), pp.115-129. Bennett, J., Pitt, M. and Price, S., 2012. Understanding the impact of generational issues in the workplace.Facilities,30(7/8), pp.278-288. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review.Journal of product innovation management,30(4), pp.763-781. Ji, L., Huang, J., Liu, Z., Zhu, H. and Cai, Z., 2012. The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development.The International Journal of Human Resource Management,23(14), pp.2995-3008. Lingg, D., 2014. Bite-size learning marks the road to workforce efficiency.MHD Supply Chain Solutions,44(1), p.16. Pouliakas, K. and Theodossiou, I., 2013. The economics of health and safety at work: an interdiciplinary review of the theory and policy.Journal of Economic Surveys,27(1), pp.167-208. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Saunders, G.H., Smith, S.L., Chisolm, T.H., Frederick, M.T., McArdle, R.A. and Wilson, R.H., 2016. A Randomized Control Trial: Supplementing Hearing Aid Use with Listening and Communication Enhancement (LACE) Auditory Training.Ear and hearing,37(4), pp.381-396. Wooten, J.O. and Ulrich, K.T., 2017. Idea generation and the role of feedback: Evidence from field experiments with innovation tournaments.Production and Operations Management,26(1), pp.80-99.