3CO01 - Week 3 / Building Healthy Professional Cultures

Question 1

What are some common perceptions of organisational culture?

Answer 1

Everything, cultural sensitivity, flexibility, productivity, respect, openness.

Question 2

How is organisational culture described by employees?

Answer 2

It’s the conscience of the company, reflected in values, beliefs, and norms, like the atmosphere and way things are done.

Question 3

How do employees perceive a healthy organisational culture?

Answer 3

A healthy culture is open to failure, supports innovation, and fosters excitement and risk-taking.

Question 4

What role does HR play in maintaining a positive organisational culture?

Answer 4

HR should monitor for issues like bullying or health concerns, work towards resolutions, and ensure culture supports employees.

Question 5

How does flexibility impact organisational culture?

Answer 5

Flexibility allows for remote work and supports work-life balance, contributing to a positive and supportive culture.

Question 6

What is the Whole System Approach (WSA)?

Answer 6

WSA views organisations as interconnected systems where all parts affect each other, and HR ensures smooth operation by fostering a healthy culture.

Question 7

How does the NHS use the Whole System Approach?

Answer 7

The NHS uses WSA to unify services, collaborate, manage pressures, and improve healthcare delivery.

Question 8

What are Charles Handy’s four types of organisational culture?

Answer 8

Power Culture (Zeus), Role Culture (Apollo), Task Culture (Athena), Person Culture (Dionysius).

Question 9

What are some definitions of culture?

Answer 9

Oxford Dictionary: Way of life including attitudes, values, and beliefs. Harvard Business Review: Tacit social order shaping attitudes and behaviours. CIPD: Unique way of life in society. Schein: Dynamic and structured phenomenon guiding behaviour.

Question 10

How can HR support and maintain organisational culture?

Answer 10

By communicating values, embedding core behaviours, and ensuring onboarding, rewards, and recognition align with the culture.

Question 11

What is L’Arche UK’s cultural focus?

Answer 11

Inclusion, community life, shared humanity, spiritual and personal growth, collaboration, human-centred approach, commitment to service.

Question 12

What is New Look PLC’s culture like?

Answer 12

Customer focus, innovation, inclusivity, team collaboration, sustainability, employee development, fast-paced environment.

Question 13

What are signs of an unhealthy organisational culture?

Answer 13

Toxic atmosphere, intense competition, secrecy, employee dissatisfaction, and frustration.

Question 13

What are the characteristics of positive workplace cultures?

Answer 13

Openness, support, productivity, which help achieve goals and stand out from competitors.

Question 14

How can ‘cultural fit’ impact hiring practices?

Answer 14

‘Cultural fit’ can unintentionally exclude individuals who think or act differently, leading to a lack of diversity.

Question 14

What is the role of HR in managing subcultures within an organisation?

Answer 14

HR must address potential conflicts between dominant culture and subcultures, and ensure harmony within the organisation.

Question 15

How does the Whole System Approach benefit HR?

Answer 15

It helps HR manage interconnected aspects of the organisation, ensuring that all parts work together effectively to support organisational goals.

Question 16

What is a monoculture in an organisation?

Answer 16

A monoculture is when one main viewpoint dominates, limiting diversity of thought and making it harder to have true diversity.

Question 17

What characterises a healthy organisational culture?

Answer 17

Embracing diversity, encouraging open dialogue, and actively addressing issues to foster inclusivity.

Question 18

What is a negative culture in terms of diversity?

Answer 18

A negative culture acknowledges the need for change but fails to take meaningful action, leading to stagnation.

Question 19

What does psychological safety in the workplace mean?

Answer 19

It means employees feel secure enough to speak up, ask questions, and express concerns without fear of negative consequences.

Question 20

What are some benefits of a psychologically safe workplace?

Answer 20

Enhanced performance, increased initiative, and greater employee engagement.

Question 21

How should HR foster psychological safety?

Answer 21

By facilitating discussions on mistakes and challenges, and promoting a culture of learning and growth.

Question 22

What is the difference between diversity and inclusion?

Answer 22

Diversity involves recognising and embracing differences, while inclusion ensures that everyone feels valued and has the opportunity to participate fully.

Question 22

Name some key diversity and inclusion issues HR should manage

Answer 22

Age, disability, gender, race, religion and belief, and sexual orientation.

Question 23

What are some challenges associated with diversity in the workplace?

Answer 23

Overcoming systemic biases and ensuring that diverse employees are given equitable opportunities and support.

Question 24

Why is inclusion important in the workplace?

Answer 24

Inclusion leads to higher employee satisfaction, engagement, and productivity by making everyone feel valued.

Question 25

What steps should be taken to build a diverse workforce? 

Answer 25

Assess current diversity, set diversity goals, use inclusive hiring criteria, and implement flexible working options.

Question 25

List some benefits of diversity for employers. 

Answer 25

Creative ideas, better problem-solving, a broader talent pool, competitive advantage, and improved understanding of customers.

Question 26

How can technology support diversity and inclusion?

Answer 26

By reducing unconscious biases in recruitment, analysing compensation data, and creating inclusive job descriptions.

Question 27

How can technology support employees with hearing difficulties?

Answer 27

Using speech-to-text software, remote captioning services, and text phone services.

Question 28

What factors influence an organisation's structure? 

Answer 28

Legal status, business life cycle stage, culture, industry, and environment.

Question 28

What technology can support employees with visual impairments?

Answer 28

Text-reading software and voice-typing programmes.

Question 29

How can social media be used to enhance diversity in recruitment? 

Answer 29

By running targeted campaigns to attract underrepresented groups.

Question 30

What are the characteristics of a tall (hierarchical) structure

Answer 30

Multiple layers of management with clear lines of authority and communication, common in traditional and large organisations.

Question 31

Flat Structure

Answer 31

Fewer management levels, promoting a collaborative and flexible environment with quicker decision-making.

Question 32

How is a functional structure organised?

Answer 32

Employees are grouped based on specialised functions (e.g., marketing, finance, HR), which can encourage expertise but may create silos.

Question 33

What does a divisional structure involve?

Answer 33

Divides the organisation into semi-autonomous units based on products, services, or geographic locations, allowing for focused areas but may lead to resource duplication.

Question 34

What is a matrix organisational structure?

Answer 34

Combines functional and divisional structures where employees report to both functional and project managers, enhancing flexibility but can cause confusion with dual reporting lines.

Question 34

Describe a network (dispersed) organisational structure. 

Answer 34

Consists of a central organisation that outsources major functions to other companies, promoting agility and cost-efficiency but posing challenges in control and coordination.

Question 35

How does organisational structure impact management responsibilities?

Answer 35

Determines the number of employees a manager oversees and their managerial responsibilities; flat structures can lead to managers handling larger teams.

Question 36

What are the differences between functional and line managers? 

Answer 36

Functional managers oversee specific departments and technical aspects, while line managers manage team performance, recruitment, and day-to-day operations.

Question 37

How does organisational structure dictate accountability? 

Answer 37

Determines who employees and managers report to, with some structures requiring reporting to multiple managers or stakeholders.

Question 38

What communication challenges might arise in complex structures? 

Answer 38

Miscommunication can occur in top-down or matrix structures, with virtual teams facing issues like time zones and coordination.

Question 38

How does organisational structure affect employee autonomy?

Answer 38

Hierarchical structures often limit autonomy, while flat and matrix structures provide more independence but require coordination.

Question 39

What is the Spotify model for organisational structure? 

Answer 39

Squads (autonomous teams), Tribes (groups of Squads), Chapters (expertise links), and Guilds (communities of interest).

Question 40

Compare organic and mechanistic organisations.

Answer 40

Organic systems are flexible with little hierarchy and overlapping roles; mechanistic systems are rigid with clear roles and strict hierarchies.

Question 41

What are some macro factors impacting organisations?

Answer 41

Political changes, economic factors, social frameworks, technological changes, legal factors, and environmental factors.

Question 42

What characterises a value-driven organisation?

Answer 42

Focuses on organisational goals, embeds core values deeply, and leads by example to align employee efforts with overall objectives.

Question 43

What are key aspects of the open system approach?

Answer 43

Adaptability to external factors, encouraging agile working practices, embracing technology, creating a culture of trust, and understanding the whole picture.

Question 44

What traits define a brave HR professional? 

Answer 44

Fearlessness in facing challenges, open communication, and building strong connections across the organisation.

Question 45

What does intellectual capital include?

Answer 45

Knowledge assets, employee expertise, and organisational processes.

Question 46

What elements constitute human capital? 

Answer 46

Recruitment and retention, employee development, and performance management.

Question 47

What are some approaches to learning and development? 

Answer 47

Formal vs informal methods, team vs individual arrangements, digital vs face-to-face training, coaching vs mentoring, and blended learning.

Question 48

What are the features and benefits of apprenticeships?

Answer 48

On-the-job training, coursework, wage payment, potential transition to permanent roles; benefits include improved skills, quality of goods/services, and employee morale.

Question 49

What are key HR responsibilities in health and safety? 

Answer 49

Collaborate with health and safety managers, engage with line managers, communicate responsibilities, manage occupational health, monitor and report issues, conduct risk assessments, and stay updated with regulations.

Question 50

How does the government influence M&S's practices? 

Answer 50

By setting standards, encouraging ethical practices, and supporting international training and wellbeing initiatives.

Question 50

Case Study: Marks and Spencer (M&S) What are some health, safety, and welfare practices at M&S?

Answer 50

Detailed human rights policy, code of ethics, anti-slavery policies, and global ethical practices.

Question 51

What does the ‘Food Academy’ at M&S offer?

Answer 51

A blend of workshops, face-to-face sessions, and online resources tailored to employee feedback.