HRM-FPX5122_KCamacho_Assessment2-1.docx - Leadership and Culture Survey Development Kerstan Camacho HRM FPX5122 Developing an Effective Workplace

HRM-FPX5122_KCamacho_Assessment2-1.docx - Leadership and...

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Leadership and Culture Survey Development Kerstan Camacho HRM FPX5122 Developing an Effective Workplace Capella University Assessment 2 March 26, 2019
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Introduction Workplace culture is the single most important thing to making an organization what it is. Culture is the sum of an organizations beliefs, values, mission, and attitudes. It distinguishes those that work there from any other organization. It ca be compared to ethnic culture but it usually includes people from all walks of life and ethnic backgrounds with the common bond of working for a specific organization. Office culture can create a unique brand for PMC. By creating this culture PMC has the opportunity to stand out from its competitors. Creating an office culture will also set standards and procedures that guide the organizations business decisions and employee direction. Establishing an office culture can help unify employees and create the desire to strive for better. (Sponaugle, 2014). Employee Surveys A recent article in the Harvard Business Review entitled ‘How to Keep Your Top Talent’ said that 25% of an organization’s top talent will plan to leave within a year. It also said that one in three employees admits to not giving their full effort to their jobs. This should be concerning to PMC management. If their competitiveness in their industry is based upon the dedication, passion, drive and creative of their work force, then something should be done to gauge how employees feel. Relying solely on the exit interview is not enough. The best way to stay on top of employee morale and engagement is to conduct “stay interviews” or ask staff to participate in an employee engagement surveys (Martin & Schmidt, 2010). The most impactful way for PMC to find out what their employees really feel and what they want is to ask them, but this this should be done on a consistent basis, and considerable more specific then a just asking how they are doing.
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More important than finding out why employees leave, they “stay interview” helps an organization identify why employees stay.
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