How does the culture in the organization affect performance
Part IV “Phase 2 Data Collection/Analysis – Performance, Rewards, Employee Behavior and Stress”
Designing Interview Questions
Refer to Activity 3 “Data Gathering (Anderson, 2018, p. 315) and read the author’s recommendations for designing effective interview questions. Simply, the interview questions should:
Be nonjudgmental. That is, they should not presume a particular response or make assumptions in the question, leading the interviewee to a desired position.
Be phrased as open ended, allowing the respondent maximum flexibility in answering what is important to him or her.
Follow up to seek additional detail where necessary, asking the interviewee to reflect on a particular experience if he or she shares general observations, for example.”
Read Chapters 6-9 in Konopaske et al. (2018)
Create a set of interview questions related to this week’s themes on performance, rewards, employee behavior and stress.
Interview 2: “Performance, Rewards, Employee Behavior and Stress”
Conduct your second interview by gaining insights into organizational practices related to performance, rewards, employee behavior and work-related stress.
Based on your interview with the manager, provide a preliminary diagnosis of the employee performance expectations, the ways performance is managed and evaluated, type of reward systems, expected employee behavior and how misbehavior as well as individual work-related stress are managed.
What evidence supports the manager’s explanation? Which theories, models, or concepts best explain what you observed during your interview this week? How do performance and rewards practices inform the organizational diagnosis you conducted so far? How effective is the management of misbehaving employees.
Draft 1-2 culturally competent recommendations for change incorporating this week’s Organizational Behavior concepts (e.g., employee performance, reward system, work-related stress).
What multicultural and international issues would need to be considered in the context of employee performance evaluation and reward, if this organization expanded globally?
This section will be between 500-650 words in length and will be formatted in APA (6th or 7th formatting) style, including double-spaced, 12-pt font, in-text citation and references at the end of the paper (3-5 references).
Introduction
The target organization for this case study is Youth Entertainment Company (YE). Its main objective is to nurture young talents and to develop them into future stars. In other words, Youth Entertainment is a talent agency for young children and teenagers with an interest in singing, acting, acrobatics, magic, and other forms of entertainment. To deliver exceptional training, the company also works together with various professional talents in the music and movie industry. They help by contributing to the course of the organization, giving the young talented teenagers essential tips for success in the industry.
Interview Questions
Organizational Culture Questions
How can you describe the organization’s corporate culture?
How does diversity apply to the culture of your organization?
What are some of the ways through which a leader can help to facilitate and maintain an effective organizational culture?
How does the culture in the organization affect performance?
Employee Motivation Questions
What are some of the steps taken by the company to promote employee motivation?
How do these motivators help to improve performance?
What is the role of the leader to ensure employee motivation?
Organizational Culture
Corporate culture refers to the profession-related values that guide the relationship between employers and employees, as well as external stakeholders such as partners, suppliers, vendors, and clients (Griffin, Ebert, Starke & Dracopoulos, 2013). Organizational culture can either positively or negatively affect the business. YE has a positive corporate culture demonstrated through a transformational leadership style that facilitates a good relationship between the executives and other members. All members of the organization work together as a team to achieve the firm’s objectives in time. The corporate culture at Youth Entertainment Company promotes unity and togetherness. All members of the organization are free to interact with all levels of management to share ideas and to ask for assistance where necessary. The administration also offers incentives to the workers as a reward for their hard work.
There is a constant change in the business environment today, brought by the changing demands of workers. The entry-level employees demand higher wages and salaries and improved working conditions. However, many organizations sometimes fail to fulfill these demands, leading to low motivation among the employees, thus low productivity and profitability (Rubin & Brody, 2011). For this reason, the transformational leadership style at YE is vital in improving and maintaining high productivity in the business. It also focuses on educating and retaining entry-level workers to prevent turnovers.
Employee Motivation
Many kinds of research have associated job satisfaction with positive outcomes of an organization, such as higher innovation, incentives, and improved productivity of employees. These outcomes are all connected to the enhanced performance of the firm (Griffin, Ebert, Starke & Dracopoulos, 2013). The principal determinant of job satisfaction is motivation, although the only little study has centered on the connection between job satisfaction, motivation, and how culture impacts the work environment. YE’s corporate culture ensures all employees are paid well and on time, as well as favorable working conditions and holidays (Cheah, Amran & Yahya, 2019). As a result, the employees are motivated and happy with their work, which has led to improved organizational performance. Y.E. knows that entertainment is all about creativity, which needs teamwork and corporation for perfect productions. The employees are also involved in the decision-making process, making them feel like valued members of the organization. This also motivates them.
References
Cheah, J., Amran, A., & Yahya, S. (2019). External oriented resources and social enterprises’
Performance: The dominant mediating role of formal business planning. Journal of Cleaner Production, 117693.
Griffin, R., Ebert, R., Starke, F. & Dracopoulos, G. (2013). Business essentials. Eighth Canadian
Edition.
Rubin, B., & Brody, C. (2011). Operationalizing Management Citizenship Behavior and Testing
It’s Impact on Employee Commitment, Satisfaction, and Mental Health. Work and Occupations, 38(4), 465-499. doi: 10.1177/0730888410397924.
this is was the question
part III “Phase 2 Data Collection/Analysis – Organizational Culture, Employee Motivation”
Designing Interview Questions
Refer to Activity 3 “Data Gathering (Anderson, 2018, p. 315) and read the author’s recommendations for designing effective interview questions. Simply, the interview questions should:
Be nonjudgmental. That is, they should not presume a particular response or make assumptions in the question, leading the interviewee to a desired position.
Be phrased as open ended, allowing the respondent maximum flexibility in answering what is important to him or her.
Follow up to seek additional detail where necessary, asking the interviewee to reflect on a particular experience if he or she shares general observations, for example.”
Return to Chapter 2 (Week 1) and read Chapter 5 in Konopaske et al. (2018)
Create a set of interview questions related to organizational culture and employee motivation.
Interview 1: “Organizational Culture and Employee Motivation”
Conduct your first interview by gaining insights into organizational culture and employee motivation at the target organization.
Based on your interview with the manager, provide a preliminary diagnosis of the organizational culture, as you know it right now. How does the manager think their organization as a whole views these factors: time, personal relationships, the nature of work, the nature of the workplace, creativity, authori
What evidence supports this belief? Which theories, models, or concepts best explain the culture you observed during your interview? How does that culture inform the organizational diagnosis you conducted so far?
Next, provide a preliminary diagnosis of employee motivation based on your interview with the manager. Specifically, assess the extent to which his or her direct reports as well as other employees in the organization are motivated. Review theories of motivation (e.g., expectancy theory, equity theory, goal setting) and propose one theory that may explain the extent to which employees at the selected organization are motivated.
Draft 1-2 culturally competent recommendations for change incorporating this week’s Organizational Behavior (OB) concepts (e.g., organizational culture and employee motivation).
What multicultural and international issues would need to be considered in the context of employee motivation, if this organization expanded globally?
This section of your project will be between 500-650 words in length and will be formatted in APA (6th or 7th formatting) style, including double-spaced, 12-pt font, in-text citation and references at the end of the paper (3-5 references).
Sample Interview Questions: Organizational Culture
How would you describe the culture of the organization at which you are currently employed?
Which culture type describes this organization: (a) Customer-service (clan) culture “doing things together”, (b) Ethical culture, (c) Diversity culture (d) Innovative culture “doing things first”, (e) performance (achievement) culture “getting the job done” (f) Hierarchical culture “doing things right”?
What role does diversity play in the culture of this organization?
How can a leader help create a desired culture in an organization?
As a leader, what can you do to promote cultural change that helps improve the overall effectiveness?
Interview Questions: Employee Motivation
Your turn to create interview questions related to employee motivation.–
Answer preview how does the culture in the organization affect performance
APA
696 words