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Workplace Culture: The Employee and Employer Perspective
Angela MacMaster, Manager, Recruitment and Retention,
Human Resources, Dalhousie University
Tanja Matthews, Coordinator, Pre-Employment Workshops Facilitator, ISANS
Introduction to this Session
Focus on Key Areas/Themes for Success in the Workplace:
• Building Relationships
• Communication
• Feedback
• Culture
Getting to Know Your New Employer
• Understand the Culture/Social Norms
• Find a mentor
• Employee orientation (On-boarding)
• Get to know your team and supervisor – what are the expectations
• Let people get to know you (as much as you are comfortable with!)
• The probationary period as an extension of the hiring process
3
Relationship Building in the Workplace
• Information/value exchange; connecting with people
• Build trusts and creditability (both ways)
• Method of demonstrating skills through accountability for actions
• Asking questions, listening, participating
• Increasingly important as you progress in your career
4
Feedback in the Workplace
• Communicating expectations for performance and behaviors
• Scope/size plus purpose and development of HR practices will impact process
• Information may not be direct, may be challenging to fully understand meaning
• Sources may also include clients, colleagues, teammates, seniourleaders etc.
• Opportunity for learning and growth
• Ask for feedback, at the right time, through insightful questions
5
Examples of Feedback:
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• Show more leadership
• Think more strategically
• Be more creative
How to understand: Ask the right questions:
• When you say “creative,” can you say more about what you mean?
• Can you be a bit more specific about particular times or instances I wasn’t creative?
• Can you give examples of what “creative” would feel like to you? What specifically are you suggesting I do differently?
Developing a relationship
• When employees are from different cultural background:
• Different ideas of what “being a good employee” means
Hierarchy / Power / Authority
• Different ways of giving and receiving “feedback”
Expectation / Language / Pattern
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Hierarchical Societies Egalitarian Societies
Roles clearly defined and distinct Consultative style, equality of status, and independence
Individuals are unlikely to question the “boss’s” decision
Question and even disagree with Seniors
Employee follows orders Focus on the business objectives as a whole
Superiors are kept in the loop on all activities
Employees take initiative, make independent decisions, utilize consultation inside or outside of the organization
0 10 20 30 40 50 60 70 80 90 100
Israel
Germany
UK
Canada
USA
South Africa
Japan
Iran
South Korea
Poland
France
Brazil
India
Arab countries
Mexico
China
Philipines
Russia
Challenges one may encounter:
• Titles / Protocol / Special Privileges
Artificial barriers between people – environment for creative successful organizations
Maintaining order, control, and predictability
• Decision Making and Delegating
Do I make a decision on my own, or in consultation with others?
Lack of initiative or a Loose Cannon
10
Indirect Direct
Japan Middle Canada UK Easter Germany
East Europe
X
Direct Indirect
Focus on goals, actions and achievement(focus on issue, not personality)
Background info first (true point may not actually be mentioned or worded)
User fewer words (Please pass the water. ) Use more words (Would you be so kind as to pass the water please.)
Let’s deal with business at hand Ensure everyone’s feelings are taken into consideration
User facts and numbers to support their ideas: “Not possible! (completing the task in an assigned time)”
Use extra words to “soften” the message“It is going to be somewhat of a challenge to complete the project by Monday.”
Blunt – “This report is wrong” Diplomatic + - + / - +- / - -
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Role of an Employee• Engage in your new culture – volunteer, memberships, groups
• Watch – Listen – Learn
• Say good morning (handshake)
• Use person’s first name
• Arrive on time, don’t waste time
• Participate
• Notify for any delays
• Give freedom and space to be an individual
• Discuss which items and who makes decisions
• If you have a problem – bring solution
Thank you!!!Angela MacMaster, Manager, Recruitment and Retention,
Human Resources, Dalhousie University
Tanja Matthews, Coordinator, Pre-Employment Workshops Facilitator, ISANS
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