Work Culture
ž It
is the environment created for the
employees in the org
ž It
is the about organisation’s leadership, values, traditions, beliefs,
interactions, behaviours and attitudes of the stakeholders
What
is Healthy Work Culture?
ž Leader
– friendly/role model
ž Promote
team building activities
ž Regular
training – Skills and values
ž Employee
friendly policies and practical guidelines
ž Transparency
in appointments and promotions
ž Regular
meeting - Engaging the employees in DM;
ž Appreciating
– good; motivating – facing problem
ž To
ensure balance between personal life and work life
ž Promote
healthy competition
Other
Factors to Consider
ž Adequate
lighting – pleasant feel
ž Employee
of the month – notice board
ž Opinion
box – anonymous letters
ž Quote
of the day – personality development
ž Joke
of the day – Cool
ž Get
together of families of employees – informal bonding
ž Enlist
the birthdays of all employees - celebrate
Factors
– Employees Dedication
ž Career
Development Opportunities
ž Flexible
– Time and place
ž Fair
Pay Structure
ž Adopt
a Learning Culture
ž Cultural
Diversity
ž Transparency
and Honesty
ž Autonomy
– No unnecessary interference
ž Communication
– Regular Meeting
ž Employee
Recognition
Case Study
You are a no-nonsense, honest officer. You have been
transferred to a remote district to head a department that is notorious for its
inefficiency and callousness. You find that the main cause of the poor state of
affairs is the indiscipline of a section of employees. They do not work
themselves and also disrupt the working of others. You first warned the
troublemakers to mend their ways or else face disciplinary action. When the
warning had little effect, you issued a show cause notice to the ringleaders. As
a retaliatory measure, these troublemakers instigated a woman employee amongst
them to file a complaint of sexual harassment against you with the Women’s
Commission.
The Commission promptly seeks your explanation. The
matter is also publicized in the media to embarrass you further. Some of the
options to handle this situation could be as follows :
- Give
your explanation to the Commission and go soft on the disciplinary action.
- Ignore
the Commission and proceed firmly with the disciplinary action.
- Brief
your higher-ups, seek directions from them and act accordingly.
Suggest any other possible option(s). Evaluate all
of them and suggest the best course of action, giving your reasons for it.
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