Brownsville company group health insurance small

Brownsville company group health insurance small

Much has been learned in the last few years about culture change and about how HR professionals play a central role in its accomplishment. In a simplistic way, five steps reflect the essence of the HR professional’s role in successful culture change: (1) define and clarify the concept of Brownsville company group health insurance small change; (2) articulate why culture change is central to business success; (3) define a process for assessing the current culture, the desired future culture, and the gap between the two; (4) identify alternative approaches to creating culture change; and (5) build an action plan that integrates multiple approaches to Brownsville company group health insurance small change.

Step 1: Define and Clarify the Concept of Culture Change

There are as many definitions of business culture as there are writers about the topic. Some definitions represent culture as unchangeable, that is, in terms of the underlying values embedded and rooted in a firm’s Brownsville company group health insurance small history. Others describe culture as totally malleable, in other words, as no more than the behaviors and practices of a firm’s employees.

Discussions of business cultures generally begin with a simple premise: Organizations don’t act; people do. Understanding an organization’s culture requires discerning the shared mindset of the individuals within that Brownsville company group health insurance small organization. Shared mindset represents the automatic thoughts common among the individuals within the organization. Automatic thoughts lead individuals in organizations to act and think without conscious action or thoughts. Such unexamined acts and thoughts are automatic; they are part of the “way things are done.”

Automatic thoughts may be embedded in four organizational processes: work flow, communication/information flow, decision-making/authority flow, and human-resource flow. Work flow deals with how work is distributed and performed within the organization. Communication/information flow deals with how information is created and shared within the organization. Decision-making/authority flow deals with how decisions are made and where authority resides in the organization. Human-resource flow deals with hoe people are treated within the Brownsville company group health insurance small organization.

…Continued in Brownsville employee benefit