Write a paragraph on one of the issues.
· Internal strengths and weaknesses of an organization
· External opportunities and threats to organizations
Role-playing
Study with your partner the three groups of questions which can be asked during an interview. One of you is a personnel/HR manager, the other is an interviewee. Practice the interview by asking/answering the questions.
| General questions: 1. Tell me about yourself. 2. How would others describe you? 3. What motivates you? 4. Are you mobile enough? | Competency Questions: 1. Describe a situation when you ... - have overcome a difficult situation. How? - have demonstrated good relationship skills - came up against those in authority - achieved something 2. Describe a time when you ... -had an important decision to make -have lead a team -worked as part of a team | Commercial awareness questions: 1. How to save an organization money/to make money? 2. Where do you see yourself in 5-year time? 3. What are the strengths and weaknesses of our company? 4. Why do you want to work for our company? 5. Who else have you applied to? |
Case-study/Project
Below are some tips from experienced interviewees – people who have been interviewed not once. Consider the items on the list and comment on them. Say which ones to your mind could you benefit from and why? Which tips would be useless or irrelevant in your case and for what reason?
Tips from experienced interviewees
1. Prepare for the interview well in advance. Prepare answers to obvious interview questions.
2. Thoroughly fill in your application form to remember it.
3. Get relaxed. It also helps to chat with the others being assessed before you begin.
4. You are given plenty of opportunities to demonstrate your key competencies and skills as well as to ask questions throughout the recruitment process.
5. HR managers keep asking similar questions again and again to check you are telling the truth. They appear to be checking what you have written on your application form and CV, trying to ensure it is true.
6. Don’t panic when they fire the questions at you. The questions seem to be based on your application and your knowledge of the organisation. They are checking if you fit in with their business.
7. Think in advance about why you want to work for the organisation and why you are suitable.
8. They give you a time to arrive at the answers but actual interview times are staggered.
Self-assessment grid
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| Tick (✓) “Yes” or “No” answers in appropriate columns and lines to self-assess your knowledge and skills. | Yes | No |
| I know: | ||
| - the topical vocabulary “HR management”; | ||
| - the rules of pronunciation of the letter p in different phonetic contexts; | ||
| - the meaning of the conjunction both … and; | ||
| - the meaning of the passive causative structure to get sth + Participle II; | ||
| - the most common Latin abbreviations; | ||
| - some tips for interviewees. | ||
| I can: | ||
| - choose a proper preposition from the alternative; | ||
| - match the names of jobs with their definitions; | ||
| - entitle the text according to its content; | ||
| - speak on HR management and related issues; | ||
| - can make/take job interviews. | ||
| Total number of positive/negative answers: | ||
Module 6
Pre-reading issues
1. What is culture?
2. Does organizational culture exist? If the answer is “Yes,” define it.
3. Can organizational culture be created and managed or does it develop naturally?
4. Think of a well-known organization. What national characteristics can you identify in its organizational culture?
5. What steps would you take to analyze organizational culture?
Organizational culture
When asked what organizational culture is, most managers are likely to give a simple answer: it is the way we do things around here. Culture of an organization is a system made up of cultural art е facts, values and assumptions. Moreover, organizational culture is the collective behavior of humans that are part of an organization.
Organizational culture refers to culture in any type of organization be it school, university, not-for-profit groups, government agencies or business entities. In business, terms such as “corporate culture” and “company culture” are sometimes used to refer to a similar concept.
Organizational culture can neither be changed nor developed fast enough to remain competitive.
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HRM is a reflection of the culture in which it operates. HRM and organizational culture are interlinked. If one changes, the other also has to follow.
In organizational cultures where employee involvement is common, it is more likely to have higher employee satisfaction and motivation than in the ones that do not favor employee involvement.
Whichever management style or culture an organization adopts, it has to find ways to facilitate it. The most effective ways this can be done is through key HR businesses: ongoing training, creating continuous communication channels, involving employees, establishing clear goals, creating a fair reward system, etc.
Organizations often have very differing cultures as well as subcultures. A company may have its own unique culture.In larger organizations,there are diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. Small organizations tend to be more informal in organizational culture.
National and regional cultures are also significant in shaping the organizational cultures. Different nations have different work ethics, employee behavior, organizational norms, rules, etc. In other words, the way they do things around there is different from the way we do things around here.
HR managers should be knowledgeable about the national and regional factors that affect employee behavior. The role that HRM has in ensuring employee groups and employee identity is the core of managing a healthy organizational culture.
Text comprehension
1. What definitions of organizational culture are given in the text?
2. Does organizational culture refer to any type of organization?
3. What other terms are used instead of organizational culture?
4. Why shouldn’t organizational culture be changed fast?
5. Are HRM and organizational culture interlinked? How much?
6. Is employee involvement important for organizational cultures? In what respect?
7. How can organizational culture be facilitated?
8. Why do different cultures or subcultures appear within one organization?
9. Where is organizational culture more informal – in large or small organizations?
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10. Do national or regional cultures influence organizational cultures?
11. Should HR managers be knowledgeable about the national and regional factors connected with employees’ behavior?
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