Strategy and Culture in Organization Management
Introduction Path 1 and Path 2: For this assignment, your focus is on HR’s strategic role and building organizational culture. This is the next component of your capstone project and each assignment should be completed in order. Instructions Research current articles that explore strategy and culture to complete the following: • • • • Analyze HRM’s role in building organizational culture. Develop a strategy for working within the organizational culture as you develop leadership and consultation approaches for implementing your plan to improve effectiveness. Assess the cultural factors that will likely impact the development and implementation of your plan. o Consider the employee life cycle and employee experience within your selected organization. Analyze both the ethical and the legal responsibilities related to culture, both in the organization and in society as a whole. Additional Requirements The deliverable for this assignment applies professional skills in HRM to workplace situations that you will likely encounter in your day-to-day work in human resources. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assignment should meet the following additional requirements: • • • • • • • Length: 3–5 typed, double-spaced pages, plus the cover and resources pages. o The first page should be a cover sheet with your name, the course number, assignment title, and date. No other information is required on this page. o The last page should be the reference list. Organization: Make sure that your assignment writing is well organized, using headings and subheadings to organize content for the reader. Font and font size: Times New Roman, 12 point. Resources: Use at least 3–5 references and include both trade publications and peer-reviewed articles. Evidence: Support your assertions with data and/or in-text citations. APA formatting: Resources and in-text citations are formatted according to current APA style and formatting. Written communication: o Support main points, assertions, and conclusions, or recommendations with relevant and credible evidence. o Use spell-check and other tools to ensure correct spelling and grammar. Review the Strategy and Culture rubric and the HRM Effectiveness Improvement Plan course project description prior to submitting to ensure that you have met the expectations of this assignment. Important for Path 1: After this project component is complete and ready for submission to the courseroom, all members must sign the document (digital signing on a PDF is appropriate, as is printing, signing, and scanning back to PDF). Every deliverable is a team deliverable. This means that each person must submit the same project component for grading that their peers submit. This deliverable need not be shared with the client unless requested. Portfolio Prompt: You should consider adding this assignment to your personal ePortfolio. This assignment demonstrates your ability to research and write about strategy and culture as it relates to your organization, and problem or opportunity. This skill is necessary in a professional setting when you are trying to make recommendations. You will want to organize your assignments to easily support future reflection and to showcase your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page. Competencies Measured By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies: • • • • • • Competency 1: Apply a strategic perspective to Human Resource Management that guides and influences organizational effectiveness. o Assess the cultural and change management factors that will likely impact development and implementation. Competency 2: Develop skills to lead, build relationships, partner, influence others, and navigate the organization. o Develop leadership and consultation approaches. o Develop a strategy for working within an organization’s culture and for managing change. Competency 3: Apply and interpret the law and the legal responsibilities of a human resource professional. o Analyze the legal responsibilities that relate to culture and change management. Competency 4: Use evidence-based decision making to inform and support Human Resource Management practices. o Analyze HRM’s role in culture and change management in organizations. Competency 5: Apply the SHRM code of ethics to decision making and practice. o Analyze the ethical responsibilities that relate to culture and change management. Competency 6: Communicate clearly, accurately, and professionally for the Human Resources field. o Communicate in a manner that is appropriate for the profession. View Rubric Strategy and Culture Strategy and Culture Criteria Ratings Pts Analyze the legal responsibilities that relate to culture and change management. view longer description 10 to >8.5 pts DISTINGUISHED Analyzes the legal responsibilities that relate to culture and change management, and identifies / 10 pts Strategy and Culture Strategy and Culture Criteria Ratings Pts consequences of not following the legal responsibilities. 8.5 to >7 pts PROFICIENT Analyzes the legal responsibilities that relate to culture and change management. 7 to >0 pts BASIC Describes legal responsibilities that relate to culture and change management, but does not conduct an analysis. 0 pts NON_PERFORMANCE Does not describe the legal responsibilities that relate to culture and change management. Analyze HRM’s role in culture and change management in organizations. view longer description 10 to >8.5 pts DISTINGUISHED Analyzes HRM’s role in culture and change management in organizations and integrates evidence to support the findings. 8.5 to >7 pts PROFICIENT Analyzes HRM’s role in culture and change management in organizations. 7 to >0 pts BASIC Explores HRM’s role in culture and change management in organizations but does not conduct an analysis. 0 pts NON_PERFORMANCE Does not explore HRM’s role in culture and change management in organizations. / 10 pts Communicate in a manner that is appropriate for the profession. view longer description 10 to >8.5 pts DISTINGUISHED Communicates in a manner that is appropriate for the profession, and ideas are consistently supported with evidence. 8.5 to >7 pts / 10 pts Strategy and Culture Strategy and Culture Criteria Ratings Pts PROFICIENT Communicates in a manner that is appropriate for the profession. 7 to >0 pts BASIC Communicates in a manner that is clear, but may not be appropriate for the profession or audience. 0 pts NON_PERFORMANCE Does not communicate in a clear or professional manner. Analyze the ethical responsibilities that relate to culture and change management. view longer description 10 to >8.5 pts DISTINGUISHED Analyzes the ethical responsibilities that relate to culture and change management and identifies consequences of not following the ethical responsibilities. 8.5 to >7 pts PROFICIENT Analyzes the ethical responsibilities that relate to culture and change management. 7 to >0 pts BASIC Describes the ethical responsibilities that relate to culture and change management, but does not conduct an analysis. 0 pts NON_PERFORMANCE Does not describe the ethical responsibilities that relate to culture and change management. / 10 pts Develop leadership and consultation approaches. view longer description 10 to >8.5 pts DISTINGUISHED Develops leadership and consultation approaches, and uses evidence to support the findings. 8.5 to >7 pts PROFICIENT Develops leadership and consultation approaches. 7 to >0 pts BASIC / 10 pts Strategy and Culture Strategy and Culture Criteria Ratings Pts Identifies, but does not develop possible leadership and consultation approaches. 0 pts NON_PERFORMANCE Does not identify leadership and consultation approaches. Develop a strategy for working within an organization’s culture and for managing change. view longer description 40 to >34 pts DISTINGUISHED Develops a strategy for working within an organization’s culture and managing change, and integrates evidence to support the strategy. 34 to >28 pts PROFICIENT Develops a strategy for working within an organization’s culture and for managing change. 28 to >0 pts BASIC Explores tactical considerations in working within an organization’s culture and in managing change but does not develop a strategy. 0 pts NON_PERFORMANCE Does not develop a strategy for working within an organization’s culture and for managing change. / 40 pts Assess the cultural and change management factors that will likely impact development and implementation. view longer description 10 to >8.5 pts DISTINGUISHED Assesses the cultural and change management factors that will likely impact development and implementation, and integrates evidence to support the assignment. 8.5 to >7 pts PROFICIENT Assesses the cultural and change management factors that will likely impact development and implementation. 7 to >0 pts BASIC / 10 pts Strategy and Culture Strategy and Culture Criteria Ratings Considers, but does not assess the cultural and change management factors that may impact development and implementation. 0 pts NON_PERFORMANCE Does not consider the cultural and change management factors that will likely impact development and implementation. Total Points: 0 Pts
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