Organizational Culture in the Hospitality Sector: A Study of two organizations in Nagpur city

Shaikh, Parvin

doi:10.21013/jmss.v3.n3.p12

Cited by 2 publications

(2 citation statements)

References 11 publications

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“…The organisational culture reflects the organizations' common beliefs and values and controls the behaviour of organisation members (Chang and Lin, 2015;Körner et al, 2015;Shaikh, 2016). The situation with COVID-19 is more critical to setting up thriving organisational culture and HR activities in every organisation (Guan et al, 2020;Spicer, 2020).…”

Section: Introductionmentioning

confidence: 99%

Activities of the Human Resources Department Influenced by the Organizational Culture

Urbancová¹,

Vrabcová²

2022

ekoncas

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The importance of organisational culture for the organisation's success is already proven today, and in this situation, COVID-19 for organisations continues to grow. No previous review has focused on the role of organizational culture in the context of human resource management and its activities with a focus on Czech organizations. The article aims to identify human resources (HR) activities primarily influenced by the organisational culture of the examined organisations in the Czech Republic by quantitative and qualitative research. Exploratory factor analysis identified critical factors related to the objective of the paper. The results have shown that the HR activities most affected by the organisational culture in the examined Czech organisations are as follows: internal and external communication, friendly relationships, and HR planning. The results have also revealed that only 40% of the examined organisations deal with organisational culture, and 60% do not view organisational culture as a priority. Organisational culture is influenced by the industry, the sector and the market, the number of employees, and the existence or non-existence of the HR department. This paper encourages other researchers to apply and popularize concepts of organizational culture in the study of human resource management.

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Section: Introductionmentioning

confidence: 99%

Activities of the Human Resources Department Influenced by the Organizational Culture

Urbancová¹,

Vrabcová²

2022

ekoncas

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“…By modifying these internal factors, organizations can then improve their development and talent management system, and thus increase their efficiency. However, the research by (Shaikh, 2016;Urbancová, 2012;Kachañáková and Stachová, 2011) shows that organizations fail to make continuous analysis of their organizational culture and do not adapt it to new conditions in a suitable way. However, one must also realize that external conditions are constantly changing and therefore it is essential that organizations do not approach the existing organizational culture as static.…”

Section: Introductionmentioning

confidence: 99%

Management and Production Engineering Review

Urbancová¹,

Depoo²

2021

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As the corporate culture and re/setting of employer -employee relations is crucial due to changes in workplace due to impact of COVID-19, this article aims to identify types of organizational culture, and to find impact on the implementation of HR activities and employer branding, including classification of organizations by their defined strategies. A model of organizational culture, including its systematic relationships, is proposed and tested using a sample of 402 organizations across sectors operating in the Czech Republic as a characteristic economy in Central Eastern European region. This model includes different dimensions of internal brand management and manifestations of organizational culture. Data are analyzed using bivariate and multivariate statistics. Identification of a suitable type of organizational culture leads towards successful employer branding and work engagement; brand identification and communication directly raise positive perception of organizational culture. Three major areas of use of organizational culture and branding have been identified: re-setting of personnel processes depending on the change of organization's size, on the decline in labor productivity and on organizational mergers, changes in scope of business and in market position. The results suggest that orientation on employee engagement is a better predictor of (positive) organizational culture than increase in productivity. Furthermore, the results explain supportive roles of organizational culture towards customers and employees. The results extend theory by empirical analysis of organizational culture and internal brand management from the employers' perspective.

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Organizational Culture in the Hospitality Sector: A Study of two organizations in Nagpur city

Abstract: ABSTRACT

Cited by 2 publications

References 11 publications

Activities of the Human Resources Department Influenced by the Organizational Culture

Activities of the Human Resources Department Influenced by the Organizational Culture

Management and Production Engineering Review

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