Table of contents
1. Introduction
2. Definitions and Explanations
2.1. Family friendly policies
2.2. Organisational structures
2.3. Organisational cultures
3. Range of influence of family friendly policies to challenge
organisational structures and cultures
4. Conclusion
5. List of references
6. Statement of Acknowledgement
1. Introduction
Growing shortage of skilled labour, emancipation and the ongoing increasing desire of equal opportunities for women in executive positions, requires a rethinking of companies concerning their working conditions. The purpose of this essay is to evaluate the relevance of family friendly policies in current organisations. The paper will start by pointing out a definition and explanation of family friendly policies, organisational structure and organisational culture. The range of influence of these policies on organisational cultures and structures will be discussed. With the help of these facts it can be shown to which extent family friendly policies challenge the structure and culture of existing organizations.
Table of Contents
1. Introduction
2. Definitions and Explanations
2.1. Family friendly policies
2.2. Organisational structures
2.3. Organisational cultures
3. Range of influence of family friendly policies to challenge organisational structures and cultures
4. Conclusion
Objectives and Topics
This assignment evaluates the relevance of family-friendly policies in modern organizations and investigates whether these policies truly transform fundamental corporate structures and cultures or merely operate at the periphery.
- The conceptual definitions of family-friendly policies, organizational structures, and organizational cultures.
- The role of organizational size and national context in policy implementation.
- The interplay between traditional work norms and the need for work-life balance.
- The impact of gender roles and changing workforce demographics on organizational success.
- The distinction between seeing culture as a "critical variable" versus a "root metaphor".
Excerpt from the Book
2.2. Organisational structures
The definition of organisational structures consists of three components:
1.”Organisation structure designates formal reporting relationships, including the number of levels in the hierarchy and the span of control of managers and supervisors.
2. Organisation structure identifies the grouping together of individuals into departments and of departments into the total organisation.
3. Organisation structure includes the design of systems to ensure effective communication, coordination and integration of efforts across departments” (Draft, Murphy and Willmott, 2010, p.94). Within small companies it is easier to overlook all departments and to coordinate each process. Employees are most often able to work in different positions (Sinclair-Hunt and Simms, 2005, p.6). Accordingly, these businesses are very flexible and able to arrive at a decision fast. If the company is successful and starts growing there is a much higher need of control and administration.
Chapter Summary
1. Introduction: Outlines the necessity for rethinking working conditions due to labor shortages and changing social demands, setting the stage for evaluating the impact of family-friendly policies.
2. Definitions and Explanations: Defines the core concepts of family-friendly policies, organizational structures, and organizational cultures to provide a theoretical foundation for the analysis.
3. Range of influence of family friendly policies to challenge organisational structures and cultures: Discusses the practical application, barriers, and limitations of implementing such policies within existing corporate environments.
4. Conclusion: Summarizes that while these policies have the potential to challenge structures, their fundamental influence remains limited by entrenched cultural attitudes.
Keywords
Family friendly policies, Organisational structure, Organisational culture, Work-life balance, Skilled labour, Workforce, Gender equality, Corporate management, Recruitment, Staff retention, Cultural change, Human resources, Productivity, Labor market, Career advancement.
Frequently Asked Questions
What is the core subject of this assignment?
The assignment critically evaluates whether family-friendly policies in businesses actually challenge deep-seated organizational structures and cultures, or if they are just marginal initiatives.
What are the primary themes discussed?
Key themes include the definition and implementation of family-friendly policies, the impact of company size on flexibility, the role of organizational culture, and the challenges posed by traditional work norms.
What is the main goal or research question?
The main goal is to determine if family-friendly policies have the power to fundamentally alter how organizations operate and behave regarding their employees' personal lives.
Which scientific approach is used?
The paper utilizes a literature-based conceptual analysis, drawing on organizational theory, cultural definitions (such as Schein’s levels of culture), and empirical examples of workforce management.
What is covered in the main body of the text?
The main body defines the three pillars of the study—policies, structures, and cultures—and examines how these interact, specifically focusing on how traditional attitudes act as barriers to change.
Which keywords best characterize this work?
The work is characterized by terms such as organizational culture, family-friendly policies, staff retention, gender equality, and structural flexibility.
How do small and large companies differ in implementing these policies?
Small companies are often more flexible and can adapt their structures more easily, whereas large companies may have more formal worker representations but face greater challenges in changing entrenched cultural levels.
Why does the author discuss the "root metaphor" of culture?
The author uses the "root metaphor" perspective to argue that if an organization is seen as a culture itself, it is much harder to implement change than if culture is viewed merely as a controllable, external variable.
What role does the shortage of skilled labour play?
The shortage is a key driver; it forces companies to adopt family-friendly policies not necessarily out of cultural conviction, but as a strategic necessity to retain talent and remain competitive.
- Quote paper
- MSc International Business Management with Logistics Thomas Bauer (Author), 2012, Evaluate the belief that family friendly policies are not fundamentally challenging existing organizational structures and cultures, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/205707
