Chum Hum Case Study

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Introduction Chum Hum Australia is based in Sydney which was built six months ago and 200 had been recruited as a part of the new office staff. To make it a great workplace, Chum Hum has introduced few of the workplace culture initiatives such as organizing free breakfast, lunch and dinner for all the staff, free haircuts, full access to the office gym, swimming pools and nap pods. Even though the workplace initiatives are world class renowned, chum hum has not been receiving a good response in terms of socializing outside the workplace. For instance, when the office staff was asked to utilize Yammer, a corporate social networking app, they did get very few responses in regards to creating a free account with yammer. As there was no such response …show more content…

Even though the workplace culture initiatives were known as world class well-known, it is foolishness to expect the same from all employees of different cultures. Daniel(1995) states that organization culture or workplace ethics and its effectiveness is primarily established on four qualities of the organizational ethics. The four individual traits includes participation or involvement, reliability, flexibility and mission(O’Reilly, Chatman & Caldwell 1991). Similarly, Sinclair(1993) states that management as an trait can also influence organizational and employee performance. Therefore it seems to be doubtful that every employee would be comfortable enough to blend into the company’s norms and culture. Also the two traits namely involvement and adaptability plays a major role in the culture as they reflect flexibility, openness and responsiveness. He states that culture in the workplace can be an integral part of the adaption process and these indicators may be the sign of good performance and growth(Daniel …show more content…

Campion & Emily D. Campion(2015) states that there might be a possible solution for the Chum Hum’s problem. Introducing 360 degree feedback as ways of enhancing performance management in the organization would be a practical recommendation. This 360 degree feedback focuses on cultivating an ethical relationship between the employees and their managers. Michael(2015) states that performance management can flourish in its own way when the performance of an existing employee is analyzed on a regular daily basis and when new employee conducts are implemented in order to ensure organizational flexibility. My idea of recommendation to Chum hum Australia would be to focus mainly on building trust between the managers and employees, being open to open communication, which can result in healthy atmosphere and an ethical

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