Culture of Alexandra Health Institution in Singapore

Question:

Discuss About The Organizational Culture To Attract Retain?

Alexandra health institution (Khoo Teck Puat hospital) in Singapore is a private hospital for the aged. From a manager’s perspective, it has a formal culture, which is having a few rules, and regulations, which center on the etiquette and towards the aged.[1] The etiquette can be varied between the Malay, Chinese and Indian members. In this organization doctors and the nursing group play an important part while conducting their work in the Singapore, as it is giving birth to the personal relationships. Co-workers and the potential associates having the business mentality In the company, it is mandatory to show respect to the elders and the senior managers and the patients or to those who are holding senior posts in the management department. The decision of the business is being approached by a consensus and in over all, the interest of the group is important.[2] In the Company there are 10 holidays where the ethnic holidays are being included for the workers in the hospital. However, if anyone works on that particular day of any holidays, that person would be paid extra salary.

It is important to maintain the attire of the business, which depends upon the mode of occupation. In most of the cases, the attire of the regular business includes the shirts with long sleeve, dark trousers and the white shirt, ties for men. For women, it was mandatory for them to wear blouses, dressy slacks or skirts. It was important to be punctual. If one is not sure about a particular circumstances, by going on path of the senior member can be helpful enough. The greetings are welcomed with handshakes. If the men make their hands cross then the norm comes for the person to shake their head lightly, which reflects the acknowledgement. It was important for the members of the company, when they are addressing the individual from China, they are going to use their title first and then the surname. Malay or any Indian man introduce him or herself by uttering their first time and then comes the title for them. [3]

In the firm, more than half the woman are aged 16 and they are older and medical practitioners in the workforce in the year 2010. In woman in the work arena, who is having the age ranging from 25-54 are 73.8%, every year, the number of ladies in the working place increases. Percentile of woman who are into the work drops a little bit having the ages of 25-30 and they may be taken to account for those, who takes their time away in order to start their personal life. However, in the work place, the middle managers of the company face problems in their promotion. This creates obstacles for the female medical practitioners to carry out their career development in their respective posts.[4] The hospital is also having disadvantages about the protection and security of women. At times, it has been come to notice that women protection is being compromised. Other than this, there are no anti- discrimination laws in the hospital and at times employees are being harassed on the ground of race, gender, disability. Therefore, this needs to be taken into consideration and the further changes in the culture needs to be elaborated to bring solutions to the people who are suffering.

Challenges Faced by Female Employees

The significant cultural changes that are needed in the organization, one of them is stopping the biasness while recruiting people belonging to other race. The company even has a problem to recruit people who are from the minority race but having a greater intelligence. This biasness needs to be stopped in order to bring fairness in the procedures of selection. This in turn is decreasing the productivity of the business as they are ignoring the real intellects in the country. Secondly, another important cultural change that is needed to be taken care of is that the top management needs to cooperate with the people while they are working during any national or ethnic holidays because these are the days, when the people would like to enjoy with their family and spend some holidays. The organization can make them to leave early on those particular days. This would further give the employees the job satisfaction they need and further, such norms of company would give a boost up to the confidence of the people working in the organization.

Singapore is the place of people belonging from different nations. While working in the hospital organization, there are people who are from developing nations get humiliated while working. Therefore, this needs to be changed. If there is no basic cooperation among the employees of the organization, these might lead to the problems in the business. The personal problems are needed to be kept apart, while working in the organization, or else the constant conflict would lead to the decrease in the quality of the work. Adaptive change is another important cultural challenge for the company to face in terms of, when the company is looking forward to bring changes in their administrative system.[5] The retention power of the operations decreases as people are not going to welcome the changes as they feel that there would be a shift in their working phenomenon and this might lead to the severe problems. Therefore, this organizational cultural change is necessary to make people know the importance of the change or else, this might affect the future of the company as a whole.

Female employees or medical practitioners must be treated with respect as they also look forward to develop their career in the organization. The retention of the female employees in the organization is low and that is why the company needs to look deep into the matter and explore the ways for them where the females can develop their skills. In the developed country like Singapore, females must be given priority in terms of their work.[6] The hospital also makes difference of the wages between men and women where men are paid at a higher scale than the women. Therefore, in this context, it is important to make this cultural change so that no discrimination is done on the gender differences.

Strategies for Improving Recruitment and Communication

The organization of Singapore needs to focus on certain strategies, which can be implemented properly to bring better performances for the company. In order to stop recruiting people based on their race, the organization needs to understand the importance of the intelligence about the people belonging to the minority race.[7] In this respect, a proper recruitment of HR needs to be done who would not practice any biasness. The clarity of the guidelines of business needs to be understand by the HR while recruiting the people who would not conduct any biasness and be impartial with the people while they arrive the company for their job. The company must allow the people to take half day during any kinds of national or ethnic festivals as they look forward for that day to spend time with their families. In this case, the company can manage their goals accordingly while maintaining the targets of their business, where the company can make the people work for extra hours during other days of the holiday so that they can compensate the loss they suffered during that day.[8] The management of the company and the guidelines are needed to be strict enough to maintain proper communication with the employees who are facing racial problems in the work place. The management needs to give top priority to the people of other nations’ experiences and the working process. The management need to keep tract records of the employees and their feedback about the working environment is necessary to keep records of the people’s work and their production. The company also must see whether the people are suffering from any psychological depression or not.[9]

Changes are necessary in a company and the employees need to understand the importance of the change and the reason the company needs to bring. It is the responsibility of the manager to inform the employees about the change while communicating about the changes properly.[10] The communication of the managers to the employees is needs to be effective enough so that they can be relaxed and understand the needs of the changes. The employees need to be communicated properly and it is the responsibility of the manager to not shout at the employees for not accepting the changes. The adaptive nature of the employees is needed to be inculcated and the proposition for the better wages system can bring satisfaction to the employees. The females must be given importance in terms of their work. In this regard, the company must follow guidelines to give importance to the intelligence of woman and protection laws should be implemented properly so that the women are not discriminated in terms of wages. While implementing these changes, the company must follow the SMART goals in order to keep track about the environmental changes which is taking place inside the firm. Feedback and recognition are necessary for the company to keep track about the working of the employees and their behavioral approaches towards their work and with the other employees.

References

Alvesson, Mats, and Stefan Sveningsson. Changing organizational culture: Cultural change work in progress. Routledge, 2015.

Alvesson, Mats. Understanding organizational culture. Sage, 2012.

Benn, Suzanne, Dexter Dunphy, and Andrew Griffiths. Organizational change for corporate accounting sustainability. Routledge, 2014.

Briody, Elizabeth, Tracy Meerwarth Pester, and Robert Trotter. “A story’s impact on organizational-culture change.” Journal of Organizational Change Management 25, no. 1 (2012): 67-87.

Büschgens, Thorsten, Andreas Bausch, and David B. Balkin. “Organizational culture and innovation: A meta?analytic review.” Journal of product innovation management 30, no. 4 (2013): 763-781.

Dauber, Daniel, Gerhard Fink, and Maurice Yolles. “A configuration model of organizational culture.” Sage Open 2, no. 1 (2012): 2158244012441482.

Eversole, Barbara AW, Donald L. Venneberg, and Cindy L. Crowder. “Creating a flexible organizational culture to attract and retain talented workers across generations.” Advances in Developing Human Resources 14, no. 4 (2012): 607-625.

ktph.com.. “Alexandra Health System – Khoo Teck Puat Hospital Singapore”. Ktph.Com.Sg. https://www.ktph.com.sg/ahs. 2017

Robbins, Stephen P., and Tim Judge. “Essentials of organizational behavior.” (2012).

Schneider, Benjamin, Mark G. Ehrhart, and William H. Macey. “Organizational climate and culture.” Annual review of psychology 64 (2013): 361-388

[1] ktph.com.. “Alexandra Health System – Khoo Teck Puat Hospital Singapore”. Ktph.Com.Sg. https://www.ktph.com.sg/ahs. 2017

[2] Alvesson, Mats. Understanding organizational culture. Sage, 2012.

[3] Alvesson, Mats, and Stefan Sveningsson. Changing organizational culture: Cultural change work in progress. Routledge, Management.

[4] Briody, Elizabeth, Tracy Meerwarth Pester, and Robert Trotter. “A story’s impact on organizational-culture change.” Journal of Organizational Change Management 25, no. 1 (2012): 67-87.

[5] Dauber, Daniel, Gerhard Fink, and Maurice Yolles. “A configuration model of organizational culture.” Sage Open 2, no. 1 (2012): 2158244012441482.

[6] Büschgens, Thorsten, Andreas Bausch, and David B. Balkin. “Organizational culture and innovation: A meta?analytic review.” Journal of product innovation management 30, no. 4 (2013): 763-781.

[7] Eversole, Barbara AW, Donald L. Venneberg, and Cindy L. Crowder. “Creating a financial organizational culture to attract and retain talented workers across generations.” Advances in Developing Human Resources 14, no. 4 (2012): 607-625.

[8] Schneider, Benjamin, Mark G. Ehrhart, and William H. Macey. “Organizational climate and culture.” Annual review of psychology 64 (2013): 361-388.

[9] Benn, Suzanne, Dexter Dunphy, and Andrew Griffiths. Organizational change for corporate sustainability. Routledge, 2014.

[10] Robbins, Stephen P., and Tim Judge. “Essentials of organizational behavior.” (2012).