Solution

PART A

1. Article: The Dangers of Recruiting for Cultural Fit

i) Compare and contrast ways of determining company culture.

Company culture is determined by a blend of structured analysis and real-world observations. The first approach is top-down assessment, in which leadership defines cultural values and what behaviour is expected.  However, the article highlights that company culture as perceived by senior management often differs from the actual lived experience of employees (Bashford, 2018). This gap can end up creating aspirational statements, rather than an accurate portrayal of workplace norms. To respond to this, organisations can undertake employee driven assessment to solicit opinions from different levels of staff. Organisations need to analyse how employees describe their work environment to get a clearer view of cultural realities.

The second strategy is to focus on behavioural analysis, where companies analyse decision-making patterns, internal communication and daily interactions, in order to identify cultural norms. This is opposed to the more formal form of cultural audits which often measures the alignment between company values and workplace behaviour through surveys and data analysis. The article suggests that culture is a dynamic system rather than a static one and is influenced by employee experiences (Bashford, 2018). This is in line with the idea of microcultures, where organisations acknowledge that individual teams or departments can develop special cultural traits within the wider corporate culture.

Further, organisations may apply psychometric testing to determine how employees show cultural behaviours. However, the article cautions against relying on vague cultural definitions that could eventually result in biases and exclusivity. Instead, firms should articulate specific,……………

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