Making changes in the organization culture and functioning

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How can the attitudes of Senior Management in an organization, especially the CEO (Chief Operating Officer), affect the range of activities which HR Departments perform? How can they affect HR attitudes toward maintaining the organization's status quo, or making changes in the organization's culture and functioning? In short, how can CEO attitudes shape the scope and prominence of HR activities, and whether HR is prominent (like the Information Technology Department) or secondary and less influential?

Reference no: EM131397349

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