Nothin Official about it....(Part I)

Hey people letz talk about our offices. Many of us have various views of work Culture and here is my version of the story-Retrieved from American University Press

Work culture what it really means?

R e c r u i t m e n t
Convey your press’s commitment to diversity
Know the stated employment policies of your parent institution. If it is an Equal Opportunity employer and/or Affirmative Action employer, include that information in your recruitment material.
Consider alternative recruiting resources
Advertise in an alternative publication targeted to a specific readership in your community.
Know your staffing agency
When hiring a temporary employee, use an agency that recruits individuals from a variety of backgrounds. Your university’s purchasing office probably maintains a list of minority- or oman-owned businesses; among them you are likely to find an agency that emphasizes diversity.
Take advantage of university resources
Services such as employee assistance, human resources counseling, and an office of minority affairs are available on most campuses in one form or another. & Participate in internship programs and university-sponsored career fairs. & Establish an internship program at your press.
Create a mutually beneficial interview process
When candidates come to your press for an interview, arrange for them to interact with a variety of individuals. This provides candidates with a better understanding of your press and also provides the hiring supervisor with feedback from a range of perspectives.
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R e t e n t i o n
Create a supportive and welcoming environment
Hold a welcome reception for new staff. & Make a special effort to include staff in activities and discussions and create alternative opportunities for staff interaction. & Recognize accomplishments among staff. & Raise awareness at your press about the inappropriateness of jokes or comments that perpetuate racial, religious, or sexual stereotypes. & Plan press events and schedules around the major holiday of employees’ religious and ethnic groups. & Avoid establishing a work culture that assumes all employees share the same social, racial, andreligious characteristics.
Identify opportunities for professional development
Encourage senior colleagues to mentor new staff. & Offer continuing education opportunities to the staff. & Nurture talent to promote from within.
Revisit performance appraisals
Introduce alternative models for annual performance reviews, such as employee self-evaluations and employee evaluations of supervisory staff.
Accommodate alternative work arrangements
Keep an open mind to the feasibility of flexible work hours, job sharing, and telecommuting. These options might be just what it takes to keep a valued colleague.