Answer To: Assignment 4 – Organisational level essay Task Description: *Describe ways that organisational...
David answered on Dec 27 2019
DEVELOPMENT OF ORGANIZATIONAL CULTURE
The Organizational culture means “a system of shared meaning held by members that distinguishes the organization from other organizations” (Ro
According to Ro
ins (2017,p.565), an organization’s culture is described by seven characteristics as follows:
1. Degree to which employees are encouraged to be Innovative and Risk taking.
2. Degree to which employees are allowed to exhibit analysis and attention.
3. Degree to which the management focuses on outcomes rather than techniques used to achieve them.
4. Degree to which the management considers the effect of outcomes on people.
5. Degree to which work activities are organized into teams.
6. Aggressiveness and competitiveness of employees.
7. Stability of the company.
Organizational Culture may be developed by emphasizing more on building employee strengths and rewards rather than punishing (Ro
ins 2017, p.568). Individual vitality and growth must be encouraged.
1. Building on Employee Strengths: Organizations must explain their employees about how they can capitalize on their strengths. The employees should be rewarded on doing good things so that the employees may get to know their strengths. The organizational culture must help employees to discover their strengths and how to achieve maximum outcome.
Lary Hammond, the CEO of Auglaize Provico, used this approach during company’s worst financial struggles (Ro
ins 2017). He took benefit of what was right instead of dwelling in what went wrong. He said,” If you really want to excel, you have to know yourself. You have to know what you are good at and what you are not so good at” (Ro
ins 2017). Hammond emphasized on discovering his employees’ strengths to help his company rise up.
2. Rewarding more than Punishing: Positive organizational culture can be developed by “catching employees doing something right”. Many organizations sufficiently focus on extrinsic rewards like bonus, increments and promotions but do not praise their employees over small things. An employee working in an effectively efficient manner must be praised for doing a good job. It encourages them to do better and keeps the spirit high.
3. Encouraging Vitality and Growth: Companies have to recognize the value of helping people grow both personally and professionally. A positive culture identifies the difference between a job and a career (Ro
ins 2017,p.583). It supports not only what an employee
ings about to an organization but also on how the organization can polish the efficiencies of the employee to make him more effective.
From the Masterfoods headquarters in Brussels, Philippe Lescornez led a team of sale promoters including Brynaert, who worked in Luxembourg (Ro
According to Ro
ins (2017,p.584) Lescornez decided that Brynaert’s role can be improved if he could be known as an expert on Luxembourg market. So, Lescornez asked Brynaert for information about Luxembourg market and cu
ent trends. As Lescornez said,”I started to communicate with him much more than I used to talk with other people within the company. The more I communicated, the more he started to provide me material. As a result, now he is known as the guy who is expert on Luxembourg market and who is able to build a strong relationship with Luxembourg clients” (Ro
Lescornez had all the credit for helping Brynaert to grow and develop.
4. Maintaining Limits of Positive culture: Amidst of serious business routine days, there should be fun events and cultural competitions that promote lightness in the environment. But these events and activities should have some limits because an organization also needs to be objective and not pursue it beyond the point of effectiveness(Ro
5. Achieving Spirituality in the Organization: To counte
alance the stress and pressures in tu
ulent pace of life, spirituality can be used as a positive culture. Workplace spirituality provides balance of emotions, trust, respect, values, ethics, motivation, kindness, purposefulness, open-mindedness and flexible thinking.
According to postulates of Simha (2012),”Through group counseling and organizational development, employees can be encouraged to find a sense of purpose in their work”. Employees must be treated with dignity, and value.
Spirituality can help the managers to understand the behavior of employees in a better way. Organizations that support spirituality emphasize that their employees could find a meaning and purpose in their work. And they could connect with other human beings as a community.
Many Organizations like Taco Bell and Sturdisteel, provide their employees the services of corporate chaplains counseling to help HR departments to serve the employees who already have Christian beliefs.
Organizations like Hewlett-Packard, The Men’s Wearhouse, Ford, Tyson Foods, Wetherill Associates, Southwest Airlines and Tom’s of Maine have em
aced workplace spirituality (Ro
How Organizational Culture impacts at Individual Level
Each individual is unique in many demographic features like age, race, ethnicity, gender, personality, beliefs and abilities (Ro
ins 2017). So, managers are required to recognize and gain advantage from their individual differences to get maximum output from their employees.
Diversity in characteristics shape the priority for rewards, style of communication, style of negotiation, reaction to managers, and other factors related to individual’s behavior in the organization. Such diversity in characteristics of employees may result into discriminations like sexual harassment, incivility, exclusion or stereotype threat at individual level.
Individual Demographics can exhibit Surface level Diversity (like gender, age, race, ethnicity and disability) or Deep level Diversity (like beliefs, feelings, thinking, values, personality and work preferences) (Ro
ins, p. 82).
Diversity management eliminates unfair discrimination within the companies. Negative...