Analysis Of The Core Values Of My Military Organizational Culture

Background Organizational Culture Organizational culture is a way to describe the collective behavior within an organization, the values, norms, language, symbols, status, and beliefs and habits. We can also view organizational behavior as the collection of behaviors within an organization that cause those members to perceive their organization and others. In fact, organizational culture affects the way individuals and groups interact with each other, clients, stakeholders and the public Because people are so individualistic, it would stand to reason that each organization would have a unique culture, or even group of cultures based on location or department/focus (Tatum, 2010).

Organizational culture refers to a system of shared assumptions, values, and beliefs that show employees what is appropriate and inappropriate behavior.[1]

As a manager, he should have a responsibility to guarantee that employees are aware of the organization's values, morals, prospects and the right or wrong opinion of company. Besides, it is a leadership theory that supports the manager's behavior. It will affect the manifestation of his or her employees. According to the theory, ethical behavior can create an environment with high morale, good principles and respect to employees.

“Organization culture comprises the deep, basic assumptions and beliefs, as well as the shared values that define organization membership, as well as the member’s habitual ways of making decisions, and presenting themselves, and their organization to those who come in contact with it.”

In many organizations, codes of conduct, mission statements, organizational values and well-defined company cultures are the framework or set the foundation for in which many organizations run by. Unfortunately, even with all of these, a breakdown in business ethics occur every day at work. Often times you will employees fail to practice fundamental business ethics ranging either far or close to home. Throughout my military career in particular, ethical lapses affect individual employees as well as the different divisions and support units as a whole. Although when we [military] take the oath and throughout our basic military training to join U.S. military service are engrained with our Air Force core values, Integrity First, Service

Top management official who adheres to ethical procedures and behavior create an ethical organization culture. The leaders can influence or even create an ethical culture by showing forth the kind of behavior they expect to see from their workers. The organization can give rewards to employees who show values that are in line with the company code to reinforce ethical behavior.

Organisation culture can be described as the beliefs, customs, value systems and behavioural norms and ways of doing business that are unique to each corporation.

The consequence of this is stress because of high risk and delayed feedback. By adopting this culture Alphabet games could suffer the impact from larger companies. Alphabet games are good at planning ahead as the case study shows, high risk provides the possibility of high reward and this dynamic has created market opportunities for the more aggressive and creative companies and development, but as technology advances at such a speed they need to move fast. Alphabet games must make quick decisions based on what the customers want. The bet the organization culture would be best for planning for the future. By factoring in expanding risk to their business plans and projects they can ensure the right decisions are made. This may not have a positive effect on the management approach due to feedback being slow as it can sometimes take years before knowing whether a decision has paid

The purpose or aim of every organization is to establish such an organizational culture and behavior among its employees that helps in the achievement of ideal ethical standards. There are certain determinants that play a critical role in helping achieve the right organizational culture. Some of these include personal moral intensity, social ties, codes of ethics, the locus of control and Machiavellianism. These

Brian C. Satterlee (2014) discuss, “Culture is the set of shared attitudes, values goals, and practices that characterized a society, or in the business sense, an organization” (p.42). The definition of Cultural values in the Cultural values Business Dictionary (2015) lists, Cultural values are commonly held standards of what is either acceptable, unacceptable or the opposite of both. Also, an organization can be described as a group of people that interact with each other to “perform essential functions that help attain goals” (Daft, 2013, p. 12). Combine these three underlying concepts combine the cultural values of an organization.

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Organisational culture in an organisation is a guide of values and rituals followed by the members of the organisation to solve the issues, people orientation and to maintain the stability of the organisation. The organisational culture encourages the employees or the members of the organisation to be innovative and also in taking risks for the bright future of the organisation and members as well. Culture is nothing but the way of doing things by the organisation. A crisis is any kind of issue that could cause an impact on the organisation. Crisis results in loss of money and mainly reputation. Crisis happens beyond the expectations. Crisis management is the process of steps taken in response of crisis in an effective way to reduce the effect of crisis and reputation of the organisation. Crisis management involves in identifying the crisis and response to it in a timely manner and puzzle out the crisis. I understood the real meaning of organisational culture with the examples of PWC and the warehouse videos in the YouTube. The group presentation on the warehouse made me to think much deeper into the concept of organisational culture. Issues occur in every organisation but those issues are to be solved as early as possible to prevent its severity which may result in the crisis.

An organization is determined by its value and behaviors that subsidize to the exclusive culture and principles environment of the organization, which includes the organization’s philosophy, expectations, practices, and norms that hold the structure together and expresses the society’s image with internal relationship, external influences, and future planning. At the same time, rules, beliefs, attitudes, and customs have been developed over periods and become the shared culture within the organization that illustrate in the ways of conducting issues, how they treat employees, consumers, and the community.

Organizational culture is a set of shared norms and values that describes an organization (Ashworth P., 2015). Organizational culture is the only true and unique identifier (Ashworth P., 2015). It can be compared to finger prints, as it can be similar, but still unique compared to other organizations (Ashworth P., 2015). Products, innovations, strategies etc. can be replicated, but not an organization’s culture (Ashworth P., 2015). For customers, suppliers, employees, and all other stakeholders, it is culture that differentiates one organization from the other (Ashworth P., 2015).

The culture of organisation is values and beliefs that apply to the unique psychological and social environment within the organisation. Culture of organisation consists of organisation’s values, philosophy, experience; assumptions gathered and its self-concept, internal activities, and communication with outer environment such as customers, other organisations and forecasts for future. It is based on mutual values, beliefs, habits, rules and even fashion which has been established over some period of time and treated as good and appropriate thing for company. Corporate culture can be seen in different activities within the company, such as: