Cultural Culture, Occupational, And Organizational Cultures

Refers to how society accept or does not accept the differences between people, as per hierarchies at workplace, also in politics and so on. Culture with high power distance accept that a boss is “higher” so deserve more authority and respect. Countries like Mexico, Philippines, and Japan are high power distance countries.

To understand the organizational culture of a company, one needs to start by looking at the history. Lakeshore Learning Materials was born from a divorced mother of three named Ethelyn Kaplan, who took a dream and a chance by moving her family to California in 1954 to open a toy store. When she started noticing that teachers were interested in her material, Ethelyn realized that she needed to expand her business into educational materials. 60 years later, Lakeshore Learning Materials has grown into a company with over 2000 employees, 60 retail stores throughout the United States and growing. Lakeshore Learning Materials is currently headed by Ethelyn’s grandsons, Bo and Josh Kaplan. Under the supervision of Bo and Josh, Lakeshore continues to be a leader in the Educational Materials, yet still able to keep the family culture that their grandmother started. Highest quality customer service and hard work are the core values that shape Lakeshore’s Organizational Strategy. These high expectations aren’t hard for employees at Lakeshore because the company is so loved by everyone that works there, that they give nothing less than the best.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

The formal reporting lines refers to the communication between directors, managers, and those employees under them in the organizational structure while the informal reporting line refers to the communication that occurs between health care professionals in the course of the decision-making process, i.e. nurse to physician discussing a patient. Informal communication also can be peer to peer regarding conflict, policy, or safety issues. If a decision is made between the peers, the formal reporting line can be entered in with the peers taking the information up the chain to the managers and directors. Often informal reporting becomes formal reporting. In my organization our formal reporting line starts with the unit charge nurse, proceeding to the team coordinator, the director

Organizational culture at our place of employment can promote improved patient outcomes. How we feel about ourselves, our personal investment and our relationship to our work environment are additional factors that contribute to patient satisfaction and our sense of professionalism and accomplishment (Manojlovich & Ketefian, 2002). We will look at the role of our organizational structure and its impact and contribution to the issues involving Nurse A.

The organizational culture and subcultures within a business determines, to a larger extent, how the business performs and the quality of people that comprises an organization. Such culture is often initially created on purpose, but takes on life and identity of its own, developing organically and eventually controls and cultivates people within the organization.

Within the business world there is a constant, unrelenting need to adapt to the ever changing environment, standards, and personalities. This continuous need to acclimate has been a key attribute that business professionals have been practicing throughout history; particularly in the last century due to the onset of the industrial age, and even more prevalent within the last two decades as a result of the development of the internet and the burgeoning global economy. During these last twenty years or so there has been a paradigm shift exemplified by how professionals from generation y interact with the previous generations.

Continuous change is required in the fast-paced business environment, however the fundamental- organizational behavior, design, and development, in addition to the overarching mission must remain constant in order to guide the organization through change on a regulatory basis. The University of Chicago Campaign Inquiry & Impact is leading the organization's culture change as an active representation of the university’s mission, vision, and strategy. The campaign will be used primarily to analyze The Unviersity of Chicago culture. The campaign provides an approach that the entire organization can rallying behind and tangible structure for change that involves influence, ingenuity,

Life is stressful and the value of the healthy organization is measured by the quality of the work-life balance of the employees. Even the best-managed organizations have stressors occurring on the regular and the irregular periods. Those regular stressors, such as quarterly reports or financial tides are expected. The unplanned and often unsuspected stressors occur within the organization. These unplanned stressors will create chaos and an unhealthy organization.

A look at simply a couple of works that utilization the term organizational culture will uncover huge variety in the meaning of this term and much all the more in the utilization of the term society has no altered or extensively importance even in human sciences, however variety in its utilization is particularly discernible in the writing on hierarchical society. This is mostly identified with solid contrast in the reason and profundity of books and articles. Be that as it may, likewise the wide variety of logical teaches and exploration introduction included in organizational culture studies makes the field extremely heterogeneous. The idea of society appears to fit altogether different uses as aggregately imparted manifestations of, for instance, thoughts and insight, as images and meanings, as qualities and belief systems, as guidelines and standards, as feelings and expressiveness, as the aggregate unconscious, as conduct examples, structures and practices, and so forth, all of which may be made focuses of study. Obviously, culture is not special thusly. Really, most if not all noteworthy idea in association studies and sociology has a tendency to be joined by an assortment of diverse implications and definition.

Organizational culture has multiple characteristics that differentiates it from another organization in its field. According to Robbins & Judge (2014) there are seven different characteristics. They are as follows: “Innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness and stability” (Robbins & Judge, 2014, p. 249). When reviewing each of these characteristics the writer felt most compelled by attention to detail. While serving in the United States Army there were multiple instances when most of these characteristics were defined. Attention to detail was one characteristic that was drilled into the psyche of all who attempt and succeeded during basic training. The

Organizational culture can be defined as ‘a pattern of shared basic assumptions learned by a group as it solved its problems of external adaption and internal integration, which has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems’ (Schein 2010, p18). Having great organisational culture is not achievable in just one turn. Implementations of certain factors are required in order to attain an effective corporate culture. Factors that determine a company’s culture are: the vision of the organisation being understood by the staff, the decisions made by the managers and whether or not they reflect the values taught, and whether or not the perceptions, values and beliefs are being role modelled by managers on all levels. Through the discussion of how organisational cultures are established and maintained, its impact, the difference between strong and weak corporate cultures, how it affects the performance of managers as well as employees, and the process of changing an organisational culture, the importance of managers needing to have a thorough understanding of the culture, will become evident. Hofstede’s theory of dimensions, Maslow’s hierarchy of needs and Kotter’s theory of change, will support this.

Organizational culture, according to Cristian-Liviu, V. (2013) can be defined as a system of shared values, representing the company’s most important elements, and beliefs, representing the way in which thing are done inside the company, that shape the employees, the organizational structure and control systems, in order to produce commonly accepted behavioural norms. Moreover, the way in which people behave is influenced by the ideologies, symbols and core values shared throughout the company.

Organizational culture influences the working environment for employees and in healthcare organizations, the culture also effects patient outcomes. André, Sjøvold, Rannestad, & Ringdal, (2014) report, “researchers have also found that nurses working in contexts with more positive culture, leadership and evaluation reported more research utilization, staff development and lower rates of patients and staff adverse events” (p. 449). Therefore, it is important that health care organizations focus on establishing a positive culture. Research shows that positive work environments have similar characteristics. Nurse leaders are in an optimal position to influence organizational culture.

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.