Culture And Change : An Organization Essay

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,

As known each organization has a set objective to be achieved. Hence depending on the objective & to achieve those objectives, an organization can be structured in many difference ways: the 2 basic division, is the division of labour& coordination & supervision. These are done to be in-line with the organizational objective.

Effective managers will create trust through engagement, commitment, and communication. The role of the manger is to interact supportively with the employees without creating additional confusion and fear. Encouraging involvement is the best way to raise morale and

Organisational Culture is defined as what the employees perceive and how this perception creates a pattern of beliefs, values and, expectations. Organisational culture differs from organizational climate. Climate refers to more temporary attitudes, feelings and perceptions of individuals (Schneider, 1990). Culture on the other hand is an enduring, slow to change, core characteristic of organisations which is an implicit often indiscernible aspects of organisations, climate refers to more overt, observable attributes of organisations.. Organisational culture is “the way things are” in the organisation rather that people’s transitory attitudes about them

Maricopa County Regional Hospital has recently completed negotiations to purchase St. Andrews Hospital. Maricopa County Regional Hospital has long been known as the preferred hospital in the area because of its high level of quality of care. St. Andrews does not rank as highly in quality of care however it does provide several inpatient and outpatient services that Maricopa County Regional Hospital does not provide.

In tough economic times, companies are looking for ways to continue to provide services and products to the public without compromising quality and efficiency. When it comes to smaller businesses, or businesses that provide the same product or service, it is often wise to merge the companies together to form a stronger, more stable structure. This will take place when Frithsen Physical Therapy merges with Select Physical Therapy. Select Physical Therapy is a national corporation that provides physical therapy as well as aquatic

The school believes diversity enhances its institutional culture, improves productivity and prepares its graduates to participate effectively in the global community. Grantham students’ are collectively seeking quality, accessibility, affordability and professional relevant programs that Grantham is providing. The schools’ organizational cultures come from the beliefs, values, and the learning experiences of Grantham students. The school’s culture is characterized by students’ shared values, strong norms of behavior and their willingness to work towards a degree. New beliefs, values and assumptions brought in by new members, new students and leaders can also bring about Grantham’s culture. Organizational culture exists and it plays a crucial role in shaping behavior in organizations. A consistent and observable pattern of behavior is organizational culture (Bess & Dee, 2012). The culture of Grantham University is grounded in the shared assumptions of individuals participating in the organization with the end results of obtaining a degree. The understanding of culture will assist administrators in spotting and resolving potential conflicts and in managing change more

It has been proven time and time again, throughout history, around the world, in government and in business alike. Forced change results in rejection, resentment, and in many cases, retaliation in some shape or form. It leads to mistrust in leadership, hard divisions between the people, anger, hatred, and sometimes violence. I do not believe that this is what we want for America.

Enhancing meaningful learning by integrating technology into instructional design is central to this project. The most influential theory associated with this process is the cognitive theory of multimedia learning proposed by Mayer (1997). It is based on the theory that humans have two ways or “channels” of processing information, auditory, and visual, otherwise known as the dual channel assumption. By leveraging both of these means, and by building both of these connections between multiple representations of the same information meaningful learning is more likely to occur

Six months after the merger of Mercy Medical Hospitals and the Promedica Health Systems, the new administration initiated a significant reduction in workforce. The decision was made to redesign patient care delivery. The administration’s first job redesign recommendation was that of a universal worker. The universal worker would deliver many support services. Although this is not a fail proof system, the administration wanted other options to be considered as well.

In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I believe leaders have an enormous effect on the well-being of an organizational culture. Leaders must take an active role within their organization's culture. Whether positive or negative, in an organization, things tend to follow suit "down hill." A leader has the power and influence to maintain, create, or repair an organizational culture. However, this can prove to be a delicate and challenging task.

It is important to change various aspects of organization culture when trying to institute change in organizations (Kavita, 2005). The aspects that such changes should target include the balance of power in the organizations, the organization structure that supports the framework, leadership and management styles. Organizational history is also very critical, especially if it has a progressive track record success. However, if the culture despite the changes remains aligned to the organization goals and mission the employees will adopt it and embrace change.

Creating change through an organization can be difficult especially when the leader is the outsider coming into a new city. Miriam Krehbiel, the President, and CEO of United Way of Greater Topeka, stirred the pot of the Topeka United Way and created change as the new CEO coming from California. Strong leadership and devotion helped guide Krehbiel through different forms of leadership. These main concepts that connect with Krehbiel’s time of change in the Topeka United Way were two principles from Jim Collins’, Good to Great, traditional change agent, adaptive leadership, and a leader with a complex system. Through Krehbiels’ creative ideas for the Topeka United way, she created change and updated the organization’s way of conducting business. These changes were greatly accepted, yet the people revolted against change at the same time.

The job of a middle manager is not easy, especially during times of extreme change. It requires balancing and maintaining varying personnel within the organization including upper management and a subordinate workforce. An option for many who successfully have not influenced the direction of an organization is to leave the company. However, according to Covey (2004), “A more common but insidious alternative is to remain and become a mindless conveyor of decisions from the top” (p. 47). The middle manager who manages to compete with the pressures from upper management with some degree of success faces alternate

Edgar Schein, a famous theorists dealing with organizational culture, provides the following definition for the term: "A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems." (organizationalculture101) However, organizational culture is more than sharing assumptions used by a group to solve problems; it is the combination of the points of view, ineffectual processes, education, backgrounds of all the staff which are part of an organization way of doing things. Corporation culture should uncover from the board of the directors to the rest of