Factors Affecting Workplace Culture

Throughout this essay organisational culture will be examined, including the two approaches mainstream and critical. What managers can do to shape culture and also an example of when culture has in fact been changed.

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

In this “The Smile Factory: Work at Disney” case study, it clearly point out the power of organizational cultures that created by Disney itself. Organizational culture includes the values and assumptions that shared among whole organization. This culture is very important in improving employee motivation and company performance. It makes the companies operate smoothly and directs every employee toward “right” direction within organization. Every

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

Workplace culture is often hard to describe, because it means something different in every organisation and many times employees feel it’s ‘just the way things are’. But so often it can define a company and when it’s not working well, everyone knows about it.

Organizational structure has been set up to facilitate all goal achievements. It is a way to motivate their employees and get them to work together. It also helps its employees to follow the organizations goals, and work together as a team. In order to do this, they need to have an organized structure to be able to run the company smoothly. A main foundation of every organization is to post their mission statement and goals everywhere so that their employees can see them. An organizational culture can consist of common shared beliefs and values that are established by the organization’s leader, and then communicated and reinforce through various methods, this helps shape employee perceptions, behaviors and understanding. Overall, organizational structure and culture can effect progress of many organizations in a positive and negative way.

The definition of culture in this context can be deducted from Trompenaars (1998): “The essence of culture is not what is visible on the surface. It is the shared ways groups of people understand and interpret the world.” (p. 3). From this statement we can extract that people with different cultures see and interpret the world in their own way. Thus, to motivate employees with different cultural backgrounds it is necessary to understand the interpretation the employees have of certain norms and values.

..........................10 Sources of Data Limitation ..........................................................................................10 Chapter- 2 Literature Review...............................................................................................11 Definition of Organizational Culture................................................................................12 Organizational Culture.................................................................................................13 Analyzing Organizational Culture....................................................................................15 Organizational Culture Profile .........................................................................................16 Type of Organizational Culture .......................................................................................17 Elements of Organization Culture....................................................................................18 Healthy Organizational Culture .......................................................................................20 Organizational Culture Questionnaire ..............................................................................22 What Is A Healthy Organizational Culture?.....................................................................23 Organizational Culture Perspective..................................................................................24 Definition of Socialization

“Organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations” (Baack, 2012). These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Culture plays a huge role in the guiding of the behaviors of employees of an organization. There are three stages of culture that interact with one another to influence the behaviors in the organization. These stages are: observable artifacts, espoused values, and enacted values.

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

ICD-10-CM/PCS touches on almost every aspect of healthcare systems and processes. Patient access is impacted by ICD-10-CM/PCS in regards to information capture, registration, and medical necessity. The influence on clinical care is with disease and case management, DRG assignment and case mix management, clinical documentation and coding, care guidelines or protocols, and nursing documentation. Billing and financial systems are also affecting for health plan contracting, coding, claims processing, payment policy, and physician reimbursement management. Health information systems impacted include; clinical documentation and coding; electronic health record and CPOE; e-Rx pharmacy and radiology systems; and health exchange integration and support processes. Performance and reporting areas influenced by ICD-10 include: clinical research and registry reporting; performance measurement; audits and fraud and abuse investigation support; quality measures and pay-for-performance; epidemiology and public health reporting.

Thank you! The insights that are gleaned from qualitative research are valuable. Absolutely, those that are charged with the care and safety of others need to speak up when their safety is at risk. I agree that having the courage to speak up does come with more experience, but the administrative environment or culture is also a factor. One administrative framework that is used at the hospital that I work at is Just Culture, which seeks to foster a blame-free environment in order for staff to come forward. The aim of Just Culture is to attribute error to the system and not the individual (Decker & Breakey, 2016).

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.

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

The objectives of this research are to examine the influence of organizational culture on employee work behavior. Moreover, there are to explain the influence that organizational culture has on employee work behavior, to formulate recommendations regarding organizational culture and employee work behavior. There are a few questions that were asked, in order to measure the result. In addition, the method was used in this research is a survey research method. Plus, respondents were selected by using stratified and simple random sampling techniques. Primary data were collected through questionnaire. Data were presented and analyzed by means of simple percentage and the hypotheses were tested by