I Work For A Large Architectural & Engineering Services Firm

Organizational culture could almost be considered the roots of a company. The way a company’s employees think, the way the customers feel, and the company’s decisions are made are all based around the culture that the company has laid for itself. An employee’s values, thoughts, and actions should reflect those stated in the company’s mission. Southwest Airlines and American Airlines, while both attempting to create a culture that is comfortable and pleasing to their

252). The major issues that are faced with differing cultures within the workplace are communication issues. Speed and efficiency is lost when total understanding of the firm’s objectives is not communicated appropriately. Different cultures communicate in different ways and it is vitally important for a leader to clearly communicate to all involved within a firm.

The company’s internal culture is predominantly laid back. There is no dress code, and language is informal. After the President, there is no defined hierarchy. These factors encourage a familial atmosphere and team concept.

So how are other companies building their organizational culture? For example, Twitter has 3,600 employees is #24 on Fortune’s Top 100 Best Companies to Work For. They received these accolades by emphasizing the company’s “open dialogue” and “10 core values”. “Our mission statement puts our users first and defines our clear purpose—to give everyone the ability to be heard, seen, and share their thoughts and experiences as they happen,” says Brian Schipper, vice president of human resources.

          An organization, in its simplest form, is comprised of people brought together to achieve a common goal whether it be solving a problem, selling a product or providing a service. The existence of the organization is wholly dependent on the collective body of individuals involved and it is these individuals that are the driving force behind the success or failure of a company. The relationships that connect the people within the organization dictate how the culture is developed and perceived.

Currently, I am a business manager at Georgia State University, a public university that enrolls 50,000-60,000 students a year. We equip students with financial aid, and student account services throughout the year. In order to carry out, student services the university hires a number of new staff members each year. Hiring the right people and training them properly is a constant concern of the university. Primarily the hiring process seems clear-cut: post a job description online, review applicant’s resumes, interview applicants, and make a job offer. In its simplest form, the process is still intact, but technology, a decreasing job market, and an increase in demand for skilled workers have all disturbed the hiring process and created both positive and negative results.

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

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,

In addition, organizational culture promotes organization values, behavior, and attitudes as Marchionne should display better communication with his executives, employees, shareholders. This approach will display teamwork to where the organization can function

Keyton, J. (2011). Communication and Organizational Culture: A Key to Understanding Work Experiences. Los Angeles:

Organization culture is the matter that holds a company intact. This is what makes each

Organization culture is the matter that holds a company intact. This is what makes each

Outside of the workplace the study of motivation can also prove to be valuable. For example, setting goals for oneself is not unique to work situations. Goals are set in regards to health, hobbies, learning and almost anything else one can think of. Setting SMART goals outside of the workplace is just as important as they are at work. If a SMART goal is set it is more likely one will stay motivated to reach that goal. There are also situations outside of the workplace where one may find themselves in a leadership position- whether this be in a family, volunteer group, or social event- in this instance understanding the same concepts that a manger would may be helpful. In each of these situations individuals need to be kept motivated and satisfied,

In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.