Institutions of higher education are facing unprecedented times of financial uncertainty, political upheaval, public scrutiny, and in some cases, racial unrest. Such drastic times calls for university leaders to use all available communication tools to deliver bad news in the most positive way. The most common, but not most effective, method to deliver such news is the bad news sandwich approach. This process involves the use of a prefatory buffer, the bad news, an explanation, and a closing buffer. People now demand more information and take into the account the legitimacy of the person delivering the message. The message of bad news must have a sense of hope and optimism, or the human factor, to be received in a positive light. For …show more content…
The other 480 or so employees of DoIT are divided into teams reporting to managers and team leads. Decisions and communications start at the most appropriate level and are passed through reporting channels to ‘those who need to know.’
Part II: Synopsis of organizational challenges Such a large organization leads to many organizational cultural challenges. One example is onboarding of new employees. It is vital to integrate someone on his first day to the culture, values, polices, and politics of the organization (Kinicki & Fugate, 2016, p. 65). This integration into the culture helps build trust and partnership with the organization. Without this, the new hire is unware of the cultural norms and is unable to decipher the true meaning of communications such as email and even the policy manual. The larger issue facing DoIT is effective communication, especially with bad news. As we are faced with unprecedented budget cuts, record low student enrollment, and uncertain local and national political landscapes, employees are constantly being bombarded with bad news. DoIT leadership attempts to spin, or create a positive image, when presenting bad news, but this is frequently met with skepticism as DoIT leadership has lost credibility in light of past decisions. As an example, unlike private institutions, public university salaries are public information and annually published. While many employees have not had raises
In the documentary, “Declining by Degrees: Higher Education at Risk,” explains how going to college is part of the American dream and is a rite of passage. Nowadays, college education is a necessity to survive and reach to middle class. Unfortunately, in this documentary it is mention how teachers concern more on conducting research to increase their pay rather providing quality teaching for the students, which is clearly unfair. The main issue that higher education consist of is the cost of it. In the first article, it stresses how college tuition’s prices have soared sky-rocket over time and makes it very difficult for people to afford this privilege. In the second article, it is about how which college one attends to makes a difference in
It is no longer feasible that a corporation can successfully move through the global marketplace without learning to recognize the cultural norms of each country. It falls to the executives and managers to implement these changes and to ensure that their companies are working to move towards a more inclusive, and ultimately, more profitable way of doing business that appreciates and respects all cultures and work
According to The Journal for Quality and Participation, "a company's culture is embedded in its DNA." With that being said, establishing a productive organizational culture is a crucial component to the success of the company, even before they are in business. In a nutshell, "organizational culture is a system of shared assumptions....which governs how people how people behave in a culture." When employees of a company are aware of what is expected and accepted, they are more likely to perform their jobs according to those set standards. Whether it be how they dress, speak, or respond to diversity, each area in an organization is highly affected by the culture. Due to the fact that organizational culture is what ultimately
Corporate culture influences everyday employee actions – it’s how they interact with customers, each other, and make decisions. If the company culture does not align with the mission statement, it can create an identity crisis of sorts.
What informs the decisions trustees make? What public purposes guide the president, faculty and staff in their daily activities? How would the trustees and the public know that the institution’s resources are strategically arrayed to achieve the goals? Colleges and faculty can too easily be accused of being knee-jerk protectors of the status quo. A robust, shared, operating vision for the college helps to make clear how the public interest, not personal interests, determine the steps that the college
This report takes a look at the Fortune 1000 company Wells Fargo in respect to organizational culture. Every organization is impacted by the cultural environment within the organization as well as in a specific industry which can impact the efficiency and effectiveness of the organization.
The issue of the University of Akron’s president and administration has been a headliner for roughly six months. A student from the University of Akron has responded to president Scott Scarborough’s “State of the University” speech that was held back in october. Grant Morgan, the University of Akron student, expresses his concerns with the state of his university. The letter reads that president Scarborough said that their are two ways to make decisions with the university “by ”Ripping the Band-Aid off” in one fell swoop, or by making them gradually over two or three years” (Morgan , The Plain Dealer, 2015). Whichever way that Scarborough decides to make these changes Morgan states that the problem lies with Scarborough wishing every decision he made would not end up in the media. Morgan states that he questions why Scarborough thinks it is an issue that the public knows about his ideas and
Not only is a strong corporate culture good for business by increasing customer satisfaction, it also can help to decrease turnover and save on human resources expenditures. Internal integration should start the minute a new employee enters a company. Training of new employees should include some way of helping them to understand the company's culture. The new hire training program currently in use at Wal-Mart stores includes videos and other information about the founding of the company as well as other general and specific information about the company's culture as well as expectations related to this culture. This is important because a company's culture is not always easily apparent to newcomers and this is what keeps Wal-mart's culture strong (Berg, 2001).
A strong culture is important to today’s organizations in a fast pace environment affected by a diverse internal workforce (Baker, 2002 p. 4). Schein (as cited in Baker, 2002) defined organizational culture as an arrangement of shared beliefs that the group learned through problem solving, and adapting to internal and external environments (p.4). Culture is not only a means of bettering internal coordination, but is important in facilitating environmental adaptation (Baker, 2002 p. 4).
Within organizations, large and small, there exists a sense of identity among its members that separates it from other organizations. This sense of identity is known as organizational culture. All over, managers seek to influence and change this into something that can be beneficial for the organization. In his article, “The Six Levers for Managing Organizational Culture”, Professor David W. Young defines the different elements that can influence and change the culture within the organization and how the reader can use these “levers” to their advantage. While the author does present a decent explanation for changing the culture of an organization, he leaves many questions unanswered that leaves his argument incomplete.
As the Hispanic population in the United States grew over the last ten years, colleges experienced increased enrollments of the same. As with any significant enrollment increase, colleges attempted to find ways to increase student retention rates, especially that of minorities. Mercy College is one institution that experienced significant growth in their Hispanic student enrollment, along with it success in retaining this group of students (Stern, 2010). In part, their success was credited to the following:
I realize university legal experts would have serious concerns about the university making a statement of this kind. However, I would assert that the facts of the scandal already place the university in significant legal peril and making the statement would not substantially alter the university’s stance or position when dealing with lawsuits. Furthermore, the statement and commitment to transparency would accelerate the process of getting to the post crisis phase of crisis management, help mitigate the short and long term damage to the university’s reputation, and the long term reputational cost savings would offset the evitable lawsuit settlements the university will undoubtedly pay (Fahn, 2012). Finally, I would ensure the crisis management team defined our stakeholder constituencies, appointed a small group of spokespeople to communicate a unified message, and developed a plan to customize communications to fit the needs of each stakeholder constituency (Bernstein, 2016 & Fahn,
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
What is interesting is that the company seems to lack a discernable culture. This is largely due to the fact that there is no sense of cohesiveness
In Saudi Arabia, the Ministry of Higher Education in 2015 became a part of the ministry of education once again. After King Salman became a king, he issued a royal order in 2015 to merge the Ministries of Higher Education and The Ministry of Education (New Saudi King, 2015). It is now only called The Ministry of Education (MOH). By 1938, oil was discovered in huge amounts in Saudi Arabia and by 1950 there were 365 schools educating 42,000 students in the kingdom (Simmons & Simmons, 1994). In 1954, the Ministry of Education was established. The Ministry of Higher Education in 1975 was a segment of the Ministry of Education, and it became a separate entity. Today, the Saudi Arabian Ministry of education has a huge budget. Saudi Arabia dedicated $57.9 billion (SR217 billion) to education and training, a 3 percent increase from the 2014 allocation (Saudi Arabia 's Budget, 2015). Saudi higher education is one of the most important characteristics of this country. The four significant characteristics of Higher Education in Saudi Arabia are focused on the teaching of Islam, centralized system of control and educational support, state funding of education at all levels, and gender segregation (Smith & Abouammoh, 2013). Higher education in Saudi Arabia has grown tremendously throughout the past decade. The higher education system, which is based on diversification has expanded to include 21 Government Universities, 18