Organization Culture Change. Peter Amador. Organizational

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.

Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and 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.

ACAU organization changes are listed as Table 1. Employees’ department are also updated in HCP, please refer Table 2 for department changing staff.

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

Briefly describe the culture of the chosen organization, noting whether the organization’s espoused values align with its enacted values. To what extent is communication in an organization determined by the organization’s culture?

I work for Cornerstone Services in Joliet, IL. Cornerstone is a not-for-profit organizational that provides vocational, residential and behavioral health services for individuals with chronic mental illness and/or intellectual disabilities ("Cornerstone Services,” 2016). Cornerstone has been serving the Joliet and greater Will County area since 1969, and Kankakee County since 2013, and strives to integrate individuals from institutions and nursing homes into the community and make connections to local resources to enrich the lives of those we serve. A number of therapy programs are offered such as outpatient therapy, group therapy, addiction counseling, psychosocial rehabilitation

Organizational socialization (OS) is the process through which a new organizational employee adapts from outsider to integrated and effective insider (Cooper-Thomas & Anderson, 2006). This will occur as the young employee begins his or her career at a company. Organizational socialization is an important consideration for both the new employee and company. Various tactics will be used to ensure proper socialization of the Generation Z worker.

Socialization is the process during which people learn the roles, statuses and values necessary for participation in social institutions. (Dinmohammadi, 2013) This process is life long and begins with learning norms and roles of a family. It is important to develop a self concept which will continue to grow. As a person gets older you develop new groups and assume new roles. In turn the person will learn new norms and redefine self concepts. Professional socialization is only the periodic process of socialization that continues throughout an individual’s life.

After reviewing and researching the literature with respect to organizational changes, I have come to the conclusion that organizations have always changed. When everything in the world is changing, organization cannot remain islands. They must change to face new challenges. Bolman and Deal (2008) claim organizations have changed about as much as in past few decades as in the preceding century. Bolman and Deal (2008) claim means that the change organizations have experienced in the last decade are almost similar to those they experience in at the end of the twentieth century.

The three-phase model of organizational socialization created by Daniel Feldmen was created to help organizations and new employees understand how without proper socialization employees will likely not stay and develop their careers within that organization. The book defines organizational socialization as “the process by which individuals acquire the knowledge, skills, attitudes and behavior required to assume a work role” and that “unstructured socialization is associated with decreased learning, performance, and satisfaction” (Kinicki and Fugate, 2017, p. 571).

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

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

working up from an audit clerk to the Head of Audit and Head of Credit

A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of