Organizational Climate And Culture Of The World

The authors purpose is to make the reader understand organizational climate defined as the policies, practices, and procedures that are rewarded, supported, and expected in an organization regarding a specific organizational domain, such as safety, innovation, customer service, and ethics such as climate for service, climate for safety and ethical climate. The climate for service can be evaluated by employees and customers on the level of customer service. Generally, when it is a strong climate the results will be the same. The climate of safety refers to employee perceptions of an organization's policies, practices, and procedures regarding safety that are rewarded, supported, and expected from employees. The ethical climate can be thought of as shared perceptions among group members regarding what constitutes ethically correct behavior and how ethical issues should be handled within an organization. The assessment of the organizational climate may reveal that the strategic direction of the organizational interest may not be perceived in organizational practices, policies and procedures and the organization may need to redesign to better align with their interest.

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.

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.

Organizational culture influences many aspects of work life. Workplace cultures that are grounded in strong and formally articulated values and modes of behavior define an organization. Well-communicated values influence employee behavior and drive how employees relate with all stakeholders within the organization—from co-workers, management and members of the board to clients, shareholders and the community at large. When organizations seek to change their culture, HR—as change agent and educator of the change process—plays a significant role in this endeavor. In addition, HR's role is both up front and in the background, by leading, supporting, coaching, encouraging, measuring and evaluating the change during the process and over time.

If one looks at the organization as a human body with a respiratory system, a skeleton, and a brain, the culture of the organization is its face. The organizational culture determines how individuals, both in and outside of the organization, perceive the way business is conducted. The National Defense University Website, in a section called Organizational Culture, highlights several cultural forms including language, use of symbols, ceremonies, customs, methods of problem solving, use of tools or technology, and design of work settings that create the way the organization is perceived (NDU 2009). An example of this idea is a restaurant. Most restaurants divide the business in the “front of the house” and the “back of

Organizational structure can be defined as the establishment of authority and responsibilities between different positions in the company. It can be either horizontal or vertical. Organization structure also facilitates transparency in the organization (Luthans, 1998). My organization is Saint Joseph’s Hospital, which is a leading magnet facility here in Atlanta Georgia. Saint Joseph 's was the first hospital in the Southeast to perform open heart surgery, the first to develop a cardiac cath lab and the first to perform balloon angioplasty. The hospital was also the first to open a pace maker clinic and the first in Georgia to implant an artificial heart. Saint Joseph 's is also regarded as one of Georgia 's early pioneers in vascular

Organizational culture is a belief that employees share values, beliefs, or perceptions regarding an organization, or a hierarchical society (Tsai, 2011). This is depicted as the qualities, convictions, or observations held by workers inside an association or by an authoritative unit. Since organizations reflect the qualities, convictions and behavioral standards that are utilized by workers, the circumstances that they experience can impact the mentality and conduct of the staff. One perspective through Peasre and Kanyangale (2009) concentrates on consensus, common values, and standards that are seen by the organization as a whole, allowing employees to act in a compelling manner towards others and to translate the significance of the conduct of others in different settings. As an organizational counselor, one must be able to help clients define what the acceptable behaviors are. Furthermore, a counselor must also be able to provide methods of modification to behaviors that will be generalizable to various settings (Hackney and Cormier, 2013). Researchers subscribing to this point of view refer to culture as “collective programming” or group awareness, and “shared underlying beliefs” or group values. The consensus point of view focuses on examples, shared characteristics, or the inside of an organization as a dynamic unit. Points of view like this allow for the systematic recognition of coalitions. When coalitions are discovered, they can be reframed to understand the

To greet each other in Tibet, you stick out your tongue and put your hands together in front of your chest. In Japan, it is only polite if you bow to each other when greeting. There are hundreds of different ethnic groups in the world and they all have their own customs and traditions that stemmed out from their underlying culture. Similar to these ethnic groups, each organization also have their own unique culture that guides how people behave and what people believe in within the organization.

Lussier and Achua define culture as, “the aggregate of beliefs, norms, attitudes, values, assumptions, and ways of doings things that is shared by members of an organization and taught to new members.” (p. 358). The culture of an organization can take time to develop and once it has been cemented it can be difficult to change. Organizations can change their culture from within or bring in new leadership to change their culture. Leaders can shape the culture of their organization by either substantive or symbolic leadership styles. This essay will distinguish between symbolic and substantive leadership actions that can be used to shape an organization’s culture.

Organizations develop a culture through many different ways. As an organization ages, evolves, and grows, this culture may change, or even become divided. Understanding the nuances of the culture of an organization is difficult. Leaders of organizations must be able to not only understand, but also influence the culture of their organization. Leaders are responsible for steering the organization, and generally aim to impress their way of thinking, feeling, and behaving onto followers. At first thought, it would seem leaders do this with personal power, or what Edgar Schein (2010) describes as charisma, “that mysterious ability to capture the subordinates’ attention and to communicate major assumptions and values in a vivid and clear

The cognitive components, beliefs and values constitute Organizational Culture and Structure. Other beliefs on the subject argue that they include artifacts and behaviors between the visible and the invisible aspects of organizational culture, leading to a common distinction, that a distinction is basically the response to the climate or culture of the organization. Other theorists distinguished multiple levels in comparison to the visible and hidden levels of the company. Schein (1985) as an expert in Organizational Culture identifies more levels:

“The factors that are most important in the creation of an organization’s culture include founders’ values, preferences, and industry demands.” - (Carpenter, M., Taylor, B., Erdogan, B. (2009))

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While creativity leads to the production of new and useful ideas in any domain, innovation is the successful implementation of those creative ideas within an organization (McLean, as cited in Zhou, Zhang & Montoro-Sanchez 2011). In highly dynamic business environments, innovation and creativity have become crucial for creating competitive advantages for the firm. People are the most vital resource of an innovative organization, and all innovation-based firms, in order to succeed, have to learn how to manage, motivate and reward their people (Gupta and Singhal, as cited in Zhou, Zhang & Montoro-Sanchez 2011).

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