According to Robbins and Judge, organizational culture is, “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins 249). A strong organizational culture is one whose organization’s core values are both intensely held and widely shared. After viewing Enron: The Smartest Guys in the Room, it is obvious that Enron had not only an organizational culture that was strong, but one that was extreme and aggressive. This aggressive and strong organizational culture discouraged both teamwork and ethical behavior and in the end it only plagued Enron until it eventually collapsed under its downfall.
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.
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.
The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..
Organisational culture refers to ‘the shared beliefs and values guiding the thinking and behavioural styles of members’ (Cooke and Rousseau, 1988, in Bratton 2010: 334), indicating that employees who accept the common values of an organisation and put great effort on commitments are likely to build up a strong culture to an organisation.
The importance of promoting and maintaining a workplace of inclusion and cultural diversity within any healthcare organization (HCO) is like no other time in history as the U.S. population itself becomes more diversified. It is projected that by 2060 more than half of the population will be of minority race (US Census Bureau, 2015). With our country growing more diverse each year, natural history and progression would suggest that our fundamental institutions such as our HCOs should also become more diverse (Rasmussen, 2017). Achieving and maintaining profitability in the current and continuously emerging marketplace will be benchmarked against MHCC ability to adapt to these changes (Modern Healthcare, n.d.). The financial burdens related to
Welcome to this year’s national convention! I would like to thank all of you for coming tonight, but I would especially like to thank Professor Akers for organizing and planning this event. Tonight, we will be discussing communication and behavior issues in leading a diverse work culture. Did you know that non-white workers now make up nearly one-third of the labor force (Burns, 2012)? Statistics too boring to keep your attention? How about this: “Racially diverse teams outperform their non-diverse counterparts by 35 percent (Woolf, 2017). Do I have your attention know? As you can see, diversity in the workplace doesn’t have to be a requirement just to meet government regulations and ethical expectations. There are tremendous implications for your business. Unfortunately, there are several issues possible plaguing and inhibiting your business in regard to diversity. We will discuss the most predominate issue, communication and communication behaviors.
When it comes to managing a culturally diverse workforce, it can be very challenging to overcome. The most noticeable challenge with managing a culturally diverse workplace is communicating with one another. Multiple cultures communicate in diverse ways through not only language but through nonverbal messages and single words. When one does not communicate with another person, it can cause a hold in the workforce due to all the coworkers not fully understanding one another. If everyone does communicate if one is upset, the problem can be resolved much faster than holding a grudge or spreading rumors and causing drama. In addition, diversity can cause many people in the workplace to feel upset or cause tension between one another. People typically
This paper describes the various aspects of a culturally diverse workplace including the benefits, detriments, and acceptance strategies. The University of Massachusetts, Boston and IBM are examples of organizations understanding the benefits of multicultural groups and taking the initiative to develop innovative strategies to recruit and retain diverse members. Besides noticeable differences, leaders must contend with unobservable differences. Hofstede identified cultural differences after researching components of IBM and as a result, developed the Dimensions of Cultural Distances. Leaders who understand the social differences will have a better opportunity to communicate with their employees without offending personnel. Regrettably, countries and regions such as Latin America and Saudi Arabia underutilize women in the workforce, which weakens the diversity in the working environment. Fighting to change political policies is one opportunity leaders can take to make a positive difference in global diversity while respecting their personal values.
Examine the culture of the selected organization. Explain how you determined that the selected organization showed the signs of the culture that you have identified. Determine the factors that caused the organization to embody this particular culture. Determine what type of leader would be best suited for this organization. Support your position. Imagine that there is a decline in the demand of product or services supplied by the selected organization. Determine what the change in culture would need to be in response to this situation.
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,
Organizational culture is defined as values, beliefs, and expectations that keep organizations together and also influence employees. Culture varies from organization to organization and that is what sets them apart from one another. As an employee, a company’s culture should play a major part when deciding if the organization is a good fit for you. If management is transparent with their employees and there is a clear understanding of what the company’s culture is, and what is expected of everyone, it will have a positive impact on employees. There can also be disadvantages in organizational culture and
The number one philosophy of building a great business is to fill a void. Nick Swinmurn founder did just that in 1999 when he started Zappos.com Inc (Zappos.com). Mr. Swinmurn wanted to start an online store that catered to selling a great selection of shoe after going to a mall and he could not find the shoes he was looking for (Eng 2012; Zappos.com). The website was dedicated to the selling of wide variety of brands, colors, sizes, and widths; if you are looking for a shoe chances are Zappos.com has them. There was finally a website customers could go and shop for the best shoes and have no trouble returning the shoes if it did not fit. The website started by Nick Swinmurn going into stores and actually taking pictures of shoes then
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.
Culture is collective conditioning of minds helping a the members of one organisation to differ themselves from the other one. (Hofstede, 1980) It is a collection of diverse values and behaviours able to increase performance. (Schein, 1990) Other scientist argued that the culture is defined as “a set of norms and values that are widely shared and strongly held throughout the organisation” (O’Reilly and Chatman, 1996: 166) It is important to understand and share a culture in an organisation. Culture is helpful to reconstruct the cognition and decisions of employees and has a variety of beliefs, values and assumptions required for each organisation to conduct its business. (Pettigrew,