Organizational Culture As A Guide Of Values And Rituals

Describe Crisis Leadership as discussed in the article. In your own words, what are the major factors in crisis leadership?

The synonymous term of crisis management and leadership has been around for years. It is imperative for a leader to be proactive and read the signals of a looming crisis. A crisis can be defined in terms of an unexpected, unprecedented, and dramatic event that causes chaos and destruction in an organization (Prewitt & Weil, 2014). A leader’s response to crisis defines the character of the leader. According to Dees (2013), crises situations should be used as teachable moments for themselves and others. These situations accelerate improvements, learning, and trust. A proactive leader can diminish the potential dangers and set backs of a crisis and turn the situation into learning and development opportunity for the organization (Prewitt & Weil, 2014). According to Prewitt & Weil (2014), leaders that lead from the front, demonstrate courage, show commitment, and maintain perspective are essential strategies and tools that a leader must apply during times of

The term “Crisis” can be defined as a situation where there is a sensitivity of intimidation, heightened anxiety, anticipation of possible brutality and the belief that any actions will have far-reaching consequences. In general crisis is the situation of a complex system in terms of family, economy, society; so when the system functions defectively, instantaneous measures are necessary, but the grounds of the dysfunction are not instantly identified. Also, it is a process of changes where the aged system can no longer be retained. If change is not required, the event could more precisely be portrays as a failure. Crisis have four defining features that are specific, unexpected, and non-routine events or series of events that make high levels of uncertainty and threat or professed threat to an organization's high priority

Chapter 10: Do you think it is possible for an outsider to accurately discern about the underlying cultural values of an organization by analyzing symbols, ceremonies, dress, or other observable aspects of culture in comparison to an insider with several years of work experience? Select a percentage (e.g., 10%, 70%, etc.) and explain your reasoning.

Every organization operates and functions in a different way. Rather it be the employees, the structure, or the products and services they provide, each organization will have their own unique way of performing tasks and reaching their goals. All organizations have a set of values and norms by which they go by, which sets them apart from other organizations. These values and norms are part of an organization’s culture. According to the textbook, organizational culture is “the set of shared values and norms that control organizational members’ interactions with each other and with suppliers, customers, and other people outside the organization” (pg. 179). Culture is one of the key ways an organization can increase its effectiveness. Organizational culture shapes and controls behavior within the organization. It influences how people respond to a situation and how they interpret the environment surrounding the organization. Therefore, an organization’s culture directly affects its performance and position within the competitive environment. With that being said, an organization with a well-established culture will tend to be more successful than an organization with a poor culture. Employees often spend 40 hours or more per week at their work place, which means organizational culture not only affects their work lives, but their personal lives as well. In attempt to better understand organizational culture, I will take a look at Chick-fil-A, a fast food restaurant

It is very important in any professional organization that the values of workers are aligned with that of the organization. In this reference the values of nurses hold a specific importance since it serves humanity and therefore its alignment with its organization is crucial for patient outcomes. Usually the values of any firm depends on things such as networking, educational opportunities provided to its employees, professional and personal growth and so on. Similarly, the values of nursing depend on things such as its technical skills, scientific knowledge and specific human values.

What is a crisis management? It is an unexpected crisis that happens on the company that will affect the trust and loyalty of the stakeholder. It can be extremely costly because it will affect the company reputation and brand. For example like financial failure from poor business management, workplace violence, fires, cybercrime, computer viruses, product tampering or union strikes and other external issue like damaged economy that causes from London bombings, terrorists attacks on 11 September and others. The SHRM 2005 report indicates that only 56% organizations created or revised their disaster preparedness plans but 45% did not after the terrorist attacked on

OPENNESS. Openness can be defined as a spontaneous expression of feelings and thoughts, and the sharing of these without defensiveness. Openness is in both directions, receiving and giving. Both these may relate to ideas (including suggestions), feedback (including criticism), and feelings. For example, openness means receiving without reservation, and taking steps to encourage more feedback and suggestions from customers, colleagues and others. Similarly, it means giving, without hesitation, ideas, information, feedback, feelings, etc. Openness may also mean spatial openness, in terms of accessibility. Installing internal E-mailing may be a step in this direction: everyone having a computer terminal has access to information which he may

The consequence of this is stress because of high risk and delayed feedback. By adopting this culture Alphabet games could suffer the impact from larger companies. Alphabet games are good at planning ahead as the case study shows, high risk provides the possibility of high reward and this dynamic has created market opportunities for the more aggressive and creative companies and development, but as technology advances at such a speed they need to move fast. Alphabet games must make quick decisions based on what the customers want. The bet the organization culture would be best for planning for the future. By factoring in expanding risk to their business plans and projects they can ensure the right decisions are made. This may not have a positive effect on the management approach due to feedback being slow as it can sometimes take years before knowing whether a decision has paid

An organization's culture is composed of relatively stable elements rooted on values. However, cultures are bound to change with major changes in the organization, such as financial crisis, increased competition, change of leadership. An organization must be resilient to change to be able to continually adapt to its environment. A change in the organizational structure greatly impacts culture. If in the past the heads impose strict rules to be followed, but the next leaders allow for a more lax work environment, then it calls for some sort of change. If an organization undergoes some crisis, measures must be taken to adapt to the problems. Organizations with an adaptive culture generally persist longer than those that do not, and have a higher stability and better

Organization culture among other things are the values, and philosophies that hold an organization together. According to Susan Heathfield, the way an organization works and interacts with the rest of the world and how it functions inside and out are also part of an organization’s culture. The people in an organization share beliefs, cultures, and rules. All of these things define what an organization stands for. An organization should do all they can to establish a positive culture because who an organization is inside reflects in society.

The Business Dictionary defines organizational culture as values and behaviors based on “shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time” (“Organizational Culture”, 2017). Simply put, organizational culture is how people learn, think and act on a daily basis within an organization. But if organizational culture is only unique social and psychological environments within a business, then how is it possible that it can be just as influential as business strategy? Research suggests that a strong organizational culture is a key competitive advantage of business because it can be the driving force behind innovation and alignment of goals, help motivate and engage employees, and generate fierce customer loyalty.

The Organizational Culture Theory analyzes the various cultural aspects of organizations, most notably the five metaphorical performances, the seven cultural markers, and the notion of culture being something an organization is versus culture being something an organization has. The five metaphorical performances are ritual, passion, sociality, politics, and enculturation. Rituals are certain events that are done at certain times, such as getting coffee at a certain time every day. Passion is how one describes their mundane work through stories that indicate how they see it as just the opposite of boring. Sociality describes acts among workers in the organization that can bring them together, such as joking or

While most acquisitions have been branded unsuccessful, most of these acquisitions fail to consider vital elements that influence performance. Success of any given acquisition is the ability of the acquisition to effectively integrate with existing business units to generate a seamless flow of information and sharing of tasks in a manner that maximizes the use of resources.

Culture impacts most aspects of organizational life, such as how decisions are made, who makes them, how rewards are distributed, who is promoted, how people are treated, how the organization responds to its environment, and so on. (Mullins , 2010) The right culture aids the execution of strategy, (Becher , 2012) lifts productivity and innovation, (Boedker, et al., 2012) and in doing so provides organizations with a form of competitive advantage which is very difficult to replicate. In corporation culture, there are also key elements such as beliefs, values and norms. This essay talks about evaluating thoroughly about components within organization culture and the management of the culture in hospitality perspective.