Organizational Culture Assesment

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Case Analysis B: Organizational Culture Assessment
Life is stressful and the value of the healthy organization is measured by the quality of the work-life balance of the employees. Even the best-managed organizations have stressors occurring on the regular and the irregular periods. Those regular stressors, such as quarterly reports or financial tides are expected. The unplanned and often unsuspected stressors occur within the organization. These unplanned stressors will create chaos and an unhealthy organization.
Lindberg and Vingård (2012) examined nearly 20,000 publications to discover some indicators for a healthy work environment, which they reduced to 24 for a systematic review of what employees thought comprised a healthy
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• Time management: is the number one contributor to one’s stress level. Having enough time to take care of the customer and sharing anytime left between the other customers and employees are an issue.
• Customer: Secondary stress contributors such as interpersonal and lack of control / predictability (Landy & Conte, 2009) are ever present. Driscoll, Field, and Pendry wrote, “The process of developing good practices in diversity management, as with any relatively new endeavor, involves repetition and fine-tuning of both theory and practice” (2007). Selden and Selden wrote there must be a paradigm shift to “fairness and equality” (pg. 381) within the organizations culture to become more accepting of minority groups from all employees (2001). The organization’s leaders were oblivious of the outcomes and suffered the ramifications for leadership’s lack of sensitivity and the employee’s unethical behavior. Murphy wrote an organization must take the responsibility for ethics and establish a strong corporate image of social and managerial responsibility (2010). The lack of insensitivity to the cultural differences for the group does not establish a social sensitivity for the public or the customer. Although diversity is a common discussion with many work palaces there is covert discrimination (Hartman & DesJardins, 2011). CVC’s diversity issues are not covert and instead are either from
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