The Culture Of An Organization

Throughout this essay organisational culture will be examined, including the two approaches mainstream and critical. What managers can do to shape culture and also an example of when culture has in fact been changed.

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 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,

According to Mclean and Marshall (1993) organisational culture is defined as the collection of traditions, values, policies, beliefs and attitudes that contribute a pervasive context for everything we do and think in an organisation. (ie) this means that these factors actually determine how we think as well as act and react not only to people from within the same organisation but also to anybody on the outside who has some sort of interaction with the organisation. As can be seen with the part-structure in Figure 1, this organisation (WHD) has various levels of management. There is quite

Continuous change is required in the fast-paced business environment, however the fundamental- organizational behavior, design, and development, in addition to the overarching mission must remain constant in order to guide the organization through change on a regulatory basis. The University of Chicago Campaign Inquiry & Impact is leading the organization's culture change as an active representation of the university’s mission, vision, and strategy. The campaign will be used primarily to analyze The Unviersity of Chicago culture. The campaign provides an approach that the entire organization can rallying behind and tangible structure for change that involves influence, ingenuity,

Every business needs to organise its activities and a defined structure enables them do it well. For example, every area of the business knows what they are supposed to do and when to do it. In addition, they know who to report to with the aid of a good structure. On the other hand, organisational culture is something that is not tangible but can be observed in the way people do the things they do and in the way they treat one another and their customers.

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.

The organizational culture of an organization serves as a foundation that should guide the practice and attitude of all healthcare professionals and staff. King & Demarie (2015) describes organizational culture as the basis that determines right and wrong. A hospital organization’s mission, vision, and goals are derived from the culture established within the organization. Organizational decisions are highly influenced by the organizational culture within an environment. Growth, advancements, and acquirements must be aligned with an organization’s culture to facilitate success. Healthcare organizations must ensure that all staff are aware of the efforts they must portray in order to properly exhibit the culture to all individuals seeking healthcare services.

Organisation Culture as there are many ways in which you can define the subject my interpretation of it is that it is structure of shared meaning which is held by members that differentiate the organisation from other organisations. Culture has its origin in the organisational interaction.

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

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 organization that I work for has many locations but I will concentrate on my work site. The organizational focuses on the well being of the residents and families. For this paper, I decided to focus more on the organizational culture. I will look into how the administrations of this organization are directly responsible for building and sustaining the culture within an 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.

A look at simply a couple of works that utilization the term organizational culture will uncover huge variety in the meaning of this term and much all the more in the utilization of the term society has no altered or extensively importance even in human sciences, however variety in its utilization is particularly discernible in the writing on hierarchical society. This is mostly identified with solid contrast in the reason and profundity of books and articles. Be that as it may, likewise the wide variety of logical teaches and exploration introduction included in organizational culture studies makes the field extremely heterogeneous. The idea of society appears to fit altogether different uses as aggregately imparted manifestations of, for instance, thoughts and insight, as images and meanings, as qualities and belief systems, as guidelines and standards, as feelings and expressiveness, as the aggregate unconscious, as conduct examples, structures and practices, and so forth, all of which may be made focuses of study. Obviously, culture is not special thusly. Really, most if not all noteworthy idea in association studies and sociology has a tendency to be joined by an assortment of diverse implications and definition.

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