The Organizational Culture Assessment Instrument

“Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people. Culture is the behavior

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.

Module 2 - DQ 2: There is a host of cultural assessment tools available to organizational leaders. Which of these is the most useful to a novice leader? Why?

Schein identified three layers that need to be consider to create any change within an organization (Melnyk & Fineout-Overholt, 2015). The deepest level is the underlying assumptions of an organization. The second layer of Schein’s model are values. Lastly, the third layer are artifacts, which includes posters, slogans, and any symbol. Melnyk & Fineout-Overholt (2015) stated that any agreement made on the artifacts level, without considering assumptions and values, is not going to pass the test of time.

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,

Corporate culture is an intricate component of an organizations identity. Fortune 500 corporations have used corporate culture as a trademark. Best Buy, a leading electronics corporation, leverages its brand by promoting the “Geek Squad.” Walmart Corporation requires all associates to dress in dark blue shirts and beige slacks. This document will discuss cultural assessment tools used in assessing organizational culture and gaps within formal groups, leadership styles and techniques that influence social culture and diversity within formal workgroups, description of social culture that influence productivity within diverse workgroups and social culture and diversity of formal group members and the influence on organizational culture. The document will conclude with a summary of this discussion.

Organizational culture is a system of symbols and interactions unique to each organization. It is the ways of thinking, behaving, and believing that members of a unit have in common” (marquis, 2011). The conveyance of the system culture requires an active, constructive role of management and leadership. The leaders will need to assess the subcultures, perceptions, attitude and beliefs and influence, in their unit to intervene and meet their responsibility (Marquis, 2011). In this paper, the organizational culture and leadership assessment thru observation and data collection of a teaching hospital that is not-for-profit healthcare full service medical center with 851 beds, and it is the fifth largest hospital in Florida. The hospital’s mission core is on the Quality- caring Model and the value it places on human relationship. Additionally, the hospital’s promise of integrity with the professional standards as a commitment to deliver excellence to the community (intranet citing). The hospital leadership outcome approach is through encouragement, relationship, goal orientation, engagement, patients and staff satisfaction, and adaptation to changes. The organization takes pride in receiving the Gallup Great Workplace Award in 2014, which proves the direct relationship of how employee engagement drives high quality outcomes. Incorporating commitment of leadership, accountability and performance, development of quality and patient safety and ongoing learning, and effective

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

The unit I selected to study is the Sales and Service department of the organization where I am employed, Verizon Telecommunications. It is the customer service department in which customers call in to order new service, add services or products to existing service, and report any questions, comments or complaints. In addition to placing orders for services, if a customer has a problem or a technical issue, my job is to analyze the problem or issue and recommend a solution. Notice however, the department title, Sales and Service. It is of no accident that the word Sales, is before Service. This is in fact a sales job. During every call, I must make sure I recommend a product or service to

An organization’s culture is the sum parts of the institutions values, beliefs, mission and vision. It is impossible to assess an organization’s culture without looking at the leadership within the organization. It is the leaders of an organization that actively participate in the goalsetting that perpetuates the organizational culture. The U. S. Public Health system is a complex network of federal, state and local organizations aimed at delivering health care services throughout the United States (Mays, Scutchfield, Bhandari, & Smith, 2010). Local health departments (LHD) service the entire country and in some instances are the only source of health care services in certain communities (Ransom, Schaff, & Kan, 2012). The LHD is the most basic level of the public health care system and impacts communities and outcomes more so than agencies at the state or federal level (Ransom, Schaff, & Kan, 2012). The local community or county health department’s mission is to promote health,

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

From analyzing the readings on organizational culture a topic that stood out to me was the concept of culture. In the reading it was discussed that culture involves structural stability, depth, breadth and patterning or integration which I believe is true. The concepts above that involve culture are concepts that I can relate to involving my work experience in different education settings.

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,

This paper references the Using Biblical Insights And Leadership To Understand And Improve Your Organizational Culture workshop model. This paper will introduce, give foundational support for, and walk through the workshop.

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.