The Problem Of The Corporate Culture

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 world we live in today is made up of many countries, each unique in their own way, each continually growing as they try to adapt to a rapid changing environment and economy. The way in which each country adapts to these changes relies heavily on the culture, traditions, customs and overall way of life of the given society (Wharton). When it comes to the global economy, every country has its own definition of what being successful really means and the leadership that leads to success is defined differently as well. The way in which a leader needs to adjust their strategies are dependent upon the individual culture they are working with. Within each culture, there are certain elements that can impact the success of an organization. I will be discussing what these elements are and how they can help or hinder the success of an organization.

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,

Brown, E. (2017). Workers' Rights. In Information Plus Reference Series. Careers and Occupations (2016 ed., pp. 111-127). Farmington Hills, MI: Gale. Retrieved from http://go.galegroup.com/ps/i.do?p=GVRL&sw=w&u=broward29&v=2.1&it=r&id=GALE%7CCX3644700014&asid=1383772b5254b919147b231754dde2f4

When describing the sociological implications of the modern economy and the workplace environment there are many subject to think about like: depend on the type of job, professional training, and level of occupational achievement and that person self of esteem and social approval. Today’s jobs and career’s depend on that persons qualifications they have to be qualified to do that particular job. Many jobs strive to reward their employee with bonuses, gift card or paid time off. Some employer try to fix that person self-esteem, by try to make them more successful and giving them more work hours. Spending so much time at work build your sociability with your co-works, it build creditable with your skills, and it give you the income you need to live the way you like.

Effective leadership is believed to stem from characteristics of someone that is able to inspire those around them, developing relationships with their subordinates and peers, their purpose is to lead. Within an organization leaders are to engage followers on a common mission and purpose. Corporate culture is a relevant force within organizations and satisfying employee’s needs are becoming more relevant to retention, as well as aligning an organizations shared values. Organizations have a leader and then there is a trickle down of leaders (also followers) to the lowest end of the totem pole. How effective is a corporate culture from the top to the bottom? An organization may create a corporate culture, but how effective is that culture with employee satisfaction and retention?

ASDA is the second largest retailer in the UK, and it has been the biggest subsidiary of the Wal-Mart family of companies since 1999. ASDA 's scale can be appreciated by the number of stores it runs as well as how many people work for it. For example, it has 321 stores across the UK and Northern Ireland, 29 depots and more than 148,000 colleagues. These all help to generate more than £15 billion of turnover.

After being here for just a couple weeks now, it is clear there are many things needed to address to help move the company and the team in the right direction. It is clear there are cultural issues we need to address to make fair to everyone on board. We have many staffing needs, recruitment is a high priority, and training courses to manage. Along with training we will need to make sure everyone is equipped the tools needed to complete their jobs every day. This can include coaching from supervisors and performance reviews. Complying with State and Federal guidelines are also a huge issue. We will clear up any confusion there may be, and readdress how we can make this a smoother process. Also motivation and safety go hand in

The way any company or business views culture within their organization is important being that this is what helps people within an organizations work together and are able to interact with individuals on the outside. This ties together and helps the organization run smoothly and become successful which is why UMCU take this to heart and thrives on. There are seven main dimensions and characteristics that are the primary building blocks of all organizations beginning with innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability. In each of the mentioned dimensions Kathie believes that UMCU excels and find that all of them are equally important in their organization and make sure to exceed in each of those areas which is why she rated them all a five.

The purpose of this paper is to define and report, both, similarities and differences among three specific organizations. I will compare organizational structures, cultures, and theories between the specified healthcare organizations. I will then discuss challenges and opportunities for improvement. I will use these concepts to exemplify my learning process through prospective leadership plans, which could improve my healthcare organization.

Corporate cultures are made up of many individuals, developing in different behaviors over time. Several factors impact the way a business cultivates. From the character traits of its leadership in its trade activities and industry environment. Corporate culture can develop from teams representing divisions and departments within the business that can be made up of differentiated functions or units that must be integrated into a unified effort if the organization is to be effective (Brown, 2011, p.127). In functioning, the departments pursue their goals from individuals coming together for a common cause. For example, in the case of the Old Family Bank, which is departmentalizing with a check processing, computer service, and an operation’s department. The vice president of management responsible for gathering data is selected to find out how the organizational behavioral aspect of the business is functioning. Therefore, H. Day VP of management has decided to scrutinize the turnover, absenteeism, and productivity statistics/figures of all the Banks ' department 's behavior (Brown, 2011, p.141). The gathering of the data provides a conclusion that was relevant to the check processing and computer services departments. Let’s look together at Day’s diagnostic process.

In today’s society, it is extremely likely that a business will have employees working for them that do not speak the spoken language, or may have cultural barriers that can affect how he/she works. Because of these barriers, it can be very difficult to give proficient instructions to the employee, such as describing expectations of the business, giving training, or giving feedback to these people who may not be able to communicate adequately.***ADD IN HOW CULTURE CAN AFFECT A WORKPLACE.** In addition to language, there are many other aspects of culture that can affect the job performance including attire, customs/traditions, religion and more. This can be a concern, as depending on the job, it may require specific guidelines and criteria for the work getting done properly. As a supervisor, he/she will need to figure out how to carefully and respectfully address these issues, all while making sure the needs of the business are satisfied.

The culture of an organization is the set of values, beliefs, behaviors, customs, and attitudes that helps its members understand what the organization stands for, how it does things, and what it considers important"(Griffin, 49). In other words, "the way things work around here" (Dr. Williams). In order for any small business or large corporation to be successful, the employees must understand what is expected of them. While things might be slightly different in a large corporation versus a small "mom and pop shop", the goal of both is the same. MAKE THE BUSINESS MONEY. The topic of my paper will be on makes a good corporate culture.

There is a conflict in the workplace due to both the internal and external factors. With a stressed economy and ever snowballing prices of basic amenities like food, gas and other numerous commodities, these peripheral strains cause problems on employee’s home life. These external conflicts are seen on their work and internal conflict arises. These peripheral stresses put hard-hitting on the economic conditions employers. Often the employees feel their work area as burden and consequently lack of interest in the work arises. Instability in an organization can be due to the following reasons: