Outcome 2 Assessment
A) Importance of Organizational Culture
Organizational cultures are created by people. An organization’s culture is also created and maintained by the organizations leadership. Organizational culture is important to alphabet games because the culture of the workplace shapes the way the employees act and relate to others both internally and externally. This can have a significant effect on the way the organization operates. The culture is the feel we get when we walk into an organization, made up of assumptions, values and norms. The attitude, behavior and traits that dominate the organization can affect the way we act with other individuals. Every organizations culture varies.
There are four main elements of culture, which are:
1. Basic Assumptions – tells employees how to feel and think about things.
2. Values – what ought to be in an organization.
3. Norms – the way employees should behave.
4. Artefacts – visual demonstration of the culture.
Shared values are beliefs, concepts and
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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
Organizational culture is defined by its values, leadership style, language, and routines that identifies and make the organization set apart from others. The culture of an organization is the mindset of the organization. The culture of an organization is displayed by the behavior and mindset of the people within the organization and the structured performance, systems, and technologies of the organization (Anderson & Anderson, 2010).
“Culture consists of the symbols, rituals, language, and social dramas that highlight organizational life, including myths, stories, and jargon. It includes the shared meanings associated with the symbols, rituals, and language. Culture combines the philosophy of the firm with beliefs, expectations, and values shared by members. It contains the stories and myths about the company's founder and its current leading figures. Organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations. An organization's culture determines how it perceives and reacts to the larger environment (Becker, 1982; Schein, 1996). Culture determines the nature
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.
Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear.
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,
Organisational culture describes the values, beliefs and behaviours which provide norms for the environment of an organisation (Anon., 2012). The culture of an organisation sets out to provide structure for employees within a business and often culture shows to be a strong factor in certain organisations. Edgar Schein, a culture theorist explains that the definition of organizational culture must be general otherwise factors may be eliminated which may contribute to culture within a business. (Anon., 2007). Culture impacts on the working procedures in which a business performs and effects the way in which the organisation is run on a daily basis.
Organisational Culture is defined as what the employees perceive and how this perception creates a pattern of beliefs, values and, expectations. Organisational culture differs from organizational climate. Climate refers to more temporary attitudes, feelings and perceptions of individuals (Schneider, 1990). Culture on the other hand is an enduring, slow to change, core characteristic of organisations which is an implicit often indiscernible aspects of organisations, climate refers to more overt, observable attributes of organisations.. Organisational culture is “the way things are” in the organisation rather that people’s transitory attitudes about them
What is organizational culture? By definition, organizational culture is a “set of shared, taken-for-granted implicit assumptions that a company holds and that determines how it perceives, thinks about and reacts to its various environments” (Chapter 16 PowerPoint, slide 2,). Nowadays, most companies in any industry have a level of organizational culture for their company. Culture is very important in a company because it shows how employee engages and how they perform in their daily job. “Growing a culture requires a good storyteller.
Basically, organizational culture is the personality of the organization. It is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different from that of a hospital, which is in turn quite different from of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. -- similar to what you can use to get a feeling about someone's personality.
Organizational culture is the lived experience of organizational members that consist of values, beliefs, and ways of behaving and communicating (Dainton and Zelley). According to Michael D. Watkins in his article, “What is Organizational Culture? And Why Should We Care?” he explains that while every one knows that Organizational culture exist “there is little consensus on what organizational culture actually is, never mind how it influences behavior and whether it is something leaders can change” (Watkins). Watkins started a discussion on LinkedIn to see what people believed organizational culture was. Some responses consisted of “Culture is how organizations do things” and “Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization”. As a senior at Suffolk I have seen many ways in which our school tries to promote organizational culture but unfortunately in reality it fail’s to do so.
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.
An organization’s culture shapes the attitudes and behaviors of its employees by defining boundaries, providing a sense of identity and stability. It also establishes a standard in regards to what employees should say and do. Culture can be transmitted via stories, rituals, material symbols and language. Culture within an organization is no exception.
In formal terms, organizational culture is “the set of values, norms, guiding beliefs, and understandings that is shared by members of an organization and is taught to new members.” [p.332; Organization theory & Design; Daft, Armstrong] Put it in simple terms, it is basically how the employees in a company are expected to behave and go about their daily business. Organizational culture can be observed in visible artifacts and employee behaviors such as symbols, slogan, the way people talk, the way people dress, and even the atmosphere at the workplace. These visible artifacts and observable behaviors reflects the deeper values and beliefs of each member of the organization which in turn represents the true culture. I have the privilege to be working for TD Canada Trust for the past two years and this is an organization that oozes the word “culture”. First thing you learn at training (rite of passage) is the logo (green armchair) and the slogan (Banking can be this comfortable) of
Organisational culture refers to a structure of shared perceptions, ideologies and beliefs that present the suitable and unsuitable behaviours to the organisation’s employees. .These principles have a huge effect on employee attitudes and overall organisational performance. Corporate culture could become one of the organisation’s strongest assets or its biggest liability, based on strategies utilised by managers to share customs and values with employees. . The culture, traditions and shared values within an organisation could lead to in enhanced corporate performance. Researchers have discovered that a relationship between corporate culture and company performance, regarding indicators that includes revenues, sales volume, market share and stock prices. This was reflected in the 2007 survey conducted by Bain and Company exhibited results that identified business culture is an important strategy for its corporate success
Organisational cultures are created by people. An organisation’s culture is also created and maintained by the organisations leadership. Organisational culture is important to alphabet games because the culture of the workplace shapes the way the employees act and relate to others both internally and externally. This can have a significant effect on the way the organisation operates. The culture is the feel we get when we walk into an organisation, made up of assumptions, values and norms. The attitude, behaviour and traits that dominate the organisation can affect the way we act with other individuals. Every organisations culture varies.