What I Learned About From The First Ob Class

The culture of team is weak, as there are no established norms and values or ground rules. As such, there was a discrepancy in the development of the team during the norming stage, as discussed previously. The team also engaged in a cultural clash in terms of industry areas, country/ethnic differences, and subcultures. The MGI founders related to a creative and artistic industry, while the students were business focused. The cultural differences manifested themselves in terms of language and expectations. And finally, within the subgroups were individual subcultures, which lead to a difference in values, roles, purposes, and goals especially when disagreements between these subcultures occurred (Hofstede, 1998). Multicultural teams can be more

According to The Journal for Quality and Participation, "a company's culture is embedded in its DNA." With that being said, establishing a productive organizational culture is a crucial component to the success of the company, even before they are in business. In a nutshell, "organizational culture is a system of shared assumptions....which governs how people how people behave in a culture." When employees of a company are aware of what is expected and accepted, they are more likely to perform their jobs according to those set standards. Whether it be how they dress, speak, or respond to diversity, each area in an organization is highly affected by the culture. Due to the fact that organizational culture is what ultimately

*  People Shape the Culture. Personalities and experiences of employees create the culture of an organization. For example, if most of the people in an organization are very outgoing, the culture is likely to be open and sociable. If many artifacts depicting the company’s history and values are in evidence throughout the company, people value their history and culture. If doors are open, and few closed door meetings are held, the culture is unguarded. If negativity about supervision and the company is widespread and complained about by employees, a culture of negativity, that is difficult to overcome, will take hold.

Consequently, the values are passed on from one generation or a group of people to another through imitation and communication. In academic study and education, organizational culture comes forth as one of the key issues in both organizational theory and management. In corporate life, cultural aspect is central in all aspects of organizational life. For that reason, how engineers in an organization think, feel, value and act are aided by ideas, meanings and beliefs of cultural nature.

Organizational culture in a HCO is predetermined by state and government laws, executed by company rules and influenced by social norms to provide and manage patient care and safety. The organizational culture of our group project was predetermined by the instructions given to us by our professor, executed by our team and guided by the social norms such as internet etiquette as per UCF guidelines. In this document we will discuss how we worked as a team and how we assigned individual roles for completing this

“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” (Baack, 2012). These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Culture plays a huge role in the guiding of the behaviors of employees of an organization. There are three stages of culture that interact with one another to influence the behaviors in the organization. These stages are: observable artifacts, espoused values, and enacted values.

My rotation for obstetrics was in Brighton, CO at Platte Valley Medical Center. I was fortunate enough to experience multiple avenues of this field including labor and delivery and postpartum, but ultimately enjoyed spending most of my time in there Neonatal Intensive Care Unit (NICU). While providing care to one specific child I was encouraged by my instructor to help provide instruction to the parents in several different areas, but as I worked with mom and dad to help take care of the baby I noticed some deficients in the knowledge of care for their child. The most being about bonding with their child since the child was to remain in an isolette.

Chapter 15 talks about “Global Issues in OD” which essentially encompasses how diverse cultures have different norms and customs. Implementing OD techniques and interventions are not one size fit all they must be tailored to the problems of the company itself and this involves examining the culture of said company; especially when dealing with companies in different countries the culture may be entirely different such as when they work, how to I interact with others, non-verbal communications are different, and sometimes the largest being the language itself. Articles “Research: How You Feel About Individualism Is Influenced by Your Social Class” and “Why Americans Smile So Much’ are notable examples of how cultural norms in one country can

Analysis of the organizational culture, an evaluation of the strengths or weaknesses of the culture:

Organizational culture can be values, beliefs and norms which define how members think, feel and behave. More specifically, organizational culture is defined as shared philosophies, ideologies, beliefs, feelings, assumptions, expectations, attitudes, norms, and values (Schein, 2011). It is important to understand organizational culture has tremendous influence on its members, their views of the workplace, their efforts and their productivity. Culture is created by leaders, members and the environment in which the organization finds itself in. However, I believe it is primary the leadership’s responsibility to uphold the standards of a positive culture. As leaders, we must understand the culture we’ve created and how to maintain it or improve it. The Debra Woog McGinty and Nicole C. Moss corporate survey exhibited I’m in an Established/Stable culture.

Let me first start of by saying I have been surrounded by the prospect of medicine and science since i was a little kid. There were days where my mom took me into her office and let me observe her patients as well as showing me how to use a stethoscope or as i used to call it the “doctor rope”. There were days where kids my age usually were spelling hard words like ambidextrous,playground,yesterday, and etc, while on the other hand i was spelling the names of medical drugs like tylenol,prilosec, and vicodin. There were my frequent summer trips to india where i noticed both my grandparents helping rural patients with their struggles and pain. As i grew older i realized that no matter how different health care is in different parts of the world only two things remain constant no matter

There are a number of organizational behavior concepts that affect the success or failure of any organization; a few examples would be communication, motivation and decision making. Every organization has its’ own organizational culture which defines the organizational behaviors that it believes to be most important. An organization’s values, mission statement, goals and philosophy all make up the organizations culture. An example of an extremely successful company with a very strong organizational culture is Wal-Mart.

A norm of spectacular customer service will sell your products and engage your employees. Tolerating poor performance or exhibiting a lack of discipline to maintain established processes and systems will impede your success.” (Heathfield). Which is true of subsystems and organizations as a whole, if one department is not accountable for what they are responsible for, the organization as a whole, can fail. Subsystem norms must to align with organizational norms and culture, otherwise, “when your work culture is strong, most people in the group agree on the culture. When your work culture is weak, people do not agree on the culture. Sometimes a weak organizational culture can be the result of many subcultures, or the shared values, assumptions, and behaviors of a subset of the organization.” (Heathfield). “When the organization culture supports teamwork, team members understand how the strategy of using teams fits in the total context of their organization's strategic plan and success goals.” (Heathfield). Furthermore, “in a successful team culture, teams understand where their work fits in the total context of the organization’s mission, goals, principles, vision, and values.” (Heathfield).

Essential elements: Communication is a source of strength for teamwork. It is essential to keep all members informed and ensure that no one is left wondering. The leader needs to make extra efforts to make sure everyone on the team understands the plan and progress for its completion. Initiative from members is important to identify problems/issues and offer solutions or suggest alternative ideas. Timely feedbacks are an essential activity to get forth and idea and demonstrate support of all members. Team members share the same vision; they focus on attaining objectives and achieve their goals. Involvement of each member to contribute their unique knowledge and expertise is important for the team to

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.