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Leadership and Influence on Organizational Culture
The concept of organizational culture is an inherent part of each organization and any new member who joins the organization will quickly learn how business is transacted and how challenges are handled within the organization, hence come to know the organizational culture that exists therein. It can be said that the organizational culture is a set of assumptions, beliefs and values that are shared within an organization and helps guide an individual to know which behaviors are acceptable or not appropriate within the particular organization.
The assumptions, some of which may not be directly expressed within my organization help direct the daily operations of the employees since there is a regular and permitted way of doing things and procedures that each employee follows and aligns his actions to even without being told daily. There are standards that each employee believes the company operations must meet in striving to maintain the good name it has built over the years and also some basic values like honesty, perfection and service to clients that my organization often emphasize on. These are some of the major ways through which my organization realizes the cultures that have been established...
The management ensures that the new employees are introduced to some of organization's cultures and they have a trainee attachment period before one is fully absorbed into the organization. The purpose of this period is to ensure that the new to be employee is effectively introduced to the culture of our organization and one of the yard sticks used to confirm one as a permanent employee is to gauge among the trainees who has imbibed and understood most the organization's culture. This is one of the ways that the top leadership influences the culture of the organization.
Indoctrinating a new faculty member to align his thinking and actions with that of the organization is not an easy and straight forward thin and may take time. This is because culture is largely invisible and in as much as it affects and directs the employee's ways of behavior, thinking, reacting and acting in the organization daily, it has to be compared to another to…
Reference
New Charter University, (2016). Organizational Structure and Culture. Retrieved January 1, 2016 from https://new.edu/resources/organizational-culture -- 5
Steen E.V., (2010). The Origin of Shared Beliefs (and Corporate Culture). Retrieved January 1, 2016 from http://www.people.hbs.edu/evandensteen/OnlineDocs/P10_Rand_EVdS_Origins%20Shared%20Beliefs.pdf
Organizational Cultures: Annotated Bibliography and Summary Annotated Bibliography Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp. Web. Retrieved from: LexisNexis Database. [Accessed on 21 May This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on
Organizational Culture Integrating culture and diversity in decision-making:The CEO and organizational culture profile. Historically, there are many definitions about organizational culture, which different literatures offer different definitions. The most popular definition is "the way a company does their thing around the company." In addition, organizational culture refers to the attributes of an organization, or in other terms, it is appropriate to link organizational culture as the right ways in which companies understand
Organizational Behavior Terminology Organizational Culture and Behavior: Author Edgar H. Schein, professor of management at the Sloan School of Management, MIT, believes that organizational culture has in the recent past embraced themes from a number of disciplines, including sociology, social psychology, anthropology and cognitive psychology as well. And although all of these fields of study feed into today's concept of organizational culture, Schein asserts that organizational culture "has become a field
" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture. In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality
Employees handle a large amount of private documentation and must uphold the law of confidentiality legally and ethically. Despite the stress on confidentiality of client information, communication flow is still important to the organization's ability to get work done. / Thus confidentiality in the service of customers, not in the service of secrecy is the organizational mantra. Additionally, communication is not simply fostered in the organizational culture's common professional dress.
Organizational Culture and Sustained Competitive Advantage Organizational culture is a defining feature of every organization. The unique culture that every organization displays has an affect on its ability to remain profitable. Culture can have either positive or negative affect on the ability of the organization to remain competitive. Much academic research up to this point has focused on theory and defining what is meant by culture and sustainable competitive advantage. This