Organizational Culture AA

The implications of using criteria, such as Baldrige, in assessing organizational culture needs are that the criteria serve as “a tool for understanding and managing organizational performance” (NIST, 2015). In other words, the organizational culture can be assessed, using the criteria, which allows the company to measure and manage performance. If the culture is facilitating growth in performance, the company can deduce that the culture is doing well.

The criteria consist of a set of questions that the company asks itself to better understand its performance and how it operates from within. Any criteria can help the company to become more introspective and reflective on how it builds relationships among workers, between workers and managers, how it motivates employees, what type of incentives factor into performance goals being met and so on.

The company sets itself up in a position to excel by using criteria to assess its organizational culture. The company essentially states that it desires to know itself better and to see behind the curtain of operations to understand why the company behaves, performance-wise, in the manner that it does. It is no different from a couple going to marriage counseling and answering a series of questions designed to get the spouses to think more deeply about themselves and how they react or respond to certain situations, stressors, incentives, settings, obstacles,...

The endpoint is the same—to enhance performance and to develop a richer culture in which all stakeholders can benefit. In a company that does not perform a criteria-based assessment of its organizational culture, there is likely to be a lack of self-knowledge and a number of stumbling blocks preventing the company from reaching its fullest potential.
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My organization, a health care chain that operates across the northwest, could benefit from a leadership assessment. I would systematically collect and analyze data on its organizational leadership using the structured questionnaire, which Tsai (2011) recommends as an effective method for obtaining data from stakeholders within an organization and identifying relationships between culture, leadership and job satisfaction. Knowing where to apply the questionnaire and among which stakeholders (executives, lower level managers, employees, clients, etc.) could be determined by first conducting an internal and external assessment to see exactly what is going on both inside and outside the company.

Knowing what best practices are conducted in the industry and what the industry standard is in terms of leadership can be helpful in analyzing the data that is collected, too, from the structured questionnaire. The group that is surveyed will provide responses to the questions that are asked and these questions can be analyzed according to a variety…