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Please answer original forum with a minimum of 250 words and respond to both students separately with a minimum of 100 words each
page 1 Original Forum with References
Page 2 Abu response with references
page 3 Hilar response with references
How does the culture of an organization come about, and how do ethics and values shape the culture of an organization? Is it possible to change the culture of an organization over time? If so, how?
There are three characteristics that form the foundation of an organization’s corporate culture:
- Corporate culture is shared (i.e., represents a common understanding and interpretation of what is important and not important within the framework of an organization);
- Corporate culture is intangible (i.e., reflects the values, norms, and assumptions upon which an organization is unwilling to compromise);
- Corporate culture affects the way that human capital assets behave.
Organizational Culture is the set of values, norms, guiding beliefs, and understandings shared by members of the organization taught to new members as the correct way to think, feel and behave. Organizational culture is a major determining factor in the success of an organization. It is considered one of the most powerful effects on how an organization thinks and behaves.
Organizational culture is applicable in every business around the globe, but the types of cultures will necessarily differ. Every company has a distinct culture. Every group of people that comes together regularly has a culture. Organizational Culture generally begins with a founder or early leader who articulates and implements particular ideas and values as a vision, philosophy, or business strategy. When these ideas and values lead to success, then they become institutionalized.
Ethics and values are critical to the culture of any organization. They shape every aspect of the organization’s policies. These principles shape decision-making processes, what the organization represents, and whether it can retain its employees and customers. Ethics and values are important when it comes to organizational change in a company. When change occurs, it is important to make sure a company’s values and ethics are integrated into the change process. I believe it is possible to change an organizational culture over time. To help employees adapt and cope with change, the leaders’ responsibility is to create and maintain organizational characteristics that reward and encourage employees. The organizational structure is critical to the success of the organizational change because the culture develops around the structure. So both will require change.
Another way of changing organizational culture is by changing role assignments for employees. For example, instead of having all HR specialists in a centralized location, why not decentralize it and move an HR professional into every major section of the organization to handle HR affairs in their respective sections, reducing the HR department’s burden. The fact is that organizations don’t just change because of new systems, processes, or structures. They change because the people within the organization adapt and change too. Only when the people within it have made their transitions can an organization truly reap change benefits.
Eide, P. K., & Allen, C. D. (2012). The more things change, acquisition reform remains the same. Defense A R Journal, 19(1), 99+. http://ezproxy.apus.edu/login?url=http://search.proquest.com/docview/929761542?accountid=8289
Popa, B. M. (2013). RISKS RESULTING FROM THE DISCREPANCY BETWEEN ORGANIZATIONAL CULTURE AND LEADERSHIP. Journal of Defense Resources Management, 4(1), 179-182. Retrieved from https://search-proquest-com.ezproxy2.apus.edu/docview/1372955109?accountid=8289
Yaseen, A., Liaquat, M., Hassan, I., & Masood, H. (2015). Impact of organizational culture and social influence on organizational citizenship behavior with mediating effect on interactional justice. Science International, 27(4). http://ezproxy.apus.edu/login?url=http://search.proquest.com/docview/1723374094?accountid=828
The culture of an organization can be influenced by many things. As we learned this week, each person shares their own upbringing and culture based on their national origin. A mix of employees from different cultures can seem intimidating to try to get everyone on the same page. Leaders must take a tailored approach when communicating with their subordinates based on their individual culture’s characteristics. It is imperative that upper-level leadership create a climate that supports the culture they’d like to cultivate within their organization. Employees will follow their lead so they must be leading by example.
The culture within an organization can change over time. This scale of change will not happen overnight, but it also must be continuously addressed so that it is a corporate priority. Changes must be made with a sense of urgency and small victories/failures should be rewarded/addressed in a timely manner. Communicating the narrative behind the changes will be important to ensure all employees have a shared understanding of the goals. The more they understand the “why”, the more likely they are to buy-in to the new ideas and changes being made.