Organizational Culture and its Development Response

Organizational Culture and its Development Response. College essay writing service

Question description

All you have to do is to read the 2 posts and do a quick and small response which is one paragraph for each post. make it simple and use simple word. I suggest you to take any idea in each post and expand it more it will be easier for you and don’t forget the reference

(First Post)

Every part of life, including business organizations, is surrounded by culture. Cultures are social constructs that guide the value systems as well as morals in a given society. Notably, organizational cultures, just like other social norms, are deep, widespread, and sometimes complicated. Concerning corporate culture, Edgard Schein stated that cultural differences are the leading causes of resistance within an organization, often leading to learning, planned change, as well as organizational development. Furthermore, while organizations are prone to direct and indirect mechanisms of change, organizational culture is impacted directly by the mechanisms. This is evident through appointments, opinions about various decisions and structures, and the reward systems. However, indirect mechanisms such as missions and vision statements are also determinative of the organizational culture. Schein posits that if managers are not sensitive to cultural diversities in their organization, the dominant cultures will eventually dominate them.

Organizational culture and its development can be categorized into three main levels, namely artifacts and symbols, espoused values, and basic underlying assumptions. Under the artifacts and symbols, these are the visible elements in the organization that are recognizable both by the staff and the external parties to the organization. They include items like logos, architecture, and the corporate clothing among others. On the other hand, the espoused values are the written norms as well as the expected code of ethics within the organization. This greatly influences the execution of strategies, company philosophies, and attainment of corporate objectives. Finally, the basic underlying assumptions include the elements that are evident through unconscious behavior. They include factors such as personal philosophies, interpersonal relationships, and perception of truth.
Notably, the three levels presented can be modelled as an onion, moving from artifacts, to espoused values, and finally the basic underlying assumptions. The deeper the layer, the harder it is to adjust to changes. The chapter offers incredible insight into how to create effective cultural changes by identifying behavior and engaging in constructive and transformative organizational cultures.

Reference

Schein, E. H., & Schein, P. (2016). Organization culture and leadership. Retrieved from https://ebookcentral.proquest.com/lib/philau/detail.action?docID=4766585
(Second Post)
What is meant by “culture eat strategy for lunch? “ (Peter Drucker, 1989)
“culture eat stratgy for lunch” is a famous phrase by Peter Druker. He meant by that is culture is more powerful and strong than the strategy to success the organizational. The impact of culture on companies success is big. What makes up a culture helps to deliver the vision and mission?! Johnson and Scholes identified a number of linked elements. These elements are Stories: that cover the stories inside and outside the organization. Who are the heroes and who is not. Rituals and routines: the routines behavior that considers normal. What happens in a situation. The positive and the negative ones. Supporting peers or bullying. Symbols: symbols could be fun or serious. Organisational structure: the power structure in the organization. For example, Theatres are interesting organizations where the star performer may have more power than the director. Control systems: control of finance and quality of the organization. Power structures: groups that have worthy decision-making power of the organization. They said when you analyzing each element you can decide if it helps to deliver your vision. These elements may interact or overlap. After you understand the culture, you should change it.

Here are five steps to change it. 1) analyze culture as it is now. 2) imagine the culture as you want it. 3) compare two elements and see the differences. 4)make your action plan. 5) see the difference over time.
** ((You can do a response from this article))
https://online.ben.edu/programs/msmob/resources/strategy-vs-culture-the-debate-rages-on
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