ORGANIZATIONAL CULTURE 8
Howare organization’s values different from its norms?
Anorganization’s culture is defined by the organization’s beliefs,values and norms. Organization’s values present what is perceivedas important by the organization and the stakeholders. These valuesdefine the standards and the accepted code of conduct for all membersattached to a particular organization. The values of an organizationspell the moral direction for the business operations undertaken bythe organization. The members of the organization should stick tothese values in undertaking the assigned roles and task for theorganization to achieve its missions and objectives. Ideally, thevalues of an organization express the integrity that employees in acertain organization believe in (Gareth et al, 2006).
Organizationalnorms on the other hand spell what is expected as the typicalbehavior in an organization. The norms dictate the organization’sexpectation on how tasks should be accomplished, the quality of thework environment, the expected and typical forms of communicationwithin the organization, and the leadership styles of theorganization (Gareth et al, 2006). The two majorly differ by the factthat values is what the employees in a particular organizationbelieve in while the norms present what the employees are expected toportray as the accepted code of conduct and behavior by theorganization. For instance, the visions of the General Mills believein doing the right thing all the time and acting boldly to movequickly. This outlines the company’s values. The company’s normshelp the employees achieve these values. Despite the slightdifference in organization’s values and norms, it is important tounderstand that the two work together and working as per the statednorms and values, the organization is set to meet its objectives andmissions.
Howmight one describe the four foundations that explain culturaldifferences between organizations?
Differentorganizations have different organizational structures depending onthe setting of the organization which dictates the norms, beliefs,and values. Because of these differences in the values, beliefs, andnorms which in turn define the organizational culture, organizationalstructure becomes a source of foundation for cultural differences inorganizations.
Thenature of the employees
Differentorganization employ people with different backgrounds either in thevalues they believe in, educational levels, and personalities. As aresult, these employees are most likely to have different beliefs inregard to what the organization expects of them. This will in turnbring out differences in organizational culture because thesedifferences will bring about differences in values and norms and thusdifferent organizational structure.
Theethics of an organization
Theethics of an organization are critical in the stipulation of anorganization’s culture (Gareth et al, 2006). Differentorganizations have laid down different ethics for their organizationdepending on the nature of its leadership and operations. This inturns brings about the cultural differences in differentorganizations.
Differentorganizations engage in different operations as their core business.These different operations bring about differences in the creation ofcultures that help guide these different operations. For instance,the values, norms, and missions of the General Mills is defined bythe nature of its operations. This is different from the values oforganizations engaging in a different line of operations. This willin turn result in cultural differences for these differentorganizations.
Howmight an individual formally and informally learn an organization’sculture?
Anindividual or an employee joining a new organization must devise away of learning the culture of the organization they are joining.This will ensure that they have an understanding of what is expectedof them by the organization and in turn have a smooth time inundertaking the assigned roles (Gareth et al, 2006). An individualcan learn these organizational cultures formally or informally.Formally, an individual can be enrolled for a training organized bythe organization which empowers the individual with ideas on theexpected code of conduct within the organization and what is expectedof them in terms of task assignment. For instance, General Mills iscommitted to train its employees on the expected code of conduct andethical behaviors which in turn promote the understanding of theorganization’s culture. Informally, the individual can learn fromthe organization’s culture from existing employees either byobserving them or enquiring about the organization’s culture.However, the informal way is not the best way and therefore nothighly encouraged because it may result in a new comer learning thewrong culture from an individual practicing unacceptable culture.
Howcan a manager influence the culture of an organization?
Organization’sculture and organization’s leadership work hand in hand if theorganization is set to achieve its success (Gareth et al, 2006). Thisis because managers play a critical role in the creation and goodpractice of the organization’s culture. The leadership of anorganization should therefore be in a position to promote ortransform an organization’s culture to ensure it is in line withthe organization’s values. Besides this, the managers should berole models to the employees by behaving and acting in consistencywith the organization’s culture. There are various ways in which amanager can influence the culture of an organization
Itis the responsibility of the managers to ensure that the employeesundertake their roles and tasks in the acceptable way. For example,in a situation whereby an organization is tasked with theresponsibility of managing various projects, the management should beat the front line in ensuring that the necessary steps are followed.This is also necessitated by good allocation and attention ofresources which is the responsibility of the managers. The manager’sactions and behaviors should as well geared towards promotion of theorganization’s culture.
Themanagement should be given a good training on their roles and how tomanage the employees. This will in turn ensure that they offer theright guidance on the various undertakings of the organizationbecause they have a good understanding of what is expected of them.Again, the managers can organize for training for the employees toensure that they understand what is expected of them.
Itis the responsibility of the managers to pass information of thevarious developments or changes in the way an organization operates.The managers should also ensure smooth flow of communication acrossall employee levels to ensure that all employees understand what isexpected of them and thus the organization’s culture. For instance,the management of the General Mills Company ensures that thenecessary communication is passed to the employees and on the righttime.
Whatis the relationship between an organization’s culture and theorganizations outlook in terms of corporate social responsibility?
Corporatesocial responsibility is ideally concerned on the management of acompany’s operations that have a positive impact on the society. Itis ideally perceived to be what an organization does to give back tothe society. These operations are usually done in lawful andethically set standards to result in positive impacts for the society(Gareth et al, 2006). For example, General Mills Company is dedicatedto helping the society by engaging in philanthropic activities suchas hunger alleviation, nutrition wellness advancements, and improvingeducation for the needy members of the society. Organization’sculture defines a set of values, beliefs, and norms that guide theoperations of the organization. These set of values and beliefs havebeen extended to include giving back to the society in the desire tomeet an organization’s corporate social responsibility. Therelationship between an organization’s culture and theorganization’s outlook in terms of corporate social responsibilitycomes in from the fact that both its culture and outlook present theviews which the organization uses in its intention of giving back tothe society.
Thisassignment is important because it has helped me a lot inunderstanding what entails the culture of an organization. It hasalso helped me in understanding that different organizations havedifferent cultures depending on its operations. It is theresponsibility of the employee and the employer to help new employeesin understanding the culture of the organization. The managementshould also be on the frontline in ensuring that the employees of theorganization undertake the assigned roles as it is expected of themby the organization’s culture if the organization is set to achieveits missions.
Gareth,R. et al. (2006). Organizationtheory, design, and change.New York: prentice hill publishers.