Organizational Essay

Table of Contents Introduction Organizational culture is an important part of any organization, for this is the principles a ships company stand for. With go forth a strong, fixed culture, an organization is sure to fail sooner than later. I pass on now discuss the subjects briefly mentioned in assignment 1. 1. The organizational culture of the organization where I work 1. 1. A) Definition of Organizational culture and 4 types of cultures. Organizational culture refers to the sh bed set, norms, visions, symbols, beliefs, habit, work language between people sharing a working environment.There are, according to (Greenberg, 2011) four types of organizational cultures that exist. (Control) Hierarchy culture These are typically large, bureaucratic corporations where smooth production, without wasted time is important. Stability, control, internal focus, standardization and integration are key principles to this system. Leaders in such(prenominal) a system should organize, monitor a nd coordinate the people and process thoroughly. (Compete) Market culture These organizations are also concerned with stability and control, but rather than instruction on internal factors, they focus on external.This system is concerned with competition. They look at all the new(prenominal) organizations competing in the same market and then focus on their relationships- or transactions with suppliers, customers, contractors, unions, legislators, consultants, regulators etc. They believe that theyll achieve success by focusing on effective relations (external). (Collaborate) Clan culture Inward focus is important, same as the hierarchy system, however clan cultures emphasizes flexibility rather than control and rigidness.At such organizations, the well-being of workers comes first. It is said that people working in a clan-cultural environment feel related to their co-workers due to the warm, friendly nature. (Create) Adhocracy This culture refers to the opposite of bureaucracy, focusing on flexibility and the external environment. Its all closely opportunities, problem-solving and outcome. These type of companies should always be up to date regarding development and technology. Typical example of such organizations is software system-developing companies.The culture of the organization where I work The organizational culture at my company is the Create or Adhocracy culture (defined above) According to Watermans speculation (cited in Greenberg, 2011) an Adhocracy culture goes beyond the ordinary bureaucratic lines to capture opportunities, solve problems and get results. In my organization, we focus on innovation and creativity. Team work is essential, because software engineers have to split up the work due to the work-load. 2. How are new employees accommodated in the organization? readjustment can refer to special needs of roughly employees or just taking account and respecting all members race, ethnic group, color, nationality, social origin, religi on, age, marital status, sexual orientation, sex, opinions, family status and source of income. In my company, respect is a really important aspect, we accept every member the way they are. Supporting each other rather than rejecting. (Denison, 1990). In my organization, we use a process called Onboarding. Onboarding is the process whereby information, training, mentoring and coach is provided to new members.This makes new members feel welcome and informed. This also increases productivity from the beginning, reduces costs due to flaws and saves co-workers training time. According to (Parker, 1993) this process includes four stages to let new employees onboard. acquiring is the first step we use in the onboarding process In this first step, newcomers will be introduced to co-workers. The group in which the employee will work is already unyielding before his/ her arrival. The employee will now get the opportunity to talk to other group members to create a mental picture of what th e work will include.Accommodation is the next step, new employees are provided with all the necessary resources to make their working experience pleasant. In my company, new employees get a computer, which stays at the portion at all times. This computer will have all the newest software on it, ensuring that the employee can do the tasks effectively without any discomfort. Assimilation is step 3 of onboarding. The intern will now be allocated to a more experienced member. This member will show the intern around, showing him where everything is and given him a crash-course about what will be evaluate of him.The intern can now shadow the person to get the hang of things. Please do note that the newcomer is expected to have all the skills needed to obtain this job. Like the necessary degrees etc. , which was considered before appointing the job to the person? Acceleration In this stage, new members engage in their working tasks, still learning as they go, but now they are able to fee l comfortable in their working environment. In this stage the results are brought to the table and fairly employees now have the chance to perform and show everybody what their made of. 3. How my organizational culture can be improvedBefore discussing the stages I shall take to do so, there are a few core principles that should be in place. Values are the first, which means the core values and believes of the company should be spelled out very clearly. All employees should know what the company stands for. Second are goals. When everyone knows what the goals and milestones of the company are, they know what is expected of them. Consistency is the next fundamental point- retentiveness the standards and goals high. Communication, important in every aspect of life is also important to improve the culture in organizations.The last point is celebration- everybody needs some return for good work done. This will motivate employees to work hard to reach the upcoming goals and having fun i n the workplace is fundamental. (Denison , 1990). The above is not the strategies I will follow to improve my organizational culture, its important elements that forms the basis of a good organizational culture. The stages of improvement include strategies to spread the culture throughout the company and beyond the borders of the company and let everyone be aware of them.I believe through doing that, the culture will improve. Here follows 6 strategies Symbols Symbols are, according to (Ornstein, 1986) those objects, not needing words to be described. The symbols of an organization can rest in the waiting room, the size of the building, the awards hanging around, the atmosphere when you walk into the doors etc. these symbols let you know what the company is all about. Thus, it spells out the organizational culture. Slogans- Phrases that summarize the organizational culture Slogans are those catchy tunes or saying things unique to a certain company.The slogan can tell you a lot about the companies culture, because the companies heart is captures in a few phrases. Thus, the employees and public can grasp the essence of the organizations- whereas the culture is improved. Stories These are the re-authoring of important and catchy moments in the companys history. The telling of these stories can re-introduce important values to employees. (Martin, 1982). These stories might be told in a formal way (in a meeting) or informally (employees drinking coffee). These stories remind employees how we use to do it around here and indirectly creating some expectations or guidelines.Through this the employees get a clear concord of what the company cherishes. Jargon These are the everyday language used in the company. Companies may also create their own phrases or words, which are understood by each other. These jargons might become unique to this company, but may also spread out to the public, making the company famous for their unique words. According to (Carroll. 1993) Jarg ons are especially popular in the high-tech world (like my company is). Ceremonies These special events celebrate whatever it is that it most essential to the company.By looking at the crusade for celebration, you will get to know the core beliefs and values of a company. Therefore, by hosting ceremonies, the employees and public can see what is valued the most. This will strengthen the culture of the organization. finally is Statements of Principle Defining culture through writing This means bringing forward a statement of principle. In this statement lie the core values of your company, reinforcing and clarifying the qualities of the company. (Carroll, 1993). Bibliography Carroll, P. (1993). Big blues The unmaking of IBM. New York Crown. Denison, R (1990).Corporate culture and organizational effectiveness (3rd ed. ) Oxford, England John Wiley & Sons. Greenberg, J (2011). Behavior in Organizations. Martin, J. (1982). Stories and scripts in organizational settings. In A. Hastorf & A. Isen (Eds. ), Cognitive social psychology (pp 255-306). New York Elsevier-North Holland. Ornstein, S. L. (1986). Organizational symbols A study of their meanings and influences on perceived psychological climate. In J. Greenberg, Behavior in Organizations (p 520). capital of the United Kingdom Pearson Publications. Parker, M (1993). Postmodernism and organizations. Sage Publications ltd.