Organizational (2) There are two dimensions of culture


Organizational culture is the shared values and norms of the employees in how they will  

            behave
inside and outside of the organization. (1)
Organizational culture is determined by what

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            the organization
and management expects from their
employees in regards to those set values
  

            and behaviors and the outcome of those
expectations. Through employee interaction,

            observation, training and special events such as team building
outings, the culture of an

            organization is formed. (2) There are two dimensions of culture in an organization, those

            dimensions are; (weak/strong) and (positive and negative). When the values across the

            organization are clear so that everyone in the
organization understands; strong
cultures will

            exist. If the values and behavior
are closely related, the stronger
the organizations culture   

            will be. When an organization has a
set of core values, believes in
them, follows them and

            teaches their employees to learn and adhere to them, employees will work together in a

            cohesive/team effort and be proud of what they do. When a weak culture exists, there is no

            cohesiveness and there is no attempt by managers to control negative behavior and

            disregard to the
organizations values. The further apart the values are from
behavior the

            weaker the culture will
be. Effective and efficient productivity and performance are the results   

            of a positive organizational
culture. Resistance and unruly behavior that upsets the performance

            of the organization is negative
organizational culture.  (3) Learning
the history and background

            of the organization plays a big
part in the culture within an organization. The Heroes, the ones

            that were instrumental to the company’s success and their contributions they made. Through

            stories, such as
times when the president spoke to the employees personally or when someone

            had to make a special trip to get
parts for the company to keep running for the day. Showing off

            the company’s slogan showing pride in safety, production or their vision
statement. The logo of

            an organization is a symbol that conveys their values,
jackets, plaques, etc. awarded with the

            organizations logo attached are
examples of those values of the organization. Ceremonies are   

            another way of learning the culture
of an organization. Certain types of gestures such as secret

            handshakes, oaths or awards dinners
show the more personal, meaningful side of the

            organization.

       
The way we hear things expressed i.e. “this is how we do it here” are
ways of learning the

       
organizations culture.                           

          

 

13.     (a)
Identify a recent workplace change. Relate this change to the Stages in the
Change   

          Process.

          A recent workplace change was installing a new high-tech scanner system to grade lumber.

          When the lumber graders first heard the news about this new technology, their response was   

          that it couldn’t do as good a job as the three graders that were on the
grade line (denial). After

          they knew that it was a for sure thing that the grading system
would be installed, they became

          worried about who
would keep their grading job, the
uncertainty of who would have to move to

          another area of the department with a
lower paying wage was on their minds.
For a short

          while, this created a reluctance to work any harder than they
needed to; just enough to do their

          job without getting into trouble (resistance). Once the scanner system
was installed,  

          (exploration)
the company found a way to keep the graders in a rotation that no jobs would be

          lost, this successful change process showed the
human relations side of the company. This

          outcome changed the behaviors of the graders and they went
above and beyond to show that

          they could adapt to this system and make the quality of the lumber better than
the old

          way. (commitment)
This was an actual real event.  

         

        

13.    (b) What steps can you take when you find
you are resisting a workplace change?

          The steps I would take to beat
resistance to change would be; staying
positive, trying not to

          upset the trust that has been established with others. I can motivate and challenge myself to

          think outside the box, to find
ways to do things in a better, more efficient way. I need to plan for

          the change, be prepared for the uncertainty, staying calm and to control my emotions.         

 

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