MGMT 102 - Management Organization and Global Warming
Added on 2020-03-13
6 Pages1240 Words78 Views
Running head: Management Organization and Global warmingManagement Organization and Global warmingName of the studentName of the UniversityAuthor’s Note
1Management Organization and Global warmingCompany culture is the persona of an organization. It illustrates the setting in whichemployees work. It includes variety of elements such as organization’s goal, ethics, value,expectation and mission. Company culture is a delicate thread that influences how theorganization operates; affects critically, the success and the failure of a project, determines whois an asset or isn’t of the organization and rules the overall mood of the organization. Company’sculture gain attention when it merges with another company of a different culture or whenexisting culture becomes inconvenient. In passive environment, issue in culture can result intostaff turnover, low morale and even absenteeism. Perquisites of Strong corporate culture are bothsupported and perceived by social science. Basically there are six component of a remarkableculture inculcating these components can assure longevity of an organization and uniqueness inorganizational culture namely Vision, Values, Practices, People, Narrative, Place.Organizational Culture can be influenced by other different factors, but the above-mentionedcomponents can result into stronghold of an organization thus shaping the future of companies’culture. Author’s view on effectiveness of cultural web model in changing corporate culture canbe agreed on the ground that it is easy enough for the employees of the organization tounderstand the concept. The employees of the organization can analyze and evaluate all bythemselves on the basic of cultural web model. Cultural web model comprises of six elementsnamely Rituals and routines, Control system, Symbols, Organizational structure, PowerStructure, Myth and Stories. These six elements together represent physical palpable of acompany’s culture and standard of an organization. Organizational culture defined by EdgarSchein is “basic believes and assumptions thatare shared by employees of an organization”. According to him, organization do not opt for a
2Management Organization and Global warmingculture in a single day, it is a slow process where employees evolves with the company in duecourse of time. The employees welcome changes within the organization and adapt as per thegiven environment. The employees initially strived to adjust to new culture but eventually aftersettling into the system, they enjoy a stress free life in the later stage. This is a slow process aswell as ineffective as there is no say of the employees in the organization they either have togrow in the way organization wants or get cut out of the organization. According to EdgarSchein organization culture are of three types: Artifacts, Assumption and Values. The modelthat author’s reviewed is useful as if need for a change in the element of each constituent oforganizational culture a plan can be made. Management in the organization can effectively plan,carefully implement and calculate the change in organizational culture without the help from anyexternal source and just with the help of the Cultural web model (Coleman, 2017). According to Charles Handy’s organizational culture, an organization is a place whereemployees come to work to attain a particular goal in a closed knit coordination. According tohim honcho who is responsible for making decisions and controlling organizational direction,heads the organization. He also stated that structure of the organization is pre defined and theoperations of the organization are predictable. Teams formed, as matrix play part to solveproblems and the power derived is within the hierarchy. Horizontal structure is prominent in thistype of culture. Individual are more valuable in the organization, than the organization. CharlesHandy’s organizational cultures are of four types: Power culture, Task culture, PersonCulture and Role Culture. Cultural web model is more effective at generating changes withinan organization. Therefore, it is important to figure and understand policies and components oforganizational culture in an existing setup to reshape or revitalize an organization’s currentscenario (Using cultural models for changing corporate culture - Change Factory, 2017).
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