Organizational Culture: Critical Analysis and Reflection Report

This report presents a critical analysis of the organizational culture at St. Martin de Porres High School, focusing on its challenges in meeting the needs of students with limited options. It examines the school's mission statement, strengths, weaknesses, and misalignment between its mission and culture. The analysis delves into issues such as ineffective leadership, poor teacher performance, lack of student empowerment, and the impact of managerial decisions. The report proposes solutions centered on restructuring the mission statement, improving communication, fostering collaboration and transparency, and implementing leadership strategies that align personal and organizational goals. It highlights the need for effective communication programs and emphasizes the importance of listening to stakeholders to improve the school's overall performance and culture. The report aims to provide insights into transforming the school into a more effective learning organization.

Running head: CRITICAL ANALYSIS AND REFLECTION
CRITICAL ANALYSIS AND REFLECTION
Name of the student
Name of the university
Author note

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Introduction
The aim of the report is to evaluate and understand the issue of organizational culture
and t the organizational failure of meeting the needs of “people with limited options”. It has been
observed that the given organization ahs number of shortcomings in terms of fulfilling their
responsibilities and duties which is one of the reasons for their catering to the people with limited
options. Hence this paper will present a critical analysis of the issue form the point of
understanding the issue it is currently facing and the changes it needs to bring to the
organizational culture in order to meet their issues.
Discussion
Since the case scenario presented here is the issue of the St. Martin de Porres High school
failing to achieve their desired standard of developing quality service to the targeted audience,
there are number of initiative undertaken to understand the underlying issues. it has been
observed in the body of the research that the mission statement of the issues it is facing have
been given importance and it has been clearly mentioned that in order to have better idea of the
challenges faced by the organization, they have undertaken quantitative and qualitative research.
Hence it is to be mentioned that the mission statement has been clearly defined. It has been
prompted as “gaining service to the people with limited options. However what has been one of
the crucial aspects of this organization is that their organizational culture is misaligned with their
mission statement since it has been observed that there are number of challenges it is facing.
One of the strengths of this organizational culture is their continued effort to cater to the
people and their approach is customer oriented. However what is important here to note is that it

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has failed to create the organizational culture and environment suitable to adapt to this situations.
For example, it has been observed that the teachers have high rate of ignorance to the issues that
the organizations actually facing. It us the attitude of the teachers which has miserably failed the
high team performance of the team and it is not the students instead it is the teachers who tend to
ignore the performance issues of themselves. It is to be mentioned that the issues attached to the
lower autonomy of the teachers also leads to the poor performance of them. Moreover, it is
important to consider that the administration of the school policies and the lack of understanding
of the philosophy of learning process among the teachers lead to the process of poor performance
of the faculty. In terms of empowerment of the students to perform better, it is initially to
understand that it is necessary to impart the knowledge of the right philosophy of learning to the
administration and the faculty. Only an integrated approach of targeting this issues can cater to
the interest of falling standards of the service quality of the same.
In terms of the consideration of the management and operational understanding of the
organization, it is important to note that the managerial decisions of changing and replacing the
Principal has been costly form the point of view that there are operational issues post the leave of
the heads. It has led to the process of diffracted managerial decisions, lower morale of the
students towards education and falling standards. In terms of the managerial decisions and
approaches, it has failed to cater to the needs of the teachers and the students which has
escalated to this standards (Alvesson et al., 2015). For the development of the morale and
motivation of the faculty as well as the teachers, it has been observed that the organization has
failed to develop any such attitude towards their stakeholders, for examples, the teachers for a
long time has identified their issues of “ visual presence” of the leadership that can guide them
to achieve high standards in their service. In terms of the students, it is important to consider that

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these children have very low morale towards their academics which is one of the issues for their
falling standards of academic outcomes. Moreover, the representation of the organizational as
an “ alternative” is what the source of the problem is. In addition to this, it is crucial to
understand that the earlier leadership has acknowledged the challenges faced by the organization,
however there is not much effort made in this regard which could target these issues with greater
sensitivity. Hence it is to be noted that lack of effective leadership is the source of poor
organizational culture of this school since presently there is absolute absence of any mechanism
for motivating and boosting the morale of the students, teachers and the administrations at all.
This constitutes one of the issues that the organization is currently faced it.
It has also noticed that there is misalignment of the mission statement of the organization with
that of their organizational culture. Lack of effective leadership, poor academic standards of the
students and the teachers with the lack of administration policies have created a bundle of issues
for the organization at the internal level. Moreover it this misalignment of their mission and
their culture cannot be account to the stakeholders (teachers, students and the administration)
since there is lack of shared knowledge of the organizational value to these stakeholders. In
addition to this, it is also important to consider that the stakeholders have very poor knowledge
of their value and role in the organizational culture. Hence it is important to note that poor
organizational culture is not due to the role of the stakeholders in it instead the current situation
is the resultant features of the lower standards of standards of this organization. Their
knowledge of the organizational vision and mission has been not directly communicated to them
which is why they are ignorant of their role in their respective fields. Hence it is to be argued that
their accountability to the mission statement of the organization is poorly demonstrated.

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The idea of toxic culture is one that is marked by significant number of issues like personal
battle, rivalry to lower productivity of the same. In case of this organization, the organizational
culture present is not toxic since there are no sign of interpersonal conflicts or so, however it is to
deny the fact that it is not predicative. The organizational cultures promoted by the leaders of
position have not been able to understand the underlying demands of the administration and the
teachers in order to relate it to further development. However there are number of negative
aspects of this organizational environment that is marked with very low productivity. The
importance of ethical considerations are associated with every critical evaluation of
organization. it has been observed that the at the managerial level, there are number of ethical
issues that previous leaders have faced. For example, the earlier leaders have not been able to
develop sound communication structure with that of the teachers which led to teachers
complaining about their leadership and his failure to explain the demand of the situation. It is to
be mentioned at this juncture that the organization has also mistreated the students and teachers
coming from diverse cultural background. It is these issues that have created the rift in their
approach and actions. There are number of complaints from the teachers as well as the students
regarding their management issues with that of the organization. Hence it can be concluded form
the above discussion that the issue of poor organizational culture is the source of the challenges
at the organization (Alvesson et al., 2015). This is internal in nature since it is unaffected by the
external factors. Hence it is important to consider the recommendation plan for the same.

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Proposed solution
The primary issue of the organizational functioning is the problem of misalignment of
their mission statement and their organizational culture. hence it is important to develop the
measures important for bridging the missing link between these two variables.
Hence the main objectives of the remedial plan would be to restructure the mission
statement of organization based on the learning process philosophy in order to engage the
stakeholders in the process of development. it is also to include the restructure of the
administrative policies that can cater to the teachers in better way. This plan will also include
the process of motivation and morale development plans for the students and the teachers so
that can foster the growth of the organization as well as themselves. This plan would also
include the process of restating the clear purpose for the organization and defining that common
purpose in terms of certain achievable goals. This process will be substantiated by the process
of developing common languages, commons organizational values and principles. In addition to
this the impact of mission statement on the employee of the organization is marked by the extent
of leadership, hence it this remedial plan would e inclusive of the leaders who lead by setting an
example.
The impact of an effective organizational culture would define the level of engagement of the
stakeholder in managing the organization. It is also the process of implementing the values into
concrete actions (Driskill, 2018). Most importantly, it is to align the personal goals and
objectives of the employees with that of the organization. Hence this part of the discussion will
be focusing on the issue of :

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 Effective communication: it has previously observed within the organization that they
have a proper communication between the employees and the administration. Hence it is
important to note that developing the initial process of communication is the key to a
strong organizational culture (Bortolotti et al., 2015). It has been observed that “known
and understood” is the key to organizational success. It is important for the leaders of the
organization to know and understand the values of the organization in order to engage
with the organization in an effective manner. Hence it is important to develop a good
communication at all levels of the organization is the key to realign the mission statement
of the organization with that of their culture.
 collaboration and transparency
This effort will be looking into the issue of developing higher collaboration and transparency
inside the organization. There is a need to develop the habit of collaborative effort between
the management and administration with that of the employees (Körner et al., 2015). This
process is to be substantiated by utmost transparency in all transactions and communication
in order to create the suitable environment of positive growth and development.
The mission statement for the educational organization is to produce quality work.
However, since the organization is seen to be posed with a disturbed and conflicted managerial
culture, it is difficult for the organization to achieve a quality output. However, the organization
can achieve the mission through following the mentioned examples that have proved useful for
other educational organizations.

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Communication program:
The educational organization must practice a good communication system within the
organizational body. This communication system should be practiced effectively within the
managerial team, as well as within the teachers and the managers. The managerial board of the
organizational body should involve in a good and smooth communication system, keeping aside
their personal conflicted grounds, regarding the organizational conducts. The managerial body
should also undergo a good communication process with the teachers of the organization, as it is
imperative for the body. The teachers have a better understanding of the methods to implement
the proper tools that will gain the organization to achieve the mission.
Listening as a tool:
The managerial body shouldalso develop the habit of listening to the grievances of the teachers
as well as of the students, and should also develop an understanding of listening to the opinions
of each other. The habit of listening to the opinions that each of the members of the managerial
board have, is important, also the opinions of the teachers should also be included in strategizing
the curriculum plan, since the teachers are the ones, who have the proper understanding of the
curriculum and the way it should be managed top provide a sound educational experience to the
students, which is imperative in order to achieve the mission, that is quality maintenance.
Unity among the managers:
As perceived from the current scenario, there is a lack of unity or bonding within the managerial
board. The managers of the organization, have issues within themselves, which is being a
hindrance for the educational body to achieve its goals. The managers of the organization,

8CRITICAL ANALYSIS AND REFLECTION
therefore, should keep aside their personal differences and must act as a system. This is essential
for the organization to achieve its goals, as it is often seen that the unity among the managerial
board has been proved to be effective for the organization to achieve its goals.
Maintaining Transparency:
Another important tool to gain the mission statement, is to maintain a transparency within the
system. The organization, or the managerial body of the organization is seen to be keeping their
methods of conducts and planning from the teachers of the same. It is harmful; for the
organization, as it is important for the teachers to have a clear notion of the business conducts of
the organization, so that they can work accordingly. Also, maintaining transparency within the
organizational body is seen to be as an ethical consideration that should be practiced by the
organizations.
Training programs for the teachers;
In order to meet the goal of the organization, the education al body should practice the method of
training its teachers. It is often seen that a knowledgeable person may not be essentially a good
teacher. To be a good teacher, it is essential to understand the proper ways of teaching and the
way to reach and appeal to the students. Therefore, a training program can be proved to be
helpful, for the teachers. To be an effective teacher there are certain ways that should be
followed, and the teachers of the organization, should be provided with that, and it is the job of
the managers to employ such a program into the organization.

9CRITICAL ANALYSIS AND REFLECTION
Change management strategies:
To employ a change in the organization, which is necessary, as per the current scenario, the
following strategies are recommended for the organization.
Leadership Body:
To include a change within the organizational structure, it is important for the organization, first
to include a leadership program. Leader is an important tool for any organization to include a
change in the system. A leader should be firm and effective and must have that ability to make
others follow his or her perceptions. Therefore, to remove the managerial issues, the organization
should include leader in the system who can be instrumental in the change process.
Change in Perception:
The first thing that the leader must employ is, a change in the perception of the employees or the
teachers and the administrative members of the educational body. The leader must effectively
include a change in the perception, this change is, a change in the attitude of the conducts of the
organization, and also a change in the organizational environment, that had been in practice yet.
Change in the teaching methods:
The leader should also include a change strategy in the teaching methods, including modern
techniques, smart class activities, technological tools, and unconventional ways. The
unconventional ways will include the informal ways of teaching, by engaging the students in to a
discussion process and to enable the students to practice a self- learning process.

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Including challenges:
One of the most effective way to incorporate a change program is to invite challenges. The more
there will be challenges, the more it will be easier and exciting for the leaders and the managers
to include change. Also, the challenges, will enable the leaders to understand the ways and the
places, where this change can be and should be included and also it will provide an
understanding to the managers to understand whether, this change is being fruitful or not.
Knowing the history:
To include a sound method of change, the leaders and the managers must know the history of the
organization. That will make them understand how the change should be included.
Potential challenges.
The pivotal challenge, that the organization may face, is, choosing the leader. It can be a very
difficult job to be done. Also, another difficult situation that may arise is that, implementing the
change processes.
How can these challenges be addressed?
To address the challenge of choosing the leader can be dealt by involving the teachers. The
teachers can be approached to vote a leader from the managerial board for the position of the
leader.
In case of implementing the change processes, the above mentioned examples of gaining a sound
organizational culture, can be employed, which are incorporating a communication plan and
solidifying among themselves.

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Communication and training plans.
To achieve a good communication system,
 The managers must practice a listening habit.
 The managers must be respectful to the opinion of each other.
 The teachers should be included in the decision making process.
 The grievances of the teachers and the students must be heard.
 The teachers should be approachable enough for the students to deliver their opinions and
complain about their grievances.
The training process can include,
 Effective texts for the teachers.
 Practice sessions for the teachers.
 Encouraging the teachers to gain more knowledge.
 Successful teachers can come and keep their opinion on how to teach properly and
effectively.
 Encouraging to use tools and technologies in the class to gain the attention of the students
as well as to make the session interesting and effective.
Ethical considerations.
There is no way to ensure that the proposed rules are implemented in an ethical manner. The
teachers and the manager themselves have to be instrumental in that. However, a supervising
body can be implemented in order to ensure that the ethics are maintained.

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What are some key factors, both internal and external, that could be used to
determine whether the solutions are effective?
Feed-back process is the most effective tool to understand that whether the methods that have
been employed are being successful or not. This feed-back process should be practised among
the teachers and the managers, that is, the teachers should be providing feed-back on the
conducts of the mangers and other teachers, and the mangers should be practising the same for
the mangers and the teachers.
How can the organization’s performance against the objectives be measured
and verified?
The output after employing the tools will be the measuring tools. That is, the results and the
performances of the students will be the measuring tools.
Conclusion
This report analyzed the issue of the organizational culture and their poor engagement
which has led to the process of low standard of services for the people with limited options. This
paper analyzed that the issue with the chosen organization lies in their organizational culture and
there is a misalignment of the mission statement and the organizational culture. Hence there is a
need to develop the organizational culture that is suited to the interest of then administration, the
teachers and the targeted audience. This paper can be concluded by saying that there is need to
develop a strong organizational culture in order to high standards of services.

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Reference
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook.
Routledge.
Bortolotti, T., Boscari, S., & Danese, P. (2015). Successful lean implementation: Organizational
culture and soft lean practices. International Journal of Production Economics, 160, 182-
201.
Körner, M., Wirtz, M. A., Bengel, J., & Göritz, A. S. (2015). Relationship of organizational
culture, teamwork and job satisfaction in interprofessional teams. BMC health services
research, 15(1), 243.