Building Effective Organizations Response IN 12 HOURS

RESPOND TO 2 OF YOUR CLASSMATES’ DISCUSSION AND
EXPLAIN WHY YOU AGREE (YOURS RESPOND MUST BE 200
WORDS)

DISCUSSION 1 (Earnesto)

I define organizational Culture as the norm’s values, expectations, and understanding that govern
the behavior of those in an organization. Culture defines employee behavior and attitude at the
workplace and thus determines how employees undertake their work, how they relate with their
colleagues, and how they handle both the strengths and the weaknesses in the organization.

Organizational Culture, on the other hand, is made up of a firm’s values, vision, communication,
and working trust, as well as organizational inclusion. It is also essential to have an ongoing and
stable leadership practice, commitment to ethical behavior, and timely rewards for the employees
to encourage good behavior (Paais & Pattiruhu, 2020). A significant concern that organizations face
when sustaining a positive culture is the integration of multi-teams into the general company
values, particularly in growing or working environments. Switching an existing culture is even more
difficult due to the need to rely on eliminating wrong practices and dealing with skepticism of the
change.

Leaders are central to creating change by modeling flexibility and setting out innovation,
communication, and direction. They should demonstrate new behavior, employ new techniques in
change, and appreciate flexible personnel. Current-day knowledge workplaces and tech-centric
companies like Google and Netflix endorse cultures of change (Paais & Pattiruhu, 2020). Google
focuses on incubation of innovation, and innovation encourages its workers to take some time to
work on innovation projects; Netflix focuses on the freedom accompanied by responsibility, in
which freedom empowers workers to act responsibly and be flexible.

Conclusively, everyone in the company plays a role in maintaining change by introducing different
viewpoints and suggestions that can be critical to evaluating the change. Self-directed change
training encourages top-down and bottom-up organizational development because employees
apply change management strategies.

Reference

Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational Culture on
satisfaction and employee performance. The journal of Asian finance, economics, and
business, 7(8), 577-588.

RESPOND TO 2 OF YOUR CLASSMATES’ DISCUSSION AND
EXPLAIN WHY YOU AGREE (YOURS RESPOND MUST BE 200
WORDS)

DISCUSSION 2 (Loretta)

Organizational culture is the values, beliefs, and structure of an organization that had rules and
regulations in which every member abides. Some of the key values of an organization culture are
everyone working towards a common goal in the organization, there is freedom to innovate among
employees without fear if things do not go well, everyone is held accountable for their actions, there
is clear communication in all areas of the organization, all employees have integrity, there is
diversity in the organization, and everyone has respect for others and that working together is the
key to organizational success. When it comes to change in an organization, there can be a great
deal of resistance, this can even occur with leadership, but people have to learn to adapt. It should
be something that is built within the organization’s culture so that when change comes, people will
expect it, learn the new structure and make it part of the everyday structure of the organization.
Those who resist change risk failure.

I think that in one organization was the one in which I worked when everyone had to go through
cultural and sensitivity training. Where I worked, there were many patients of a certain race but the
ones providing care were of another race. There seemed to be a lot of bigotry, cruel words, and
discrimination. The training helps people to learn sensitivity and how to handle discrimination and
cruelty from patients without getting upset. Most of the patients grew up and lived in a different
time and in old age, memory can be a tricky thing, and we may think that we are back in our heyday
while others have moved forward to modern times. Things did get better for quite some time, but I
think that it was just too much for some of the employees and they eventually left the organization.
There are some things that even time cannot change.

When it comes to employees, they all must learn to adapt to the culture of an organization. Our own
feelings, biases, or misgivings are to be left at the door. Some will resist the culture of an
organization and turn it into something that they deem closer to standard, but times have changed,
and we have to learn to cater to a more diverse market and customer base and this also means that
the organization is becoming more diverse to meet customer needs. Some are stuck in the old
ways, and these are employees that find themselves in trouble often and eventually find
themselves on the outside looking in because they have been terminated.