Assessing Organizational Culture Essay Example

Assessing Organizational Culture Essay Example Assessing Organizational Culture Paper Assessing Organizational Culture Paper Assessing Organizational Culture When thinking of culture, my mind tends to wander toward far off places only seen on television or on the internet. Culture represents an exotic and sometimes untouchable part of the world that each individual claims depending on their background, ethnicity, race, or family history. When applying culture to the workplace, however, the idea of culture applies, not only to individual persons, but to the way in which we react to one another, perceive one another, and communicate with one another. The culture of an organization is embedded in and expressed by patterns nd habits of communication. (Cheney, Christensen, Zorn, Jr. , Ganesh 2011) This paper will explain what it means to have culture within organizations as well as the presence of climate and socialization. Organizations adopt habits that work well with its requirements as an organization as well as those who have built the culture of the organization. For example, if the long-standing CEO has created a casual and relaxed atmosphere, others within the organization will adopt the same habits in order to fit the model the CEO is building. We deal with the meanings of things within our ultural system. Staying within a culture creates a certain amount of stability and predictability. Culture in the workplace can be explained easily by the differences in our co-workers and how to adapt to these differences. Differences may originate in family background religion, age, education, occupation, wealth, status, lifestyle, interests, etc. (Cheney, Christensen, Zorn, Jr. , Ganesh 2011) I will focus on the culture of age for a moment. Recently, I started a new position with a new organization. This position offered everything I was looking for; better pay, excellent benefits, proper se of my skills, and opportunity for advancement. Shortly after orientation, I began meeting those I would be working with. I noticed very quickly that all of my co- workers are from an older generation and I am the minority. In some cases it is fun to have conversations with them regarding our age differences and for them to Jokingly say, What year were you born? I graduated high school that year, my word you are young! , but this can also mean they do not take me as seriously as a protessional. But one time they become a physician. infirmary nurse. surgical technician. etc. they take on a new life and thereby absorb a new civilization into their lives. Subcultures. as defined by organisational theoreticians John new wave Maanen and Stephen Barley. are a subset of an organization’s members who interact on a regular basis with one another. place themselves as a distinguishable group†¦and routinely take action on the footing of corporate apprehensions unique to the group ( Cheney. 2011. 78-79 ) The organisational civilization in a infirmary is based on the premiss that the infirmary is at that place to supply a topographic point for the attention and healing of the ill or injured. Organizational theoretician Mary Jo Hatch puts Forth that there are five ( 5 ) Degrees of Cultural Integration and Differentiation ( Cheney. 77 ) identified as follows: Unitary. Diverse ( Integrated ) . Diverse ( Differentiated ) . Diverse ( Fragmented ) and Disorganized ( Multi-cephalous ) ( Hatch. 1997. 210 ) . A infirmary in its purest signifier would be good represented as a Unitary civilization because the staff as a whole all have the same values or beliefs. But single staff or even medical units may fall into any of the other civilizations identified every bit good. A peculiar unit. i. e. cardiac telemetry floor. may be a Diverse ( Fragmented ) unit due to a group of nurses who do non see their critical undertaking demands in the same manner and as a consequence the degree of patient infections or deceases rises. doing unrest among the staff. supervisors. patient households and ensuing in legal branchings thereby break uping the staff’s solidarity. Social psychologist Edgar Schein formulated a theoretical theoretical account that shows an organization’s civilization is built on three degrees: artefacts. values and norms. and premises and beliefs. Artifacts are normally the most common and seeable mark of a specific civilization. Schein puts Forth that things such as nursing uniforms. nomenclature. surgical protocols and more. really and accurately stand for the basic facets of organization’s civilization. The values and norms facet of his theory. while non ever seeable. can be seen through behaviour of the person or group ; it reveals what is of import to the group and how they treat each other within their organisation. Each facet of the profession may hold an operating process or environment nique to that country of specialisation. but still have the same values and norms for their actions. In a surgical room. sterilisation of the environment is much more of import than it would be in a patient’s room on a medical/surgical floor. but they still have the same belief in maintaining an unfastened lesion every bit clean as possible. While values in the medical profession make non change as a whole. values do specify accepted behaviour and action. Genuine premises and beliefs are nurtured by a individuals or organisations values and norms. Valuess vary merely somewhat in the assorted medical professions and installations. Depending on the medical forte country. operational norms and methods may differ harmonizing to developing precedences. equipment and environment unique to that forte. For case. the hospital in-patient lesion attention squad may hold the same desire to handle a patient’s lesions as a place wellness nursing squad. but the methods of intervention or medicines used may be different. Differences begin to come up when a patient is sent place on a negative force per unit area lesion therapy system. i. e. a lesion V. A. C.  ® . that aids in the healing of lesions via suction ( hypertext transfer protocol: //www. kci1. com/KCI1/vactherapy ) . Many place wellness nurses does non cognize how to properly alter the intricate dressing or to the full understand this equipment or the detrimental consequences that can happen if non changed decently. Faulty premises are hence made based on the beliefs of the place wellness nurse of what should be done for the patient. When that happens. jobs arise in this peculiar scenario that could ensue in the patient being brought back to the infirmary for a farther period of hospitalization due to a dislocation of their lesions or even the creative activity of new lesions as a consequence of improper V. A. C.  ® arrangement. The paramount civilization of the medical field is based on the Physician’s Creed of First. make no harm ( writer uncertain but it is based on the Hippocratic Oath which states to abstain from making harm ) . This belief echoes throughout the medical field all over the universe. And while there are single exclusions or exclusions in countries such as carnal research for the improvement of world or the ethical issue of abortion. the credo has gone unchanged since the clip of the ancient Greeks and before. Schein’s three ( 3 ) degrees of artefacts. values and norms. and premises and beliefs. are apparent in every clinical scene. With farther geographic expedition. Hatch’s five ( 5 ) Degrees of Cultural Integration and Differentiation will besides be found. albeit non everyone will be seen on every infirmary floor or unit. Medical installations are a kaleidoscope or a microcosm of many subcultures under the roof of the chief civilization of being a topographic point for the attention and healing of the ill or injured. Without that organisational civilization giving counsel to all of the subcultures involved in this human-centered calling field. the decease rate for minor hurts and diseases would intensify exponentially.