The organization’s cultures

The organization’s cultures

The organization is set up in the form of a system or family in which certain cultures have established that help to facilitate the running of the business. The culture developed in the organization span different regions and sets a distinct identity. Through keen consideration of the organization, it is evident that the organizational culture is influenced by the beliefs and assumptions of the management and the staff members. The beliefs and assumptions are a representation of what the organization members hear what they observe and learn during the interaction of different departments. The culture is also significantly influenced by some of the activities that the members are encouraged to try because sometimes they work, or sometimes they fail. When the set strategies do not work as expected, the members rethink their approach and try again. Among other factors, the culture of the organization is also significantly influenced by the involvement of colleagues through inspirations that help dictate the foundation they can all recognize and where they want the organization to head.

It is also observed that through teamwork, the organizational culture is improved as it helps the members engage their efforts that dictate their success and that of the company. However, in order to achieve success and avoid cases such as the one facing the competitor company, the organization members need to be able to adapt and have consistency in their daily tasks. Overall the organization culture entails how activities are carried out. This approach to operations is derived from the assumptions, perceptions, thoughts, beliefs, and feelings of the organization members. If either is ignored, the culture is inefficient, and since organizational culture is learned, it is possible to share unproductive experiences around the workplace, which slows the growth of the organization. It is, therefore, essential for the management to instill a proper culture in its members as they shape the applied work strategies that dictate the future of the company and behavior of future employees. In so doing, the organization’s survival, development, success, and evolution are guaranteed.

The organization’s cultures, traditions, and methods of action constitute the organization’s climate. The components, such as the recurring culture, traditions, and activities, have measurable properties of the organization’s work environment either directly or indirectly. The measurable elements are dictated by the individuals, teams, and departments of the organization. The organization’s climate significantly influences the motivation and behavior of the employees of the company.

On the occasion that the organization hires or recruits new employees, what they first interact with is the climate in which they have to work and therefore signifying the need for the company to develop an environment that meets their economic, social, and psychosocial needs. While conducting the analysis for this report, it was evident that the employees enjoyed working for the organization because of the sound management that sincerely cares for maintenance. It was also apparent that the administration makes sincere efforts to improve the climate by implementing policies that result in steadfast reward cultures.

The reward system is based on the precise measuring and evaluation of employees within the organization. The performance of employees focuses on the quality of their work and can be monitored through comparison to the organization’s objective, daily achievements, professional development, and the anticipated rewards. The organization has significantly improved the employees’ satisfaction through the use of both monetary and non-monetary reward systems that will enhance employee performance. The effective reward systems observed from the organization are promotions, incentives, cash bonuses, praise, and pay off of vacations, among others. In the evaluation of the reward system, it was notable that the employees were highly motivated to perform efficiently and follow the stipulated work rules. The reward system also helped the management to recognize and reward employees for their individual and team performances. The employee performance is the dependent variable in question that is controlled by the rewards, which are independent variables. There is, however, a concern on the reward system as it often does not apply to management, therefore, affecting the attraction, retention, and motivation. The report, therefore, proposes the aggregation of employee perceptions of the climate for analysis that helps asses the individual and team cognitive organization through the shared perception approach.

At the office, there are codes and choices that are used in public administration, also known as organizational ethics. They entail the morality of the organization’s activities during professional or office hours that are classified as either right or wrong. The application of the moral codes at the place of work helps the management and employees to influence each other into achieving the stipulated values, standards, rules, principles, strategies, and mission of the organization in various circumstances. In the organization, it is notable that during the analysis of behavior and compilation of the report, stipulated objectives were less influential in shaping the progress of the company that comprehensively involves the personal belief of the employees. Ethics, therefore, play a significant role in the organization and can be enforced through the elevation of employees into confidence through winning their emotions with the intent of nobility. Through the stipulations of clear guidelines, ethics increases its relevance as it ensures the implementation of policies that are aimed at improving and sustaining organizational performance.

Among the recommendations to the COO Kate Lindsay include the incorporation of ethics training for both the management and the employees as it would go a long way in instilling the understanding of the difference between rights and wrongs, which is circumstantial to their decision making. The training would go a long way in improving the codes for business ethics, the conduct of employees, and improve the professional practice of the organization as a whole, which would help avoid instances such as those facing the competing company where employees lie on expense reports. As a result,, the efficiency of the plans to implement the values and vision of the company isis heightened as well as the ethical standards. Although ethics training is principle focused, there is a need to involve not only the employees but also the management as it goes a long way in instilling values that characterize the workers and, in extension, the organization. The program should be tailored to improve transparency, accountability, professionalism, and leadership, which allow for the free flow of information between departments and thus improving customer satisfaction in the long run.