California Highway Patrol Case Study

658 Words2 Pages

Business Issues Two business issues facing the California Highway Patrol (CHP) are narcissism and organizational culture. Narcissism can be detrimental to the success within the organization because of the individual's self-centered motivations (Kinicki & Fugate, 2016). Another business issue facing the CHP is organization is the organizational culture and the influence leadership within the organization has on the culture. The purpose of this discussion board is to identify two business issues within the CHP and two concepts to address the issues.
Narcissism
A narcissistic person is someone that is unable to admit anything but perfection in their performance and can be extremely abrasive to those who confront them (Beshears, 2017). …show more content…

These factors can be seen within the CHP and the current organizational culture. The observed artifacts are the traditions within the organization that have carried on for multiple generations. Some of the observed artifacts within the CHP are: the uniforms worn, the rank structure, as well as the published organizational commitment to providing service to the motoring public within the State of California. The espoused values within the CHP are found in the mission of the CHP, "Providing the highest level of safety, service, and security" (California Highway Patrol, n.d.). Some of the basic underlying assumptions within the CHP are the day-to-day feelings the employees perceive as a result of the organizational values and the leaders support or lack of support for these …show more content…

This is a three-step process that leaders can use to initiate and complete change within an organization (Kinicki & Fugate, 2016). The first step is when the leader creates motivation within the organization to want to change for the better and is called the unfreezing stage (Kinicki & Fugate, 2016). The next step is when the leader actually implements the plan of change in the changing phase (Kinicki & Fugate, 2016). Lastly, is when the leader reinforces and supports the change within the organization (Kinicki & Fugate, 2016). This process will be an effective process for evaluating and creating a change within the organizational culture as well as identifying the narcissistic employees within the organization and instituting and implementing new plans to satisfy the needs of the entire

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