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Importance of culture when implementing change management
The role of organizational culture in improving organizational performance
The role of organizational culture in improving organizational performance
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Recommendations for Culture Change Since the leadership agreed that they want a decrease in collaborate and a small growth in both create and control this portion of the paper contains recommendations to make this culture change. I recommend the collaborate category be kept a focus, though slightly less so, because the organization still desires to be like a family, but wants to place more focus on control and create (Cameron & Quinn, 2006). This is a strategic move for a growing organization of this size, but it is important that the control category not become the new culture (Cameron & Quinn, 2006). I recommend this because this is a common trend for growing organizations and is a difficult culture to move away from if it becomes too …show more content…
I recommend the leadership do this by “fostering creative alternatives and innovation” and “make change the rule, not the exception” (Cameron & Quinn, 2006, pg. 88). These culture changes would get the message across that adhocracy is valued and appreciated (Cameron & Quinn, 2006). To maintain market culture I would also recommend that the organization focus on their key goals and place the same emphasis on comparison to other growing churches. I would recommend that the organization continue to seek customer satisfaction and stretch goals as these are important facets that the administrative team needs to continue pursuing to keep overall effectiveness (Cameron & Quinn, 2006). It is important that the team continue the spirit of hitting the mark and striving to be a results-producing team. These do’s and do not’s will help safely maintain the team’s market culture (Cameron & Quinn, 2006).
Leadership Examination and
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al., 2004). This leadership practice consists of recognizing and appreciating the individual effort that makes achievement possible (Kouzes et. al., 2004). This practice celebrates values and victories and creates a high-spirit community where members feel they matter (Kouzes et. al., 2004). This results in members being motivated to continue their work despite exhausting obstacles and frustrating circumstances (Kouzes et. al., 2004).
The Grace Church administrative team’s leadership is seen utilizing this practice relatively often. When tasks are completed quickly and fast, participants will be verbally praised. The leadership also shares with the team that they are an invaluable part of the organization though not often appreciated. As a result, the leadership works to create a culture of appreciation within the team. The team’s leadership is encouraged to make an intentional effort to consistently appreciate team members whether through certain preplanned gatherings or simple scheduled appreciative conversations. The leadership is recommended to give some priority to encouraging the heart of members since it is even recognized by leadership that the rest of the organization does not often appreciate the
The first area identified for improvement is praising people for a job well done. Too many times I have passed on the opportunity to publicly recognize member either formally or informally for their efforts. From my point of view, when a task is assigned it is expected to be completed to the highest level of competency. Meeting this standard leaves little room for exemplary performance to be recognized. I intend to correct this by taking
Response: Recognition is a big factors that helps with employee satisfaction and motivation. When an employee is excelling in their work and completing all goals and objectives, there hard work is recognized by means of gifts, announcements, and even the prime parking space at the organization.
In a business or a workplace, it is essential for the organization, which consists of the employers, the managers, and their employees, to work towards reward programs within the human resources in order to create a healthy and cordial work environment and most importantly, to efficiently achieve business’ goals. In Carol Patton’s (2013) article, Rewarding Best Behaviors, she explains the importance of several companies that are beginning to recognize their employees, not just for the end-results, but for reflecting good behaviors towards the business’ values, such as demonstrating creativity on certain projects, problem solving towards certain issues, and also collaborating with fellow co-workers. Patton stresses that these reward programs could help suffice the overall being of a company as long as the rewarded behaviors correlate with the corporate strategy. Patton expresses that some things human resources must comprehend include “how its company creates success, what drives its business strategy and what behaviors are needed from employees to achieve that success” (Patton, 2013 para. 15). Moreover, the employee would be reflected as a role model for others and perhaps influence them to demonstrate comparable behaviors.
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
In Patrick Lencioni: Team-building lessons from the NBA (HSM Global, 2013o) Lencioni states, “People that have humility are more interested in sharing credit than getting it”. I am a firm believer in giving credit when credit is due regardless of how I may feel about an individual or group. Everyone should be recognized for their efforts, ideas, and work done to fulfill a goal. For example, I work with another team on patient engagement initiatives for the patient portal. Although we may often disagree, I give them praise for organizing meetings, facilitating presentations, and providing my team with the clinical questions from the enterprise teams. In addition, I exercise humility through the transfer of knowledge. For instance, I know that I am adept in public speaking, problem solving, and marketing. However, I am not analytical nor an expert in Microsoft Excel or information technology. I utilize the skills of my peers and associates to better understand these areas in exchange for sharing my own skills. I view my team members as peers with a goal of working collectively. As Robert E. Kelley (1988) states, “Good followers see coworkers as colleagues rather than competitors”
The role of leadership has become increasing valuable for organizations to be successful. According to Huber (2014), Leadership can best be defined as method utilized to ensure that an objective is completed. There are many different types of leaderships that can be found within each organization. In this paper I will highlight an example of a specific leadership style that we come across in healthcare settings. I will review my leadership self-assessment results and discuss the impact of leadership on staff and groups.
Influencing culture creates tranquility in a work environment that helps employees feel accepted and happier, thus creating better customer services. In the scholarly article, “Relationship Of Organizational Culture, Teamwork And Job Satisfaction In Interprofessional Teams", Korner argues that before you can have happy customers you must have happy employees. “Organizational characteristics, such as organizational culture, are important aspects for interprofessional teamwork, treatment quality and success . Studies have demonstrated that interprofessional teamwork is influenced by organizational culture.” (2). Culture is an important aspect for teamwork because employees must learn each other’s difference to better connect with them. Connecting with co-worker creates a positive environment and reflects on the employee. When customers see the smiling face of an employee, who enjoy his job the positivity reflects on the customer’s overall experience. Influencing employee’s culture helps the customer’s and employee’s experience.
Recognition of contributions, and showing appreciation are ways for one to show others that they are held as respected members of a group. Arnold and Boggs (2011).
Offering that passion and enthusiasm to representatives can help you spur your workers to wind up more beneficial and productive. Praising your representatives when they are productive in the firm or job can be a characteristic growth of passion.
Encourage the Heart – leaders appreciate the contributions that individuals make and allow them to participate in the rewards of their efforts, therefore, leaders celebrate achievements.
The next tip is “give honest and sincere appreciation.” A recurring theme in this book, is that people want to feel like they are important. There is a driver forcing you to do everything in life. For example, as a chairperson of the Business Week publicity committee, I am working hard to promote the Business Week activities and increase attendance using creative tactics. When people show up to events because of a promotion I created, it makes me feel important and gives me a sense of fulfillment. Such is the case when dealing with others. If they know they are appreciated, they will feel important and will continue doing a good job in the future.
Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary
315), motivating other is to give recognition and praise can be thought as directly placing a positive reinforcement, that is reinforcing the adequate behavior by giving an award. A strong motivator is recognition because it is a regular human need. DuBrin (2013, p. 316), an outstanding of recognition, which include praise, as a motivator it that it is no cost or low cost yet powerful. Bob Nelson, a reward expert, reminds us that money is important to employees and recognizing others motivates them to elevate his or her performance. It has a huge return on investment in comparison to a cash bonus. DuBrin (2013, p. 318), according to equity theory, employee motivation and satisfaction depend on how properly the employees believe they are treated in comparison to peers. The theory debates that employees have certain beliefs about the outcomes they receive from their jobs, as well as the inputs they invest to obtain these outcomes. This theory has many implications for the leader who attempts to motivate subordinates. No matter how well a program productivity or cost-cutting is, it needs to still provide equitable pay. Also, the leader needs to see that subordinates perceive themselves to receive a fair deal in terms of what they give to and receive from the company. DuBrin (2013, p. 320), effective leaders are good coaches and good coaches are effective
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company to perform better.