¶ … organizational culture and diversity helps me to understand my current workplace and the issues we face. All organizational theories provide some insight into the organization, with diversity theories and organizational culture and management theories being especially relevant because we are a small company with a diverse workforce. In spite of the tremendous benefit and opportunities presented by diversity in the workplace, I do not see that our current owner/chief executive understands well enough how to capitalize on diversity. The chapter on diversity in the text points out how diversity management is fast becoming a critical management strategy not just because of ethics and social justice, but also because diversity is good for business.
A business-focused diversity management strategy would help our small private ambulance/paramedic company improve our branding, attract a broader clientele, and expand the business. Equally as important, a cohesive diversity management strategy would help our company retain top paramedic talent. Currently, we have people from around the world working as paramedics. The diversity of the paramedic team is extremely beneficial for , it becomes critical to have a diverse team who understands different communication styles -- not just different languages.
Unfortunately, our organization's structure and culture do not actively or directly promote diversity. I would describe the organizational structure as being hierarchical with three distinct tiers. At the top is the owner, and below him is a Director of Operations, who also serves as a paramedic supervisor. The owner's management style is hands-on and authoritative, and he does not solicit much feedback or input from employees. The text describes a phenomenon in organizations known as fragmentation, and I believe this is what has been happening in our company. Fragmentation is a product of lack of cohesion in the organization. The paramedics like me have some ideas about how the company could grow and improve, and if the owner does not flourish during the critical next stage of growth, he may lose some of his strongest personnel. The text does explain why young companies like ours have managers that behave in similar fashions, micromanaging their staff…
Organizational Behavior Chester county hospital organization culture Chester county hospital is an organization within the public sector. This organization strives to be the best place to work for any of its employees or potential employees. This organization is among Chester County's largest and most well respected employers and this success is attributed to the dedicated employees who are committed to maintaining an atmosphere of excellence. The members of staff are a representation
Organizational Culture Integrating culture and diversity in decision-making:The CEO and organizational culture profile. Historically, there are many definitions about organizational culture, which different literatures offer different definitions. The most popular definition is "the way a company does their thing around the company." In addition, organizational culture refers to the attributes of an organization, or in other terms, it is appropriate to link organizational culture as the right ways in which companies understand
Organizational Behavior Terminology Organizational Culture and Behavior: Author Edgar H. Schein, professor of management at the Sloan School of Management, MIT, believes that organizational culture has in the recent past embraced themes from a number of disciplines, including sociology, social psychology, anthropology and cognitive psychology as well. And although all of these fields of study feed into today's concept of organizational culture, Schein asserts that organizational culture "has become a field
Employees handle a large amount of private documentation and must uphold the law of confidentiality legally and ethically. Despite the stress on confidentiality of client information, communication flow is still important to the organization's ability to get work done. / Thus confidentiality in the service of customers, not in the service of secrecy is the organizational mantra. Additionally, communication is not simply fostered in the organizational culture's common professional dress.
Organizational Culture and Sustained Competitive Advantage Organizational culture is a defining feature of every organization. The unique culture that every organization displays has an affect on its ability to remain profitable. Culture can have either positive or negative affect on the ability of the organization to remain competitive. Much academic research up to this point has focused on theory and defining what is meant by culture and sustainable competitive advantage. This
changing management processes, including meeting frequencies, attendance, and agendas. Question 2: What are the traits of an effective organization? The traits of a successful organization are the following: successful organization should be able to identify and define the key competencies for organizational success based on the organization's vision, values, and goals. It should be able to express the key competencies as attributes against which participants can be assessed. It typically uses a number
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