o Organizational culture: “set of shared, taken for granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments. There are four characteristics: shared concept, learned over time, influences our behavior at work and impacts outcomes at multiple levels. A shared concept is organizational culture consisting of beliefs and values that are shared among a group of people. If we learn things over time, this means socialization and mentoring. Our influences are “culture eats strategy for breakfast. Finally, the impacts we make can affect outcomes of an individual, group/team or organizational levels.

  • Organizational culture: “set of shared, taken for granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments. There are four characteristics: shared concept, learned over time, influences our behavior at work and impacts outcomes at multiple levels. A shared concept is organizational culture consisting of beliefs and values that are shared among a group of people. If we learn things over time, this means socialization and mentoring. Our influences are “culture eats strategy for breakfast. Finally, the impacts we make can affect outcomes of an individual, group/team or organizational levels.

 

HOW DO YOU FEEL ABOUT THE ABOVE POST:

 

QUESTION 2:

You mention the importance of companies having set values and norms in place. I think that the organizational culture can help facilitate the expectations that are set by the company. This includes policies and procedures, training, and day to day expectations. If these are not enforced, it can lead to issues for an organization. The challenge with just making decisions that go against set policies that have been established within the culture is that it can open it up to interpretation. There will be people that take advantage of that. If enforcement of those policies is inconsistent, it can lead to some major problems and ethical issues.

Class,
Can you think of an example of a company policy that existed, but seemingly was inconsistently followed? What are some potential results of this occurring again and again?

 

QUESTION 3:

  • You bring up some good points on effective organizational cultures. You mention Southwest Airlines. It’s an odd thing these days where an airline is not only doing well in this economy, but also do an pretty good job of retaining happy employees. This is an example of a company that has created a positive corporate culture that they not only discuss in their mission statement, but also practice on a daily basis. I remember doing a paper on this company in my Master’s program. I found it interesting that a company the size of Southwest remained competitive and a desirable place to work at the same time. Below is an article that discuss this in more detail.

    http://www.businessweek.com/stories/2008-02-21/at-southwest-the-culture-drives-successbusinessweek-business-news-stock-market-and-financial-advice

    Class,

What are your thoughts? Why do you think more companies choose not to take the attitude that Southwest does?

 

 

QUESTION 4:

  • Thanks for sharing! The standards of the leaders of any organization play such a key role in the overall success of that company. This can easily trickle down to the employees, impacting things like job satisfaction, morale, motivation, etc. How can the companies that have the unethical or low quality managers get themselves back on track with regards to these key factors? I think an organization’s standards start from the top, but if there are individuals in various management levels that don’t place strong ethics as a top priority, then it can negate a company’s positive code of ethics. Getting the right people into the right positions can be the key.

This link will take you to a page that discussed Colin Powell’s Lessons on Leadership. He discusses various qualities that make a good leader. Feel free to check them out.

http://www.blaisdell.com/powell/

Class.
What do you think of the article? Which lesson stood out to you? How does that lesson impact concepts we have discussed so far in class (employee motivation, job satisfaction, overall organizational behavior)?

 

 

QUESTION 5:

  • Organizational culture: Organization culture are cultures at different companies. This is important in the professional world because culture gets created and managers can change it. A good example is Southwest Airlines they make profits for many years more than any other airline. Culture represents the extent to what values you have or beliefs of those values. If your values do not match the values of the culture, people will be unhappy and unproductive. Getting a job after graduation is something that you want to make sure it fits what you want to do for the rest of your life. Organizational change is a part of culture and change happens every day and is everywhere- organizations change for the better: how to do it right, how to involve people, and how employees can be good followers in environments.

 

How do you feel about the above post:

 

Question 6:

  • OB skills are when you’re first getting the job. OB skills help you get promoted upwards because it’s for softer interpersonal leadership influence skills. OB skills are derived from what kind of skills people have or have acquired from. For example, I have the OB skills to be in the health care industry. I have been in this industry since 2011. Currently, I’m attending UOPX to obtain my Bachelor’s in business because I wanted to open up a different aspect a part of my life. It’s not as easy as it seems because it’s online. I think it’s a lot of work and a bit harder. OB skills are beneficial in the sense of looking for the right job with the right skills. If someone doesn’t have the right amount of skills, they might not obtain that job.

How do you feel about the above post: