ORGANIZATIONAL CULTURE AND DEVELOPMENT

Culture is how things and activities are done in a particular organization. Its their way of operation or an identity. It ranges from rules, procedures and dressing code

ELEMENTS OF ORGANIZATIONAL CULTURE

1. Perception of an organization and its environment. How the society view the organisation, that becomes its culture.
2. Accepted manner of reacting to new situations and challenges such as competition.
3. Its accepted dressing pattern / code and attire for its members. Its where anybody without the uniform is supposed not to be on duty
4. Projected image – winner or loser
Profit maker – Notable employee developer.
A frustrator of labor turnover (nobody leaves the organization). This helps in attracting quality workers

By the end of the topic you should be able:
1. To identify the characteristics of an organizational culture
2. To state the types of organizational culture
3. To distinguish between organizational culture and organizational development
4. To state the goals of organizational development
5. Recognized identify

  • Quality of product and its services
  • Efficiently customers handling and caring.
  • Known product or service.
  • This is where the product is known in quality, appearance and economy.

6.The do’s and dont’s – The rules and regulations that govern the organization. This includes the accepted norms and directed by rule.

TYPES OF ORGANIZATIONAL CULTURE
1. Power Culture – it involves a small number of senior executed who have power to give direction and make decisions. All important matters must get their approval and support to become
2. Role Culture – it is concerned with bureaucratic process where roles are clearly specified. Its where the roles are well spelt out and hence there are no chances of conflicts and confusions
3. Support Culture – This is where management purchases the right tools and equipment to support the workers and equally workers support management decisions.
4. Achievement Culture – Where recognition of and reward for positive contributions done. It encourages self expression and independence.
5. Task Culture – Its where activities to be performed are matched with the skills that one should have to be able to perform.

ORGANIZATIONAL DEVELOPMENT
It refers to along range efforts to improve an organization problem solving capacities and its capability to cope with changes in the external environment.

CHARACTERISTICS OF AN ORGANIZATION DEVELOPMENT

1. Educational strategy which attempts to bring about planned change.
2. It relates to real daily problem instead of hypothetical instances
3. It is an external change agent because it seeks to reconcile the organization with external commitment.
4. It puts emphasis on group and organization process it uses committees.
5. It uses action research to solve organizational problems.

GOALS OF ORGANIZATIONAL DEVELOPMENT

1. To develop a self renewing viable system this might be helpful to the organization in a variety of ways depending on the tasks to be performed.
2. To create an environment in which authority assigned role is performed.
3. To increase the openness and communications within an organization.
4. To create conditions in which conflicts are effectively managed.
5. To build team work through collaborations nobody is being coercive.
6. To increase the level of trust & support for non-organization members.

PROCESS OF ORGANIZATIONAL DEVELOPMENT PROGRAM

PROBLEM RECOGNITION
A manager or CEO should recognize that is a problem e.g. through low morale and customer complaints.

ORGANIZATION AND DIAGNOSIS
Finding out the actual problem by finding out facts and information about it.

FEEDBACK
After the data is analyzed it’s given to the authority managers with a view of getting reasons for implementations.

DEVELOPMENT OF CHANGE STRATEGY
These are resolutions rendered to be problems which are ultimately implemented.

MEASUREMENT & EVALUATION
After a specified period of time, a selected group meets again to measure & evaluate the effectiveness of the OD efforts.

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