Organizational Culture And Ethical Values

Organizational Culture And Ethical Values
In every organization, there is a culture practiced in that organization. Different organizations have different cultures. A culture of an organization
defines how that particular organization manages itself as well as treats its customers if it is a business. An organizational culture is basically
developed within an organization and all the staffs or workers of an organization are usually conversant with the culture of the organization they work
for. Ethical values are also part of organizational culture. Ethics are very crucial in an organization since they determine how individuals relate with one
another within an organization. Ethical values are the ones which guide individuals in upholding good morals within an organization. The purpose of
this study is to understand what an organizational culture is as well as the ethical values required in an organization. In addition, this study aims at
showing how ethical values can be used in an organization in fostering good relationships within and outside an organization. The question of research
in this paper is the organizational culture and ethical values. The question is simply presented as a topic which requires some research about
organizational culture and ethical values. The significance of studying this topic about organizational structure and ethical values is that we will be
able to understand what organizational culture is and its importance in an organization. In addition, we will also understand the importance of
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As known each organization has a set objective to be achieved. Hence depending on the objective & to achieve those objectives, an organization can
be structured in many difference ways: the 2 basic division, is the division of labour& coordination & supervision. These are done to be in–line with
the organizational objective.
Defining and identifying an organization structure affects the organization in two big ways – it provides the foundation on which standard operating
procedures and routines rest and it determines which individuals get to participate in which decision making process.
For the ease of operations, the organization structure is further divided into:
Tall organization structure – for large & complex companies
Flat organization structure – mid–size organisations.
Virtual organization structure – companies that are dependent on communication technology for their day to day working.
Boundary less organization structure – a contemporary format of working.
Introduction to organizational culture:
Organizational culture is the heart of the organization performance it is critical for organizational success. It is a culture in which the core values are
intensely and widely shared among the employees and stake holders.
Some of the characteristics are:
Innovation – some organization encourage its employees to be creative and generate new ideas.
Stability – some organization emphasize on maintaining a stable & predictable environment.
People oriented – organizations

The Organizational Culture And Climate
Introduction
Corporate culture is not a static concept. Many different corporations have different types of cultures depending on different company needs. As
detailed by the Glassdoor Team (2012), a large multi–national company may have a different corporate culture to a start–up business, as the culture is
forged to respond to different needs within the organization. At Honeywell, we see a particular corporate culture form to cater to its needs and size.
As a result, Honeywell conducts and enacts several policies to ensure the culture it wants to perpetuate is consistent and able to cater to the needs of
all its employees; when a culture sticks to its employee's needs and helps them thrive, it allows the company to thrive as well. This paper addresses
the various ways in which Honeywell carves out a culture and set of norms for its employees to believe in and follow.
Body
A. Organizational culture and climate
The organisational culture at Honeywell is positive based on my observations working at the company for over 15 years and it is validated by the
employees' high morale. Employee morale is "Description of the emotions, attitude, satisfaction, and overall outlook of employees during their time in a
workplace environment. Part of effective productivity is thought to be directly related to the morale of the employees" (BusinessDictionary.com, 2016).
High morale is expressed at Honeywell in the willingness of the working population to complete their given tasks on time, on

'Organizational Culture can be one of the most important means of improving organizational performance.' Debate and discuss.
Every Organization has a culture that constitutes the expected, supported and accepted way of work and behaviour. These influence everyone 's
perception of the business from the chief executive to the lowest rank.
Organisational culture can be described as the shared values, principles, traditions and ways of doing things that influence the way organizational
members act. The definition of culture implies three things: first, culture is a perception. It cannot be physically touched or seen, but employees
perceive it on the basis of what they experience within the organization. Second, Organisational culture is...show more content...
In a strong organizational culture, the shared values and norms are clear, consistent and comprehensive. Values are intensely held and widely shared.
Strong organisational cultures enhance individual performance by energizing employees with engaging ideals, providing identity and meaning, and
shaping and coordinating employees' behaviour. Strong cultures can also enhance corporate performance. There is a positive relationship between
strength of corporate culture and companies' long–term economic performance, but the relationship is modest, and some firms with weak cultures also
have strong performance. When they are operating in relatively stable environments, firms with strong cultures exhibit superior and more reliable
performance than firms with weak cultures. However, when the company's environment becomes more volatile, this advantage is often lost.
Performance of different types of organizational culture: The organisational culture and performance examines different types of cultures and compares
how they perform in different circumstances. This approach looks for a cultural fit i.e. the extent to which an organisational culture suits the
organisation's circumstances, and predicts how well an organization will perform under those circumstances. If one thinks of an organisational culture
as a way of controlling and governing an organization, three distinct

Essay about Organizational Culture
Organizational culture influences many aspects of workplace life. A workplace with strong beliefs, values, behaviors, ideas and expectations define an
organization. Well–communicated beliefs, values, ideas and expectations influence employee's behavior and determine how employees communicate
with others throughout the organization, thus defining the organization's culture. Over the years, the topic of organizational culture has been studied in
many disciplines from anthropology to sociology. A prominent theorist of organizational culture,Edgar Schein (2004), provided the following general
definition of organizational culture:
A pattern of shared basic assumptions that was learned by a group as it solved its problems of external...show more content...
Opposite of economical approach is the organizational development approach. This approach focuses on the culture of the organization while
developing the employee's competencies. Organizational development approach is intended to development the employee's commitment to the
organization (Hellriegel, 2004). In our efforts to find more effective ways to reward employees, we developed a committee to review our performance
evaluation and merit increase procedures. The purpose of this committee was to evaluate the procedures and make recommendations for improvement.
By taking this approach, the employees have developed a sense of commitment to the organization and a sense of value as an employee.
Once an approach has been identified, there are several elements that can be modified or changed that will impact the organization's culture. These
elements include changing 1) what managers and teams pay attention to, 2) how crisis are handled, 3) criteria for recruiting new members, 4) criteria
for promotion, 5) criteria for allocating awards, and 6) organizational rites and ceremonies (Hellriegel, 2004). To implement a change to culture,
organizations can change the criteria for recruiting new employees. For instance, typically our recruitment procedures included advertising externally
and internally for a period of two weeks for open positions. We have been unsuccessful at

Organizational Culture Essay
Organizational culture refers to how the various types of things are performed in the organisation. In other words it can be said that how the work is
executed, and whether that work is satisfactory or unsatisfactory." Organisation culture includes different types of values, beliefs, opinions, traditions,
rituals, Policies, beliefs, notion" (Mullins, 2005 p 891 ) In many ways organisational culture helps to the organisation to achieve their goal and to
formulate strategies and propaganda so that proper and effective decision making process should work in favour of the organisation. The organisation
culture directly put effects on organisational policies like structure of the organisation , team behaviour, group psychology, working...show more
content...
It involves shaping the employees work expectation so they understand and accept the return and un return rules of organisation. Strong culture is
reflection of successful companies and their founder such as imprint of Watson on I.B.M., Bill Gates on Microsoft, Michael Dell on Dell. When any
organisation fulfil their particular task and required to replace the old version of culture influenced by latest working policies , changes in external
environment , current trends in market . In other words when organisation needs to introduces new policies and new features with respect to latest
scenario of the movement of the competitors , new technology working in market so that further strategies can be formulate in order to achieving the
future goals with new working environment and new with culture/pattern in the organisation. There are various parameters on behalf of which we can
say that an organisation change their culture when the particular pattern/ culture are not in use with respect to current time, such as frequent
development in latest technology and information age, competition, global perspective, economic implications, customers trend, changing nature and
constitution of work force , competitive pricing policies, wages structure, administrative procedure, educational cause, profitability, reorganisation,
consumerism, market forces, forecasting future trends, condition of

The importance of culture in the organization
The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic
organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once
culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members,
and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services
demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's
success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational
culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is
organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single
definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as
anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Compare and contrast organizational (command) climate with organizational culture. Leaders have influence the organizational climate and can
change the command culture. However to accomplish that they have to first understand the existing organizational culture within which they are
operating. Culture is the behavior characteristic of a particular group. In an organizational setting, leaders have to be mindful of this cultural factors in
the context that is sensitive to the different backgrounds of team members to best leverage their talent. There are three levels of culture. First level is
the Artifacts. This is the surface level. It includes all phenomena that one sees, hears, and feels when one encounters a new group with...show more
content...
For example, the commanders through his self–awareness use their leadership to understand the organizational climate and foster an amicable
environment. This type of environment can enable the organization member to communicate candidly up and down the chain of command. This type
of communications can bring up issues before they become problems that may threaten the fabric of command culture and climate. That in turn would
create a positive environment and contribute to mission accomplishment. Contrast As stated earlier in the definitions, there are few differences between
culture and climate. Culture is relative and affect institutions and major elements or communities, whereas, in small units, direct leaders are the
primary operators, who shape the organization or unit climate. For this reason, organizational climate is short lived. It can change as the members of
the organizations transfer in or out of the organization. This is simply, because the climate is a result of shared perceptions and attitudes about the unit
daily functions. This totally the opposite for culture, which is a long lasting and more complex set of shared expectations. Furthermore, culture consists
of the shared attitudes, values, goals, and practices that characterize a larger organization or community over time. In the Army or other sister branches,
culture connects Soldiers to the past and to the future. They are deeply rooted in long–held beliefs, customs, and

Edgar Schein, a famous theorists dealing with organizational culture, provides the following definition for the term: "A pattern of shared basic
assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as
the correct way to perceive, think, and feel in relation to those problems." (organizationalculture101) However, organizational culture is more than
sharing assumptions used by a group to solve problems; it is the combination of the points of view, ineffectual processes, education, backgrounds of all
the staff which are part of an organization way of doing things. Corporation culture should uncover from the board of the directors to the rest of...show
more content...
Since organization culture is the combination of many factors there are several factors that could affect it. Among the internal factors to consider are
the company's approaches to their processes, is the company more into results and profits or product quality and employee's safety. Management style
is another important feature that affects corporate culture micromanage companies tend to have less motivated employees. Technology these days
influence organizations at all levels as the company's approach to technology will go hand on hand with bettering processes. New factor affecting
corporate culture these days is the different work arrangements that are needed these days with the implementation of flexing time and tele–working
had commuting acceptable. The management approach to work environment, communication style will definite affect organization culture.
Strong culture is said to exist where staff respond to stimulus because of their alignment to organizational values. Conversely, there is Weak Culture
where there is little alignment with organizational values and control must be exercised through extensive procedures and

Essay On Organizational Culture In The Workplace
An organization always faces challenges when allowing new employees into their culture. Brethren Woods Camp and Retreat Center encounters this
change every year when they orient their summer staff. Last summer, however, a new problem occurred to challenge their organizational culture.
During the fifth week of their six week summer camp program, they caught wind from a stakeholder that some of their employees had been in
violation of the personnel policy they all signed earlier in the summer. After confirming this information with the employees in question, they were
quick to judge the situation. Two employees were fired while the rest were treated to a talking circle. The incident was not explained to the entire staff
and was never spoken...show more content...
With roots in the Church of the Brethren, it is easy to trace where the organizational culture gets its roots. In fact their mission statement is "to provide
Christian educational opportunities, facilities, and programs for all ages in an inviting woodland setting; encouraging the formation of Christ–centered
living, leadership, and stewardship of creation, leading toward wholeness in the kingdom of God" (Brethren Woods, 2017). These Christian beliefs are
explicit in each camp week as the organization values events including bible study, vespers, and morning watch. They can also be seen in the
expectations for employees from the dress code to the housing rules. Brethren Woods also gets much of their funding from Brethren churches
surrounding the area. As stakeholders, these churches keep the camp accountable to their values because they do not want to put their money into an
organization that does not align with their beliefs. All of these elements of the camp's organizational culture led to the way the handled the problem
with their staff. First off, one of the elements of their mission is to form leaders in Christ. With their leaders exhibiting behaviors contrary to these
values, something had to be done. Next, there was a culture set by the executive director and two co–program directors that they wanted to perpetuate.
They could not allow the culture to morph into something against their mission. Lastly, the stakeholders expect Brethren Woods to uphold an

Employee Organizational Culture Essay
The shared characteristics and, in some cases, perception of employees create what is known as organizational culture. A strong culture constructs a
unified employee atmosphere, whereas a weak culture lacks a shared sense of distinction between employees. An employee's heritage or individual
culture, although different than, affects the overall organizational culture of companies. Like society, sub–cultures exist within organizations. Formed by
departmental function, geographical location, and/or the personalities of employees, sub–cultures include employees who continue to adhere to the
organizations' overall culture, but have additional independent characteristics. Employees' individual heritage, along with the culture and...show more
content...
xii). Although rather obvious that the higher level of leaders have a commanding subculture, rank is not the only condition, the reach of this group
offers a substantial aspect to its power. Leaders at the highest levels of organizations control a more considerable territory– internal and external – and
a greater number of employees.
Internal and external perception of organizations develops from leaders creating and managing culture, the behavioral norms within particular
industries, and influential subcultures. Organizational culture contributes to the approach and method used to train and develop employees of
organizations. Sidestepping organizational culture and cultural diversity while developing and administering training programs inhibits the
effectiveness of the training by not addressing company culture and individual perspectives of employees.
Discussion
A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies
along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive,
company pride among employees expands and improves the employees' willingness to learn. Conversely, disinterested employees lack commitment to
their company and lack desire to learn, making training more difficult.
Dimensions or characteristics of organizational

Leadership and Organizational Culture Essay
LEADERSHIP AND ORGANIZATIONAL CULTURE
In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I believe leaders have an enormous effect on the
well–being of an organizational culture. Leaders must take an active role within their organization's culture. Whether positive or negative, in an
organization, things tend to follow suit "down hill." A leader has the power and influence to maintain, create, or repair anorganizational culture.
However, this can prove to be a delicate and challenging task.
When trying to maintain a healthy organizational culture the leader has many factors that he/she must balance. Maintaining a healthy organizational
culture may be viewed as an entire strategic...show more content...
4)
These factors that shape an organization culture often seem to evolve naturally among subordinates in an organization. It is vital that the leader know
how to manage these factors effectively to ensure a healthy organizational culture.
Perspectives on Relationships between Leadership and Organizational Culture Upon researching I found a three perspective model showing the
relationship between leaders and organizational culture. The first is the "functionalism perspective." The functionalism perspective basically entails
that "a strong culture depends on a strong leader or a strong leader can develop a strong culture. Leaders have choices and can influence the firm
through their actions or decisions." (Zhang, Tsui, Wang, Xin, n.d., p.5) With the functionalism perspective it is believed that the leaders, who are in the
head positions, have all the power in molding and changing an organization. There are numerous factors and the leader must know how to manage them.
The second perspective is the "attribution perspective." With the attribution perspective theorists "argue that the role of leadership is in the mind of the
followers, who attribute a person the ability to lead and consider him/her to be the

Reflection Of Organizational Culture
Living in a world of approximately 7.5 billion people mean living with different perspectives, different ideas, different cultures; in other words, we live
in a society full of diversities. Throughout this semester, I have learned that an organization cannot function without people. In fact, employees are one
of the valuable assets of an organization. Every organization has a corporate culture; thus, living in a world of diversities poses the challenge for
companies in maintaining such culture alive. I believe that organizational culture, just like Politics, cannot be avoided within an organization. I am not
a mother yet, but based on my observation, organizational culture is like growing up a child that is, it requires of a strong mother (an empowered
leader) to nurture a child (culture) with values and confidence which are key elements towards attaining success.
A new–born does not have a specific time to eat. However, as this baby grows, he begins to adapt to the environment setting in which he was born. For
instance, his mother will eventually "train" him that there are three meals per...show more content...
As stated in my first reflection, our personality and values are profoundly influenced by a place we call home. As a result, we will carry that
personality and values in our workplace. One of the most global culture was that of "men being in power". This article proves that such culture is
changing. Seeing PepsiCo website, creates a feeling of astonishment to know that one of the world's biggest food, snack and beverage corporation, has
a female CEO. Moreover, it also comprises of at least four different ethnic groups. I think that these global cultures of "men in power" and "white men
are the boss" influence the organization. For instance, in PepsiCo case having a combination of women and other ethnicities can foster creativity in the

Organizational Culture Aspects Essay
Organizational Culture Aspects
The impact of culture is very important when it comes to attempting and achieving personal goals and business goals. Organizational cultures are the
characteristics that are based on morals, values, traditions and personnel behavior. Values are very important because people act out upon his or her
values, and values channel behavior. Saying and doing the right thing are two different things and if managers are trying to set the culture they have to
set the example. Physical manifestations such as ethical codes or written rules are some ways the organization reflects its values. General Electric,
Lockheed Martin, Haliburton Company, Corporate Express, ACH Foods and Whole Foods are corporations that strive to...show more content...
Lockheed Martin uses The Diversity Maturity Model (DMM) to measure employee's thoughts and perceptions to a better work environment.
We all have heard the slogan "We never forget who we are working for." Well, that is exactly what Lockheed's mission is based on, "What's good
for people is good for business" (2008). Many companies are customer based and like General Electric they also "depend upon the imaginations,
intelligence and curiosity of its employees" (2008) to serve customers better. Diversity is accepted and welcomed at Lockheed Martin because they
rely heavily on teamwork. Ethical standards and behaviors are given to all from top executive leadership positions to every level at the corporation.
They have values they rely on to respect each person's individuality. Do what is right, Respect others, Perform with excellence.
Creating the right culture is not easy but there are programs that help alleviate conflicts. For example, Lockheed uses the internet base software
programs that give training on ethics and legal compliances. This type of training can address different topics such as sexual harassment and with
technology has helped many companies in giving training where there is no time for seminars.
Corporate Express Canada
Corporate Express Canada (CEC) has been voted in the top 50 employers of Canada for the last 3 years in a row. Having this prestige makes CEC a
very reputable

Essay on Leaders And Organizational Culture
Leaders and Organizational Culture
In today's dynamic business environment leadership must understand the value and importance of their organizations' culture. While it may never be
formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter's
clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create
and maintain a healthy culture.
One of the most powerful ways to create and maintain a healthy work environment is by cultivating the next generation of leaders to lead by the
example he or she sets. Every generation of leaders is influential in molding...show more content...
Countless times leaders operate on instinct that has grown from what they have seen in the past. What leaders see others do sets the stage for what
they may do in the future. A leader of sound character will exhibit that character at all times." (p. 7–13) The adage says "character is doing right when
no one is looking." That is the bottom line of leading by example, developing a character that will make the right decisions when no one is watching.
This kind of integrity and character is indicative of most corporations' culture.
Corporate culture should also be reflected in the company vision, mission, and values statement (VMV). One way to change from a culture of
individualism to that of enterprise first is to change the work environment. Balerdi (2007) says a corporate culture of conservatism and individualism
results in a hierarchy that rewards status with space and walls.
In a traditional office setting the grade level of the employee can be determined by the size and location of the office. For example, the lowest grade
employee would occupy an interior office with no windows. The next grade higher would occupy an office against the outside wall with one window,
the next grade two windows until the highest grade level would receive the corner office with two walls of windows. As the window count increases
so does the floor space, size of the furniture,

Introduction
Leaders are facing unprecedented challenges in today's global organizations to prove themselves in employees' perception of being ethical leaders.
Some conducts, which might be considered right in one organizational culture might be considered wrong in another. Normative appropriate conduct
varies with societal and organizational culture (Yidong & Xinxin, 2013). Perception of leaders being ethical affects employees' performance and
innovative work behavior (Yidong & Xinxin, 2013). Global leaders should possess traits such as honesty, altruism, high moral values, transparency,
integrity, and fairness to be respected by the followers as a role model (Cowart, Gilley, Avery, Barber, & Gilley, 2014; Yidong & Xinxin, 2013).
Leaders perceived to have internal value compass to guide them through the complex and ambiguous ethical dilemma times (Murty, 2014; Yidong &
Xinxin, 2013).There are many religious and spiritual scriptures such as the Bible, the Bhagavad Gita, Dharma Sastra, or the Sutras of Patanjali, which
form the ethical values of a human being (Yidong & Xinxin, 2013). Ethical leaders look for the greater good and are selflessly working to serve
others. Ethical leaders are aware of their responsibilities and concern about society and environment (Weng, 2014). Ethical leaders possess charisma to
influence their followers.
Transformational leadership model postulated that charismatic leaders have morality and ethical conduct as their core values (Weng, 2014).

Bringing a Change in Organizational Culture
Critically explain why changing organisational culture is so difficult and how managers can do it.
Culture can be defined as "a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines
their perceptions, thoughts, feelings, and, to some degree, their overt behaviour" (Schein, 1996). Organizational culture is depend on differences in
norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. (Cabrera, Cabrera&
Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems.
This essay will introduce the definition of organisational culture and explain why...show more content...
However, it is hard to change managers. If managers are not satisfied with their employees, employees can be changed, but managers will not changed
unless the company go bankrupt. Thus, the most difficult to change organisational culture is to change the mind of managers. For instance, if managers
make no attempt to make progress and milk–toast, it will be the most resistance to change organisational change. For this reason, the best way to
change is from up to bottom. At the same time, change the mind and ability of leader is the difficult demand for changing organisational culture.
To change organisational culture, managers have lot of things to do it. The role of managers is very important through up down system. As Ott (1989)
suggested that the leader can do lots of things included staff selection, socialization, removal of deviating members, cultural communication and role
model to guide behaviour. For example, managers can choose employees who will support to change organisational culture. Although it will not change
the situation directly, they can be the power push the step of changing organisational culture. In the same way, managers can fire part of staff who
opposes to change. It is not only reducing resistance to change organisational culture, but also overawe the opponent to change their minds.
Furthermore, managers need to be the role model to change organisational culture. The behaviour of managers can be

Organizational culture Culture is something that encompasses all of us. It helps us to understand how things are created, acknowledged, developed
and managed. In this context, culture helps to define and understand an organisation and how it works and manages. Organizational culture is a shared
value system derived over time that guides members as they solve problems, adapts to the external environment, and manage relationship (Schein in
Wooten and Crane 2003, Vol. 21(6), p.276). Organisational culture is about how things get done subtly without people watching so that the
organisation runs smoothly. Organisational culture is needed so that company can run without hiccups and run efficiently. It shows organisation
structural...show more content...
(Schein 1992). In nursing, it is believed that patient safety comes first before others in the nursing line. They are the most deeply held beliefs of the
group (Neuhauser, Bender and Stromberg 2000 p5). Such beliefs are the ones that influence the actions of the nurses. Layer 2 involves behaviours and
habits that changes frequently as the environment changes (Neuhauser, Bender and Stromberg 2000 p5). This layer is about the norms of the
organisation. This layer shows the way the organisation staff does their work. It ranges from formal policies and procedures to the informal habits and
tactics employees use to function effectively within the company (Neuhauser, Bender and Stromberg 2000 p5). Example of formal policies and
procedures is when nurses are to ensure patient safety at all times when they come in contact with patients. Informal habits and tactics include junior
nurses being tactful to senior nurses or nursing managers when communicating with them. By understanding the way senior staff act, new or junior
staff can distinguish which actions are appropriate. The third layer includes symbols and language of the organisation staff that changes frequently as
environment and business strategy changes (Neuhauser, Bender and Stromberg 2000 p5). These are the parts of culture that can be visibly be seen, felt
or heard. Examples include nursing home logos, uniform and workplace layout. By understand an

Organizational Culture And Ethical Values

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