I need you to answer 3 discussion post questions from my peers and state whether you agree or disagree: 1. My current employer is a police department. Innovation and risk-taking. Management must always approve and fully document all decisions Attention to detail. Employees are expected to work with precision, analysis, and attention to detail 100% of the time Outcome orientation. Results and techniques used to achieve those results are extremely important. People orientation. Productivity is valued over employee morale Team orientation. Work is always organized around teams and discouraged from working alone Aggressiveness. People are both aggressive and competitive as well as supportive Stability. Organizational activities must always maintain the status quo I would describe our organizational culture as strong, as an organization nearly everyone shares similar morals and a desire to maintain community safety. Those employed within the organization tend to maintain employment with the department until they retire. The organizational culture is extremely prevalent. Employees are loyal to the department, at times to a fault and often contrary to their personal beliefs. The dimensions that were most important to me were the level of support provided to fellow employees, the comradery etc. This dimension is necessary when dealing with stressful circumstances daily. I think organizational cultures span generations, however, I also feel that they can change over time as well. As in policing, organizations tend to find what works best for their employees over time, and they stick with it until or unless their standards are challenged. Much like policing has been in the last few years. This spotlight on policing as an industry will no doubt create changes within departments. 2. My current employer is the City of Brantford and the culture is strong. Diversity, innovation, teamwork, and inclusiveness are all encouraged at every department throughout the entire city. The department I am in has a very prevalent organizational culture in that we all work together and think outside the box to come up with innovative ways to complete tasks. An example of this is during our last meeting we discussed the best way to dig for foundations for monuments. The supervisor wanted to be sure the staff had new and safe equipment but was willing to let them make the decision as the weather they wanted a hand auger or an attachment for the loader. At first the hand auger was thought to be the best the choice because it is compact and easy to get in and out of tight areas and around other monuments, but another worker said that the attachment would be best at the other cemetery where the access was easier, and the foundations were much larger. If this meeting had not taken place and staff didnt feel comfortable talking freely then they would be working in such a way that was not efficient or effective. All of the staff in my department openly discuss issues and feel that.

1. I need you to answer 3 discussion post questions from my peers and state whether you agree or
disagree:
1.
My current employer is a police department.
Innovation and risk-taking. Management must always approve and fully document all decisions
Attention to detail. Employees are expected to work with precision, analysis, and attention to
detail 100% of the time
Outcome orientation. Results and techniques used to achieve those results are extremely
important.
People orientation. Productivity is valued over employee morale
Team orientation. Work is always organized around teams and discouraged from working alone
Aggressiveness. People are both aggressive and competitive as well as supportive
Stability. Organizational activities must always maintain the status quo
I would describe our organizational culture as strong, as an organization nearly everyone shares
similar morals and a desire to maintain community safety. Those employed within the organization
tend to maintain employment with the department until they retire.
The organizational culture is extremely prevalent. Employees are loyal to the department, at times
to a fault and often contrary to their personal beliefs.
The dimensions that were most important to me were the level of support provided to fellow
employees, the comradery etc. This dimension is necessary when dealing with stressful
circumstances daily.
I think organizational cultures span generations, however, I also feel that they can change over
time as well. As in policing, organizations tend to find what works best for their employees over
time, and they stick with it until or unless their standards are challenged. Much like policing has
been in the last few years. This spotlight on policing as an industry will no doubt create changes
within departments.
2.
My current employer is the City of Brantford and the culture is strong. Diversity, innovation,
teamwork, and inclusiveness are all encouraged at every department throughout the entire city.
The department I am in has a very prevalent organizational culture in that we all work together and
think outside the box to come up with innovative ways to complete tasks. An example of this is
during our last meeting we discussed the best way to dig for foundations for monuments. The
supervisor wanted to be sure the staff had new and safe equipment but was willing to let them
make the decision as the weather they wanted a hand auger or an attachment for the loader. At
first the hand auger was thought to be the best the choice because it is compact and easy to get in
and out of tight areas and around other monuments, but another worker said that the attachment
would be best at the other cemetery where the access was easier, and the foundations were much
larger. If this meeting had not taken place and staff didnt feel comfortable talking freely then they
would be working in such a way that was not efficient or effective. All of the staff in my department
openly discuss issues and feel that working as team works well. Our first priority is making sure
the interments take place when and where they should, but employees are extremely important as
well.

2. The dimensions of the culture that are most important to me are teamwork which provides support
and collaboration. When I am getting swamped in the office it is nothing for my supervisor to step
in and take phone calls or answer the counter. He treats us as equals and values our opinions and
our work which makes us feel appreciated and boosts morale.
I believe that organizational culture can span over generations, but I feel that this is not common.
The culture will remain the same as long as the staff members remain the same but when new
management or leaders are brought in, they will most likely change the culture to fit their views
and ideas (Changing organizational culture, n.d.).
3.
I currently work in a public-sector organization with a culture of teamwork, respect for diversity,
integrity, and inclusivity. The organization has a prevalent culture, as it encourages all employees
to engage in teamwork, and discourages one-man shows. Employees across all departments
assist each other to get projects and activities completed in a timely manner.
The most important dimensions of culture to me are teamwork and inclusivity. When one
department is overwhelmed with work for one reason or another, members are willing to chip in
and assist in reducing the backlog. Collaborative problem-solving leads to better work output,
individuals are more likely to take calculated risks that may lead to innovation if there is adequate
support behind the team. There is personal growth and job satisfaction as a result. In a way, our
work-life balance is impacted positively.
The workplace culture frequently provides employees with a sense of direction; however, it is
never static and evolves with time. For example, new management, and a new team
leader/supervisor might bring change to the organizational culture. New employees can have new
ideas and concepts and if the organization appreciates them, they can try to implement them.