Culture & Change Essays - Psychology, , Term Papers

Culture Change Introduction From the general point of view, organizational culture can be expressed as a code of people's behavior in the workplace, culture is the part of topic that will be covered here. The culture that operates can be defined in values, beliefs and norms the way of things should be completed in an exceptional organizational environment , Schein defined this as a "the way we do things round here" (Edgar Schein 1992) . This can be seen on Edgar Schein's Model of change, the model contains three stages that are: Artifacts, espoused values and basic underlying assumptions. Schein divides organizational into three level where artifacts are the surface, which can be simplified as a distinguished but hard to understand. Next is, espoused values beneath the artifacts which defined the goals, strategies and philosophies. Last one is the basic assumptions and values, the essence of culture that represents the basic underlying assumptions and values (ValueBasedManagement 2016). Act ual model of Edgar Schein can be seen below the essay. T here are debates that employees and employers are the main properties in an organization and its their perspectives, customers, principles and attitudes that establish the culture that succeeds in an organization. The Culture, a very mutual term in this century, it's a dynamic role in our characteristic development . Culture delivers a sense of belongin g to people, a definition of how we are productive and who we are in their work place. It connects people on how they can interact with each other in a workplace . That also helps managers how to conduct and maintain positive environment. Culture differs from organization to organization as it is formed by beliefs and values of people working inside the organization. When the pr ogression goes on over the past years, simple procedure in a such a method that it applies or performs in a manner to control behavio r, action and decision on applying procedures in t he organi zation. It's not all about the rules and procedures , but also the behaviors factors challenged by day after day . Another theory on how organization culture is defined, can be like a glue where all the parts are glued together that shares patterns of meaning, then the cultures targets the beliefs, values and expectations that members derive to share (Siehl Martin , 1984). Organization cultures helps to contribute goals, decisions making processes, job satisfaction and motivation to employees. Occupational Culture Why is culture called as one of the hardest definitions to understand and why change management is so important? As mentioned above, culture is a wide-ranging factor that an organization consumes high amount of time to understand completely. When organization has decided to implement a changing action , most of the mayor contributors are complexed , vagueness , organization culture (Heilpern and Nadler, 1992 ). An official explanation of culture which states that it is a "pattern of shared basic assumptions that the group learns as it solves problems of external adaption and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to the new members as the correct way to perceive, think, and feel, and in relation to these problems. He also says that while organization continues to enhance its ability to deal with its own problems and fixes its identity, culture builds up " (p.12) (Egdar Schein, 1992) Evaluate culture, Schein (1992) Has crafted a unique three level model that is designed below: 0304800 Artifacts Artifacts 227647540640 Visual Organizational Structures and processes (hard to decipher) Visual Organizational Structures and processes (hard to decipher) 157353013842900 304800100330 157353055054400 285750579120 2276475798195 Unconscious, taken for granted beliefs, perceptions thoughts and feelings (Ultimate source of values and action)0 Unconscious, taken for granted beliefs, perceptions thoughts and feelings (Ultimate source of values and action) 227647593345 Strategies, goals, philosophies (espoused justifications)0 Strategies, goals, philosophies (espoused justifications) 0721995 Basic Underlying Assumptions Basic Underlying Assumptions 064770 Espoused Values Espoused Values (Edgard Schein, 1992) Challenges that targets Organizations on Theoretical level These models are the solution that should be taken in to the consideration: Models by: Dr. Geert Hofstede Culture is a feature that has both sides, it has strengths and weaknesses. Its evaluated in a way that every objective is completed in an organization.