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OrganizationalCultureClimateandEthics1.pptxOrganizational Culture, Climate and Ethics
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Organizational Culture
The organizational culture is based on beliefs, values and assumptions which are integral to functioning of the organization.
It integrates the norms, rules and attitudes which influence the performance of workers (Martinez et al., 2015).
The culture is responsible for shaping the actions and behaviors of employees.
It covers the philosophy which drives the workings and interactions associated with the organization.
The culture sets the experience and expectations that define the company.
They are essential in developing the work environment (Martinez et al., 2015)
The culture of the organization is one of the core reasons for the success of the organization. This is mainly because it defines the shared set of beliefs and values which are strongly supported by structure of the company and the strategy that is employed. The aspect is integral as it helps employees understand what the management expects from them. In many ways, the culture keeps employees abreast of the means and procedures of handling or responding to different types of situations in the work environment. The impact of having a strong culture is in the success that the organization has been able to achieve. The culture has been instrumental in providing the direction for all employees and has put them in prime position to be effective in all endeavors associated with their organizational roles (Martinez et al., 2015).
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There are different types of organizational cultures.
Different cultures fit different organizations thus it is vital to establish a suitable option.
The key cultural type in the organization is networked culture (Martinez et al., 2015).
Th company has also integrated different dimensions of culture which revolve around innovation, attention to detail, outcomes and stability.
The culture within the entity should be continuously strengthened.
Emphasis is on the role of human resources in promoting the organizational culture (Martinez et al., 2015).
The fit of organizational cultures varies depending on the dynamics of a given entity. The networked culture is a great fit for the company. It incorporates high level of trust and loyalty. Employees essentially work in an environment where the relevant stakeholders are treated as family as there are close-knit relations. There is sharing and caring across all levels of the organization. The open-door policy fosters a working relationship where individuals cooperate and put their efforts together. The culture has helped build a conducive work environment where all inputs are valued and employees are regarded as important members of the organization. Rather than changing the culture, it should be strengthened to enhance the progress that the company has made so far. The different dimensions have been integral in strengthening the culture. The leadership sets the precedent in the development of the culture thus they hold much responsibility in sustaining or evolving the culture of the company. Human resources also has a crucial role to play. They include hiring employees that display the appropriate attitude for the company and inclusion of training for the workers. In addition, onboarding is important as it puts the workers in a position to conform to the culture of the organization through processes such as orientation (Martinez et al., 2015).
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Organizational Climate
Organizational climate integrates the aspect of perceptions.
In broad sense, it includes different constructs such as leadership, the nature of interaction, policies and practices (Chaudhary, Rangnekar & Barua, 2014).
The rewards system, expectations and support factor significantly in the climate of the organization.
The climate impacts the motivation and productivity of employees (Chaudhary, Rangnekar & Barua, 2014).
The leadership has been keen on establishing a feasible climate.
The organization climate is basically the psychological atmosphere which influences the perception of employees in the work environment. It defines how organizations and their employees relate. Essentially, the climate involves properties which characterize the workplace in terms of quality and suitability of the environment. The structure of the organization influences the nature of the climate which in turn says a lot about the support that workers receive and the degree to which they are motivated to perform. It can be stated that organizational climate is a representation of how employees experience the culture of an organization. In this sense, the culture of the organization impacts the climate. The climate is important as it influences employee performance and job satisfaction. Policies, procedures and rules are some of the main factors determine the climate within a company (Chaudhary, Rangnekar & Barua, 2014).
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Climate surveys are essential in gauging the climate of the organization.
The surveys which are done occasionally indicate positive feedback.
The organization has provided a suitable work environment which has enhanced the level of satisfaction.
The organization stresses transparency and fairness in all aspects of operation.
The key is in the alignment of the strategic direction with the policies, practices and procedures (Chaudhary, Rangnekar & Barua, 2014).
Great organizational climate builds the profile of the organization and helps attract talent. It has implications in the direction the company takes thus it is quite important to measure the climate. The properties impact all aspects involved in the workplace which range from the interrelationships to the productivity. Climate surveys are essential in measuring the climate and their significance can be observed in the sustenance of the high level of operations that is evident in the company. The leadership serves various roles including fostering fairness and trust. The reward system and support with respect to different facets of the organization are established on the policies and procedures as they help build the expectations. Gauging the climate has been linked to enhancement of the performance. As such, there is high regard for the elements that promote the climate. Suitability of work for employees has been emphasized across all levels in regards to their tasks or roles. There is also focus on supporting and recognizing the contributions of employees (Chaudhary, Rangnekar & Barua, 2014).
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Organizational Ethics
Organizational ethics is about how the company responds to different stimulus.
The response is based on morals, codes of conducts, principles and standards for operating the business (Fobel, 2019).
The organizational addresses ethical issues through taking care of workers and enforcing corporate social responsibility.
It promotes equal and uniform treatment of all workers.
The operations of the business are strictly according to business and financial ethics.
The elements associated with ethical practice in business entail integrity, compassion, fairness and responsibility. It is generally defined as the principles, rules and standards by which an organizations operates or functions. It has been one of the cornerstones of the organization alongside its culture and climate. The organization has enforced ethics in different ways. First and foremost, it is important to ensure that all employees understand the ethical requirements. Training is essential as it helps communicate the organizational ethics. Training and orientation imparts all key ethical guidelines that factor in the business environment. There is equal treatment of all employees regardless of the aspects that differentiate them. All workers are important parts of the organization. Sensitivity training helps in enhancing the uniform treatment. Corporate social responsibility ensures that the organization is responsible for maintaining safety standards within the community where it operates (Fobel, 2019).
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Compliance to ethical practice is imperative and should assessed closely.
Organizational research on ethics provides is essential in comprehending and shaping ethical practice (Fobel, 2019).
All members of the organization are expected to abide the ethical guidelines.
There are protocols and procedures for handling ethical issues (Fobel, 2019).
The organization has addressed issues of concern in effective and efficient ways.
The ethical standards within the organization apply to all stakeholders. As such, there are expectations that each individual member abides upholds the ethical requirements. The responsibility to act ethically trickles from the management down to the workers. The leadership provides the direction and enforce the ethical practice that forms the standard of operating the business. The measurement of ethics is integral in ensuring that there are consistent efforts in promoting the appropriate standards. The best means of gauging ethics is in examining the outcomes from the actions of employees. The results from customer surveys are reflective of the performance of employees. The surveys offer insight on the direct actions of employees. They also help in measuring the effectiveness of training on ethics and compliance. The measurement follows surveys done in the recent past. There have only been minor cases of unethical practice by employees. There were complaints of unequal treatment of some employees by one of the mid-level managers. The issue was investigated internally and the manager was removed from his position. There have regular programs and training on organizational ethics which have been key in sensitizing all members about the importance of maintaining organizational integrity across all facets.
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Recommendations
The organization should enhance the practices that have yielded positive outcomes thus far.
The process of imparting culture, climate and ethics should be improved on.
There should be more regular assessment of the behaviors, perceptions and actions of employees.
There should be improvement in the onboarding process (Mayer, 2014).
The organization has shown that the culture and climate are relatively strong. Employees also generally operate with proper ethical and moral standards according to the evaluation of surveys and employees appraisals. The performance of the company is also indicative of these outcomes. The standards that have been set can be further improved on. The organization should continually emphasize the essence of culture climate and ethics within the organization. Effective strategies should be applied. In addition, interventions developed from diverse business research can be integrated to enhance the performance. The regular assessment will ensure that there is maintenance of the positive developments that have been characteristic of the company. Onboarding process can be improved through training new employees in more personalized and creative ways (Mayer, 2014). They should be incorporated into the workforce after undergoing effective training on organizational ethics, compliance, and the aspects of culture and climate.
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References
Chaudhary, R., Rangnekar, S., & Barua, M. K. (2014). Organizational climate, climate strength and work engagement. Procedia-Social and Behavioral Sciences, 133, 291-303.
Fobel, P. (2019). Organizational Ethics as a Theoretical and Practical Initiative. Zeszyty Naukowe. Organizacja i Zarządzanie/Politechnika Śląska, (141), 77-84.
Mayer, D. M. (2014). A review of the literature on ethical climate and culture.
Martinez, E. A., Beaulieu, N., Gibbons, R., Pronovost, P., & Wang, T. (2015). Organizational culture and performance. American Economic Review, 105(5), 331-35.
