For this final Discussion, review the Learning Resources and think about your own professional experiences to identify the management practices that contribute to sustainable organizational culture. Also, reflect on the management practices you have observed or employed that create and sustain a positive and profitable work environment as you prepare for the discussion post below.
With these thoughts in mind:
Part 1. (350 or more words)
*Post an explanation of the direct and indirect contributions managers make to create a sustainable organizational culture. In your explanation, select and describe three management practices—from the resources or your professional experience—that you consider to be essential for contributing to a sustainable organizational culture.
Hint: Your answer needs to take into account that creating a sustainable organization culture is not an easy task—the direct and indirect contributions may require the managers make difficult choices that impact employees in different ways.
Part 2 (300 words or more for each Colleague)
Read a selection of your colleagues’ posts.
Respond to at least two colleagues in one or more of the following ways:
Expand on a colleague’s post by discussing the roles that “learning” and “change” play in sustainable organization.
Share an insight you gained about a management practice described in a colleague’s post. Share how this insight expanded your perspective of contributing to a sustainable organizational culture.
Suggest ways a management practice selected by your colleague might have to be adjusted or altered when working in different contexts. For example, suggest ways the practice would need to adapt to a small versus a large company; or ways it would need to adapt in different cultures or industries. Support your perspective with your experiences, observations, and/or resources from the course.
1st Colleague to respond to:
Building and maintaining trust is one of the greatest contributions that a manager can work towards with creating a sustainable organizational culture. There are some managers that will take the heat for the whole team or certain individuals from the higher ups just to keep things under wraps and processes smooth. In line with this trust, I feel having supportive managers help develop a stronger team, and organization, because employees will become more open to implementation of new ideas or creative resolutions (Epstein, Buhovac & Yuthas, 2010). This openness has the potential of exerting true collaboration and empowerment within the teams as well as within the core values of the institution. In the theme of openness, having awareness of personal blind spots and biases as a leader helps maintain the trust and strength within a team.
Depending on the situation, a manager’s communication – or direction on specific communication – can indirectly or directly contribute to a sustainable culture. After having different professional experiences over the past few years, it has been so clear in reflection that managerial communication is what truly makes a workplace function. I know I gloat with every post, but my current managers and directors have such a powerful presence and their professional expertise truly come out with their communication and interactions with our team. They treat us like adults and expect respect to be reciprocated, allowing us to determine our best way of communication and performance. When they work behind the scenes, they truly are the backbone that keeps everyone pieced together.
Reference:
Epstein, M. J., Buhovac, A. R., & Yuthas, K. (2010). Implementing sustainability: The role of leadership and organizational culture. Strategic Finance, 91(10), 41–47.
2nd Colleague to respond to:
“Trust, relationships and dialogue are the foundation for building organizational knowledge sharing” (Leveraging HR and knowledge management in a challenging economy., 2009). Managers play a huge role in direct and indirect to sustain the organizational culture. They must focus to maintain a sustainable organization. “With knowledge management (KM), business success is achieved in a culture of learning and workplace planning” (Leveraging HR and knowledge management in a challenging economy., 2009). Managers must work hard to achieve their goals and to make sure that they are doing their job successfully. As a manager you must communicate effectively so you can grow as a business. “Organizations that are highly effective at both communication and change management are more than twice as likely to outperform those that are not effective at either” (Yates, 2012). Communication is the key to success and managers should always build a relationship with their employees to ensure that everyone is on the same page to better the company. “The best organizations see an opportunity, build a plan, and are disciplined in following it, measuring results and making course corrections” (Yates, 2012). Managers must set goals and be confident that each goal will be achieved. “Leaders who deliver confidence have a significant impact”. (Yates, 2012). Managers should do what is always right for the organization even if they must set their own personal agenda aside. Three management practices that is essential for contributing to a sustainable organizational culture would be to have a trustworthy relationship with your employees, this includes emailing daily, communicating with your employees to make sure everyone is happy and comfortable. Ensuring that your employees know their job duties and each employee meet guidelines daily. Upon hire explain briefly to each employee their job duty to avoid any conflicts in the future. Communicating daily and having an open-door policy is important. As a manager, your employees should know that you are there for them at any giving time. They should be able to communicate with you to address any concerns or ideas they might have. You always want to communicate so that a strong bond is formed.
References
Leveraging HR and knowledge management in a challenging economy. (2009). HR Magazine, 1-9.
Yates, K. &. (2012). The character of communication. Communication World, 23-26.
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