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What is a good conclusion to this paper? Organizational Culture…
What is a good conclusion to this paper?
Organizational Culture Henry Ford
The set of values, expectations, and practices that guide and inform the activities of all team members is known as organizational culture. Organizational culture is made up of common values and expectations among members of an organization. Individuals in an organization’s culture share common standards, values, and beliefs (Scammon et al., 2014). This may be regarded as the cultural counterpart of a people’s rituals, ceremonies, symbols, and stories in a historical setting. Organizational culture, by today’s standards, usually refers to the shared attitude, assumptions, and standards of an organization’s membership. The structure, leadership, mission, and strategy of an organization are all organizational culture determinants (Körner et al., 2015). Organizational culture can provide employees with a sense of purpose and assist a team deal with complicated and dynamic changes. A strong company culture can be an asset in assisting team members to achieve goals and find fulfillment in their professions.
Henry Ford Hospital’s corporate culture is based on their mission statement. Henry Ford is a prominent health care company in southern Michigan. As an RN supervisor, I presently work in out-patient surgical services. The purpose of Henry Ford is to “improve people’s lives through excellence in the science and art of health care and healing.” “We will be the trusted partner in health, leading the nation in superior care and value – one person at a time,” their vision declares. Compassion, inventiveness, respect, and results are all compromised by Henry Ford’s ideals. We give each patient, member, and each other a sincere experience. We are always pushing the boundaries of what is possible via research, education, clinical, and operational excellence. We demonstrate our dedication to our communities by acting with honesty, courage, and inclusivity. We consistently deliver on our pledge to be leaders in safety and affordability, assuring community health (Mission Vision Values, n.d.).
Hypothesis
In theory, organizational culture improves efficiency inside the organization.
This argument is congruent with the findings of Denison et al.’s (2003) study, which found that organizational culture has a major impact on an organization’s effectiveness. According to Oyibo and Gabriel (2020), organizational culture is critical for supporting innovation and economic success. This argument makes sense in light of the literature’s support for the view that organizational culture has a substantial influence on effectiveness.
Workplace culture is a multidimensional notion that encompasses many aspects of an organization, such as its norms, values, and beliefs. It is also impacted by the organization’s setting, such as its history, the industry in which it works, and its location in the world. According to Denison et al. (2003), organizations with strong cultures have values, beliefs, and norms that are strongly aligned with the organization’s aims and objectives. Furthermore, they observed that organizations with strong cultures have highly engaged personnel that are dedicated to the firm’s mission and vision.
Theory of Interest
The Systems Theory is one interesting organizational theory. According to (Teece, 2018) this notion, organizations are made up of interconnected pieces that work together to attain a common goal. The organization’s components are viewed as interrelated and interdependent systems. This theory highlights the necessity of understanding the links between organizational components and how they interact and influence one another. According to the Systems Theory, organizations should be adaptable and flexible to respond to changes in the environment. To remain competitive, this notion emphasizes constant improvement and pushes firms to be proactive rather than reactive (Lehmbruch, 2019).
Theory and Organizational Culture
It is the study of an organization’s structure, functioning, and performance, as well as the behavior of individuals and groups within it. It is also concerned with understanding how an organization’s contact with the outside environment affects it completely (Oyibo & Gabriel, 2020).
In organizational theory, systems theory and organizational culture are two distinct but connected concepts. Organizations are viewed as complex and dynamic systems made up of interdependent and interconnected pieces, according to systems theory. According to this hypothesis, any change in one area of the system influences the entire system. In the context of organizational theory, systems theory aids in understanding how organizations function, interact with their surroundings, and can be effectively managed (Oyibo & Gabreil, 2020).
Organizational culture, on the other hand, refers to the common values, beliefs, attitudes, behaviors, and practices that shape how people collaborate inside a company. Culture is an important part of organizational theory because it influences how people behave and make decisions, which, in turn, affects organizational performance.
According to (Oyibo & Gabreil, 2020) systems theory is compatible with organizational culture because it recognizes culture as a crucial component of an organization’s system. In other words, organizational culture is a component of a wider organizational system that also comprises structure, technology, and people. Understanding how culture interacts with other system variables is critical for managing and improving organizational performance.
Systems theory can help organizational theory by offering a framework for understanding how various components of an organization’s system interact. Researchers can find the relationships and interdependencies between distinct components and how changes in one component might affect the overall system by seeing organizations as systems. This method can assist managers in making more informed decisions and developing effective organizational change management strategies (Lehmbruch, 2019).
Furthermore, systems theory can shed light on how organizational culture affects organizational performance. Managers can identify areas where culture may be impeding organizational performance and devise ways to improve it by understanding the impact of culture on the larger organizational structure.
In conclusion, systems theory and organizational culture are two critical concepts in organizational theory. While they are distinct, they are related, and understanding how they interact can assist managers in developing effective organizational performance management strategies. Organizational culture can assist explain how individuals act and make decisions within organizations, whereas systems theory can give a framework for understanding the complex and dynamic nature of organizations.
