Servant Leadership – Understanding Culture
- May 15, 2017
- Posted by: marlenedubois
- Category: Home Health Aide Training
Simply stated, organizational culture refers to the values, attitudes, in addition to beliefs shared by a group of people. Culture features a profound effect on an organization in addition to the idea adds structural stability to the group. the idea provides employees having a frame of reference in which enables them to communicate effectively in addition to to recognize right via wrong within the organizational framework. the idea can be the leader’s assumptions of the right way to do things in which gets communicated to the group.
When priorities change at the drop of a hat, a framework for change can be critical to the health of the organization. “As behavioral codes in addition to values are embedded deeply inside the organization, they are generally a strong guideline for all activities.” Understanding culture can help organizations facilitate a framework for change. The dominant elements in which are present in an organization are the driving forces behind its culture. “Culture, like an onion, consists of layers in which can be peeled off. The outer layer can be what people primarily associate with culture: the visual reality of behavior, clothes, food, language, in addition to so on. The middle layer refers to the norms in addition to values in which an organization holds: what can be considered right in addition to wrong or Great in addition to bad. The deepest or inner layer can be the level of unquestioned implicit culture. in which layer can be the result of human beings organizing to reconcile frequently occurring dilemmas.”
Each of these driving forces can be molded into a framework for change, as long as they are understood. The leaders of the future must understand the driving forces behind the organization’s culture to ensure in which they can understand how to promote understanding within the culture. Organizations, like people, respond to different motivators. When technology can be the driving force, for example, the need to be on the cutting edge might be a motivator. The military frequently subscribes to in which culture.
“the idea can be important in which leaders not be so in love with the details of the alterations they are launching in which they sacrifice the spirit of the outcome in which the alterations were intended to produce. Leaders who become emotionally wedded to their ‘plans’ sometimes fail to recognize between incidentals in addition to fundamentals in addition to end up establishing the former at the expense of the latter.” In order to maintain a sustainable advantage, the organizations must change as quickly as their strategies. If change can be required to maintain a sustainable advantage, why not design the organization to be constantly in addition to quickly changeable? The value gained by conducting a culture-values audit can be in which the idea assists stakeholders in understanding their strengths in addition to potential for change. “Understanding how your organizations can be the same as in addition to different via different similar organizations, how its different elements are aligned with one another, in addition to in what ways change might be initiated are all important outcomes…”