Primary methods of maintaining organizational culture

Primary methods of maintaining organizational culture An organizations culture is made up of comparatively stable characteristics. It grows over many years and is rooted in intensely held values to which employees are forcefully committed. In addition, there are number of forces are successfully operating to maintain a given culture. These include written allegations about the organization mission and philosophy, the design of physical spaces and buildings, the dominant leadership style, hiring criteria, past promotion practices, entrenched rituals, popular stories about key people and events, the organizations historic performance evaluation criteria, and the organizations formal structure. Significantly, the organizational culture includes values, assumptions, goals and Industry demands. So the culture has been maintained through Attraction-Selection-Attrition (ASA), Employee on-boarding (socialization), Leadership (Top management) , and organizational Reward systems. It determines what types of people are hired by an organization and what types of people are left out. Attraction-Selection-Attrition (ASA) : First, employees are attracted to organizations where they will suit in. According to Judge statement, the employees with distinctive personality traits find different cultures attractive.[1]For example, out of their individual traits, employees who illustrate neurotic personalities were less likely to be attracted to inventive cultures, whereas those who had openness to experience were more likely to be. By ASA process, While selection, candidates and corporations both are looking for people who will fit into their current corporate culture.[2] Considering southwest airlines and Google are the best example for that. Attrition refers to the instinctive process, where the candidates who do not fit in will go away from the company. Research indicates that person-organization incompatibility is one of the important reasons for employee turnover.[3] New Employee On-boarding : On-boarding pertains to the process through which new employees learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.[4] When the organizational employees socializing the new people, inviting as a part of their family, they will feel accepted by their peers and confident regarding their ability to perform, and also they can share the assumptions, norms, and values that are the part of the organizations culture. This understanding and confidence is making the new employees to perform their ability and traits in a excellent way. As well as it gives higher job fulfillment, Effective organizational commitment, and long period of time experience within the company for them. Organizations can also engage in different activities to facilitate on-boarding, such as implementing orientation programs or matching new employees with mentors. These processes are expanded by the nature of the company.[5] (refer Exhibit 1-1) Leadership : Leaderships are significantly helpful in creating and modifying the organizations culture. There is a direct agreement between the leaders style and an organizations culture. For example, when leaders motivate and praise the employees in the firm by their knowledge , skills, initiatives, the corporate culture tends to be more supportive and people- oriented. Consequently, the leaders are providing rewards, contingent on performance, again it tends to be more performance-oriented and competitive also to them.[6] Likewise, the leaders will influence directly to the cultures of their organizations. Apart from the leaders influence, the role model is another tool (Charismatic). Research have suggested that leader behavior, attitudes, and decision-making, the consistency between union policy, leader actions and role modeling determine the degree to which the organizations culture emphasizes ethics [7]. The leaders own behaviors will influence each individuals to understand what is acceptable behavior and what is unacceptable. In an organization, in which high-level leaders make the effort to involve others in decision making and seek opinions of others, team diversity is more likely to evolve. By acting as role models (charismatic), leaders send signals to the organization about the norms and values that are expected to guide the actions of its members. Leaders also proves their success from reactions to the actions of others in the organizational culture. Through their day-to-day actions improvements, leaders shape and maintain the organizations culture Effectively. Reward Systems : The Organizational reward system offering pliability and motivation for maximum effectiveness from the employees rather than being hard and rude. Usually, the company culture is formed by the type of reward systems and based on the kinds of behaviors and outcomes it chooses to reward and punish. One relevant element of the reward system is whether the organizational rewards either behaviors or outcomes. In some companies, the employees rewards system highlights intangible elements of performance also its looking like easily accessible metrics. In these companies, supervisors and peers may evaluate the workers performance by seeing the persons behaviors as well as the results. In such companies, we may expect a culture that is comparatively both either people-oriented or team-oriented, so the employees can act as part of a family [8]. However, in companies in which goal attainment is the sole criterion for reward, there is a focus on measuring only the results without much regard to the process. In these companies, we might supervise result-oriented and competitive cultures. A company culture evolves to determine which behaviors are deserved, which ones are penalized, and which are ignored by them. A reward system is a major tool managers can exert when undertaking the controlling function. In order for a reward system to be effective, the rewards must hold some importance for the employees. Reward systems should focus on positive reinforcement. It is the most effective tool for encouraging desired behavior because it stimulates people to take actions because they want to, because they get something of value (internally or externally) for doing it. An effectively designed and managed reward program can drive an organizations change process by positively reinforcing desired behaviors. According to (Thomas,1994) author presents criteria for building effective reward systems that he calls the SMART criteria. These criteria should be used when designing and evaluating programs. The programs should be: Specific. A line of sight should be maintained between rewards and actions. Meaningful. The achievements rewarded should provide an important return on investment to both the performer and the organization. Achievable. The employees or groups goals should be within the reach of the performers. Reliable. The program should operate according to its principles and purpose. Timely. The recognition/rewards should be provided frequently enough to make performers feel valued for their efforts. CREATING AN ETHICAL CULTURE : Ethical managerial leaders and their people take the right and good path when they come to the ethical choice points. An organizational culture most likely to shape high ethical standards is one thats high in risk tolerance, low to moderate in aggressiveness, and focuses on means as well as outcomes. Although, the managers in the organization, innovate and take risk to avoid the unbridled competition, and will pay attention to How and What goals are achieved.[9] Considering the Johnson Johnson employees culture, have become to know how their strong organizational culture it is. If the culture is strong and supports high ethical standards, definitely it should have a very powerful and positive influence on employee behavior. Even though, sometimes a strong culture can make an unethical behavior because of aggressive culture between the employees. Research suggesting that, some of the practices that management can undertake, Being a visible role model, Communicating ethical expectations, providing ethical training, Visibly rewarding ethical acts and punishing unethical ones, and finally providing protective mechanism can help the employees to be more active into the organizational culture. According to Turknett research, process that can help to ensure that the organization has an ethical culture and that has the leaders who lead with character. Investing in a process that seeks to infuse an ethical culture is especially important in the case where there is an ethical infringement. And by his three Cs, merely developing a cultural character into the people. Code, Character and Conversation providing a good framework for thinking about infusing ethics into organization culture. By using his model called Growing Leadership Character can also use to cascade these concepts deep into the organizational ranks. Moreover, his theory expressing the three basic character into the human. thus, providing an ethical behavior. When someone has character, usually it also mean that they are the people who work hard, get results, and are the people always Responsible. They also, however, ground all action in a solid base of Integrity, and they treat people with respect and Equity.[10] Nevertheless, Dr. Charles D. Kerns illustrates in his various research, how the values are influencing ethical behavior into the human. It could say clearly that VABEs (Values, Assumptions, behaviors, Emotions) seems to be a subset of virtuous values that align with ethical behavior.[11] Values > Attitudes > Ethical Behavior In Martin Seligmans, Authentic Happiness, has reviewed these core virtuous values that influence ethical behavior and appear to have universal appeal. Wisdom and Knowledge, Self Control, Justice and Fair Guidance, Transcendence, Love and Kindness and Courage and Integrity are giving personal values accordingly.However, there are some USA Based Indian companies are providing an ethical training into the employees, Significantly could illustrate as an example, Sierra Atlantic (California-Based software company) Hyderabad, trains its Indian employees in various aspects of U.S culture. As a result, they won a bid with an American firm over an Indian competitor because the Sierra employees were viewed as a better cultural fit. Such successes make it likely that companies with foreign clients will either adopt or continue to use cultural training.[12] Mary-Jo Kranacher is recommending some more values, to build an ethical culture into the organization, effectively. Developing ethics policies, Implementing controls, Establishing penalties and rewards, Communicating policies and procedures to others from top management to bottom, Enforcing policies consistently are included in his major suggestions.[13] As a result, the purpose of an ethics policy is to support a culture of openness, trust, and integrity in a companys management and business practices.

Heinrich Isaac; Research Paper

Heinrich Isaac is noted as a central figure in late 15th and early 16th century musical development. He was one of three leading composers of the Franco Flemish or Netherlandish School with Jakob Obrecht and Josquin Des Prez. Although Josquin Des Prez was undoubtedly the major figure of the middle renaissance and is most often mentioned before Heinrich Isaac, Isaac is one of several that also deserve recognition. Heinrich was born around ten years after Josquin in 1450-1455. Historians are somewhat certain he was born in Flemish Brabant, a province of Flanders#.Very little is recorded of Heinrich’s early life. It is believed that he was educated in the same area, the Low Countries, due to its excellent standards in musical education. Isaac is also noted to have been a pupil of the Florentine organist Antonio Squarcialupi. It is supposed that Heinrich had begun composing music by 1470. All of this is very hard to establish; the first documented reference to Heinrich Isaac is da ted September 15, 1484, thirty or so years after his estimated birth.This document comes from Innsbruck, southwest Austria and refers to Heinrich as a hired member of a royal choir owned by Duke Sigismund of the House of Hapsburgs. The following year Heinirch traveled to Florence. Multiple documents show that Isaac acquired a position in 1485 as a designated singer at the church Santa Maria del Fiore, commonly known as the Duomo. Heinrich Isaac was known for his close association with the Medici family. It is suspected that Lorenzo de’ Medici was responsible for Isaac’s move from Innsbruck.Heinrich maintained close ties with the family throughout his entire life. He is said to have worked for the Medicis as an organist and a musical teacher however recent findings of documentation explain that â€Å"the Medici’s organist† was a title held by another Isaac. Isaac did work with the family as a teacher and choir director. While in Florence Isaac composed a g reat deal of music including masses and motets. Some of these linked Heinrich’s association with the Medici family. Lorenzo died in 1492 and Piero inherited everything including his father’s musical groups.Isaac wrote two motets in remembrance of Lorenzo. Piero took these groups to Rome to perform for the coronation of Pope Alexander VI. This was the same time and the same pope by which Michael Angelo was commissioned to reconstruct St. Peter’s Basillica. The Medici family was banished from Florence in 1494. In 1496 Heinrich was employed by Maximilian I the newly Holy Roman emperor. In 1497 Isaac was appointed court composer of the Hapsburg empire. Payment documents impose that Isaac traveled with the court through Augsburg, Wels, and Innsbruck between 1497 and 1501.Around 1502 Heinrich traveled to the Este court in Ferrera, Italy to compete with Josquin des Prez for a position. We do have a letter from the family that reads â€Å"Isaac is a disposition among h is companions, and he will compose new works more often. It is true that Josquin composes better, but he composes when he wants to and not when one wants his to. † Recent scholarship says that Isaac never asked for the job. Heinrich was commissioned by the Constance cathedral in 1508 after traveling though Constance, Augsburg, and Florence for several years to write his outstandingly large Choralis Constatinus.Isaac returned to Florence in 1514 and died in 1517. Though most sources confirm that Isaac fled from Italy, newer historical findings suggest that Isaac actually never left Florence. Not only did Isaac not leave Florence after Lorenzo’s death but Heinrich Isaac later married a native Florentine, settled down, and became an established citizen of Florence. Isaacs’s marriage was supposedly arranged through Lorenzo Medici. Isaac was able to include both German and Italian aspects in his work, something that made him very distinct from his contemporaries.Most contemporary composers, who called themselves Florentines like he did, limited their traveling to France and Italy. Heinrich is described as one of the most prolific composers of his time. He made significant contributions to both secular and church music; of Germanic and Italian influence; of the splendor of the church and the secularism of the renaissance of which he was such a part of. â€Å"His work spanned from Flemish styled polyphony to bright Italian and French love songs, from ceremonial music expressing the pageantry and power of the church and state to rollicking songs in French,Italian and German embodying the popular, secular spirit of the Renaissance, and from rich choral textures for the church to exquisite chamber music for courtly entertainment. †# Isaacs output includes about forty Mass Ordinaries, 100 proper mass cycles (though most were published posthumously in the three- volume Choralis Constantinus), over fifty motets; and close to fifty secular songs m ade of French chansons, Italian Frottole, and a large amount of German Tenorlieder. Isaacs best known work is probably Innsbruch, ich muss dich lassen, a Tenorlieder written on the theme of a Germanic folk song.The same melody was used for the Lutheran chorale O Welt, Ich Muss Dich Lassen. Later both J. S. Bach and J. Brahms used the famed theme. Heinrich Isaac’s significance stands not only in his scope and quality but also in his influence particularly seen in Germany. Heinrich acted as an ambassador of the Netherlandish style to Germany. Heinrich had a great effect on the musical development of Germany, leading it into the mainstream European musical tradition and the further development of contrapuntal music.Heinrich’s music directly influenced German composers like Bach and Brahms who in turn influenced aspects in all of western music. As a professionally successful musician and patroned person of the three most powerful men in Europe, Heinrich Isaac’s musi c was most definitely seen and heard. Sources- The New Oxford History of Music: volume III Wikipedia Encyclopedia Britannica online www. bach-cantatas. com Absorbing Heinrich Isaac by David J Burn, Blake Wilson, And Giovanni Zanovello

Reflection On Practicum Reflection - 1000 Words

As I write this reflection on Thanksgiving break I ponder my experience throughout this practicum and how thankful I am for this opportunity. Throughout this experience, it has put me out of my comfort zone. I learned at a summer conference that if you are comfortable in what you are doing you are not learning. Well, I have been extremely uncomfortable all while learning a plethora of new knowledge. This practicum has brought me new involvement in committees at our school and helped me in finding my voice. The tool created by John Driscoll: â€Å"What? ‘So What?’ and â€Å"Now What?’, was a great model to use throughout the practicum. It guided me and gave me direction, along with helping me put all of the work into an organized format. Throughout†¦show more content†¦I have gained peoples respect, peoples trust, and most importantly, I have shown my abilities to my colleagues. I believe that they now have an understanding of who I am and what I am capable of. If not having done this practicum, I honestly don’t know where I would sit with my colleagues. I believe they would not know the person that I am, besides their own thoughts about me. The roles that these committees have put myself are unbelievable to me. At the start of the Teacher Leadership Academy, never did I think that I would help lead a discussion with members of the Teacher Leadership Academy to the staff at Oakes Public Schools. Never did I believe that my colleagues would trust me in taking on a large project to better our school. I am so thankful that they did and I am proud that they trusted me and I them. Therefore, for a committee to be successful, we need to be able to have those fierce conversations. As a group, we need to speak up for what we believe and voice our concerns. Our concerns will not go away by not talking about them. By sharing the concerns, I believe it will help in the long run if a problem similar to that arises. Before this practicum, I was set in my ways and now after going through this process I have changed for the better and value everyone’s opinion. I am now a better listener and will offer my thoughts as feedback for my colleague. I have also learned that I am a leader and I can make changes for theShow MoreRelatedReflection of the Practicum1362 Words   |  5 Pages Reflection of the Practicum Evidence based instruction is a collection of practices that have been tested and show a record of success and improvement. Evidence based instruction is based on information that is reliable and with verifiable as well as valid evidence that shows when this practice or program is implemented, there is a moderate to substantial chance that students will make strides in achievement. 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The Development of the Science of ‘Race’ Essay - 1072 Words

The purpose of this chapter is to discuss the implications of the thematic analysis of the subject field. It connects the themes of the interviews with the literature on racial stereotypes and it’s impact on individuals and the sport they participate in. The development of the science of ‘race’ is regarded within the main literatures to have emerged during the late eighteenth and nineteenth century (Gouldburg, 1990). People where trying to explain human differences and development, which gave way for a verity of racial classifications and racial stereotypes (Gouldburg, 1990), Gouldburg (1990: 266) states ‘this transformed into a pseudo- biological property of communal life’, as race became linked with traits and reflections of identity†¦show more content†¦It is clear to see from the interviews that this notion of ‘black superiority’ when it comes to sport, is engrained into society, an example of this comes from P6 when asked ‘what is the dominant race within your sport?’ replied ‘every sport is dominated by black people’. Many of the interviewees from both sports state, that when you are younger you do not notice the colour of peoples skin. From this it can b e said as you mature through society it is then that racial stereotyping is more apparent, hence racial stereotyping is a social construct (Gouldburg, 1990). 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The idea began to arise in the eighteenth century with the theo ries of evolution and the discussions of race, which gave an opportunity for some to consider and judge that certain traits and features were better and more appealing than others. In this analysis, we will be focusing on the beginning of eugenics, the progressive development of the idea until it’s apogee in the twentiethRead MoreAdditionally, In His Book â€Å"Distinction,† Bourdieu Discusses1321 Words   |  6 Pagesthat same class. Later theorist like Hall and Chakrabarty assert traditional early social science premised on white patriarchal, male dominated European colonialism and ideology alone, does not consider the important values of other cultures and the articulation of race in the historical development and Capitalism. 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