Organization Culture Politics and Communications Paper

Organization Culture Politics and Communications Paper

Organization, Culture, politics and Communications FINAL PAPER Cultural Orientation Paper By Date: 08/01/2020 Final Paper Part 1 Introduction Every organization is has a culture that has been formed over time. Like all other organization Pipco Company has a share of problems which enable it to achieve culture-based objectives. This paper is divided into two parts with part one describing the five assumptions of Bolman and Deal and linking it to Pipco Company. The second part aims to provide recommendation in Concepts from Bolman and Deal chapters 9-11. According to the Bolman and Deal presented six assumptions in their structure. The first assumption was as that the company existence aims to achieve the laid down goals and objectives (Lui et al., 2017). An organization is required to have a certain laid down goals and objectives which enables it to operate smoothly. It helps to guided employees. Pipco has one of the effective goals and objectives. The goal of the company is to become the leading logistics company in the region. Bolman and Deal second assumption is that organizations constantly strives to achieve its desired goals through finding ways it can sustain itself. The second is that organizations aims to be efficient in what it does through specialization of it activities and the proper labor division. One of the major decisions in an organization involves determining to get things done. Some of the organizations prefer working in teams, adopting a cross-functional structure and enable employees work collaboratively on tasks. Pipco Company has organization working in teams to accomplish tasks. Each employee works in a team and section of expertise something that has led them to be extremely proficient and confident with performing their tasks. This has enabled the company to be self-sustaining. Bolman and Deal third assumption is that proper coordination and control ensures the capture of diversity among individuals (Schuneman, 2018). Proper planning ensures proper staffing which include proper candidate selection, remuneration and evaluation of personnel. Proper organization ensures that there is proper distribution of labor and the staff, and each person’s talent, skills and abilities can be identities are identified. Promotions are based on the merit and not biased in any way. Pipco Company conducts is staffing well with positions being based on performance and not culture or race. Bolman and Deal fourth assumption is that organizations are functional at their best if there are not external pressure in existence. The company should be stable and not subjected to any external pressures from political upheals, or legal issues. Pipco Company enjoys a good working environment with the company having employed legal experts to effectively handle legal matters for the company. Bolman and Deal fifth assumption is that if the laid structures fits the organizations situations. Some of the most crucial items that are required in the organization touch on workforce, technology and the work environment (Lui et al., 2017). Pipco has an organized workforce and provide good working environments for its employees making it thrive in the market place. The structures are well laid out structures that enable it to operate its activities as it is required of them. Bolman and Deal sixth assumption is that in areas where the organization suffers from its flaws with the problem being corrected from restructuring it. When employees are not able to adapt quickly to the culture of the organization, they remain unproductive for a long period. Pipco Company needs to improve on the manner it handles the new employees considering that they contribute a lot to the company thriving Lui et al., 2017) Various business and companies are coming in terms with the fact that as a humanity were are living in an exponential era. With increasing pace of technological development, and business world, most businesses are seeing a rate, depth and scale of change that they could not easily recognize nor truly comprehend. Effective sharing of responsibility, goals and decision and leadership brings about the great success for the company. The management has provided development opportunities for its employees. The human resource which is the link between the company’s management and the staff continue to work collaborative in coming up with development of institutionalize programs to foster growth. Continues support by the management through innovative programs helps to provide a platform where employees can grow (Lui et al., 2017). The company do not have enough technological resources to effectively complete their deliveries on time. The amount of time spent to deliver a service would be shorter if the company was equipped with enough technology to facilitate the process. In most of the instances the employees would spend plenty of the time delivering items something attribute to tedious manual entry involved with the lack of appropriate technology that would fasten the process (Foster, 2015). The management and the workforces have found ways in which they can effectively solve their conflicts. As earlier stated, the management staff want her items delivered in most timely manner. The labor workforce on the other hand are forced to work extra hours, or extra fast in order to meet the set target by the management causing great conflicts between the two sides (Lui et al., 2017). In a means to solve the conflict, the management has tried to increase pay for employees that work extra hours as a means to motivate them. The employees also have also heeded the management by availing themselves early time. The management has come up with ways in which they can communicate with the employees in a means to solve any emerging problems in regards to their work (Foster, 2015). Part 2 Resources that are required by the company such as time and money are always scarce. The company always strive to exist with competition for the scare resource being experienced. For example, the iPhone include some of the expensive resources and are at time distributed on a needto-have basis. When some of the employees have access to some of these resources and some do not, conflict could arise (Lui et al., 2017). While technical employees could feel that they need the devices for their productivity others could feel they need the devices to make a point as sales representatives to make impression to clients. In as much as this is a difficult thing to handle for most of the companies and departments, it is key to inform the various departments on reasons for certain action. The departments could also in other instances work together collaboratively so they could get to understand each other’s needs (Lui et al., 2017). There are times conflicts rise from small an unintentional communication problem. Some of the common problems include lost-email, handling people that have not responded to phone calls while at work. Provision of feedback could lead to situations that could easily escalate into conflicts. When communicating, it is key for one to focus on behavior and the effects certain actions could have on the individual. Such incidences are reduced by trying to understand each other more at work and learn the other colleagues, behaviors and attitude to avoid chances of conflict. Conducting of meetings would also help in solving of conflicts among employees (Foster, 2015). Incompatible goals is one of the sources of conflicts. There are many times in the organization when conflicts arise when two parties think they have mutually inclusive goals. The incompatibility goals arise in most instances when departmental managers are compensated in different ways. When this happens, the individual could be tempted to offer customer some freebies in order to register a sale. In contrast a manager in another department could be based on the amount of money the company has saved in their department. The two management heads despite being in the same salary scale could have different motivating factors that could conflict. One would results in conflict (Foster, 2015). Personality difference is common among workers in any organization. It is for this reason that there is need to understand the fundamental differences that exist among other workers. Understanding the means in which people think and act, would enable us see the world in the manner others view it. It would be significant to understand the difference between the natural and normal and mitigate any interpersonal conflict Recommendations Based on the challenges that the organization has been facing, the organization should come up with ways to motivate employees (Bolman & Deal, 2017). There has been a lot of turnover from employees in the recent past. This is partly because of the existing organizational culture. The organization does not hire from within. All senior employees are outsourced from other organizations. For this reason, the employees in the organization do not see any opportunity for growth. They, therefore, leave the organization whenever an opportunity presents itself. This has led the organization to lose productive employees and this has affected the overall productivity of the organization. By hiring within the organization, this will motivate employees to work hard so that they can qualify for promotions. The organization should come up with ways of evaluating performance (Bolman & Deal, 2017). The performance of the organization has significantly gone down. This can be attributed to many factors but most importantly, lack of proper supervision. By evaluating the performance of employees, the organization will tell those that are doing what is expected of them and those that are not. There can also be ways to reward top performers to motivate them to work harder and also to challenge the poor performers. Those employees whose performance does not improve should be penalized and if this does not work, they should be relieved of their duties. The organization should stop treating leaders as the sole decision-makers in the organization (Schein, 2016). Employees also need to be involved in the process of decision-making. They should be allowed to share their views. Decisions determine how things get done in the organization and the best way that this can be done is by empowering employees. Unfortunately, the organization has been ignoring this important factor. Leaders have been making decisions and passing them on to the employees to follow. This has caused negative outcomes in terms of performance and to correct this, decision-making in the organization ought to involve employees too. There is a need to reorganize the roles and responsibilities of the organization (Bolman & Deal, 2017). It should be clear on who is supposed to do what in the organization. Each member of the organization needs to know what is expected of them. This will keep them focused on the task and will save on time because employees do not have to be reminded what to do. Power also needs to be properly defined. Employees need to know who they are answerable to and what they are supposed to report to whom. This will reduce confusion especially among new employees and will help them adapt to the organization easily. The organization should uphold its communication culture (Schein, 2016). The communication culture in this organization is quite strong and effective. The channels of communication that are used within the organization ensure that information is shared across the organization fast and efficiently. It is easy for employees to assess the credibility of all the information shared within the organization. Employees also have effective ways of communicating with leaders. There is a platform for employees to give anonymous feedback and this has greatly influenced the organization. This should continue as it enhances employee participation in the organization. The organization should consider redefining its goals and ensuring that every member of the organization understands them (Bolman & Deal, 2017). It seems like people have lost focus on the goals of the organization. This has caused the productivity of the organization to reduce significantly.

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