Organizational Culture Analysis
Jeffrey Wenstrand
BUS610: Organizational Behavior
Instructor: Cheryl Moore
December 15, 2014
Organizational Culture Analysis Organizational tends to be shared by all or most of the members in a social group, this is something that has been passed down from senior members, and the younger members have to follow the suit. This will shape structures and behavior perceptions of the culture. Cultures have to be studied at a national level, this way whatever culture you are from we will understand you. Culture includes deeply held values, beliefs and assumptions, symbols, heroes, and rituals. We can also exam culture at an organization level as well. The main difference between organizational and national culture is the people that work there, but they are usually born into the national culture. Organizational climate, on the other hand, is often defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization, while an organization culture tends to be deep and stable. Climate and culture are related, climate is often easier and it is easier to change. At an individual level of analysis the concept is called individual psychological climate. Individual perceptions are collected for analysis, often aggregated, and understanding at the team level or group level, it also takes places at the overall organizational, and functional, and divisional level. After taking the questionnaire, I have decided to grade my new business to be supportive. When there is a problem that arises, I will try and focus on the problem and not the person. I will also try not to be judgmental and starting blaming others for the actions. I will be focusing on the person, this person will probably become defensive with me, even if he or she is wrong, the person will most likely change when they have been attacked. We find out what is causing the problem and then look for ways to reduce if not eliminate it. This first thing that you should do when a problem occurs is to not blame but rather find a solution to the problem. It is best not to impose your goals on the group but rather to work in unison with others involved, creating a win-win environment. Ask as many questions as possible and get opinions from each person who might have input no matter how small.
There will be five steps that my business can do to improve 1: Pressure to Maintain Numbers, the first sign of trouble is normal obsession with meeting quantifiable goals. This one will be hard for a few people. 2: Fear and Silence, everybody will have meltdowns in some way shape or form, but there are indications that something is seriously amiss. Few challenge the status quo because those who do so are
