Cultures in Organizations Essay Example | Topics and Well Written Essays - 1500 words

Cultures in Organizations - Essay Example Among other tools used by managers to control behavior of employees, include working language, beliefs, symbols and acceptable habits at the organization. Such tools constitute an organizational culture and subcultures. Communication is an essential cultural aspect that influences the productivity of an organization. The management of the organization therefore invests most of its resources to manage the flow of information within the organization. Information for example is an equally important asset in an organization since the information influences the management, production and marketing among other important features of the organization. This explains the various policies that control the flow of information in the organization. Working language is a primary feature that manages the flow of information besides influencing the culture within the organization (Jex & Britt 77). Most organizations have an official operational language within the organization. Besides the use of a specific language, organizations also have specific channels of communication with certain media considered official. The use of video conferencing, telephones and emails have become official channels of communication th at expedites management operations. Deal and Kennedy define organizational culture liberally as the manner in which organizations operate. In their definition, they provide a number of organizational cultures defining the relationship among the employees and managers within the organization and the influence of such relationships in the productivity of the organization. Among the organizational cultures the two scholars propagate, include work hard play hard culture. The culture explains the operations of restaurants and fast food cafes. Such cultures have low risks and rapid results. Such cultures require cohesive organizations with the coordination between the management and the employees. Effective

The Layoff Procedure and the Effect of Layoff on Remaining Workers Assignment

The Layoff Procedure and the Effect of Layoff on Remaining Workers - Assignment Example Any organization especially those formed for the purpose of profit has different stakeholders (like shareholders, owners, the top management, employees, creditors etc). it could be said that workers have conflicting interests with the management and or stakeholders and owners. The former seeks to hold a secure job with maximum compensation and other benefits while the latter group is focused on cutting costs and developing a lean organization able to cope up the increasingly global business environment. If the economy is healthy, a fine balance can be achieved between these two conflicts. But factors beyond the control of an organization like competition and more severe recession on a national and global scale can force the management to bring down expenses through such procedures like layoffs. While the management generally goes about this procedure with a level of cold and inhuman attitude, it is the workers that bear the blunt (economic and social) of being left without a job. Thi s section deals with the attitude of the workers subject to layoffs. There could be genuine reasons why such an action is taken by the management. For example, a worker or a group of employees may not be up to the mark of performance criteria set up by the organization. According to a business article, such actions can even extend to acts of insubordination. These can be justified that workers have gone against the common good of that organization. But in other instances, layoffs occur due to no fault of the employee. In such cases, the mindset of those affected can be encapsulated as follows – â€Å"No matter the cause for dismissal, telling a worker that his or her services are no longer required is a difficult statement to make. You may cushion the blow with praise, you may justify it with numbers, or you may cite the worker's poor performance as the reason, but no matter what you say to the fired employee and no matter how you explain it, the end result can be devastatin g to both parties involved† (Davis, 2009).