ASSESMENT

Assesment

Abstract

Modifying the way organization function is a very strenuous undertaking and, quite bluntly, success rates are not exceptionally good. Some studies have shown that change efforts fail most of the time. This is an astonishing failure rate, in light of the fact that that the future of the company is often at stake.

Without a doubt, small changes such as adopting a new procedure as a standard for company use are easier changes to accomplish than are big changes such as a reorganization that requires the relocation of corporate headquarters.

There is no single definition of an organizational culture, but extrapolating from several dictionary definitions of culture can develop a useful one. Maybe the simplest definition of an organizational culture is the way we do things around here.

Five basic elements make up any organization's culture these entails environment, values, people who provide role models for the organization, day-to-day operations the rites and rituals, and communication networks which are often informal within the organization. In understanding the culture of an organization, it is beneficial to distinguish how each of these elements works together.

Table of Content

Task 14

Explore Organizational Structure and Culture4

The Cultural Dynamics Of Organizations5

Task 26

Different Approaches to Management and Leadership and theories of Organization6

Main Findings9

Task 310

Explain the relationship between motivational theories10

TASK 414

Team Work & Group Dynamics14

Conflict and Competition within Groups16

Working towards conflict resolution can be strenuous.17

Conclusion & Recommendation17

References20

Assesment

Task 1

Explore Organizational Structure and Culture

Organizational culture has been defined as a set of processes that binds together members of an organization based upon "the shared and relatively enduring pattern of basic values, beliefs, and assumptions in an organization" (Sethia, 2001, p. 403).

Organizational culture allows an organization to address the ever changing problems of adaptation to the external environment and the internal integration of organizational resources, personnel, and policies to support external adaptation.

According to Schein (2001,p. 9), organizational culture is "a pattern of basic assumptions . . . developed by a given group as it learns to cope with its problems of external adaptation and internal integration . . . taught to new members as the correct way to perceive, think, and feel in relation to those problems." (SCHEIN 2002 Pp 400) In other words, organizational culture consists of shared behaviors, values, and beliefs that are learned by the members of an organization.

The Cultural Dynamics Of Organizations

In developing the cultural dynamics perspective. First, symbols are introduced as a new element. The introduction of symbols permits the model to accommodate the influences of both Schein's theory and symbolicinterpretive perspectives. Second, the elements of culture (assumptions, values, artifacts, and symbols) are made less central so that the relationships linking them become focal. This move initiates the shift from static to dynamic conceptions of culture, whereupon I reformulate Schein's theory in terms of dynamism by describing the relationships between cultural elements as processes.

The advantage of a dynamic version of organizational culture theory lies in the new questions it poses. Schein's view focuses on what artifacts and values reveal about basic ...