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My organization has a high effective defensive style in that our oppositional perfectionist and competitiveness truly depict that we are highly defensive. This organization has members who are totally not interested in the ideas laid forward by others and most of the members like cheeping their given tasks to specific individuals .the other characteristic of the members In my organization is the fact that the leadership aspect clearly lacks in the sense that there is no leader who gives advices and the way forward in attaining our objectives (Thacker 1994). The unit is very much competitive and inconsiderate in some matters that seam not to be agreed upon even though they are right. This results to internal conflicts within the unit hampering our chance of effective development.
From this organizations culture inventory, the primary style in this organization is avoidance and competitiveness with a percentage of seventy nine (79%).This clearly depicts how this organization is highly at risk of collapsing in that avoidance and internal competitiveness seems to be the main cause of the problem .Avoidance in this case can be attributed to the members perception on the event at hand this is clearly show when we all are given a task to perform and at the end of the day excuses are made by the other colleges of having other jobs to be done or they are committed elsewhere .
This result also shows that our management system is not as effective as it ought to be since it is the area that has to foster our performance in the company an enable us to clearly go forward. On the other hand competitive is to the rise therefore a reduction has o be attained to facilitate effective performance and cooperation of all of us in the unit.
The secondary style that has been depicted is the oppositional norm with a percent of sixty nine (69%). This appears not to be portrayed well in this organization since the level at which interaction takes place from one party to next be very low. Devoid of appropriate and effective communication in an association, it is an obvious that the total participation will not be achieved therefore reducing the level of the work commitment. The overall organizational values cannot be achieved when we have various opposing parties working together therefore a solution has to be observed.
This organization weakest style of the unit is basically the aspect of being dependent. This without a doubt is a descent to the unit since by having everyone considering that the other person will take his or her part; the resulting impact at the end of the day will be such that the overall performance will not be achieved. This aspect impact negatively to the overall performance of the unit since, in a case where those being depended upon are unproductive, no effective impact will be achieved.
The organizational targets for cultural change include avoidance, affiliatifve, power, humanistic encouragement and achievement. This area needs significant change in that they play a key and major role in the establishment of a firm foundation basis in the maintenance of this organization. Our organization can only perform effectively when these measures are adequately put into place. The differences experienced in this target are enormous and they are as follows; affiliative has a forty two percentage difference humanistic encouragement is thirty four percent, power is thirty eight percent, and achievement is forty one percent and lastly avoidance with the greatest gap of fifty two percent .
In the constructive styles culture ,the highest differences that entail between the ideal and the organization current scores is observed in affliative with a forty two percent margin, humanistic encouragement with a thirty four percent margin and achievement with a forty one percent margin. These attributes and norms have to be encouraged in my organization since they are the least offered. Cultural norms have to be increase in this area to facilitate effective communication.
The defensive /aggressive aspect in our company has to discourage the following three norms. These are power with a percentage margin of thirty eight, oppositional with a percentage margin of twenty four, competitiveness with a percentage margin of thirty seven. In the defensive cultural styles, the organization has to ensure that avoidance, affiliative and conventional is totally discouraged this will intern pave way for self actualization (Bradbeer 385).
Potential benefits and risks
Cultural changes in the association takes place in the unit will, clearly solve the business problems for example ensuring that there is total reduction in avoidance will give a chance for effective communication in our organization. When all of us in the organization become affiliate together we will be able to support the relevant activities that take place in the organization. The quality of a product and service is greatly attributed by the overall performance of the organization and in order to solve this problem, the greatest gaps have to be looked into. This involves tackling the avoidance and humanistic encouragement norms. The human resource manager in our unit needs to set specific guidelines that are able to make everyone within our company feel that we also play a great part in the achievement of the organizational needs.
The role capacity can be highly improved when every one of us is given a task to perform. The idea that one individual in our company is able to finish or tackle a task on his or her own should be forbidden and active participation observed. This therefore has to make sure that the dependency aspect is reduced so that every member becomes affiliated to a particular job or task.
The role conflict can be tackle when each and ever one of us in the origination is given a chance to effectively show what our skill and knowledge are best fit to do .in so doing, necessary competition within the organization will be minimized therefore reducing the role conflict.
The satisfaction and commitment of the unit members can be increased when there is total achievement of the efforts they have put in place. This only comes about when humanistic encouragement and total cooperation is enhanced. When all of us in the unit are able to clearly work together without having disagreement on one issue to the next, a clear indication of how total participation is achieved will flow.
In this case the leadership aspect will be able to play a key role in the attainment of results. When the current cultural norms are changed to the ideal cultural norms in order to make us effectively and efficiently perform, all our self actualization norms will have to be increased so as to facilitate this development .our unit will also try to reduce the aspect of power so that we are unable to feel superior towards each other. In this case every individual's concepts will be considered.
The other cultural norm to be tackled in this situation will be enabling us to reduce the oppositional trait that is within our selves. This will guarantee valuable services and their deliveries is achieved without hindrances from other sectors that do not facilitate this. In reality our organization can only succeed through involvement that ascertains total communication
All of the unit members are able to focus on the development of our capabilities and maximize our contributions when the conventional aspect is more enhanced .This will ensure that we are all accepted as a whole therefore boosting our moral in the achievement of the overall laid objectives. Our competence can also be gained when self actualization is considered in the entire unit to enable us attain and peruse a standard of excellence. When the least percentages shown by our dependant norm are improved, it encourages everyone to be glued in the area that one is well versed about.
Team work and communication comes about when there is a firm positive relationship instilled within all the members. To attain this, our organization has to concentrate in raising affliative toward the ideal percentage since it serves a benchmark for all the interactive norms.
The overall resultant of anxiety resistance and conflict in our organization will be depicted when power is totally reduced to the ideal percentage this is because of the security aspect in all that we try to undertake in the organization will be humped therefore making everyone have a notion of not affiliated to the unit. Conflict can also be enhanced when the leadership position is unable to resolve the various problems being experienced in our unit. This can be seen when the lowered and also the approval aspect.
Conclusion and reflection
In general, the OCI result clearly indicate that the constructive styles that entail humanistic encouragement, affiliative, achievement and self actualization are actually towards the minimal therefore they ought to be raised towards the attainment of effective organizational improvement . This necessitates the encouragement of all our unit members to communicate and interact in order to meet the required needs.
An overall measure of socialization is needed that requires a mutual interaction in all the areas of work in an organization (Donald 517).To my personal and professional development, I am able to actually embrace self actualization such that incase a task emerges I will be able to rationally make fruitful decisions that favor the overall attainment of goals. The results obtained from this have made me discover that it is only participation that ascertains a well organizational balance. This exercise has lifted my morale in that I will try as much as possible not to be dependant since by doing this I have been loosing ideas of invention and innovation .therefore I will focus on achieving all my relevant goals and objectives through total focus and determination.
I have also earned through this aspects that in order to be an effective leader you have to be competitive in a sense that all that is being done measures up to the required standards and that power is not used against others but to fulfill the expect requirements. Professionally, this has created an avenue for my future goal achievements in that in my self-Management and Leadership style, I will clearly incorporate the best leadership styles to advance team networking and develop the strategies to deal with teams at work. This exercise will greatly contribute to the development of a more cohesive role within my working setup.
Bradbeer, J. The Interdisciplinarity Barriers : disciplinary discourses and learning. Journal of Geography in Higher Education 1999. 23 (3), 381-396.
Donald, S “inventive union Require Innovative Managers.” Public Administration Review. 1991. 41:5, 507-513.
Thacker, J .Managerial cultures: How to recognize and appreciate them.
Enlightening and Child Psychology,1994. 11(3), 11-21