But whether you are reading this in February or July, the topic of love can be equally charged and confusing. So, what is love?
Jason holds an Ed. Or a library staff member with over thirty years of service to the library is retiring, and her supervisor decides to throw a party for her. Or a student comes to the Reference desk with a complex question just before 5: How the librarians and library staff respond to these scenarios, the way a campus committee position is filled, the amount of effort put forth in planning and attendance at a party, and the willingness of a librarian to stay late to help a student, are dictated by the organizational culture of the library.
Culture can impede or facilitate change, unite or divide members, and cause the library to achieve or fail at its mission. For these reasons, organizational culture is an important concept for librarians to understand.
An organization is a collection of groups working to achieve goals and objectives through the use of a codified set of policies and procedures. Organizational culture is a set of shared values, norms, and beliefs that are learned and all-encompassing.
The learning of culture can occur through formal training programs within the organization as well as through informal means such as stories told during the morning coffee break and advice given in the hallways between meetings. It is a force that acts upon individuals, obligating them to make choices based on cultural norms and expectations.
Culture both causes and predicts member behavior and gives meaning and value to organizational life.
Organizational culture is created over a period of time, and while it is durable and long-lasting, it can also change, albeit slowly, over time.
Since the external environment plays an important part in the success and failure of an organization, the culture must also allow the organization to relate and adapt to the surrounding community. An academic library whose culture values service over scholarship will have difficulty operating on a campus which values scholarship above all else.
The stronger the culture the more integrated the beliefs and values systems are in the organization. If a culture has too many values, no clear values, or chaotic rituals, then the culture is weak and the organization in trouble. An organization with a weak culture is short-sighted, inwardly focused, divided, and suffers from low morale.
An organization with a strong culture will find it easier to remain steady and united during difficult times. Culture must be examined in a different way, namely through the examination of cultural artifacts like rites and rituals. Rites and Rituals Every year on the day before Fall classes start at a small, Southern liberal arts college, the students, their families, and faculty gather to meet each other, talk about the achievements of alumni, and discuss the exciting possibilities of the semester ahead.
At a specified time all the faculty gather at one end of the campus and walk dressed in full academic regalia to the other end of campus while the students and their families look on. Convocations are typical at most universities before the start of the academic year, but the processional at this college has some special meanings.
This is a ritual. And in this ritual, just like every other ritual, the members of the organization actively participate to fortify the values of the organization and put them on display for the audience to see. A ritual generally contributes to the operating procedure of an organization, but it also has a symbolic role which embodies the values of the organization.
Rituals are pre-planned events of varying formality, social, public, and have both manifest and latent purposes. The manifest purpose of the ritual generally contributes to the workings of the organization and helps the organization achieve its mission and accomplish its daily tasks.
The latent purpose is where the celebration of the sacred occurs. Understanding what is and is not a ritual in an organization can be difficult.The organizational culture plays an important part in the organizational performance.
At the same time, individuals determine whether the organizational culture is successful or not. For example, if employees fail to respect the organizational culture and maintain key principles, the organizational culture will not be effective and successful.
For as long as there have been struggling schools in America’s cities, there have been efforts to turn them around. The lure of dramatic improvement runs through Morgan Freeman’s big-screen portrayal of bat-wielding principal Joe Clark, philanthropic initiatives like the Gates Foundation’s “small schools” project, and No Child Left Behind (NCLB)’s restructuring mandate.
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Your essay has no mistakes, it does have a coherent structure, introduction, and conclusion. Sep 02, · Organizational Change Essay.
Models of Organizational Change. Words | 7 Pages. essentially the organization is in need of a change of because of external factors or a need for a change within the organizational culture.
External evolutions of technological and cultural factors can all impact the success of an . Jul 23, · The World Bank represents a particularly difficult case of organizational culture change.
Its formal goal—development—is ambiguous. The institution itself is a peculiar mix of a philanthropic.