Organizational Culture

Paper Summary:

The paper relates that the most significant element to evaluate in an organization's culture is leadership, for effective human interaction within an organization is vital to success and is largely dependant upon good leadership. The writer evaluates the organizational culture of his/her organization and notes the existing problems. The paper discusses the need for a change in leadership approaches and explains that effective leadership allows human interaction within the organization to be a source of unity and success as opposed to a divisive element.

From the Paper:

"A variety of elements must be assessed in order to evaluate an organization's culture. Among the most important of these elements are leadership, motivation, communication, unity, and loyalty. Leadership provides direction, motivation energizes the organization, and communication can either enhance unity and loyalty or undermine them, depending upon its quality, frequency, and effectiveness."
"Having identified and assessed the elements defined above, the culture of my own organization can now be evaluated in order to determine the impact these elements may or may not be having. This evaluation indicates that a fundamental cultural problem exists which impacts every other element, for at every level of the organization, communication often focuses to such an extent upon negative aspects that successes and good performance often go unnoticed or are not given due credit."

Sample of Sources Used:

• Deci, E. L., Vallerand, R. J., Pelletier, L. G., & Ryan, R. M. (1991). "Motivation: The Self-Determination Perspective." Educational Psychologist, 26(3 & 4), 325-346.
• Hickok, Thomas A. (2006). "Downsizing and Organizational Culture." Online. Available: http://www.pamij.com/hickok.html. 19 October 2006.
• Kanfer, R. & Ackerman, P. L. (1999). "Motivation and Cognitive Abilities: An Integrative/Aptitude-Treatment Interaction Approach to Skill Acquisition." Journal of Applied Psychology, 74, 657-690.
• Komaki, J. L., Collins, R. L. & Penn, P. (1982). "The Role of Performance Antecedents and Consequences in Work Motivation." Journal of Applied Psychology, 67, 334-340.
• McCombs, B. L. (2001). "Motivation and Lifelong Learning." Educational Psychologist, 26(2), 117-127.

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