Sample Essay

Organizational culture is another determinant of an organization’s success that affects employee behavior. In order to build a problem solving and progressive culture; an organization needs to incorporate three sets of believes into its culture. These core beliefs are ‘coordination’, ‘commitment’ and ‘competencies’. Coordination should exist to encourage cross functional teams and collaboration to solve organizational problems. Commitment to achieve organizational goals should be inculcated at individual level, team level and organizational level. Finally, competencies of all employees should be developed to provide the required skill set that is needed for task accomplishment. These three factors are of prime importance when instilling change in an organization(cited in Beer, B., Eisenstat R. A., Spector B.,(1990, Nov-Dec) Why Change Programs Don’t Produce Harvard Business Review,158-166).  I term these three concepts as the ‘Change Chain Process’ because of their importance in revamping an organization.

Reorganizing employee roles is the first step towards task accomplishment in group dynamics. Whereas, building an organizational culture that nurtures the aforementioned  change chain process is the second building block to encourage team building. In the new economy cross functional task forces are used to achieve quality, efficiency and economy in the fiercely competitive environment. There is difference between theory and practice of group dynamics and team building. “A company issues a philosophy statement about teamwork doesn’t mean its employees necessarily know what reams to form or how to function within them to improve coordination” (Beer, B., Eisenstat R. A., Spector B.,(1990, Nov-Dec) Why Change Programs Don’t Produce Harvard Business Review,158-166).  Successful organizations encourage their employees to develop a shared vision of organization so that they fulfill the function of coordination (one of the links of the change chain process) to gain competitive edge.  (cited in Beer, B., Eisenstat R. A., Spector B.,(1990, Nov-Dec) Why Change Programs Don’t Produce Harvard Business Review,158-166).

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