Good leadership will promote positive culture from employees; a negative culture will dampen the mood and result in more employees calling in sick, feeling unhappy and unmotivated and eventually some handing in their letters of resignation. With the team I work with , I have identified four components of positive culture within the team that is keeping the team together, which are; team working, enthusiastic team members, effective communication and effective team leading. The attitude of working together as a team has always been positive, team members helping colleagues, and always respecting the views of others and willing to go the extra mile, to ensure high quality services are delivered. Members of the team have exhibited a high sense …show more content…
It is important that there is cultural awareness and acceptance within the staff team, as well as a tolerance of difference and diversity. Team culture encompasses the professional values of the team members. A new team member is inducted to understand the team’s culture and values and how can become a valued member of the team. A good manager can create a workforce community culture, where talented staff are valued and retained. A good manager should have the skills to create and maintain a working culture that is positive, which in turn will help to motivate. This helps to motivate and even inspire the team members to get involved in creating an environment where there is a positive approach to work, along with high levels of commitment. A good team leader is a person who not only focuses on the purpose and direction of the team, but also makes sure that the other members of the team share this focus. A good team leader also has to be able to promote a high level of morale amongst the team members, so that they feel supported and valued. A positive culture will develop only if there is a commitment to organizational learning, support for an open and fair approach, and partnerships and collaboration with other professionals, people who use services and their carers. There are many ways to build a productive culture at work. I can help myself to do this by looking at my current situation and finding ways to improve the workplace culture by changing people’s attitudes to their job, their environment, each other and themselves. Firstly identify any deficiencies that are causing negative attitudes. These could include issues like favouritism, lack of recognition or different sets of standards for different employees. So I can get the best from my teams and inspire a positive workplace culture. Some of the positive influences is fair and equal treatment of all employees and to make
Leadership is defined as the action of guiding an individual or group of people. Effective leaders shape the behavior and thought process of the individuals around them. As a result, the success of an organization is often impacted by the leadership style and approach of its leaders. Even when engaging with multiple people, impactful leaders maintain their own style of leadership but occasionally change their approach based on the motivational needs of each individual. However, regardless of the style, leadership within an organization is designed to drive the performance of their employees and it is done through proficient communication. This guidance influences the culture of an organization, which subsequently, helps to shape its leaders.
In today’s society there are many words that are used or said without giving it complete thought. For example, the word “identity” is something to which I have never really given much thought or even considered how I identify myself.
Value systems across cultures can help to explain the differences in behaviour amongst people from different countries (McCort and Malhotra, 1993), which tend to stay with people over time. There are many different cultures and in order for an organisation to be successful, they need to take many different into account to ensure that they are successful in different countries and cultures. Cultural values appear to have considerable effects on management decision making processes (Clark, 1990; Ken, 1985; Picken, 1987; Shane, 1988; Swierczek, 1991). Culture is defined as “the set of distinctive spiritual, material, intellectual and emotional features of society or a social group, and that it encompasses, in addition to art and literature, ways of living together, value systems, traditions and beliefs” (Unesco, 2002).
A cultural assessment interview is very important when taking care of patients or their families who may be from a different culture than the nurse’s. In order to be able to better take care of a patient, we first need to know their own interpretation of disease and illness within their cultural context, values, and beliefs. Since I am Indian and my culture is a mix of the Indian cultural beliefs and my religion Islam, I was looking forward to this interview so that I am able to learn more about different cultures using my assessment.
The multiculturalism idea is about how to respond towards challenges that are associated with religious and cultural diversity. The term is used as a descriptive term that characterizes the diversity facts in the society. The proponent of multiculturalism rejects the melting point idea though the term has encompasses a variety of claims. The melting point idea is that members of the minority group maintain a distinct collection of practices and identities.in general multiculturalism means the practices and policies that respond and recognizes ethnic diversity (Roach et al, 2005 pg. 37). The first black president elected in us Barack Obama describes the different points of view regarding multicultural societies. Though each Atlantic side are
According to Gay, culturally responsive teaching is employing previous experience, performance style of student, and cultural knowledge for the purposes of making learning more suitable and effective for students (Gay, 2000). In other words, culturally responsive teaching practice is using cultural experiences, perceptions of ethnically, and cultural features of student to facilitate when teaching. Furthermore, culturally responsive teaching practice teaches through and to the strength of students. Culturally responsive teaching practices is necessary in connecting the cultural knowledge of students, style of performance, and previous experience to the knowledge of academic with the goal of legitimizing what the students already know. Therefore,
It is a culture in which private persons (the public) do not act as consumers only, but also as contributors or producers. We are in a moment of time in which an explosion of new media technology has made it very easy for everyday people to take media in their own hands to create, to share, to express themselves, through every possible media channel. Participatory culture could be defined as new ways of life that lead people to create and circulate new self-made content including video, audio, text, and images. The movement is taking shape and being popularized by consumer social networking sites such as Facebook, Flickr, and Wikipedia that encourage mass participation and collaboration. Participatory culture is changing the way people and the media communicate and actively engage. The characteristic that define modern participatory culture is that consumption is no longer the only way we used media like in the past. We have started to expand our focus to include producing and sharing media too which can be found in any form or content. Example would be fan communities, groups of gamers, the blogging population, and various sub cultures online. What these groups have in common is their supportive environments in which to create and share. There is an assumption that anyone who is currently a reader could become a writer, anyone who is a consumer can become a producer. Participatory culture fostered by new media is like a communication triathlon involving consumption, production, and sharing leads to more knowledge. Many of these tools allow us to remix, recirculate, content from media as a mode of creative expression. There is an informal training process for experienced participants help newbies acquire the skills they need to be...
This type of culture results in lack of communication, lack of direction towards a common objective/goal and lack of commitment to the To ensure all the employees are competent, they need to develop a system to measure this competency. For example, they can do assessments to gauge competency. Besides that, they should provide compulsory and supplementary training to their employees to add in value and skills. Mentoring systems also can be implemented to ensure sharing of knowledge and experiences. Performance Rewards.
Leaders have influence the organizational climate and can change the command culture. However to accomplish that they have to first understand the existing organizational culture within which they are operating. Culture is the behavior characteristic of a particular group. In an organizational setting, leaders have to be mindful of this cultural factors in the context that is sensitive to the different backgrounds of team members to best leverage their talent. There are three levels of culture. First level is the Artifacts. This is the surface level. It includes all phenomena that one sees, hears, and feels when one encounters a new group with unfamiliar culture. Second level is the espoused values. These reflect the original values. Third level is the basic underlying assumptions. These are what were once hypothesis, supported only by a hunch or a value, come gradually to be treated as reality. Climate, in the other hand, is a prevailing trend of public opinion or attitude in a given organization at a given time.
Adapting a multicultural perspective includes maintaining a unique understanding of one’s own cultural background and biases, and continuously striving to work through them. In the article, “White Professors teaching About Racism: Challenges and Rewards,” Smith and colleagues sought to address the challenges that white educators face when instructing multicultural courses, and to provide them with useful techniques to incorporate into their educational pedagogies. These challenges stem from their racial class orientation and can be summarized as fitting into one of three categories: (a) multiculturalism perfectionism, (b) multicultural impostor syndrome, and (c) multicultural projections (Smith, Kashubeck-West, Payton1, & Adams, 2017). Together
What made me into the person I am today? I have asked myself this question many times before, yet it all leads back to the same concept. In fact, I came to the conclusion that it is simply a summarization of our developing years. For example, some of our biggest influences, especially in those years, are our parents and friends. Our parents help shape us into the people we are today and, in most cases, we share the same values as them. In addition, our friends are also part of the reason we are who we are. They are the first group of people we interact with and whether we mean to or not, we try to imitate them as much as we can. As a result, the three values of my personal culture that make me into who I am are respect, work ethic, and joy.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Cultural Appropriation versus Multiculturalism In today's society, there are many different cultures that individuals identify with. Culture is very important to many people and is something that helps define who we are. When different cultures are respected and appreciated, it is a beautiful thing, it can bring individuals in society closer to one another. Ideally, this understanding of one another’s cultures can lead to multiculturalism.
Civic Culture is regarded by many political scientists as the most important factor for a nation to possess to maintain healthy a democracy. However, while scholars like Robert D. Putnam agree with this assertion, Civic culture is not enough to sustain a healthy democracy in a country, it must be paired with the ‘right’ of the four aspects of civic culture (unbiased media, cross cutting cleavages with memberships, etc.) as well as paired with a dependable economy, I will show this through an examination of cases studies of Italy and Germany.
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company to perform better.