Alan Leyva 749838 Jan. 26th, 2012
7. How do organizational cultures develop? What 4 steps commonly occur?
The way cultures emerge within an organization can be different depending on the organization. They can sometimes be created as a result of the actions taken by the founders or top managers.
The process of developing an organizational culture, even though as I said before may vary from enterprise to enterprise, usually involves these following steps:
1. A person develops the idea of a new enterprise.
2. The founder gathers a team of people that share a common vision him or her.
3. The core group that was formed begin working in different tasks aimed to formally create ...view middle of the document...
Selection of entry-level personnel. Search for new people that can work in the organization, using a set of standardized procedures and seeking specific characteristics that can help the overall goal of the company.
2. Placement on the job. Once the person is hired he or she is subjected to a series of experiences that have the purpose of make them question the way the organization applies norms and values, to help them figure out if they can accept them or not.
3. Job mastery. After the cultural shock has passed, new employees have to be trained to help them improve their performance and give them the tools to be helpful and resourceful for the company.
4. Measuring and rewarding performance. This consists of paying attention to the newcomer to measure his or her operational results and reward them accordingly.
5. Adherence to important values. This is related to making the workers feel more compromised with the organization, helping them remember they need to accept the company’s values and trust that it won’t do anything to harm them (overall, making you feel proud for working for it). The organizations’ job in this phase is to prove to its workers that the job they’re performing is actually having a positive impact inside and outside the enterprise.
6. Reinforcing the stories and folklore. This keeps alive stories that validate the organization’s culture and way of doing things. Folklore aids in explaining why the company does what it does and in the way it does it.
7. Recognition and promotion. The final step is, as its name implies, to recognize and promote those workers who have worked hard enough to deserve it. They can serve as role models for other people inside the organization and help them achieve their goals as well.