Organization Theory and Design - Assignment Example

Download file to see previous pages Symbols used in every organization reflect the culture of people in that organization, the assumptions, emotions, and values of the employees. Some symbols communicate uncomfortable issues in the organization thus linking the emotions of the members with the actions in the organizations. Cultural artifacts and management are also viewed as cultural symbols (Sun, 2005). An organization that has its own culture identifies itself with the members of the organization; they are committed and stable. It is unattainable for an outsider to perfectly discern the cultural values of an organization using some observable aspects such as dress and ceremonies. According to Sun (2008), the outsiders will not identify factors such as absenteeism, high turnover rates, and the member’s level of commitment. Insiders, who have many working experience, are at 60% advantage than outsiders, who are at 40 % advantage. The insiders are in a better position than outsiders are since the insiders of an organization realize when the company has low profits, the members are being scarce, any unethical behavior, illegal political contribution, wiretapping, and promotion gifts.
An organization that has not achieved the desired results and has failed to be included in the list of the best performers, longs to change their working environment and make it more comfortable to live in. Pressure for change has accumulated from talented employees who are not given a chance to contribute their views (Daft, 2013).
Many employees in most working places are demanding to be included as officials and promoted accordingly, which is not the case in most companies. This has left most employees with a great interest to change their working environment. It is after an organization has the right leaders, who are the originators of every organization, have guided the members in the right ...Download file to see next pagesRead More