Organizational cultures class written response - Essay Example

Organizational cultures written response The present organization is experiencing cultural issues due to transition and expansion and the failure of its new culture to consider the diversity in the urban setting where various populaces with divergent cultures are found. However, the cultural issues might also have mushroomed from the inclusion of more members, a factor that was necessitated by the growth of the organizations staff and area of coverage. The hypothesis for this study will, therefore, be the organization is experiencing culture issues that have resulted in attrition due to failure to include diversity in its culture of due to inclusion of diverse cultures that were unprecedented by its founders.

The American conglomerate, General Electric, and Samsung Electric have equally experienced similar issues. GE was forced to restructure its culture after realizing that it was not accommodative enough and did not truly reflect the diversity of the American people. However, in the process, they experience a shrinking product cycle and were forced to engage in a bit of flaking and rewiring which was attained through interviewing employees to give their take on what was ailing the organization (Steve, N.p). Similarly, they continuously measured performance/productivity and turnover rates to determine how healthy their culture was.

Samsung Electrics was expanding to Japan and its general manager for global operations asserted that the company lacked a Korean manager who could understand Japanese culture, a factor that made the company’s performance devastating in its first year of operations (Steven, N.p). However, after reviewing various sources and involving employees and Japanese in the research, Samsung Electric learned that it had to reconsider its culture in Japan as it reflected more of the South Korean culture rather than Japanese.

To ostensibly delineate the problem in the present organization, it will be necessary to use various quantitative and qualitative techniques. Firstly, the annual rate of employee turnover in the past 15 years will have to be compared as a way of determining where exactly more employees started leaving (Chhokar, 182). Additionally, there is the need to review the HR records to ascertain the diversity in the number of employees in the company. This will help in determining whether the organization has embraced diversity or not.

More importantly, a self-administered questionnaire will be developed to gather data. Employees will be required to feel the questionnaire containing questions as to why they are not satisfied with the new organizational culture and offer them an opportunity to recommend what they believe will motivate them and improve the organization’s ability to attract employees (Chhokar, 127). This will be the best approach since it will directly involve those affected by culture change in trying to clarify and define the problem while offering ostensible solutions.

Such integration will ensure that any personal biases in defining the problem are significantly reduced, and the final definition of the problem appropriately portrays reality on the ground. Apparently, many companies often use interviews to assess the health of the organizational culture by trying to assess the level of employee satisfaction (Chhokar, 218). While such a method is productive, it may not produce best results in the present organization as employees may not reveal sensitive details hence use of a questionnaire is recommended.

Works Cited Chhokar, Jagdeep S. Culture and Leadership Across the World: The Globe Book of In-Depth Studies of 25 Societies. New York: Psychology Pr, 2009. Print. Steve denning. "How Do You Change An Organizational Culture?" Forbes. N.p., 2011. Web. 29 Apr. 2015. Steven Brull. "Samsung Copes With Culture Shock - NYTimes.com." The New York Times - Breaking News, World News & Multimedia. N.p., 1995. Web. 29 Apr. 2015. .