There are many factors to consider when asking the question "is it important for managers in youth work to have an understanding of the concept of organisation culture" In order to answer this question credibly an understanding of management theories is required and their social policy context…
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Taking all of the criteria into consideration, I feel that the answer to the question is yes for the reasons presented in this paper.
Anderson writes about this concept and other in "Imagined Communities". He takes the premise and considers it in the context of nationalism. Anderson contends, "Nationality, nation-ness, and nationalism are cultural artifacts whose creation toward the end of the 18th C was the spontaneous distillation of a complex ''crossing'' of discrete historical forces; but that, once created, they became ''modular,'' capable of being transplanted to a great variety of social terrains, to merge and be merged with a variety of political and ideological constellations. Theorists of nationalism have encountered three paradoxes:
(1)The objective modernity of nations in the eye of the historian vs. their subjective antiquity in the eye of nationalists. (2) The formal universality of nationality as a socio-cultural concepts vs. the particularity of its concrete manifestations. (3) The political power of nationalism vs. its philosophical poverty. (Anderson URL http://ssr1.uchicago.edu/PRELIMS/Culture/cumisc1.html 2005)
What Anderson says that applies to management and youth work is that there are clearly defined boundaries and common interests that have been derived from common circumstances. Through a managers understanding of this and implementation of this philosophy to their youth work an organisational culture can be formed and maintained. In order to understand an organisational culture beyond the premise of nationalism takes some understanding of society and the ways that people identify themselves within a given society.
The consideration we are concerned with for this discussion is managements understanding of organization culture for youth work. Youth work is the process of creating an environment where young people can engage in informal educational activities. The concept of organizational culture is an important concept in youth work and a clear understanding of it by management will provide strength to the youth organizations implemented by management.
The premise of organizational culture can only enhance any management position including youth work. Organizational culture can be thought of as the values, beliefs and customs of an organization. However many managers, especially youth managers, do not understand what the actual values and beliefs of their organization is. By gaining, an understanding of the factors that encompass organizational culture an organization can only benefit from a clear understanding of it. However, if the factors that make up organizational culture are not clearly defined or understood weakness within the organization can and most likely will result.
Pollitt (1993) points out that organizational culture and its tenets are especially important in public services. There are several reasons for this and the main one is that public services encompass all of a society not just one sector of it. Although the specific interest of this discussion involves youth work that type of work ultimately effects and influences society. Polit explains, a single definition of organizational culture has proven to be very elusive. No one definition of organizational culture has emerged in the literature. One of the issues involving culture is that is defined in terms of its both causes and effect. Pollitt 1993 URL
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The Concept of General Equilibrium.
The concept of general equilibrium is considered to be an integral part of theoretical economics. It desires to present a hypothetical model of market equilibrium in the context of economic theory. The concept of general equilibrium acts best in regards to some propositions that can be underlined as follows.
They could flee and let their property and belongings to be plundered or fight and allow the security of their women and children to be threatened. The Indians were not properly trained and therefore the units lacked in discipline and proper fighting strategies.
17). The Fair Work Act 2009 (FW Act) is a new workplace relations system that was put in place in order to allow employees and employers to collectively bargain for fair work agreements. The FW Act was implemented to balance the needs of workers, employers and the unions.
The strain theory by Merton maintains that the cultural structures set goals and the societal structures create the means of achieving the goals. This means that many people have parallel goals, but they do not all have the identical chances or skills.
He defines negotiations as a process of combining conflicting positions into a common position under a decision rule of unanimity, a phenomenon in which the outcome is determined by the process. (William, 1982) This essay to discuss the strengths and weaknesses of the concept looking at the methodology of explaining the idea of ripeness it also assesses how this theory can successfully reach lead to an amicable solution.
They are headed by a Project Manager (PM) who oversees the whole processes. They are suitable in situations where CoPS are more than complex in nature and need close monitoring. Unlike project-based organisations, the functional organisations work in diverse format
People’s view about me, particularly those with whom I spend most of my time, is that I have many strengths among which the most prominent is my leadership skills. People around me are of the view that I have a quality of finding a solution to the problems rather than worrying about the situation. People consider me a responsible person and a team player too.
In most cases, if not all the time, I strive to get things right the first time, every time. I am able to do this because of my ability to keep feeling and emotions away from decisions.
On the other side, my worst weakness is that am not
This observation rang a bell in youth workers’ mind that there might be something going wrong, which is restricting Asian youth from attending the sessions. The lack of involvement in the sessions by the youths from the Asian group sent a clear
3). It creates an environment for proper communication since employees are related in terms of job within departments and this enhances coordination. According to Das (2012), it has a hierarchy structure that creates accountability and privileges where
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