Changing Diagnosing Organizational Cultures †MyAssignmenthelp.com

Question: Discuss about the Changing Diagnosing Organizational Cultures. Answer: Introduction: Internal and the external challenges are the prime factors due which the organizational culture is formed. The business organization is molded after overcoming these barriers and also learns to deal with the mentioned components (Shafritz, Ott Jang, 2015). When the business corporation is offering successful adoption to the environmental challenges and thus success is ensured and as a result, these values are retained. These values are the mediums through which the business is executed. Founders values, preferences, and industry demands are the most significant components for the creation of an organization's culture. There are numerous cultural systems that are able in stimulating the workplace and also exist in parallel. A proper formatting process and framework is required to be followed for creating an organizational culture. The below mentioned are the steps that can be utilized by the business corporations for creating an organizational culture. Maintaining transparency and setting clear expectations: Generating a cultural identity has been considered as a formless task that is potentially boundless in scope (Lloyd, 2015). And for developing a push through this challenge can be made possible by creating a simple and easy-to articulate vision that should depict the required accomplishments. This vision should be developed in written form so as to provide it from being distorted. Consistent and stress accountability: There is a great impact of the team leaders and the senior authorities and the same culture is infused within the business organization. The leaders and their actions will aid the business entity in showcasing the culture. Investments should be made in enriching and maintaining workplace culture: Evolving is the basic nature of a great organizational culture. With the growth and success, the business entity will discover new objectives and strategies that are required to be implemented. A strong culture within a business corporation will motivate the managers and team leader to make use of ethical and fair means and business practices within the organizational structure (Hall Melvin, 2016). This will aid in the development of positive and friendly working environment and that will motivate the workforce to work even harder. An increase in the effectiveness and efficiency will be observed and that will result in delivery of quality services. A culture of a business organization has been considered as an asset to the firm as it held liable for reflecting the soul of the business organization and is also responsible for generating human. And both the mentioned components play an integral role in the growth and development of the business corporation. Describe the different ways organizations can go international. Explain how the global political/legal and economic environments affect managers of global organizations. The below presented are the major four ways through which the business organization can expand their business operations on global grounds: Establishing relationships with large and multinational corporations that are able of providing local references: Detailed research and survey should be executed for analyzing and identifying the big brands of the related sector (Goyal, Chavan Tripathi, 2016). The approach should be made towards them in relation to the trade and business. Creating joint ventures: After analyzing and uncovering the established corporations a reach should be made towards them for working together and try influencing them for building new ventures. Develop local leadership: The international markets vary in terms of norms, regulations, governing policies, cultural dimensions, and languages and this will be proven challenging for the business corporations (Alvesson Sveningsson, 2015). And hence the business entity is required to hire local leaders who understand local aspects. Go there: After developing the plans a meeting should be executed for developing contacts. International managers face varied nature of challenges and for tackling the same training and development is required. There will be a large variety of differences for the managers while managing the business in foreign nations. And hence the managers are required to keep continuous monitoring over the political, legal and technological environments and the same are described as follows: Political environment: The political conditions can encourage or block monetary advancements and direct speculations (Dekker, 2016). This condition is ever?changing. As cases, the political and financial theories of a country's pioneer may change overnight. The solidness of a country's administration, which habitually lays on the help of the general population, can be exceptionally unpredictable. Different national gatherings with personal stakes can undermine speculation activities and openings. Also, neighborhood governments may see outside firms suspiciously. Political contemplations are occasionally composed down and frequently change quickly (Denison, Nieminen Kotrba, 2014). Political contemplations influence worldwide business day by day as governments sanction duties (charges), shares (yearly points of confinement), embargoes (blockages), and different kinds of limitation in light of political occasions. Economic environment: Managers are required to make screening of currency, framework, expansion, loan fees, wages, and tax assessment (Hornstein, 2015). In surveying the monetary condition in outside nations, a business must give careful consideration to the accompanying four territories: Normal wage levels of the individuals: On the off chance that the normal pay for the populace is low, regardless of how frantically this populace needs an item or administration, there basically isn't a business opportunity for it (Waring, 2016). Tax structures: In a few nations, outside firms pay substantially higher assessment rates than household contenders. These assessment contrasts might be extremely evident or unpretentious, as in concealed enrollment charges. Differentiate between social obligation, social responsiveness, and social responsibility. What does social responsibility mean to you personally? Do you think business organizations should be socially responsible? Explain. Social obligations occur when the business organization is involved in social actions and practices because of its obligations so as to make accomplishments of certain legal and economic responsibilities. But social responsiveness is seen when a firm is engaged in social actions for responding to some of the popular social requirements (Furnham Gunter, 2015). Whereas a social responsibility is a businesss intention beyond economic and legal obligations and this is done for doing right things and act appropriately in the ways that are in favor of society. As per my opinion, the term social responsibility can be referred as an intention of a doing right things in an ethical manner and also acting in a way that will be proven beneficial for the society. Further, according to me, social responsibility can also be considered any of the voluntary acts done in the favor of the society and well-being and that to without making any sought of expectations (Bratton Gold, 2017). Yes, it should be made mandatory for each and every business organization as there are various processes and procedures through which various aspects of the environment gets affected. If an business organization is socially aware then it will be taking preventive measures for acting positively and favorably for the society and well-being. References Alvesson, M., Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. New York: Routledge. Bratton, J., Gold, J. (2017). Human resource management: theory and practice. London: Palgrave. Dekker, S. (2016). Just culture: Balancing safety and accountability. London: CRC Press. Denison, D., Nieminen, L., Kotrba, L. (2014). Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys. European Journal of Work and Organizational Psychology, 23(1), 145-161. Furnham, A., Gunter, B. (2015). Corporate Assessment (Routledge Revivals): Auditing a Company's Personality. New York: Routledge. Goyal, M. R., Chavan, V. K., Tripathi, V. K. (Eds.). (2016). Principles and Management of Clogging in Micro Irrigation London: CRC Press. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298. Lloyd, R. (2015). Experiential Learning Approaches to Principles of Management. Administrative Issues Journal, 5(3), 5. Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015). Classics of organization theory. Boston, MA: Cengage Learning. Waring, S. P. (2016). Taylorism transformed: Scientific management theory since 1945. North Carolina: UNC Press Books.