Sustaining Cultural Change

Learning Goal: I’m working on a management multi-part question and need an explanation and answer to help me learn.

Discussion 1:

Describe in a paragraph the conditions that you think comprise a “dysfunctional” organizational culture. This can be your current organization, one with which you’re familiar, or a company in the news. What elements make this organization dysfunctional? (approximately 250 words).

Question 2:

Read the Forbes case analysis “How Do You Change an Organizational Culture.” Select one of your peers’ posts in Discussion #1, “Describing Dysfunctional Culture.” Referencing information contained in chapters 12, 14, and 15 and the article (and any other research you would like to include), describe what’s needed in terms of a successful cultural transformation, or, what you think is needed in terms of change to have a more functional, effective work environment. For example, If you as a consultant learned that an organization was rife with micromanagers, what recommendations would you make to leadership? E.g., training to increase EQ, or emotional intelligence, how specifically would you improve leadership, communication, collaboration, and teamwork? [I think that when managers fail to exhibit professionalism, they run the risk of alienating their employees]. (approximately 300 words)

The ‘De-Stigmatizing Workplace Bullying’ video states that workplace bullying is not about the people who are targeted by bullies, but instead how organizations are run (Podcast). A lot of organizations are hierarchical and rely on power. The textbook explains hierarchical organizations to be environments where “managers compete for promotions, and departments and divisions have disagreements over budget allocations” (Brown). The people working at hierarchical organizations “generally constitute the power structure and frequently are power-motivated people” (Brown). In workplaces where most of the employees are mainly focused on themselves, there is a lot of competition and less cooperation or collaboration – and this can all be considered dysfunctional in the workplace.

One example I can think of right now is that a lot of people have been called back to work in the office several days a week and many people who this has happened to have left their jobs in favor of securing positions that allow them to work remotely all of the time. I understand why upper management wants people back in the office – rent can be expensive, and collaboration is said to happen more organically in an office setting. I do see the situation as dysfunctional because I don’t believe upper management is thinking of what the employees want or value from their employer. I think higher ups are thinking about the company’s bottom line. I also view asking employees who are capable of performing their jobs well from home to come back into the office as micromanagement, which leads to lack of trust .

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