These define a culture of an organization from the fore front of all other characteristics. Good communication language and customs are key to a successful organization. In my school, strict and respectable formal language and customs are held at high regard with each member expected to carry themselves as formal as they could possibly be.
Missions and values.
Mission statement permeates an entire organization and forms the basis of its operations. Values are extremely important and easily distinguish an organization from all others. The mission statement in my school reads, Provision of self-dependent, respectable and knowledged individuals into the society. The school highly value the students that are learning in it.
Habits and Climates,.
The climate is set by the organizations management and filtered down the corporate ladder. These are formed from the habits that are instilled into the organization. Highest manner of respect is expected from every individual in our school.
Creating Organizational culture and Maintenance of organizational culture
The factors that stand out as important in creation of an organizations culture include, founders values and the industry demands in play. The founder sets the trend of the culture that the organization will take up. The industry demands shape the organizational culture as it detects the way the organization has to adapt in order to keep up with the industrial changes.
This is done by acquiring only professional that hold with thigh regard values that are similar or the same as those instilled into the organization in the process. This also include onboarding process of training new hires in the organization, rewarding of employees who performance well in maintenance of the organizational values. Changes in an organizations culture are mainly prompted by the need to adapt to new market environments or changing market needs in the original market. These are done by creating awareness in organization on the new changes, training the employees and ensuring effective abidance to these new changes.
Cultures of Excellent firms,
Customer preference. These firms learn from people they serve. These school should take great care in attending to complaints and compliments issued by the as students, teachers parents and the society as whole.
Autonomy and innovation. Organization foster innovation and nature their own champions. The school should take time to recognize achievers in every field and reward their efforts.
Value driven. The excellent organization establish management philosophies that guide their everyday practice. Emphasis on the core values of the school should be prompt and clear to set the daily operation of the school in line with its values.
Productivity through people. Employees are treated as source of quality. The school should emphasize highest possible output from its employees, the staff, and reward top achievers in the same line of duty.
This is a theory of management by William Ouchi, formulated from Japanese management cultures that focuses on the well-being of the employee. This theory does not only yield great productivity but also worker satisfaction, loyalty and performance (O'Hanlon, 1983).
In school administration it can be applied in:
Lifetime employment, changing the focus on the evaluation and development of teachers from short-term to long term by establishing career paths to ensure they involve in variety of productful activities.
Slow evaluation and promotion, delegating special responsibilities to individual teachers regardless their rank and participatory role in decision making.
Non specialized career paths, changing their roles and tasks constantly to make the teachers more vital in the organization and very productively utilizing their set of skills and create a holistic concern.
Implicit control mechanism, creating mutual understanding between the administration and the teachers by sharing of task and joint effort in supporting growth of students.
Collective decision making and responsibility, improving the coordination between teachers and administration in decision making to create a Holistic concern in the organization.
Organizational climate and school effectiveness.
The four Culture phenotypes.
The family, where the school as a family is nurturing, friendly, protective and often co-operative where members are often rebellious and submissive in alternating situations.
Modern times, where the school is partaken as a running machine with every part of it having a role to play in its daily operation.
The Cabaret, where the school as a circus, the administration is the master of ceremonies coordinating every participant for a well performance. This is applicable in creating coordination of every participant towards a single gal in the school.
The little shop of horrors, where the administration is seen as a self cleaning statue ready ti offer sacrifice at any moment to maintain their position. This is applicable in school to attain total control of every activity in the school.
Effectiveness of the organizational climate.
The family protects the concern by the management to every correspondent in the school giving them a sense of belonging and hence loyalty.
The modern time, as a machine perception helps administration recognize the roles of each person in the school and reward achievements creating a sense of competitiveness in the school.
The cabaret gives the schools participants great pride in artistic and intellectual quality perpetrated under the watchful eye of the administration.
The little shop of horrors creates a hostile environment in the school where participants have to tread on egg shells and cannot be effective in their duties.
O'Hanlon, J. (1983). Theory Z in School Administration?. Educational Leadership, 40(5), 16-18.
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