Forum Assignment For This Week: 250 Words Minimum

Forum Assignment For The Week 250 Words Minimumfor This Weeks Forum

For this week's forum, respond to the following: How does the culture of an organization come about, and how do ethics and values shape the culture of an organization? Is it possible to change the culture of an organization over time? If so, how? Your post must also end with a "Question to the Class"—something related to the topic that you found thought-provoking and about which you'd like to know more and have further dialogue. No sources or citations are required.

Paper For Above instruction

Organizational culture is a complex and multifaceted fabric that develops through various stages and influences. It originates from the shared experiences, traditions, and practices established by leaders and employees over time (Schein, 2010). The foundational elements of culture—values, beliefs, and norms—are typically inherited from the founders or long-standing leadership, creating an environment where certain behaviors and attitudes are rewarded or discouraged. These shared understandings foster a sense of identity and cohesion within the organization (Deal & Kennedy, 1982).

Central to the emergence of organizational culture are ethics and values. Ethics serve as the moral compass guiding behavior, ensuring decisions align with societal and organizational standards (Ferrell, Fraedrich, & Ferrell, 2019). Values underpin the organization's core principles, influencing what is considered important and shaping norms that govern conduct (Hofstede, 2001). When leaders demonstrate ethical behavior and reinforce core values, they set a tone that becomes embedded in the culture, promoting consistency and integrity. Conversely, discrepancies between espoused values and actual practices can erode trust and weaken the organizational fabric (Schein, 2010).

Changing organizational culture is feasible but often challenging. It requires a deliberate effort from leadership to influence and reshape underlying assumptions, norms, and behaviors. Strategies include redefining organizational values, implementing new policies, and fostering open communication to promote new behaviors (Kotter & Heskett, 1992). Leaders must also model desired behaviors, provide training, and reinforce changes through rewards and recognition. Over time, persistent efforts can lead to a cultural shift, though resistance from employees accustomed to the prior culture may slow progress.

For example, many organizations have successfully transformed their culture by prioritizing diversity and inclusion, integrating these values into all levels of the organization through targeted initiatives and leadership commitment (Roberson & Kulik, 2007). Overall, while organizational culture is resilient, it is not static—strategic efforts can steer its evolution in a desired direction.

My question to the class is: How do organizations effectively balance maintaining their core cultural values while adapting to rapid changes in external environments such as technology or market dynamics?

References

• Deal, T. E., & Kennedy, A. A. (1982). Corporate cultures: The rites and rituals of corporate life. Perseus Books.
• Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2019). Business ethics: Ethical decision making and cases. Cengage Learning.
• Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations. Sage publications.
• Kotter, J. P., & Heskett, J. L. (1992). Corporate culture and performance. Free Press.
• Roberson, Q. M., & Kulik, C. T. (2007). Stereotype threat at work. Academy of Management Journal, 50(5), 1037-1052.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.