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Every organization must posses a culture that will encourage collective effort.  This is the task of the management- primarily the manager to ensure that every member of the company or the organization imbibes and follow one culture.

Basically, organizational culture is referred to as the organization’s personality (McNamara 2007).  It includes the norms, values, assumptions, behaviors and tangible things that the organization have.  It is not easy to decipher at first but you can identify organizational culture if you seen it in a collective manner.  For example, a company’s vision, goal, plans, building, office set up, employees’ uniform and many more can depicts ones organization’s culture.

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Organizational culture is very important to be effective in organization management.    Maintaining a concise organizational culture is very crucial for the company’s direction.  As I examined it, the organization is on a critical transition period.  Starting from the change of the Chief Executive Officer, to the approach on company matters till the advancement of the technology, all contribute to the disturbance of the  culture and functions of the organization.

For years, Dr Joe, the previous CEO, handled organizational matters on a personal basis and their network expand due to his personal ties and personal interactions with business owners, patients and physicians.  He has been loved by his board members, fellow doctors and physicians, patients, and insurance customers because of his warmness and kindness to those who cannot afford high-priced health insurance and to those who did not qualify to other public health insurance.

At the course of his term, he had been very helpful to less capable people, in short, he posses exceptional qualities which is totally different from the Dr, Durro, the one who assumes his position.

In terms of organizational structure, Dr. Durro adheres to formalization of structure.  He wanted the meetings and transactions with colleagues, patients and clients to be distant and strictly on formal basis, which deviates from the close and personal relationship established by Dr. Joe.  Dr. Durro also advocates modern technology in contrast with Dr. Joe who views people ahead of technology.

The change in the personality of the new administrator and his intended changes indeed will reflect on the performance of the organization.  Consequences are there maybe personal conflicts and misunderstanding with Dr. Durro and his colleagues because his personality is totally different from his predecessor were they were used to.

There clients and business partners which were established by the previous administrator may withdraw their support and adherence to their service because of the retirement of their acquaintance and there may be confusions among the board members, physicians, staffs and other employees because of the sudden change of the organizational structure.

In addition, lack of know how in technology may affect the implementation of the integrated communication system and medical facilities which he wanted to promote.

In a nut shell, all of the mention factors may contribute to the disturbance of the organizational culture.  Serving the organization for several years, Dr. Joe has already established and reinforced their organizational culture during his term, and it has been embedded in their organization.

Thus, the changes proposed by the new CEO- Dr. Durro should be implemented in a gradual manner because if it has been done suddenly, it can totally alter the functions of the organization.  Furthermore, there should be a proper training to all before the advancement of technology.

References

McNamara, Carter (2007). Organizational Culture. Free Management Library Website.

Retrieved on January 11, 2007 from

http://www.managementhelp.org/org_thry/culture/culture.htm

National Defense University Website (2008). Organizational Culture Website. Retrieved on

January 11, 2008 from http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-          dm/pt4ch16.html

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