American Red Cross

•American Red Cross Review one organization’s philosophy, mission, vision, and values statements. These are the organization’s espoused values: What the organization says it values. Conduct research in the University Library to find articles about the organization’s enacted values: What the company actually does. Write a 700- to 1,050-word paper based on your review and research in which you complete the following: •Briefly describe the culture of the chosen organization, noting whether the organization’s espoused values align with its enacted values.
To what extent is communication in an organization determined by the organization’s culture? •Describe the role communication plays in perception and organizational culture. How might misalignment between espoused values and enacted values affect perceptions within an organization? •Identify the role of conflict in group communication. How might the organization you chose use conflict to improve communication within and among groups? Format your paper consistent with APA guidelines?
To be a successful organization, where the main moral fiber is ongoing change, an entity must always remember who they are and what they symbolize in a community. This behavior is best described and performed in a company’s mission statement and displayed in the corporate and organizational culture. For a successful presentation, all members of a team or organization must act in accordance with the beliefs and values that propel the preferred behaviors and enable achievements company-wide.

This is best accomplished through effective communication. Communication is the most important tool that organizations use to give rise to the organizations culture, and desired behaviors. Communication allows each member opportunity to fully understand the intent and purpose of the organizations commitment in the community. There are many levels and types of communication that organizations such as the American Red Cross can employ to help both employees and volunteers embrace purpose.
Because the American Red Cross is an emergent ready preparedness organization, the ability to effectively communicate is very necessary and vital to all roles. For instance, the lead facilitator must be able to handle pressures of getting blood out to various parts of the world where verbal communication can have great impact on the perception of the organization. For instance, verbal communication may not always be face-to-face where these leaders may have to delegate or receive information via electronic methods.
It is important for the communication not to over load the receiver with too much information, or gibberish, misleading the intent of the contact, or worse confusing the receiver. Other types of communication are non-verbal where a gesture can lead one to believe that the culture of an organization is rude or disruptive. Organizational culture and perception highly depends on communication as the American Red Cross needs to properly communicate with both employees and the community the Fundamental Principles of the International Red Cross and Red Crescent Movement (“The American Red Cross”, 2012).
The American Red Cross has successfully accomplished such a mission statement and core values instilled in the members that bring about success. This organization has established two cultures: organizational and corporate which represents the same purpose, but have different approaches and can therefore present some conflict between the espoused and enacted values. Again, espoused values are the stated norms and values preferred by any given organization, while enacted values are those norms and values preformed by employees of the same company.
The organizational culture of the American Red Cross as outlined on the webpage is to continue to prepare communities for various emergent situations, while saving lives – together. While some of the stated, preferred values of this organization are to be humanitarians by existing to serve others in need, independently and with the absence of discrimination; stewardship by acting responsibly, effectively, and effectively with the resources entrusted, while seeking ways to improve (“The American Red Cross”, 2012), the intent of he organization and overall success has proved values favorable, there are some instances where the American Red Cross has failed to maintain its values among its members. These behaviors are, of course, of isolated instances, none the less, have great impact on the perception of the services provided to a community. The main issue seems to lie in the types of culture practices among employees. For example, performance culture values individual presentation, lacking team work and a major stated value of diversity.
Each employee of this organization, while some being volunteers have not fully adopted in terms of deed the American Red Cross organizational culture to the point of selflessness. The American Red Cross is proud with being the leader in such selfless concerns as to integrity, customer satisfaction respect for individuals, positive response to change and stewardship (“The American Red Cross”, 2012). Reference: The American Red Cross. (2012). Retrieved from http://www. redcrossblood. org/info/midwest/mission-vision-values

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