Levels of organizational culture
Alvesson, M. (2012) states that Organizational culture is defined as the set of values and behaviors that are involved in the social and work environment of the organization which help the workers of the organization to have the level of well-being in their work. The set of values that are there for the workers in the workplace that give them the wish to work for an enterprise and also to have the levels of interaction between the workers and the authorities.
The six common aspects of organizational culture which help the enterprise to have better facilities in the place are as follows –
Vision – The purpose of an organization in relation to the working of an organization is defined in terms of organizational vision that is there for the purpose as well as the good display of decisions as well as the purpose of the organization for the working of the culture of the enterprise (Alvesson & Sveningsson, 2015).
Values – This is the core of the company and the principles that the company has in terms of the working and the core organizational status. It reveals the purpose of the organization as well as the vows that are taken for the company.
Practices – The work of the organization on the basis of which the performance is being measures is termed as the practices of the organization (Alvesson & Sveningsson, 2015). The whole of the organizational culture is dependent on the practices of an enterprise.
People – The workforce is the major strength of an organization which is determined by the people forming the culture of an organization.
Narrative – The form of communication between the authorities and the workers is termed as the narrative that form the base of the organizational culture as well as the cultural vows taken.
Place – The place of the organization play a major part in the organizational culture and also help to adhere to the aspects of the organizational culture in the span of time. The place is there for the identification of the work culture in the span.
The company Aetna Inc is in a combination of a number of levels of organizational culture in order to upgrade and reach the position within a span of seven years. Tannenbaum & Schmidt, (2017) states that the levels of organizational culture in which the company is presently is the level of vision, value, practices and people engagement. Through the vision and the values, the company implemented the right practices and targeted the people who are their primary customers.
Concept of organizational culture
Value – The level of judgment in relation to principles of the organization is termed as the value of an organization (Bolman & Deal, 2017).
Espoused Value – The values that help in the development as well as the betterment of corporate standards and moral values for the implementation of business is termed as Espoused values.
Enacted value – The values of an organization that is there for the representation of the norms and standards of a case is referred to as enacted values which is required for the corporate level working.
Assumptions – The anticipation of an organizational framework that is supposed to be true in the false standards is referred to assumptions within an organizational culture.
The list of espoused values that is there in Aetna Inc. are as follows –
One of the principle values that is identified in Aetna Inc in providing high range of healthcare services for the people at affordable rates to help every section of customer
The best ideas to improve the work and provide the best for the customers are done to develop the solution for the organization (Yukl, 2013).
The leadership strategy is also unique for the innovation as well as the work environment growth.
The creation of the values in Aetna Inc is done by the leadership qualities of Ron William to make sure that the working of the company is done based on the high values that are there in the level of values employed in the process (Yukl, 2013). The core values of Aetna Inc are employee engagement, accountability, quality, integrity and excellence in the field of work.
Strong organizational culture is defined as the type of culture in which each of the worker of the enterprise is determined to provide the best for the organization and is supported by the leader in the most ethical way.
Positive impact
Better performance – One of the positive impacts of organizational culture is the better performance for the employees to improve business of the organization.
Good leadership – The good leadership of the quality is there for the betterment of organizational culture as in the case of Ron Williams of Aetna Inc (Alvesson & Sveningsson, 2015).
Better environment – The creation of better environment is there for the increase in there for the betterment of organizational culture.
Good communication – The development of good communication is there for the betterment of organizational culture (Yukl, 2013).
Common aspects of organizational culture
Negative impact
Bad behavior – The bad behavior is there for the negative impact of the organizational culture.
No creativity – Lack of creativity for the organizational culture is one of the impacts.
Bad attitude – The bad attitude of the organizational culture is there for the concerned period of time.
Wrong change of culture – The change of culture given is wrong and have havoc on the scene of the environment.
Fairhurst & Connaughton (2014) states that the role of culture in relation to organizational performance is the way in which the workers of the workplace communicate as well as they work loyally with the people of the organization. The work attitude is determined by the culture of the workplace.
Fit is defined as the employee that is appropriate for the working of the organization. The fit perspective is the case in which the person is best for the work.
Adaptive worker is that worker that adapts to the working of the environment and applies the culture in their place of work.
The concepts of the fit and adaptive working is there in relation to Aetna Inc as this is the adaptive worker association as it adapts to the working as well as the organizational culture. The leader Ron Williams is there for adapting the specific traits of the organization in a manner that helps to have better working culture and values.
The leader plays an important role in shaping the culture of the place as it helps to have betterments in the organizational behavior of the workplace. Büschgens, Bausch & Balkin (2013) states that the working of the leader is there for the importance of work and to make the work environment better in every way. The encouragement of the leader and the provision of vision to make the employees work in purpose are some of the basic ways like Ron Williams led the organization at the time of crisis. In addition, the leader made sure that each of the worker of the place have the required work with them to have better loyalty with the company. Ron Williams reinforced with the cultural considerations of the place to make the work better.
The culture of an organization can be managed and also betterment of the place can be done to have required benefits both for the workers as well as the enterprise in the quality of time.
The approaches for the change in organizational culture are as follows –
Training – Training is definitely required for the positive changes in the organizational culture to help the worker for betterment in the work.
Ethical leadership – The leadership technique should be ethical to make sure that the environment is positive and have required ethics in work (Hogan & Coote, 2014).
Communication – Communication should be made at the level of priority to foster the sense of leadership and also help the organization to have the required working in terms of communication relevancy in workplace.
Aetna Inc has developed for establishing the culture of empowerment and quality to have the required level of culture and empowerment in the cultural considerations of the place. The overall cultural consideration of the organization is to develop the rules related to empowerment in the sense. The leader Ron Williams made sure to surge high in the leadership qualities and have better facilities for the people who are working to have the desired effects of the business. In addition, the Aetna Inc made way to sideline all the flaws and develop a culture that placed them on the top of the chart within a span of seven years. The overall span of the leadership quality is there for the betterment of the organization under the able leadership technique.
References
Alvesson, M. (2012). Understanding organizational culture. Sage.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta?analytic review. Journal of product innovation management, 30(4), 763-781.
Fairhurst, G. T., & Connaughton, S. L. (2014). Leadership: A communicative perspective. Leadership, 10(1), 7-35.
Hogan, S. J., & Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), 1609-1621.
Tannenbaum, R., & Schmidt, W. H. (2017). How to choose a leadership pattern. In Leadership Perspectives (pp. 75-84). Routledge.
Yukl, G. A. (2013). Leadership in organizations. Pearson Education India.
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