The
culture conveys a sense of identity for employees.
Although
there are core everyday jobs that each person must fulfill within the
institute, “this isn’t part of my job description” is wrong in organizations
with unique cultures empowering great work. Less administrative employees in
any university or institute get a sense of identity from their job as opposed
to saying it is just what they do for a living. In Pakistan, graduates with MS
degree are the most likely group to get a sense of identity from their job,
perhaps because advanced education opens up more job opportunities for them
than someone with a first degree, meaning they could find a better fit between
their interests and the type of work they do.
In
order to maintain a certain level of personal identity, employees may become
internally hostile; their trustworthiness to the organization becoming only an
act. Culture is constructively used as a tool to bring employees together,
building a sense of ‘combined community’, therefore increase employees’
commitment to the job and so, and limit resistance. The annual dinners, ‘a
great choreographed event, a collective gesture’, effectively manipulates
organizational culture in order to build a sense of belonging amongst the
employees, demonstrating that the party was effective in building a sense of
security and comfort for employees of belonging to the organization. By
developing culture in an organization, the ways in which people act and think
can also be integrated and shaped to be more consistent, allowing for less
conflict to occur.
Culture helps generate employee’s commitment
to something greater than themselves.
The
required passion and energy needed to lead transformation, organizational or
personal, comes from being committed to something bigger than you. Day-to-day
life can be rather boring. We often look forward to the exciting plans we make
because it’s an opportunity to do something outside our routine. We get out of
bed in the morning, go through our morning rituals, fight the traffic, go to
work, deal with our challenges, earn an income to pay the bills, go home, spend
time with our family and friends, and then go to bed. We get up the next day
and start the process all over again. Committing to a cause greater than you is
about more than writing a check.
Culture
adds to the stability of the organization as a social system.
Social stability focus on how all the
different parts of organization fit together. It is a mindset that strives for flexibility
in every interaction within a group, prioritizing and pleasing behaviors that
the group wants to encourage and finding ways to publicly discourage unwanted actions.
This sociological theory is also referred to as social equilibrium because it
is based on the idea that all social circles want to remain in harmony and
exclude thoughts and actions that stand in opposition to that outcome. Social
stability often undergoes minor changes over the passage of time. As new
methods of communication and types of technology come out, cultures take on the
aspects that in shape their ideologies and make their lives easier. This in
turn results in modification of what is conventional as part of social
stability in the long run. This principle is popular in rigid culture of
organizations, elite groups and religious circles. It opposes outside opinions
and as an alternative tries to emphasize cooperation with other employees of
organization to maintain a stable network.
Culture
serves as a frame of reference for employees to use to make sense out of
organizational activities and to use as a guide for appropriate behavior.
Systems
of ethical supervision and administration may allow for an organization to
customize training that prevents behavioral misconduct by employees. These
systems may also allow supervisors to recognize ethical problems in their
infancy, allowing the organization to moderate concerns before they extra expand.
Systems of ethical management and supervision also may help to improve services
and promote appropriate behavior. Added benefits might include both avoiding actions
and loss of employee and faith. These systems may promote the field of Behavior
Analysis as a desirable, employee-friendly come up to to solving socially significant
behavior problems.
Autonomous, cyclic habits
and emotional responses, culture can’t be imposed or easily pinned down. Universities
cultures are constantly self-renewing and slowly evolving: What people experience,
feels, and believe is reflected and shaped by the way they go about their jobs.
Formal efforts to modify a culture (to restore it with something entirely new
and different) seldom manage to get to the compassion of what motivates people,
what makes them tick. Powerfully worded memos from on high are deleted within
hours. You can plaster the walls with large banners proclaiming new values, but
people will go about their days, right beneath those signs, continuing with the
habits that are familiar and comfortable.
When an institute
does not foster systems that teach and preserve ethical conduct, employees may
exhibit behavior that results in undesirable outcomes for students, the
employees themselves, and the institute as complete. Most prominently, systems
of ethical monitoring and management may eventually improve employee behavior.
Additional outcomes may include loss of students (current, prospect and future
candidates), damage to the institute or a faculty's reputation, costly legal
action, and/or harm to the general field of applied appropriate behavior. The
primary benefit of a system of ethical management is that it can ensure
relevant ethical training and ongoing ethical supervision of employees and
thereby potentially prevent many of these problems.
An institute may benefit
from teaching ethical behavior to employees because training programs can focus
on relevant ethical issues that are likely to arise during practice. For
example, faculty in a university that provides mentorship to school, department
are likely to encounter ethical issues that arise with school department
policies (e.g., restrictions on effective teaching procedures and behavior
management strategies). Those working in a private institute are likely to
encounter issues with other professionals and guardians. A detailed behavior
training system can provide relevant information to its employees, based on
ethical issues they are likely to encounter, that may not be covered in
continuing educational workshops or third-party presentations.
