Poverty Is Not A New Issue - 892 Words

Poverty today still exists and is a major social issue; there will always be people who are homeless and hungry but now more than ever there are options for help. To the American population what is the meaning of poverty and how and who does it affect? Poverty is the lack of food, shelter and education; it affects all skin colors, religions and genders. Poverty creates a strain on life and makes it difficult for people to live a somewhat easy life. To begin, poverty is not a new issue it has been around for quite some time: â€Å"The causes of poverty are quite overwhelming from colonialism to industrialization, from political institutions to geography, corruption and so on.† Some countries are where they are today because the start of these evolving civilizations. Many countries started prevailing history with great inequalities. Countries like America inherited discrimination and led Whites to inherit money and slaves. This is a problem that took many decades to correct and still continues to battle with equality daily. Agriculture is the root of developing nations, while growing modernity if rural wages go up, that leads to urbanization wages to increase as well. The reason for this is if the food prices go up the people in the city need enough to afford the higher priced food, and so on. Poverty at this time was based on when and where food and shelter would come from and when would it be available. Poverty is defined as general scarcity, dearth, or the state of one whoShow MoreRelatedThe United States Poverty Epidemic884 Words   |  4 Pagesto the rest of the world the United States is economically prosperous however, many citizens are plagued with poverty and destitution. Poverty has become such a problem that one in six Americans are living below the poverty line (Yen). Despite the significant number of Americans living in poverty, most Americans are unaware of its vast scope and scale. The public’s apathy towards poverty has caused it to become an invisible epidemic. The middle -class’s flight from the cities has created de factoRead MorePoverty Is A Problem Of Poverty1462 Words   |  6 Pages â€Å"Poverty is hunger. Poverty is being sick and not being able to see a doctor. Poverty is powerlessness, lack of representation and freedom† (World Bank, 2009). People all over the world, from different backgrounds, races, ages, and genders experience the horrible conditions of poverty. Living day by day on little to nothing, food insecurity, and having almost no one to be their voice to strike change is just the minimum of what the impoverished experience. This issue continues to growRead MoreStructural Inequality Of The New Zealand1349 Words   |  6 PagesIntroduction: The presence of child poverty in New Zealand has been a long standing issue since before the 1990’s and continues to be prevalent in today’s New Zealand. Although child poverty can be linked to multiple causes, there is one major cause that is not widely discussed enough within the political world of New Zealand. This is the issue of structural inequality creating an unjust welfare system which perpetuates stereotypes and damages the support that beneficiaries are provided by our governmentRead MoreChild Poverty : An Advancing Social Issue Essay1568 Words   |  7 PagesThroughout this paper, discussions will take place on, child poverty, an advancing social issue in New Zealand. Also, reasons why child poverty is a social issue in New Zealand will be debated. In addition, key concepts of three core sociological perspectives; structural functionalism, symbolic interactionism and conflict perspective will be explored. Followed by, explanations of child poverty in New Ze aland, from each of the three perspectives will be given in order to explore the different viewpointsRead MoreChild Poverty Is A Reality New Zealand Essay1463 Words   |  6 PagesChild Poverty is a reality New Zealand. An ongoing health issue in New Zealand is poverty in children. Children are now living without the basic necessities each day in summer and winter to protect against New Zealand weather conditions. General needs that most New Zealanders take advantage of such as shoes that cover and protect their feet, raincoats that keep them dry walking to school and sunblock to protect from cancer in the future, are lacking for children in poverty. Poverty in children isRead MoreA Study On Sub Saharan Africa1051 Words   |  5 Pagesliving condition? Before I started my work on this topic, I was already aware that poverty is a tremendous issue in Africa through my research in reading articles online. What I didn’t know was that the scale of poverty was so tremendous and that it’s very widespread in the continent. But in my paper, I will be focusing primarily on Sub-Saharan Africa. Before I started this research, I didn’t have much focus on this issue, but after learning this, I became more interested in it. By conducting this researchRead MorePoverty in the United States Essay1684 Words   |  7 Pages Many reforms in the UnitedStates have been passed to help fight against the â€Å"War on Poverty†; but it has not been effective in eradicating poverty in the U.S. There are about 46 million people who are living in impoverished conditions and poverty continues to be a social issue in this country (Heritage Foundation, 2011) In the beginning, our country was formed under the belief that â€Å"this land is the land of opportunity and if we worked hard enough the American Dream can be gained† (SchwarzRead MoreEssay on Poverty in America1394 Words   |  6 PagesThe Background of Poverty in America In the United States today there are many reforms that had been made to help cope with those who are living in poverty. However, these reforms have been keeping many from being able to climb the social class ladder because the â€Å"War on Poverty† has not been effective on ridding poverty in the U.S. According to the Heritage Foundation, there are about forty six million people who are living in poverty and it is a conflict in this country because it puts peopleRead More So Rich, So Poor by Peter Edelman Essay1000 Words   |  4 PagesWhile it has proven to be difficult to end poverty in America, Peter Edelman is optimistic. In his book So Rich, So Poor Edelman makes a call to action. There are four prominent ideas that underpin Edelman’s reasoning throughout the book: (1) More people must understand why poverty is still so prevalent in America; (2) extreme poverty must be taken into consideration as a shocking 6 million Americans’ sole income was food stamps in 2011. This fact alone creates a sense of urgency that drives Edelman;Read MoreSocial Welfare Vs. The Market958 Words   |  4 PagesThere are many reasons why individuals live in poverty. Such as drug addiction, lack of education, Unaffordable housing, criminal record, and alcohol addiction. These issues cripple our country continuously. â€Å"Poverty is not anyone persons decision. Parents do not wake up one day and just decide not to feed their family or pay bills. Poverty is a state when individual’s essential needs are not satisfied, Such as healthcare, education, food, and housing which are the main components to survive everyday

However, these societies are not confined to families,...

However, these societies are not confined to families, neighborhoods, churches, and cities any more; the internet brings all societies together into a bigger society and it is hard keep people from meddling within their societies. Morality is different for each person such as the case for abortion, some view it as moral and others don’t. It is hard for everyone to find a common foundation to stand on when it comes to the internet, because of all the different standards set by all these different societies online (Noggle). Everyone has the right to say, post, or advertise what they want online according to the First Amendment. In the Ginsberg v. New York case in 1968, the Supreme Court ruled that it is unconstitutional for a child to†¦show more content†¦Both have drastically changed the world, but both have consequences that require moral deliberation. The internet may provide a way to keep in communication with friends and family, but it also provides the possibility for guile and irresponsibility. Technology has broaden our horizons, but at the same time requires a lot of obligation to garuntee that should be gracious and distinguished towards others (Rifenbary, 2011). However, as with most technology, deceit and irresponsible behavior plagues the internet. Pornography leaves damaging effects on those who view it. Porn makes males behave immaturely around people, reprograms the brain of men, makes sex a selfish desire, tarnishes the sexual experience, encourages people to forget reality, and destroys the original purpose for sex between a husband and wife (Stockman). These effects have major consequences, especially when it comes to their relationship to their spouses. Married men feel less emotionally attached to their wives and they don’t want to uphold the moral values that they have established for their families. The internet has developed a new morality that has integrated pornography. People have separated themselves from Godâ⠂¬â„¢s accountability and now reset the standards to a place that the human race can easily achieve. The moral standards that are set in place in the bible are now ignored for personal gain (Starke, 2011). Conclusion As the internet continues to advance, it is mandatory to be mindful ofShow MoreRelatedCentral Challenges Of Community Development Theory And Practice2610 Words   |  11 Pagescommunity power remains one of the central challenges of community development theory and practice. Researchers have long sought to understand and measure the distribution of power in organizations, local communities, nations and around the world. â€Å"†Societies are differentiated by nominal distinctions such as ethnicity or occupation, but are also differentiated by status gradations such as income or levels of education† (McVeigh, 1995). Many communities have been developed because of social of racialRead MoreCentral Challenges Of Community Development Theory And Practice2702 Words   |  11 Pagescommunity power remains one of the central challenges of community development theory and practice. Researchers have long sought to understand and measure the distribution of power in organization s, local communities, nations and around the world. â€Å"†Societies are differentiated by nominal distinctions such as ethnicity or occupation, but are also differentiated by status gradations such as income or levels of education† (McVeigh, 1995). Many communities have been developed because of social of racialRead MoreDepartment Of Social Work : A State, Polity, Economy And Governance2448 Words   |  10 Pagesof political association, and political association is itself only one form of human association.. Human beings relate to one another, however, not only in associations but also in other collective arrangements, such as families, neighborhoods, cities, religions, cultures, societies, and nations. Other associations range from clubs to business enterprises to churches The state is not the only form of political association. Other examples of political associations include townships, counties, provincesRead MoreDoctor Zhivago’s Uniquely Realistic Qualit ies 1979 Words   |  8 Pageschildhood, he lives in Moscow before he and his family escape the civil disarray by moving to Germany (par. 2). Later moving back to Moscow, Pasternak witness’s devastation, civil war, and Soviet repression that will plague the rest of his life (Mitzi par. 2 – 5). This brings his family to the decision to move back to Germany; however, not long after Germany and Russia’s peace treaty is broken, forcing a move once again (Mitzi par. 6). This time, his family moves to Chistopol where his first wife commitsRead MoreInfluence of Immigration on the American Culture and Language14362 Words   |  58 Pages†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. INTRODUCTION The United States is a society of immigrants. Ever since its formation in 1776, and even before that, the United States has attracted immigrants from around the world. Since its early days, the country has admitted more than 50 million newcomers, a larger number of immigrants than any country in history. For over two centuries, people have flocked under this nations protective wings as opportunists, sojournersRead MoreSda Manual Essay101191 Words   |  405 Pagespermission. Texts credited to NIV are from the Holy Bible, New International Version. Copyright  © 1973, 1978, 1984, International Bible Society. Used by permission of Zondervan Bible Publishers. Bible texts credited to RSV are from the Revised Standard Version of the Bible, copyright  © 1946, 1952, 1971, by the Division of Christian Education of the National Council of the Churches of Christ in the U.S.A. Used by permission. Texts credited to RV are from The Holy Bible, Revised Version, Oxford University PressRe ad MorePoverty and Social Work Essay example8858 Words   |  36 Pagespoor laws in the original 13 American colonies and the subsequent states. Chapter 2: Colonial America Due to an abundance of resources and a sparse population, destitution was not nearly as prevalent in colonial America as it was in England. However, the Parliamentary policy of sending beggars, convicts, vagrants, etc did not help the situation of new immigrants. Eventually colonies had to deal with the poor and infirm- this was especially true by the mid-17th century when increases in the populationRead MoreLinkages Of Peri Urban Community9971 Words   |  40 Pagesare identified by their proximity to the city and as such PUAs are also known as the urban fringe, hinterlands and transition areas. Such proximity is caused by the physical expansion of a city’s physical boundary into adjoining regions. Physical expansions in such manner could stem from urban growth, economic growth and relocation of industries.(Lacquinta and Drescher 2000) Peri-urbanisation may become the dominant 21st century challenge for regional and city planning and design. The peri-urban isRead MoreMarrige and Divorce11102 Words   |  45 Pagesto conduct any research study in future for their organizational purpose or own business purpose. The topic of our study is â€Å"Marriage and Divorce†. In this term paper we have gone through different articles, journals and research papers. 1.2 Objectives of the Study The principle objective of the study is to know the effect of divorce in the children. The specific objectives of the study are as follows: 1. To assess of marriage in our society. 2. Effect of marriage in the society. 3. To investigateRead MoreSSD2 Module 4 Notes Essay28478 Words   |  114 Pagescourse of a conversation. Social stratification Social stratification is the native division of a societys people into different status levels. Relative poverty Relative poverty is the difference of perceived wealth vis-à  -vis others in the same society. Impression management Impression management is the active process of influencing how one is perceived by others. As a refresher, lets review the key concepts about culture. Culture is the primary determinant of human behavior. Culture determines

Cultural Diversity in Clinical Teaching

Question: Discuss about the case study for Cultural Diversity in Clinical Teaching. Answer: Cultural diversity in cultural teaching In the present context, as the geographical boundaries are getting irrelevant due to globalization and migration of people from one place to another, societies as well as various organizations are becoming culturally diverse. Therefore, it is important to understand unique requirements of people with different cultural and social backgrounds. In the similar context, nursing institutions are faced with the same challenges of devising strategies to impart the nursing knowledge through teaching. Teaching people with diverse cultural background in clinical context is a challenging task, as students are required to get practical experience and work in close association with other people to understand the concepts of nursing and healthcare practices (Shin et al., 2016). Students with culturally diverse backgrounds are taught in such a manner that allows them to understand the concepts of nursing in a simplistic fashion. In this regard, students are assigned in different groups to allow them discuss the minute details of concepts taught in the classroom settings. There are no fixed strategies that can be applied to students with culturally diverse backgrounds. Teachers often find it difficult while dealing with culturally diverse students as clinical students are mature individuals and may feel uncomfortable if they are presented with teaching situations that differentiates them from other students (O'Connor, 2014). The biggest challenge in applying different teaching strategies for teaching culturally diverse students is the fear of alienation from other students and unnecessary effort on the part of student to blend with other students. In this situation, the best strategy that teachers can adopt is to implement collaborative approach to clinical teaching. As per the various researches in teaching students in clinical context, the best approach is to allow students to learn through shared and self-directed learning. The role of teachers under this approach is to facilitate discussion rather than transmitting knowledge or well established facts. Teachers are required to encourage students to take part in active discussions and question the gained knowledge as per their understanding (Sue Sue, 2012). Students with diverse cultural background perform better if the teachers provide them with opportunities to conform (a sense of belongingness) to other students and develop healthy relationship. The collaborative approach to clinical teaching must include following four components 1. Establishing healthy relationship with students, 2. Diagnosing student ability to learn and problems faced in the learning process, 3. Using teaching strategies that allows students to engage with other students, and 4. Developing teaching scripts and personal philosophy (O'Connor, 2014). Students with culturally diverse backgrounds perform better if they are presented with an environment of mutual respect and understanding. Further, teachers are required to impart the knowledge of cultural competency to other students for better communication and imparting desired teaching to the students. The creation of positive learning environment goes long way in establishing mutual respect and learning experience. It allows students to shed initial inhibitions and encourages them to ask higher order and meaningful questions. On the other hand, teachers are required to provide students with meaningful and constructive feedbacks to help students to retrospect and engage in self-development. Therefore, it can be said that the best method that allows students with diverse cultural backgrounds in their clinical learning experience is respectful teacher-student relationships that also improves quality of clinical learning experiences (Jeffreys, 2015). References Jeffreys, M. R. (2015).Teaching cultural competence in nursing and health care: Inquiry, action, and innovation. Springer Publishing Company. O'Connor, A. B. (2014).Clinical Instruction Evaluation: A Teaching Resource. Jones Bartlett Publishers. Shin, C. N., Fine, J., Chen, A. C. C. (2016). Culturally Competent Nurse Educators in Clinical Teaching.Nursing Education Perspectives,37(4), 224-226. Sue, D. W., Sue, D. (2012).Counseling the culturally diverse: Theory and practice. John Wiley Sons.

Organizational Culture Essay Example

Organizational Culture Essay Behavior in Globalized Context 1. What is the relationship between an institutional system and an organizational culture? The process when an â€Å"organization takes on a life of its own, apart from its founders or members, and acquires immortality† is called institutionalization by Robbins and Judge. That means that the organization in itself does not change even if the founder dies or important managers leave the company, it will remain basically the same in the future as it has been in the past. Furthermore, these institutions influence the behavior and make some actions more understood than they perhaps should be. For example a very authoritarian management behavior that obstructs innovations and harms the external view on the company, but is tolerated by the entrepreneur as he acts in the same way. Even though a company may have achieved its original goals, it will continue its business with new goals if it is institutionalized. Organizational culture can be defined as â€Å"a system of shared meaning held by members that distinguishes the organization from other organizations†. This shows that every organization is different because of its values that origin from the organization’s founders and from the employees who are specifically selected in consideration of these values. Robbins and Judge identify seven primary characteristics to describe a culture: innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness and stability. We will write a custom essay sample on Organizational Culture specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Culture specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Culture specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It is vital for a company to have a matching culture to the means of an organization: for instance should a high-technology firm not be afraid of risk-taking and ought to give high attention to detail and team orientation; a retailer in a very competitive market should rather be outcome oriented and does not necessarily have to be very innovative. All of these seven attitudes could also be used for human beings which points up that an organization with its own culture develops its own personality. Organizational culture can also be seen as a descriptive term how employees perceive a firm’s culture. Robbins and Judge call institutionalization the forerunner of organizational culture as it already exists for a significant longer time. In the past a firm was considered more as â€Å"rational -1- means† that was strictly organized, controlled and influenced people. It was not supposed to have an own personality, values and culture. When the concept of institutionalization was introduced, it was the first time to acknowledge that corporations are more than just a rational system, that people are a very important part of every organization and that these employees shape an organization as well as they are influenced by it. In the concept of organizational culture, the focus on the members of each organization is even stronger as business would not work without the employees. Therefore an institutional system and an organization’s culture can be seen as related to each other, but they are still two very different ways to direct employees. Both concepts show the importance of people in an organization and consider an organization as a person in itself. An organization has its own values and acts according to them. They continue to â€Å"live† even if the members of the organization change continuously. However, institutionalization regards rules and structures as necessary and even as substitutes for managerial discretion. It is more about controlling people to act in the desired manner and influence their behavior with direct orders or regulations. Organizational culture can be considered as a broader view: it contains all aspects that concern an organization’s members. Their minds and values also influence the rules and regulations and thus the institutional system of these companies. Thus, a strong culture can be considered superior to an institutional system within a company as the culture influences the employees who shape the rules of a firm and is extremely difficult to change. 2. How does organizational culture help management? Organizational culture has a lot of functions and effects on a firm and its members: it helps to distinguish between different organizations; it creates a common identity for employees; culture can generate a high commitment of an organization’s members; it secures the social system within a firm; and it can be a control and directing system for employees. For the management this means that organizational culture is a very important part of the hiring process and facilitates the selection of people if they have equal skills. An applicant should not only have the soft and hard skills (i. e. communication skills, networking competency, computer skills, business or technical knowledge etc. ), but ought to fit also into a company’s culture, thus he or she should have similar beliefs and values to those of the organization. Moreover, a strong culture helps the management to motivate the employees for common goals and to build a strong esprit de corps which is a fundamental part of success in several departments (e. g. in the sales department as some studies show1). It also ensures that employees act in a consistent manner with the core values. The latter is particularly a very important point when employees represent their firm while talking to customers or at business conferences. As already mentioned above, organizational culture can show how employees perceive an organization’s culture. But you have to distinguish how strong and dominant a culture is: normally there is one dominant culture within a company – this term describes core values shared by the organization’s members – but several subcultures that share the same core values but have differing departmental values. This implies that even the change from one department to another within a firm can include a change in some important values for the employee and should be wisely considered therefore. The strength of a culture describes how intensely an organization’s core values are shared and how they are shared within the firm. Hence, in a strong culture the management doesn’t have to pay so much attention to formal rules and regulations to influence employees because the culture already creates an internal climate of behavioral control and employees acknowledge these rules already as part of the organizational culture. Therefore it is easier for the management to focus on its main tasks and not only on controlling people if there is a strong and commonly shared and accepted culture. Furthermore, an elaborate and widely shared organizational culture influences the organizational climate positively. This in turn is motivating for employees to act in a company’s best interest: if performance is promoted, employees try to perform as well as possible; if innovation is the main target, the staff will try to enhance current products, develop new products and are willing to take more risk for that than in a climate that supports stability. It is therefore vital for the management to pursue a climate that is consistent with the company’s goals in order to achieve a maximum performance by the employees. However, a strong organizational culture is not always beneficial and can be a serious managerial challenge. In the last couple of years the need for change management was widely recognized in academic and in practical fields2. A strong culture can be one main reason for 1 E. g. Jones, Eli, Dixon, Andrea L. , Chonko, Lawrence B. and Joseph P. Cannon, Key Accounts and Team Selling: A Review, Framework, and Research Agenda, 2005, Journal of Personal Selling Sales Management, vol. XXV, no. 2, pp. 181-198. 2 E. g. Kotter, John P. Leading Change: Why Transformation Efforts Fail, Harvard Business Review, January 2007. this need as it often hinders innovation as the company – often influenced especially by the founder – wants to continue its business as it did before even though the environment has changed and there is an urgent need for change. Moreover, managers need to pay attention that organizational culture doesn’t lead to uniform employees – especially in big globalized corporations, diversity in age, gender, ethnical and demographical background is required to be successful all around the world. In the case of mergers and acquisitions, management needs to be aware that the fit of organizational culture is nowadays the main challenge for success as the merger of two different cultures often fails. 3. How do you build up an organizational culture? The foundation of an organization’s culture is always laid by the entrepreneur right in the beginning of an organization. It’s the founder’s visions and beliefs that determine the goals, the values and the behavior. And these visions can also be seen as the basic for the recruiting process in the first stages of an enterprise as only people are hired that match the founder’s ideas. These new employees are in turn influenced by the founder to â€Å"internalize their beliefs, values and assumptions†. This is how a culture is established in the first place. But the entrepreneurs and their first employees can only be seen as a first generation and it needs much more to maintain an organizational culture. The next step is the selection of new employees (they could be called second generation and so on). They must meet the company’s requirement for skills and have consistent values with the company, too. Often the latter is a main point for hiring someone or not because it is essential for a firm living on and to have employees that can perform very well. As companies get bigger – but also in smaller firms – it becomes more important that the statements and actions of every top executive is consistent with the organizational values as this group of people is considered as role models for all employees. Especially the coherent mix of recruiting new employees and the management acting in the sense of the organization’s culture is vital for the culture to be sustainable. Still, there is more than the founder and the recruitment process that is necessary to build up an organizational culture. The process of socialization, that describes how new members adapt to the existing organizational culture, is influenced by the selection process and the top management’s behavior. It can be divided into three main stages according to Robbins and Judge. Before a new employee starts to work in the company, he or she already imagines what it will be like to work there and how the organizational culture will look like. This stage can be called â€Å"prearrival†. Most of the expectations come from the organization’s actions in the past, from news about the company and from own or friends’ experience. This stage shows again the importance of the recruitment process as it can be looked at as a last opportunity to inform applicants about the culture and to see if they really fit in it. The next stage â€Å"encounter† describes the start of work for new employees. There will be a very important comparison of what the new employee expected in the prearrival stage and what reality in the organization really looks like. If these two perspectives differ too far from each other, the selection process didn’t succeed and it is vital that colleagues and team-members help the new member to acclimatize with the culture if this person is ought to stay in the company. The third and final stage of socialization – â€Å"metamorphosis† – describes the process how new employees change their behavior due to an organizational culture. If these changes are rather small or pretty radical depends on the culture’s design: all new employees will develop in the same direction and act in a predictable way if a newcomer is strongly differentiated from the other employees, the socialization process takes place in groups, the training phase and the career steps are fixed, the new employees get a mentor assigned and the organization tries to form a newcomer’s characteristics. This is mostly in organizations that have strict rules, processes and hierarchies the case. Even though it does not promote innovative practices, it raises employees’ commitment for the company. Therefore, every firm has to decide which shape its culture should assume dependent on the desired outcome. If the socialization process was successful, the newcomers have adapted to the formal and especially to the informal rules of the organization, they know their evaluation criteria and feel integrated within their team and the company. Consequently, the newcomer’s productivity and commitment increases and the turnover rate decreases. Once the culture is implemented into employees, it doesn’t mean that the management doesn’t need to keep culture alive. There are several ways to motivate and influence the workers to behave in the company’s manner. First, stories build up connections between normal employees and the company’s founders, its success or its operations in the past. Stories make it easier for people to associate themselves with the firm and help the management to justify their actions. Second, rituals emphasize a corporation’s key values, goals and employees. A ritual can be for example a song or a dance in order to motivate the employees for work. Third, an organization represents itself also by material symbols. That means that if a company attaches high importance to hierarchy and authority, the management will have big cars, big offices and a lot of privileges. If team work is in the focus, there will be more open spaces and rooms for group work. Finally, a company-own language is also a possibility to let employees identify themselves with the company. There are many terms used only in a firm-specific context and employees feel as a real part of the company when they know them all. All mentioned points emphasize how important it is for the management to build up an organizational culture that is consistent with the company’s goals and to recruit employees who really fit into that culture. There are several ways to design the culture and thereby direct the employees, but this should always happen in terms of the desired outcome and not arbitrarily. Organizational Culture Essay Example Organizational Culture Essay Organizational Culture Essay Organizational culture is a complex concept including many different meanings. In this essay, the definition of organizational culture is described as a set of shared values and norms that controls organization members interaction with each other, and with suppliers,customers and others outside the organization, given by Gareth Jones. According to Morgans theory, metaphor is a method to explain a phenomenon or create meaning by using one element of experience to understand another. Organizational culture Using this method to analyze culture can be divided into three levels according to Scheins model of organizational culture, which are artefacts, espoused values and basic underlying assumptions and values so that it is more than material and visible. Using culture metaphor could create a way to even the most rational part of organization. Organizational culture plays a key role in the design of organizational structure. According to Cartwright and Coopers four main types of organizational culture i. e. ower culture, role culture, task culture and person culture, in these different types, the structure tends to be influenced by organizational cultures and be changed as the development of organizational culture. To be more specific, in power culture, the organization is likely leaded by one person or a small group. Through managers making informal decisions, the rays of influence start from the central figures to the other employees. In the effect of working of t his type organizational culture, the structure is often small and simple not concerning much about formal structure and working processes. We will write a custom essay sample on Organizational Culture specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Culture specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Culture specifically for you FOR ONLY $16.38 $13.9/page Hire Writer When the external changes occur, the organization can reflect fast and efficiently with small and centralized power. In contrast, if the size of the organization is larger and the structure is more complex, most employees are provided with limited freedom and of long distance from central power. As a result, power culture may fail to adjust under the organization changes and falls apart. In terms of role culture, the figures are as following: firstly, managers specialize jobs of high level and operate the organization with complete system of formalized behaviour and principle. Secondly, the hierarchy of the organization is clear and vertical communication is taken into account. Moreover, role and job description are more significant than individuals. With this type of organizational culture, the designer may choose functional and decentralized structure, for example, bureaucracy to meet the organization values. The third type of organizational culture is task culture. The core values in the culture is democratic thought and sense of efficiency. It concentrates on group participation and team work. The individual potentiality and enthusiasm are fully released. In task culture, professional knowledge and creativity ingenuity is highly respected whist power or ranking of position is less effective. With the effect of task culture, the organizational structure is often matrix structures or adhocracy. Especially, this type of organizational culture is likely to exist in the organization with the goal of development and experiment. As a result, the organization may reflect quickly facing organization change. The last type of organizational culture is person culture. With the culture, the central focus is individual and the organization itself and its structure serve the person. The purpose is to release ones potential so that the development of individual is primary instead of the group. With the influence of task culture, the organization structure is likely decentralized and informal such as in law office. These four types of organizational culture affect organization structure respectively. In addition, organization structure development and adjustment may enhance dominant culture, create sub-culture and even restrain previous culture partly. The changes of organization culture contribute to the adjustment of organization structure in turn. National differences are apparent and national culture is important to organizational culture. In this essay, the effects of national culture on organizational culture are analyzed by the five dimensions theory of Geert Hofstede, which includes power distance, uncertainty avoidance index, individualism versus collectivism, masculine versus feminality and long vs short term orientation. Power distance means the extent to which members of a nation are prepared to accept unequal distribution of power, wealth and prestige. the higher the distance is, the less equality the culture seem to be. For instance, America is a country with lower power distance, employees from America tend to not accept management privilege concept. As a result, organizational culture is more equal between employee and manager and employees are more likely to study and realize personal value. In terms of uncertainty avoidance index, it is ways in which society has developed methods to deal with uncertainty. In the high uncertainty avoidance society, employees are under sense of tense so that they desire to work hard and gain more. For example, Japan is of high uncertainty avoidance index country, total quality management success in Japanese organizations for high level of participation. The third dimension is individualism versus collectivism. It involves the degree to which individuals in a culture are expected to act independently of other members of the society. In an organization, employees with collectivism are more likely to ask for care of other members meanwhile repay organization with loyalty. Japan and China are two typical collectivism societies. In the dimension of masculinity, which refers to clear separation of gender roles, men in highly masculine cultures are expected to be more assertive and women nurturing. America is high masculinity society. Important decisions tend to be made by high position managers. Employees change jobs more frequently so that they have less sense of organization identity. The latest dimension is long term versus short term orientation It is a concept of East versus West. Employees in China have more sense of shame and persistence and the organization relationship is more ordered than Eastern culture. According to Gareth Morgans theory, power exists in various ways. To be more specific, organization can be considered as political systems. In different culture, power shows in different situations. For instance, leader in the organization has the position power, which is not the nature of personal relationship. It is defined as formal authority. Secondly, organization gain power and control using complete rules and regulations to standardize employees behaviour. Moreover, scarce resources, including promote,increased responsibilities, allocation of work, granting privilege, is another source of power. In addition, control of boundaries, control of technology, control of decision process, control of knowledge and information are all different ways of power exits in the organization. In conclusion, one of the major strengths of the culture metaphor rests in the fact that it directs attention to the symbolic significance of even the most rational pats of organizational life. According to four types of organizational culture, they affect organization structure in many ways. The structure should fit the organizational culture and improve development each other. With the examples of Japan, America and China, the effects of national culture on organizational culture are described into five dimensions. At last, according to the Morgan metaphor, power exists in different organizational culture in different ways. Bibliography L. Mullins, Management and Organizational Behavior, 9th ed. Prentice Hall G. Morgan (1986), Images of Organization, Sage Publications, Inc.