Respond to the following:
Using the resources as a start, locate three research studies that support the premise that better managers are those who pursue an understanding of the culture and/or climate of their organization. Why does it matter to gain insight about the culture and/or climate in the workplace? Use online, peer-reviewed journal research (case study research is preferred) to inform your writing. Summarize the takeaways from the articles that can support greater skill in managing people.
Reply to the following response with *** 150 words minimum, including direct questions to the post***. (please make response as if having a conversation, respond directly to some of the statements in below post.This is not providing an analysis of the original post.Respectfully address it and even ask clarifying or additional questions.)
These responses are to be informative and contribute to advancing the knowledge of the topic .
1. Culture and climate are important concepts of an organization. In fact, every organization has some sort of culture. Our lesson states that more often than not most organizations cultures are in good shape requiring a little bit of some trimming. A mistake is for managers to assume what their company culture is and take for granted that employees know what it is. Managers should look within their organization, identify the current culture, and shape it as need be. When managers pursue a better understanding of their organizations culture and climate the firm generally excels.
In "The Relation to Managers Emotional Intelligence and the Organizational Climate They Create" the author states mentions that the beliefs and values that typify a culture for creativity become manifested in organizational structures, practices, and policies (Stephens 2017). These structures, practices, and policies guide and shape individual creativity shaping the organizational climate. These organizational structures, practices, and policies should be tracked my managers and portray the climate they desire.
The second article "Morale and Emotional Behavior of Manager has Important Effect on Organizational Climate" shows that more than 705 of employee's perceptions of organizational climate result directly from managers morale and behavior (Tesluk, Far, Klein 2011). The morale and behavior stimulate employee's morale, emotions, and behaviors. This statistic shows the direct influence a manager has on the climate of an organization.
The third article "Workplace Culture: Personality Plus or Minus? How to Succeed when Everybody is Different" mentions that employees inherently get connected to their workplace culture over time and when they go to a new place it can be scary to embrace cultural changes. This shows why it important for managers to ensure the workplace is acceptable, patient, and open.
Resources:
Momeni, N. (2009). The relation between managers' emotional intelligence and the organizational climate they create. Public Personnel Management, 38(2), 35-48.
Stephens, S. (2017). Workplace culture: Personality plus or minus? how to succeed when 'everybody's different'. Biomedical Instrumentation & Technology, 51(2), 135-138.
TESLUK, P. E., FARR, J. L., & KLEIN, S. R. (2011, December 22). Influences of Organizational Culture and Climate on Individual Creativity.
2. International companies all over the world today are seeking out ways to gain insight into the culture and/or climate of business in different countries. This has become important because the workplace in different countries have become more diverse and a good understanding of the prevailing culture or climate of business help managers to perform better. Sorndee, Siengthai, and Swierczek conducted a study on the effect of cultural values and cultural adaptability of Chinese expatriates in Thai organizations performance (2017). They found that when managers understand cultural values in the workplace, their productivity in terms of open-mindedness and judgment are significantly higher. This makes them adapt to other cultures better and faster. Brand and Slater also conducted a qualitative study on how Australian managers could cope with the work culture of Chinese organizations (2003). The study identified several factors that are key to understanding how the Chinese workplace actually functions. Among the factors identified could all be summarized as bribery and facilitation which take different forms (Brand & Slater, 2003). Nepotism and no-adherence to contract obligation are also rife. The study concluded that Australian managers would perform better by knowing how the factors identified above affect the workplace. This knowledge will help will be Australian managers to cope in the Chinese workplace. The study further recommended four strategies that will Australian managers cope with the workplace culture that results from the factors identified above. Cole and McNulty tried to examine how the socio-cultural adjustment of expatriate employees can be explained by the personal value of called self-transcendence (2011). They found that self-transcendence was a predictor interactional and work adjustment. They further concluded that women expatriates had higher (non-significant) self-transcendence than their male counterparts (Cole & McNulty, 2011). As a result, women could easily adjust to the culture or climate of business and this, in my opinion, make them perform better.
References
Brand, V., & Slater, A. (2003). Using a qualitative approach to gain insights into the business ethics experiences of australian managers in china. Journal of Business Ethics, 45(3), 167-182.
Cole, N., & McNulty, Y. (2011). Why do female expatriates "fit-in" better than males? Cross Cultural Management, 18(2), 144-164.
Sorndee, K., Siengthai, S., &Swierczek, F. W. (2017). Closing cultural distance: The cultural adaptability in chinese-related firms in thailand. Journal of Asia Business Studies, 11(2), 229-250.
Please don't just rephrase their info, but respond to it. Remember to answer question at the end if there is one.