Organizational Cultures: Study of the Motorcycle Business

Basically, organizational culture is also called as “organization’s overall characteristics”. Culture defined as “a set of beliefs, ideas, customs, values, language, artificial facts and other characteristics that describe a certain group”. It

illustrates a nation, a state, a tribe or an organization (McNamara 1997).

This research will describe a business enterprise that focuses more on selling motorcycle parts and vehicles. It will be based on the following aspects:

1. Communication practices
2. Mission statement’s role in supporting the culture
3. Ethical standards and behavior
4. organizational diversity
5. Conflict management

Communication Practices
Communication in an organization is very essential in order to be successful. This business enterprise observes proper communication practices which are based within standards and policies.

One of the standards of communication in this business is to prepare daily, weekly and yearly status reports that will be given to the supervisor or the manager for further evaluation. These reports may consist of the following: gross sales, profits & losses, inventory, performance evaluation and other necessary information that portrays the standing of the business and its members. It may be a very difficult task, but it will be very important for planning purposes.

Another standard communication practice is the assembly or the meeting. After the assessment of its reports, the supervisor or the manager will discuss his evaluation during the meeting. He may give rewards for the employees who did an excellent job or give reprimand for those persons who need improvement. The purpose of these assemblies is not only to site the manager’s plan based on the evaluation but it is also use to facilitate some ideas and questions for clarity from the staff. The manager may also ask the personnel’s concerns and overviews regarding their organization. They also maintain open lines of communications since it is a continuous process (McNamara 1997).

Mission Statement’s Role in Supporting the Culture
Mission statement is a clear and powerful objective that unifies all of the organizational efforts. It has an essential role in the organizational culture because their mission is the reason why the organization exists. Furthermore, a mission statement should be possible to achieve and it must give challenge to all the members of the organization and usually in concrete terms. An example of the mission statement of this business is “A company dedicated to meeting the needs of clients by selling quality products and giving proper services for their best satisfaction”. The company’s actions and behavior towards their client and their other tasks will be based within their mission or objective (Collins and Porras 1991).

Ethical Standards and Behavior
Ethical standards and behavior are guidelines whether our actions and attitudes are right or wrong. One of the ethical standards is the basic honesty. This company, although a selling business, shares the real details of their products and services with their customers in order to avoid conflicts afterwards. However not all of their staff follows the rule. It will be the responsibility of the manager or the leader to give reprimand or take corrective actions for those employees who do not follow the ethical standards (O’Brien 1996).

Observable Organizational Policies
In order to achieve the company’s objective, there should be a set of policies. In this selling enterprise, each of the staff is required to have their manual or policies handbook for further awareness of those rules. However, these handbooks are edited every two to three years. It is necessary to have modifications in order to suit the changes in the organization and needs of the client. Changes of the policies may include stricter quality assurance of the products delivered to them by their supplier so that they can give the best satisfaction to their client (McNamara 1997).

Conflict Management
Conflict occurs when two or more ideas, values or opinions are opposing in nature. It is necessary since it is one way to address their problems and creates more motivation for the staff in order to deal with the conflict. This organization follows some basics in dealing conflicts. One is they usually avoid it by doing proper procedures and following policies. Once the conflict is present, they do not ignore it but deal with it by taking corrective actions. Actions will depend on what kind of conflict exists (Mc Namara, 1997).

Different organizations have different set of cultures. That makes every organization unique. But what’s most important is that those set of cultures will create proper coordination within the members of the organization.

References:
Collins, James C. and Jerry I. Porras. 1991. Organizational vision and visionary organizations. California Management Review (Fall): Retrieved November 2, 2006, from National Defense University, National Defense University Web site: http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr- dm/pt4ch18.html
Mc Namara, Carter (1997). Field Guide to Leadership and Supervision Retrieved November 2, 2006, from Free Management Library Web site: http://www.managementhelp.org/org_thry/culture/culture.htm
O’Brien, Bill. 1996. Transforming the character of a corporation. The Systems Thinker 7 Retrieved November 2, 2006, from National Defense University, National Defense University Web site: http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr- dm/pt4ch15.html

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