Due 10/13/23 @ 1600 EST

Respond by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. 

using APA, at least 2 scholarly references 

 

The results show that the organization encourages collaborative decision-making, where multiple stakeholders, including employees, have a say in important matters. This can lead to a more inclusive and democratic decision-making process. Members are actively involved in creating and shaping workplace policies. This involvement ensures that policies reflect the needs and preferences of those who work within the organization. The organization recognizes the importance of periodically reviewing its policies to remain relevant and practical. This proactive approach helps in identifying areas that may need improvement or adjustment. The organization is also open to revising policies as necessary. This flexibility allows for adaptation to changing circumstances or feedback from members.

Members of the organization share a vision and mission based on trust, respect, and collegiality. Communication at all levels of the organization is transparent, direct, and respectful. The organizational culture is assessed on an ongoing basis, and measures are taken to improve it based on the results of that assessment.

surprisingly “Most employees did not recommend the organization as a good or great place to work to their family and friends.” This suggests that despite some positive aspects mentioned in the assessment, many employees are dissatisfied to the point where they would not recommend the organization to others. This could indicate a significant issue with the workplace culture or conditions that may need urgent attention.

Another surprising thing is that “Individual and collective achievements are not celebrated and publicized equitably.” This lack of recognition and celebration of achievements can harm employee morale and motivation. It is surprising because recognizing and celebrating accomplishments is common in many organizations to boost employee engagement and satisfaction.

Before the assessment, I had an idea that “Communication at all levels of the organization is transparent, direct, and respectful.” the assessment confirms this aspect as it indicates that the organization values open and respectful communication and is seen as a positive sign, as effective communication is crucial for building trust and a healthy workplace culture (Dempsey & Assi, 2018).

It is evident from the findings that my workplace is civil because it values employees, fosters a positive and inclusive culture, invests in employee development, and prioritizes their well-being. Such an environment will likely attract and retain talented individuals and contribute to the organization’s long-term success.

The assessment also shows that my workplace is characterized by trust, respect, engagement, and a positive culture providing a healthy working environment. However, it is essential to continue monitoring and addressing any potential areas for improvement to sustain this healthy and civil work environment.

The concepts presented in the articles appear to be related to organizational culture and employee satisfaction. A healthy organizational culture that aligns with employees’ values and supports their well-being is more likely to result in higher employee satisfaction. When employees feel that they fit into the culture, are respected, and have opportunities for growth and development, their satisfaction increases. The assessment evaluates various aspects of an organization’s work environment, including trust, communication, employee engagement, leadership, and more (Cummings et al., 2018). These factors collectively contribute to the organizational culture and can significantly impact employee satisfaction and overall well-being.

In summary, the theory of organizational culture and employee satisfaction closely aligns with the assessment criteria in my workplace. A positive organizational culture, characterized by trust, communication, recognition, and employee well-being, will likely result in higher employee satisfaction, engagement, and morale (Cummings et al., 2018). Conversely, a negative culture can lead to dissatisfaction and a lack of employee recommendations. 

To apply the theory of organizational culture and employee satisfaction to improve organizational health and create stronger work teams, an organization can take several specific actions and initiatives:

Define and Communicate Clear Values and Mission by holding regular meetings or workshops to reinforce the organization’s mission and values. Ensure that all employees understand and can articulate these core principles.

Foster Trust and Open Communication by Implementing regular “town hall” meetings where leadership provides updates and encourages questions from all employees. Create anonymous feedback channels for employees to express concerns or suggestions.

Recognize and Celebrate Achievements through establishing an employee recognition program that acknowledges outstanding contributions and achievements. Celebrate milestones and successes as a team.

Employee engagement and morale through Conducting regular employee engagement surveys to gather feedback on job satisfaction and areas for improvement. Act on the survey results by implementing changes based on employee input.

The organization seems to prioritize a positive and inclusive culture where trust, respect, and collegiality are fundamental principles. This is a commendable approach that can contribute to a healthy work environment. Committing to transparent and respectful communication at all levels is crucial for maintaining trust and ensuring all employees feel heard and valued. Open and honest communication is key to a thriving organization. Recognizing employees as valuable partners rather than liabilities is essential as it fosters a sense of belonging and motivates employees to contribute to the organization (Atrizka et al., 2020). Encouraging shared governance, teamwork, and collaboration reflects a commitment to involving employees in decision-making processes, which can lead to better solutions and more significant employee investment in the organization’s success. Notably, most employees did not recommend the organization as a good or excellent place to work to their family and friends. This indicates a potential area for improvement and suggests that the organization should actively address any concerns or issues that employees may have.

In summary, the organization seems to have many positive elements for creating a healthy and supportive work environment. However, it should pay attention to the feedback provided by its employees to address any areas that need improvement and enhance overall employee satisfaction and advocacy.

                                                                                                              References

Atrizka, D., Lubis, H., Simanjuntak, C. W., & Pratama, I. (2020). Ensuring Better Affective Commitment and Organizational Citizenship Behavior through Talent Management and Psychological Contract Fulfillment: An Empirical Study of Indonesia Pharmaceutical Sector. Systematic Reviews in Pharmacy, 11(1).

Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International journal of nursing studies, 85, 19-60.

Dempsey, C., & Assi, M. J. (2018). The impact of nurse engagement on quality, safety, and the experience of care: what nurse leaders should know. Nursing administration quarterly, 42(3), 278-283.