Organizational Culture

Organizational culture is the group behavior of humans that are part of an organization, it is also created by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and habits. Culture affects the way people and groups interact with each other, with customers, and with stakeholders. The organizational culture may also have negative and positive aspects.

Influences on organisational culture

Main functions of the business Technology Goals and Objectives Size Location Staff Environment Training and Competence management commitment communication employee involvement

Main functions of the business Different functions of the business can impact on the organizational culture and the behavior of the people of any organization

Technology Technology is the very important factor of any organizational culture it affects on the productivity and efficiency of any business Goals and Objectives Goals and objectives can impact on the behavior if all the organization stake holders have the collaborative aims then it is helpful for any business to achieve their targets

Size The size of any organization can affect the outputs and the behavior of the employee, how they react with each other

Location Location is the very important part of any organization because the culture is different for the urban and rural area organization due to the behavior of the employees

Staff Staff can plays a very significant role in any organization because they can set the culture of the organization

Environment Environment of any organization can affect the culture because the environment in which the staff is working can impact on the behavior

Training and Competency If the staff of any organization is trained and competent can be very useful to achieve and meet their targets

Management Commitment Management of any are committed can be a very good impact on the staff and they follow their leaders if the management show their commitment then it very useful for any organization Communication

Communication is very important part of any organization because if the communication is effective between at all management level of organization then it effects the productivity in a good manner

Employee Involvement Employee involvement can impact on any organization culture because the involvement of the employee affects the behavior and creates a culture

Organizational Culture at Emirates

Culture is very important for emirates because emirates have employees with 32 different nationalities. It is a challenge for emirates as a company to manage this and it is a need to create a same and collaborative organizational culture. Emirates efforts for management to align and create a unified vision let alone culture, there was no unified identity and individuals were acting and reacting as individuals and hot as a cohesive force. Emirates needed a cohesive force that provided an exclusive type of service in line with the emirates philosophy, to complete their task to open its flagship property of hotels and resorts within a deadline.

Force Field Analysis

Force Field Analysis Restraining Forces Driving Forces

Restraining Forces 1. 2. 3. 4. 5. 6. 7. 8. Different cultures Different nationalities Different backgrounds Different experience and want to work Work in a comfortable in which they are used to Loss of status Personal beliefs People and Feelings

Driving Forces 1. Desire to work well 2. Clear communications 3. Managers want a fully operational hotel in 4 weeks and will need to encourage 4. Persuade staff to change and develop new culture 5. Vision 6. Team work 7. Communication 8. Team work 9. Change management 10. Winning

Success of Emirates managing culture change

Emirates use different methods and techniques for change are as follows: Culture Change Process By changing and keeping a culture use the DCP (Directive Communication Psychology) change in the organization 1. Top management committed to result without their egos. In that case management should show their commitment towards productivity 2. Try to discover different factors that are difficulty of the people, in addition to earn more money. Real issues noticeable for example impression the lack of respect between the managers and the subordinates. In addition many of them believed that their contribution was important but no body pay attention to their work. There was previously open policy from the senior management to resolve that type of problems but nobody used it. Top management discussed that they can accepted and for immediate implementation of new programs. 3. Discover who has the positive and negative influence. In this case identified total number of positive and negative influencer. 4. Apply the DC Revolution strategy by separating the total into 2 groups. This method includes five 1 day experiential guidance, every by 1 day on spot apply and spreading of skill gained at the workshop. The process included the psychological tools on how individuals could attain their own personal emotional and life goals through their work and related their own victory as a purpose of successfully cooperating with others. In an experiential atmosphere, key influencers become alert of the effects they have had on their environment and how that has affected their lives and success. They take responsibility for their world and no longer charge others for their problems. 5. Tackle the emotional issues found in the innovation procedure this is done through creating Guiding principles that they take out from their communications with others in the organization. They expand into the delegates for the group. 6. Contain trainers on site to support in the distribution of information and put into practice into the work processes. Every key influencer works with 5 others to implement what they have find out and those 5 then work with 3 to 5 others. In core, the key influencers become the consultants and the trainers simply assist these internal consultants to be effective

7. Include a half day show and appearance where the entire organization attends. The key influencers perform scenes from their work environment that all can relate to and how the difficulties are overcome with the new knowledge that everyone has attained through the program. Key influencers also present amend proposed by them and the other staff to senior management 8. Top management accepts the initiatives proposed, Because they have fallen within the guidelines that were preset by the top management in the discovery process step 2. To set this commitment, the revolutionaries prepare their Revolutionary statement of belief on a large board where everyone signs it including top management in the acceptance of the new culture they have created 9. Grip revolutionary elections where the corporate revolutionaries choose a leader from their peers. The elections also include general and 2 reserves for each general. The purpose, to keep the revolt going by having a representative that actions the revolution initiatives and organizes the revolutionaries to implementation. They also are accountable to make sure that top management doesnt get too busy in the short term to apply the guiding principles that will make the big difference in the long term. The revolution leaders are elected era and part of their accountable to maintain the honesty of the guiding principles across the organization.

Outcomes
The conclusion was that the people felt fully empowered, they felt like they were part owners in the organization and individually benefited from its achievement. Later employees were still volunteering for additional duties with no pay and were still surely and passionately working as a united culture they embraced. The basis of this program was successful over other types of initiatives is that the psychological foundations are expanded by the employees themselves, not by management and not by consultants. Each of these Modules contained Implementation Projects designed to cultivate ownership and excitement within the ranks of your people. They desired to make a superior and more successful working environment Involve others at all levels of the organization to become more cooperative and passion to create it Enhance organizational culture with better communication and personal alignment to greater vision and show self leadership for an organizational success Develop a environment to inspire and support a leadership enriched culture Cover a better understanding on how to create a positive change in the environ by making little changes in behavior that will show immediate results in fulfillment at work Be there Inspired to take action on these small changes and become better leaders at all ranks Make the organizations of positive leaders all over the association Really trust they have the capability to make a difference in their guidance ability to control shared culture and act on them Maintain the performance modification by creating a formation that associates their noticeable results from their modified actions, to their personal success and emotional satisfactions in all parts of their life Create a individual wisdom of fulfillment that relates a job with success of the organization and the commitment to needs and delivery Build a stronger logic of team and promote a develop team improvement and creativeness