Healthy And Unhealthy Organizational Culture Analysis

Running an organization is an arduous task and responsibility, that not all founders are prepared for. Some founders and leaders are advocates for change and adaptation while others would rather not bother. In the latter, any bump along the road can may be viewed as an inconvenience, not a part of the plan, where the selfishness of a leader is exposed. Founders and leaders set the stage in the atmosphere by dictating the direction of the organizational culture. Organizational culture can either be healthy or dysfunctional, which has employees basking in the ambiance. In part 1, this writer will be discussing components, actions, and attributes that advance to healthy and unhealthy organizational culture. Also, how leadership plays a crucial …show more content…
For example, compassion, respect, and approach. The lack of compassion or regard for other human beings is really what sets unhealthy organizational culture. By blocking or not practicing compassion, a leader or employee can be described as being self-centered, and not telling how far they can go. For instance, petty tyranny was described as authoritarian managers, who use and abuse their position, and micromanage (Thomas & Hersen, 2002). Therefore, these individuals do not share the same goals that a healthy culture does, which is working together as a team. Also, its all in the approach, as some founders in an organization do not welcome change and want to do things their way. Therefore, the approach of ignoring what is going on in the organization’s surroundings further creates dysfunction in an unhealthy organizational culture. Whereas, in a healthy culture, leaders and management have established enough trust and support to be proactive to adapt and welcome change. The approach varies between how an unhealthy and healthy culture handles situations involving employees with a mental disorder, health condition, stress, and personal problems. Therefore, unhealthy organizational cultures tend to lack in making the workplace personable, and approachable. The lack of respect, ties into compassion and approach. If an employee does not …show more content…
What can leaders do to achieve this? First, leaders can model desired traits and behaviors, such as respect, professionalism, impartiality, and good work ethic. In doing so, can minimize and prevent counterproductive and deviant behaviors, such as manipulation, dishonesty, hostility, passive-aggressive behavior, and disagreement amongst employees (Thomas & Hersen, 2002). Leaders can reach out to the employees by being sensitive, impartial, and supportive at the same time. For instance, by asking an open-ended and general question, can set the stage for the employee to either feel comfortable to answer truthfully, therefore expressing the problem or deviate or deflect from it. If an employee does not voice that they need help there is no way of helping. In this manner, a leader is being proactive. If the employee voices the concerns or problems, then the supervisor can render support, services, and resources. Also, humility is important for a leader to be relatable, respected, and trustworthy. These traits can be achieved by listening, and providing suggestions. In this manner, employees feel comfortable enough to approach their leaders and make a more productive workplace. And leaders are happy, as simple tasks can decrease absenteeism, increase production, cut the cost in the workplace, and leads to happier employees, and healthy workplace. Although it takes a team to