State Compensation Insurance Fund (SCIF) is one of California’s largest workers’ compensation insurance carriers. It was established in 1914 through the Boynton Act, which made workers’ compensation insurance mandatory in most organizations and businesses. SCIF operates within the bureaucratic model similar to other public agencies. Houchin Community Blood Bank (HCBB) is considered to be the largest provider of blood supply for the hospitals in the Kern County service area. It is a local nonprofit that works with the community to achieve their mission of ensuring there is a safe consistent blood supply available to the area hospitals. These two organizations have different leadership, organizational structure, and mission statements. SCIF outperforms
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Overall, the leadership and employees of the organization fulfill these values. The organization is kept accountable through the various audits of both the organization’s and employee activities. The employees follow this code without being constantly reminded of these values. The individuals working at SCIF collaborate within their units to ensure that they are meeting the standards and goals laid out by the leadership. The ensure compliance and communication there are senior adjusters within each unit. The culture at SCIF focuses on efficiency and stability, but uses a very cooperative approach to achieving the organizational goals. The organizational culture at SCIF is also affected by the activities of the leadership and their approach to decision making. Therefore, the employees also adapt the same work ethic to ensure that the organizational goals are being …show more content…
Firstly, the leadership at SCIF is more proactive in addressing their employee’s concerns and taking their input into consideration when making decisions that affect the organization. On the other hand, HCBB leadership does not interact with lower level employees in the organization. SCIF’s organizational culture is based on a cooperative approach to meet the organizational goals efficiently and effectively. HCBB views employees as parts of the unit rather than the whole. Therefore, there is a disjointed culture that has been created. Finally, both organizations have explicitly stated missions, but SCIF employees are more motivated to help the organization meet its mission. Therefore, SCIF is a successful organization due to its strategic planning, leadership, culture, and
Overall, the leadership and employees of the organization fulfill these values. The organization is kept accountable through the various audits of both the organization’s and employee activities. The employees follow this code without being constantly reminded of these values. The individuals working at SCIF collaborate within their units to ensure that they are meeting the standards and goals laid out by the leadership. The ensure compliance and communication there are senior adjusters within each unit. The culture at SCIF focuses on efficiency and stability, but uses a very cooperative approach to achieving the organizational goals. The organizational culture at SCIF is also affected by the activities of the leadership and their approach to decision making. Therefore, the employees also adapt the same work ethic to ensure that the organizational goals are being …show more content…
Firstly, the leadership at SCIF is more proactive in addressing their employee’s concerns and taking their input into consideration when making decisions that affect the organization. On the other hand, HCBB leadership does not interact with lower level employees in the organization. SCIF’s organizational culture is based on a cooperative approach to meet the organizational goals efficiently and effectively. HCBB views employees as parts of the unit rather than the whole. Therefore, there is a disjointed culture that has been created. Finally, both organizations have explicitly stated missions, but SCIF employees are more motivated to help the organization meet its mission. Therefore, SCIF is a successful organization due to its strategic planning, leadership, culture, and