Organizational culture is a coordination of communal conjecture, standards and beliefs that run employees’ behavior in organizations (Thompson, 2014, p 343). Thus when a company with a strong culture owns a lofty stage of harmony and steadfastness among its workers. Conversely, a business has a weak culture when its employees do not agree with the core values (Thompson, 2014, p 344).
A strong culture leads to an inspiring consistency and unity around thinking, deportment system, customs, and rituals (Thompson, 2014, p 345). In this sense, strong cultures typically admit one strong leader who craft ways of life, traditions, and code of conduct rules in a spirit of a competitive environment. The Success Academic in New York is one illustration. Indeed, Success Academic has created an amazing way of employees conduct code with the scholars, parents and workers themselves. Each worker is aware of his or her colleague workload. Teachers respect parents and into account parents’ input. …show more content…
With respect to these realities, Hopkins suggests distinctive types of organizational behavior. For the author “an avoidance culture” characterizes organizations that fail to reward success, but nevertheless punish mistakes (Hopkins, 2013, p 46). This negative reward system leads members, staff or workforce to shift responsibilities to others and avoid any possibility of being blamed for a mistake. It’s just a “Wait for others to act first; Take a few chances” (Hopkins, 2013, p
A strong culture leads to an inspiring consistency and unity around thinking, deportment system, customs, and rituals (Thompson, 2014, p 345). In this sense, strong cultures typically admit one strong leader who craft ways of life, traditions, and code of conduct rules in a spirit of a competitive environment. The Success Academic in New York is one illustration. Indeed, Success Academic has created an amazing way of employees conduct code with the scholars, parents and workers themselves. Each worker is aware of his or her colleague workload. Teachers respect parents and into account parents’ input. …show more content…
With respect to these realities, Hopkins suggests distinctive types of organizational behavior. For the author “an avoidance culture” characterizes organizations that fail to reward success, but nevertheless punish mistakes (Hopkins, 2013, p 46). This negative reward system leads members, staff or workforce to shift responsibilities to others and avoid any possibility of being blamed for a mistake. It’s just a “Wait for others to act first; Take a few chances” (Hopkins, 2013, p