Hca/250 Motivation and Organizational Culture

Motivation and Organizational Culture HCA/250 Amy Carson University of Phoenix 4/2/13 Ayame Nakamura is a Japanese immigrant who is employed by a drug organization in California. The conjunctions administration is confrontational and interferes with Ayames ethnic background and also challenges her cultural background. This paper pull up stakes controvert workplace motivation techniques, the influence of organizational floriculture and the role of centering in workplace psychology. Workplace motivation techniques Administration plays a profound role in psychology at the work place.Some of the major duties they be responsible for are setting standards for good work etiquette while maintaining quality and quantity for their goods and services. Management may need to take on legion(predicate) contrastive roles to achieve these responsibilities. For example the role of a firefighter to extirpate tempers of customers and coworkers, the role of a police officer to settle disputes and maintain adjust or order, or as a friend to encourage want and honor among the company. Whatever problem that may grow, administration needs to contrive the ability to conduct and solve them in a quick and effective manner.The atmosphere must have a secure, impartial and equality smelling for both the workers and management in the workplace. Security is non just a physical feeling of being safe in the office just also assurance of their psychic state regarding job stability, fair treatment, mental and physical comfort without harassment, favoritism or unfair judgments. Administration should be comprised of leaders, individuals who positively impact other people while not abusing the administrative powers. Management has 5 key elements that incorporate self-awareness, inspiration, societal skills, sympathy as well as self-administration.Anyone in an administrative role must be regarded as reliable, honest, skilled, persistent, open to suggestion, and dedicated in the e yes of their workers. Build a foundation, If an employee knows nothing about a companys history than there is no feeling of investment which in turn keeps that employee un interested in the companys future. When creating an atmosphere, a happy company is a rich company. Employees look for advancement within their company. Without the ability to develop growth in a career, most employees feel trapped in a unawares end job.Take consideration of current skills and future goals of employees to decide what may hold up of them down the road. Improving your professional training programs and educational knowledge for employees will instill a feeling of investment in their future and your companys which will translate into improved job coiffureance. It is important not to forget the fun, give unexpected diversions like a free pizza pie lunch, an early leave day or anything that will show your compass in an unplanned focusing. Acknowledging contri stillion of employees can make a b road morale boost especially if recognized in front of their coworkers.Offering incentives to perform well will give motivation and competition to employees. Put your bullion where your mouth is by honoring all promises that you make to an employee. Failure to hold up may lose not only the trust of that employee, but of all who hear their story. Career coaching is a good way to provide employees with the ability to reach the next professional level. Bring in professionals that offer personal counseling for lifes dilemmas whether personal or professional because both can affect the work environment. And finally, match a person tasks to their talents or they will be unconfident or more given to failure.Influence of organizational culture No matter how different or quasi(prenominal) one culture to another is, the other culture will search abnormal because it is a frame of informal rules that govern the behavior of that federation. heathenish organization is unique and configure s their norms, beliefs, values, and behavioral characteristics into the individual and groups that unite to get things accomplished. Patterns jump to evolve and become a rule of basic assumption whether it is a new idea, one recently discovered or under development by a certain group as they learn to cope with internal integration and external adaptation problems.Cultural characteristics are hard to shape because culture is multi-dimensional with integrated components that intertwine at different levels and ever-changing which takes clock time to establish and therefore time to change it also. Culture becomes the fabric or social glue that unites its participants, this will counteract any processes that are different becomes an unavoidable side-effect of life in an organization. Mutual understandings and a shared system of meanings becomes the basis of communication in a cultural organization.Functions of a society need to be fulfilled with a certain amount of bliss or culture c an impede the efficiency of that organization. Problems with this concept arise when trying to categorize culture or when, why, or how corporate culture should be changed or finding the best, healthiest or most desirable one. References Arthur abstruse 1999-2013 retrieved on 4/3/2013 from http//www. allbusiness. com/motivate-your-employees/16567613-11. htmlgsc. tab=0 Armstrong, Michael 2009 retrieved on 4/3/2013 from http//av4kc7fg4g. earch. serialssolutions. com. ezproxy. apollolibrary. com/? ctx_ver=Z39. 88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=infosid/summon. serialssolutions. com&rft_val_fmt=infoofi/fmtkevmtxbook&rft. music genre=book%20item&rft. title=Armstrong%27s+Handbook+of+Human+Resource+Management+ set&rft. au=Armstrong%2C+Michael&rft. atitle=Organizational+Culture&rft. date=2011-01-01&rft. pub=Kogan+Page+Ltd&rft. isbn=9780749452421&rft. spage=383&rft. epage=399&rft. externalDocID=1718700036