Organizational Culture: Adhocracy Culture Promotes Creative Work Environment - Essay Sample

Introduction

Organizational culture help in the analysis and evaluation performances of the management approaches applied in an organization (Carrell, & Christina Heavrin, 2012). I would like to work in a culture that allows all staff to participate in the activities of the company. Adhocracy culture promotes a creative working environment because it involves a dynamic process. I prefer working in the organization with adhocracy culture because all workers and human resources department take risks. In this culture, leaders are accountable for their practices and seen as risk takers and innovators. Risk taking among all staff promotes collective bargaining and innovative practices. This culture also enables the organization to develop a long-term goal for creating and sustaining new resources for effective growth. Adhocracy provides a background for enabling freedom and democracy within and beyond the premises of the company.

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Critical Factors Used to Implement and Maintain the Organizational Culture

Implementation of the Adhocracy culture in the organization requires the application of appropriate factors that drive the organization performances. Transformation is the main factors to be applied in the implementation and maintenance of the organizational culture (Carrell, & Christina Heavrin, 2012). Transformation enables entrepreneurship and promotes skills among the human resource department. Another factor is the adoption of creative solutions in the organization to accentuate development and provide alternative approaches in conflict resolution; therefore, creating teamwork and collaboration. Third factors involve the creation of new standards to regulate all public and private operations in the business sector. The regulation also ensures that the rights of the employees are taken promoted in the organization. The fourth element is the continuous improvement approach based on the innovation, entrepreneurship and visionary in the company.

Effects of the Organizational Culture on my Health and Well-being

Health and well-being are the major determinants of business success and productivity. Working in an organization with Adhocracy culture promotes my health and well-being. Most of the activities undertaken in the company may be harmful and hazardous; therefore, affecting the health status and well-being of all people within the premises of the organization. The ability of the Adhocracy culture to gather for the rights and freedoms in the organization ensures that the health status and well-being of the people are promoted in accordance to the workplace Acts provided in the Federal and State laws (Carrell, & Christina Heavrin, 2012). The consideration of the workplace Acts ensures that the working environment provides conducive conditions and prevent any form of risk that may affect my health status and wellbeing (Kohl, 2015). The design of the culture encourages collective bargaining respect for employees' rights and freedoms. The grievances and opinions of employees are taken into consideration by the human resource management.

Factors to Consider Regarding the Elements of Conflict in the Labor-Union Team

Workplace and social conflicts normally interfere with effective performance and collaboration in a business organization (Moran, 2008). The analysis of the appropriate model applied in conflict resolution necessitates for the consideration of the factors regarding the elements of the conflict. The consideration of the factors enables allows successful resolution of the conflict based on the potential causes of the misunderstanding. Ethical standards contribute to the major and pivotal factors in understanding the elements of the conflict arising from the labor-union team. Ethics and laws guides and regulates people in the organization; therefore, the conflict might have resulted from the failure of the employees to adhere to the established laws and ethical standards in their practices (Moran, 2008). The second component to consider is social space existing between the conflicting team members. Organization culture provides for respect of the all rights of employees in the company regardless of their position/ rank; therefore, ensuring that none of the staff is exploited. Failure to maintain the social space normally results in conflicts because junior employees may be mistreated; therefore, violating their rights. Another factor is maintaining effective and open communication (Kohl, 2015). The efficacy of communication among the team members determines the nature of interaction in the organization.

Importance of Mediation Over Arbitration in Conflict Resolution

Conflict resolution processes are important in promoting collaboration and business success in the organization (Moran, 2008). Various conflict resolution approaches are applied depending on the preferences of the company and human resource management. Mediation offers a lot of benefits in the conflict resolution process because the mediator focuses on facilitating the negotiation; therefore, eliminating any form of domination. The mediator only ensures that the discussion is effective and no participant exploits the other. On the other hand, arbitration is not effective in solving conflicts because the arbitrator makes the final decisions of the discussion; therefore, interfering with the effective formulation of amicable solutions. Mediation also ensures that both parties involved in the conflict develop confidence in expressing their concerns and what they know about the guidelines of the mediation process. The mediator facilitates the operation to ensure a "win-win" situation for all participants and parties (Moran, 2008). Arbitration is adversarial in nature because the purpose of the discussion is to identify the offender and ensure that one party loses.

References

Carrell, M. R., & Christina Heavrin, J. D. (2012). Labor Relations and Collective Bargaining: Private and Public Sectors. Pearson Higher Ed. Retrieved from https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Labor+Relations+and+Collective+Bargaining%3A+private+and+public+sector%2C+Pearson+eText%2F10&btnG=#d=gs_cit&u=%2Fscholar%3Fq%3Dinfo%3A-gwfbdINbA4J%3Ascholar.google.com%2F%26output%3Dcite%26scirp%3D0%26hl%3Den

Kohl, E. O. (2015). Capital Structure, Labor Relations, and Determinants of Voluntary Corporate Social Responsibility Reporting (Doctoral dissertation, University of Connecticut). Retrieved from https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Carrell%2C+Labor+Relations+and+Collective+Bargaining%3A+Private+and+public+Sectors%2C+Pearson+eText%2C+10%2Fe&btnG=#d=gs_cit&u=%2Fscholar%3Fq%3Dinfo%3AxtT6Gvk3k1UJ%3Ascholar.google.com%2F%26output%3Dcite%26scirp%3D0%26hl%3Den

Moran, J. J. (6th Ed.) (2008). Employment law: New Challenges in the Business Environment. Pearson Prentice Hall. Retrieved from https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Moran%2C+Employment+law%2C+pearson+sixth+edition+&btnG=#d=gs_cit&u=%2Fscholar%3Fq%3Dinfo%3Ao_JJJpDch4sJ%3Ascholar.google.com%2F%26output%3Dcite%26scirp%3D0%26hl%3Den