When it comes to deciding whether to work for or interact with an organization, many individuals are influenced by the organization’s culture. For example, a company might pay well, operate in a competitive field, and offer great benefits, but a toxic culture might cause employees and managers to leave at higher rates than normal. On the other hand, an organization might handle extremely difficult or dangerous work but is comprised of employees who are loyal because they care for and appreciate the work culture. In this Discussion, you will explore examples of healthy and unhealthy cultures in organizations and consider the practices that contribute to the health of those organizations.
· From personal experience or public reputation, consider examples of organizations with healthy or unhealthy corporate cultures. Identify examples of business practices that are reflective of organizational health (and those that are not). You may use examples from your own experience or examples you have located through your own search.
Post your synthesis of business practices reflective of organizational health, to include the following: (250 words or more)
· Identify at least one example of a healthy organizational culture and at least one example of an unhealthy organizational culture. For each example, briefly describe the organization, being sure to avoid using real names of either the company or any individuals in your description.
· For the healthy culture you described, identify at least two specific practices that contribute to the overall health of the organization, including a rationale to support your assertion.
· For the unhealthy culture you described, identify the specific practices that detract from the overall health of the organization, including a rationale to support your assertion.
· For each unhealthy practice identified, propose how it could feasibly be refocused or changed to yield more positive outcomes for the organization’s overall health.
How would you define a “healthy organization”? Many individuals would consider a healthy organization to be one that earns the most profits or maintains long-term stability, but additional factors should be considered. If those outcomes were achieved through dishonorable practices or an overloaded and underpaid workforce, then it is likely most people would reassess how “healthy” that organization actually was. Using the following resources, you will explore what it means to have a healthy organization.
· Goldman, J. (2018, July 26). . Inc.com. https://www.inc.com/jeremy-goldman/to-grow-revenue-profit-focus-on-organizational-health.html
A crucial component of a healthy organization is its corporate culture. An organization can demonstrate its commitment to a healthy corporate culture by focusing on its employees’ and customers’ well-being. A healthy culture recognizes the common values that describe an organization’s objectives, which can lead to prosperity, organizational consistency, and a more engaged workforce. Through these resources, you will examine the components of a healthy organizational culture.
· Bregman, P. (2009, June 25). . Harvard Business Review Digital Articles, 2–4. http://hbr.org
How do you define a successful, resilient organization? More importantly, what can be done to create or sustain one? There are numerous variables to consider when answering these questions, and the answer may not always be clear. It is unlikely that there is a single approach that will solve every inevitable issue that organizations will face. While one approach may not solve every problem, combining multiple, time-tested business practices can improve the likelihood of success. Using these resources, you will explore what factors are important to for a successful and resilient organization.
· Borg, L. (2020, July 17). . LinkedIn. https://www.linkedin.com/pulse/essential-role-agility-business-success-lori-borg/?articleId=6689919463724331008