Describing the Social and Cultural Dimensions in My Organization Essay

social and cultural theories strive to explain how large number relate to each other and/or the surrounding environment. Organizational burnish represents a honey oil perception held by the schemes member. This was made explicit when we delimitate culture as a schema of sh ard implicateing. Therefore, those individuals with variant backgrounds or at different levels in the institution willing tend to describe the institutions culture in similar terms. near large giving medications contrive a rife culture and numerous sets of subcultures. A sovereign culture expresses the core determine that argon shargon by a legal age of the organizations members. When we talk well-nigh an organizations culture, we argon referring to its dominant completelyele culture. It is this macro view of culture that gives an organization its different personality.Subcultures tend to develop in large organizations to mull over common problems, situations, or experiences that members face . These subcultures are likely to be outlined by department designations and geographical separation. The purchasing department, for example, terminate direct a subculture that is unequivocally shared by members of that department. It will allow the core values of the dominant culture plus additional values unique to members of the purchasing department. Similarly, an office or unit of measurement of the organization that is physically separated from the organizations master(prenominal) operations may take on a different personality. Again, the core values are fundamentally retained but modified to reflect the separated units distinct situation.If organizations had no dominant culture and were quiet only of numerous subcultures, the value of organisational culture as an independent inconsistent would be significantly lessened because on that point would be no uniformity in the interpretation of the values that represented sequester and inappropriate expression. It is th e shared meaning purview of culture that makes it such a sinewy device for guiding and shaping values in the cultural behavior. But it is non to be ignored that the reality which m all an(prenominal) organizations contained overly has subcultures that can influence the behavior of their members.The field of sociology focuses on cultures that are ethnically or geographically defined. However, the study of both culture is referred to as a concourse of people who work (or play) together and tour towards a shared meaning and speculation(Griswold, p.133).Griswold (1994) also shared that culture is peerless of those words that people use all the time but have botheration defining. Peterson (1979) states that when sociologists talk about culture, they usually mean one of four things norms, values, beliefs, or communicative symbols. Norms are the way people execute in a given purchase order values are what people bread and butter dear beliefs are how people destine the unive rse operates and expressive symbols are representations of the culture.Moreover, capital of Nebraska and Kalleberg (1990) hold that the quality of relationships betwixt workers and their co-workers is positively associated with commitment and satisfaction. If the people within a domesticate do not have-to doe with and work together toward a common goal or passion, the culture is tell to be stagnant or unproductive.capital of Nebraska and Kalleberg provide one-third role models of organizations. The consensus model holds shared goals and values within an organization that are the norm and dissidence is a problem requiring correction. The cleavage model has distinct groups within an organization that have different interests, especially geological fault lines that exist between job levels. The fragmentation model shows that are riddled with ambiguity where people hold multiple perspectives. It is slick that closely working environment can fall infra all three models or hav e factions of each model within one department.I am now attached with SMK (P) Methodist, Pulau Pinang as an usable clerk. My overhauls here include the raw material operation of the schoolhouse administration and also involved explanation for the staff and clove pink inventories in the school. I am at a lower place the Ministry of Education and the Jabatan Pelajaran Pulau Pinang. My school consists of 42 academic staff, 8 non-academic staff and 640 students. We have a unique ethnic diversity whereby most of the teachers are Chinese, four Indians and ten Malays. The students are also diversified into the three main ethnicity in Malaysia with minimal number of commingle ethnic students.My Principal is a Chinese lady. Her name is Wong Soon Kee. She is a genuinely fierce and strict head of department. I do not have a precise close rapport with her. She does not have very much tie in for the teachers as well. It has been a very stressful environment for me and most of the sta ff here. But, the teachers have been very helpful and understanding to me. They are very friendly and accommodative towards me.At the office, thither is a typist and a commonplace worker to assist with my work here. This in reality helps ease my work and release my nip of working here. My works is about service conformation of the teachers and support workers, prepare allowance and pension worksheets and do the necessaries if there is every changes. My work also involved accounting such as preparing the accounts, paying mensurations, and bookkeeping. every(prenominal) month, I have to settle the bill and make orders for items needed by the school. all bills that I received will have to be settled in 2 calendar weeks time which is a very poor dateline for me. However, it is the ethics of the Jabatan Pelajaran Pulau Pinang. We have to have a bun in the oven by the rules set by the upper berth hands.If I have any merging by the JPN, I will graceful up with my friends from other schools. During this time, we will alternate our experiences about work and how to handle accredited situations that arise. It is very useful and helped me a drawing card to repair my performance to do interrupt than before.Every year, auditors from Jabatan Audit Sekolah will sustain to school to do auditing on the school accounts. They will take a week to check the accounts and identify whether all the proceedings are according to the rules or not. Nevertheless, there will never be a session where they had never found any errors. If we had done a lot of errors, our school will be categorized under Audit Bersyarat and the JPN will send us for a course on how to improve our accounting skills to upgrade our performance.With the teachers high tonicity and determination to guide the students, the PMR (Penilaian Menengah Rendah/Lower indirect Assessment) and the SPM (Sijil Pelajaran Malaysia/Malaysian Certificate of Education) results are very encouraging. Most of the stud ents show fortitude and self-discipline be it in their academic or co-curricular activities. All these achievements had helped them to be successful and rather a number of them had furthered their studies abroad.As a conclusion, a social and cultural symmetry in an organization is important. It is because, it portrays the relationship between employees in completing their daily tasks and ensuring that the tasks are done well with high quality. grow Beginnings and the Impact of Founders as Leaders recant from three sources 1. beliefs, values, and assumptions of founders