Talk:Organizational culture

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Wiki Education Foundation-supported course assignment[edit]

Sciences humaines.svg This article was the subject of a Wiki Education Foundation-supported course assignment, between 23 August 2021 and 13 December 2021. Further details are available on the course page. Student editor(s): HebaTea. Peer reviewers: Ruhanh.

Above undated message substituted from Template:Dashboard.wikiedu.org assignment by PrimeBOT (talk) 05:50, 17 January 2022 (UTC)Reply[reply]

Measurement[edit]

The lack of mechanisms by which culture can be modelled has severely hampered social science research to date. Why then is there a desire to delete the section on measurement? Is there perhaps a fear amongst social scientists that modelling & measurement will be an end to the endless, and arguably pointless debate regarding what is, or what is not culture?

Management types of communication[edit]

I would like to remove this section from the article. Yes, how an organization's values, mission, and vision are expressed to its employees matters a great deal, however, I feel this area speaks to organizational climate more than culture. Objections? Tiflal (talk) 00:42, 5 August 2019 (UTC)Reply[reply]

Culture of fear type[edit]

This areas speaks to organizational climate rather than culture. I'd like to remove it or move it to the org. climate article. Thoughts one way or the other? Tiflal (talk) 21:31, 11 August 2019 (UTC)Reply[reply]

Removed following from Typology section because it addresses climate versus culture. Content duplicated in Culture of fear main article. Culture of fear type Main article: Culture of fear

Ashforth discussed potentially destructive sides of leadership and identified what he referred to as petty tyrants, i.e. leaders who exercise a tyrannical style of management, resulting in a climate of fear in the workplace.[1] Partial or intermittent negative reinforcement can create an effective climate of fear and doubt.[2] When employees get the sense that bullies "get away with it", a climate of fear may be the result.[3] Several studies have confirmed a relationship between bullying, on the one hand, and an autocratic leadership and an authoritarian way of settling conflicts or dealing with disagreements, on the other. An authoritarian style of leadership may create a climate of fear, where there is little or no room for dialogue and where complaining may be considered futile.[4]

In a study of public-sector union members, approximately one in five workers reported having considered leaving the workplace as a result of witnessing bullying taking place. Rayner explained these figures by pointing to the presence of a climate of fear in which employees considered reporting to be unsafe, where bullies had "got away with it" previously despite management knowing of the presence of bullying.[3]Tiflal (talk) 23:42, 11 August 2019 (UTC) Tiflal (talk) 23:46, 11 August 2019 (UTC)Reply[reply]

References

  1. ^ Petty tyranny in organizations , Ashforth, Blake, Human Relations, Vol. 47, No. 7, 755–778 (1994)
  2. ^ Braiker, Harriet B. (2004). Who's Pulling Your Strings ? How to Break The Cycle of Manipulation. ISBN 978-0-07-144672-3.
  3. ^ a b Cite error: The named reference Organisational was invoked but never defined (see the help page).
  4. ^ Cite error: The named reference Salin D 2010 was invoked but never defined (see the help page).

Peer review[edit]

Hi Heba, I think you have chosen a very challenging topic to do as the Wiki page is fairly well-designed. It has a straightforward summary, which could leave a good first impression on people who check the page. It also has a clear structure so that readers could go to the part they wish to dig into directly. However, there are some places that could be improved. For the Covid-19 part, the last author used two paragraphs to explain what wearing masks mean for Asian people, which I think is not relevant to the topic. For the usage part, I think you could make it more specific. Now it only contains a general idea of how the concept could be used, while you could apply it to different kinds of organizations or make it into several subsections. I hope my thoughts could help to build a more thorough page. — Preceding unsigned comment added by Ruhanh (talkcontribs) 16:36, 19 October 2021 (UTC)Reply[reply]