Leadership And Organization Behavior ( Essay

1829 words - 8 pages

INTRODUCTION
The State College, is a publicly funded institution established under the Dominica State College Act (2002) to provide tertiary level training and programmes in agriculture, arts and sciences, health and environmental science, teacher education, technical and technological training, tourism and hospitality, business, ecological and maritime studies, and adult and continuing education. As a national institution, benefiting from public funding, the College is dedicated to expanding and enriching educational opportunities for all citizens to enhance the overall development of the nation. The Dominica State College programmes of study lead to certificates, associate degrees and ...view middle of the document...

While workers have interest in personal power, their actions are negative to what is in the best interest of the company.
This type of culture is affirmed by the manifested low score in the perfectionist culture which shows how persistent and hard works are valued at the institution. The workers are not interested in setting high goals instead have a nonchalant approach towards work; the end-result is low productivity. Though the workers promote the culture of task/security behavior, there is a passive culture towards promoting development. This may be attributed to poor work communication between administrators and employees.

The management definitely fails to encourage desirable cultures such Self-Actualizing culture which characterizes organizations that value creativity, quality over quantity, and both task accomplishment and individual growth. Members are encouraged to gain enjoyment from their work, develop themselves, and take on new and interesting activities.
What I have observed over the years is that workers at the named institution seem to have a low morale. This results in poor student morale emanating from deprived to sub-standard teaching and high class-room absenteems by some Lecturers.

There may also be Lecturers who feel the “blues” in the system for failure to secure one of the many government scholarships to do at least a Masters degree. There are even those who have not been afforded a Bachelors degree. Consequently this may explain the reasons behind the concluded cultures.

TARGETS FOR CULTURAL CHANGE
TARGETS FOR CULTURAL CHANGE GRID
OCI Norms Ideal
Score Your Current
Score Gap*
Achievement
78% 2 -76
Self Actualizing 82% 6 -76
Humanistic 85% 25 -60
Affiliative 71% 14 -57

Approval
27% 32 5
Conventional 18% 9 -9
Dependent 24% 13 -11
Avoidance 27% 72 45

Oppositional
45% 69 24
Power 30% 52 22
Competitive 42% 50 8
Perfectionistic 25% 1 -24
*NOTE: For Constructive styles the gap is zero (0) when the current score is greater than the ideal score. For Passive/Defensive and Aggressive/Defensive styles, the gap is zero (0) when the current score is less than the ideal score.
Achievement and self actualizing cultures (constructive style) have the highest gap. This is a significant gap (-76), a great disparity between my company score and that of an ideal score.
The second highest gap outside Constructive style is the perfectionist culture which amounts to minus 24 points; this can be considered to be a moderate disparity.

There appears to be a marked low morale among staff such that they are not working at an optimal level hence causing a significantly low constructive style culture. The leadership of the organization definitely needs to improve morale of its staff by providing achievement rewards such as scholarships. This should lead to behavior changes such as getting to work early, showing more enthusiasm in work and working towards higher goals. There is also the need for better...

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