Organizational Culture The organizational culture is one of the most important features of a public organization. Values, norms, and rules infuse organizations with cultural traits and promote stability and persistence over time. These elements can strongly influence how employees feel about the jobs they do and the quality of the work they perform. Involving employees in developing and maintaining an organization’s core values will demonstrate how important employees are to those core values. Therefore, employee engagement becomes an integral part of managing organizational culture and change. In a groundbreaking study, Porumbescu, Park, and Oomsels (2013) explore how communication from supervisors influences subordinates’ trust in the supervisor and organization. They posit that interpersonal communication builds trust in public organizations. Building trust through effective communication also helps manage change in the public sector. Change can be incremental or discontinuous. Incremental change results from fine-tuning operations while discontinuous change results from a significant reconstruction of the organization’s work. Naturally, discontinuous change is more difficult and can disrupt the organization. Change can lead to feelings of stress and insecurity. And most likely, stakeholders can’t proceed until the discomfort is addressed. Therefore, leaders must include as many stakeholders in the change process as possible to make all more comfortable with the process. Be sure to review this week’s resources carefully. You are expected to apply the information from these resources when you prepare your assignments. References: Porumbescu, G., Park, J. & Oomsels, P. (2013). Building trust: Communication and subordinate trust in public organizations. Transylvanian Revicpxew of Administrative Sciences, 9(38), 158-179.
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