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Ethics and Organizational Culture: Can Employees be Excluded

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You have a manager's meeting approaching, and you need to be prepared to discuss the selected topics.

The following statement has been brought to the attention the management team:

Healthcare organizations should get rid of employees that do not match their organizational culture.
Address the following:

Explain your position on the statement.
Include at least 2 reasons to back up your position.
Discuss any potential legal or ethical issues that might be encountered if this type of policy is implemented.
Based on your position, what issues might you run into in your meeting?

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The statement seems harsh at first glance, however, consider it for a minute from a different perspective. Have you ever played on a team where everyone had a different idea of how the team should be managed or each player was playing with solely their own interests in mind? Or to rely on an old adage it is like trying to paddle a boat down a river with everyone paddling a different direction. Running a business- any sort of business- is difficult. Having people that match the organizational culture means there is one less roadblock for success. In addition, each person reflects the organization. Customers rely on a certain expectation when they visit an organization based on the people ...

Solution Summary

This detailed solution discusses whether or not healthcare organizations should get rid of employees that do not match their organizational culture. The solution is explained, includes back up reasons, and visits the ethical and legal issues that might be encountered. It includes examples and links.

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Organizational Culture Report

Organizational Culture Report

Write a 14-16 page (excluding charts, graphs) paper that diagnoses an organization's culture and then present a plan to change it to a culture that is more conducive to that of a learning organization.

The formal paper should include the following sections, which should be headings within the paper (with a Table of Contents):

I) Brief history and background of the organization or organizational subunit to be examined with a mission statement included.
II) Assessment of the current organizational culture with specific linkage to Schein's (including cultural levels), Cameron & Quinn's, and Senge's disc
III) Emphasis of the learning organization: Make the case for why an organizational cultural change is necessary or needs to be reinforced and what organizational aspects need development for the organization or organizational sub-unit to become a (stronger) "learning organization"
IV) Change or reinforcement plan: Given your assessment of the current organizational culture and the need for organizational cultural change or reinforcement, develop a plan to develop the culture to a "desired, attainable, and maintainable state." This should include: Max 6
(A) vision statement of the organization as a learning organization culture: what it needs to be like and why it needs to like that
(B) a "gap analysis" to determine which components need to be changed or reinforced and in what ways
(C) a plan to change or reinforce the organizational culture to that of a "learning organization" that includes methods, strategies, and timeline to make the changes needed.
(D) actions necessary within the organization to support, embed, and maintain the organizational learning cultural strategy. This should reflect linkage to the theories and models you present above.
(V) define how you will evaluate the success of your organizational culture development plan: include indices/metrics/criteria that you would use to measure its impact on the organizational culture.

This report should include a thorough analysis of the organization using the Cameron & Quinn model and Senge's five disciplines.

You are to develop a powerpoint presentation that summarizes the highlights of your report. This presentation should be no more than 12 slides presenting highlights of your report.

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