what are your thoughts?? Organizational culture (OC) includes
what are your thoughts?? Organizational culture (OC) includes norms, systems, vision, assumptions, beliefs, philosophy, and values that hold together, and is expressed in its self-image, affects the way people and groups interact with each other, with clients, and future expectations. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction (Lluch, 2011). The major barriers resulting from organizational culture are communication barriers, employee resistance to change and management problems. In an organizational setting, cultural and language differences can hinder effective communication. Workers who are not fluent in the primary language used in the workplace may have difficulty expressing their needs or responding to requests from colleagues. Different cultures have developed their own language as a part of their heritage. People are comfortable communicating in their own language whereas have to work hard to learn new languages (Businesstopia in Communication, 2018). Communication barriers can make nurses leaders feel powerless because they cannot communicate their needs requirements and might as a result express difficulty giving commands and leading advocacy strategies for their staff as well as the patients. Also, an environment that where people cannot interact and relate with each other is prone to causing resistance to change. Most employees from different backgrounds who cannot interact with others to understand the need for change might be opposed to change, hence leading to a dysfunctional organizational culture.