Session Long Project Paper

For the Session Long Project paper, I will be applying the concepts from the background materials to my own personal workplace experiences.
As the concept of “organizational culture” (Rao, 2010) is pondered by an education professional to measure the qualities of culture, the act of measuring is approached from a non-qualitative method that stems from personal observation and informal surveys of behavior. The data used as reference takes into account several scenarios: team meetings, informal conversations, formal communications (emails, announcements, and organization affiliations). The discourse begins with rating the cultural characteristics of a high school that I currently work at. During the discussion, definitions of “features of organizational culture” (Rao, 2010, p. 293) are applied in
145) occurring within an association of colleagues that cause a certain level of strife because strong cultures are resistant to change. To expand the view of, and the rationale for the low cultural characteristic scores previously mentioned, Baker’s views could be taken to imply that low scores have to do with the length of time it takes to develop and socialize new employees (2011, p. 145). The score in Team Oriented-4 and Outcome Oriented-5 has a hidden variable that decreases the organizational culture because of the high teacher turn-over rate. Baker does not expound on the varying lengths of strength, nor does he define them outside of minor descriptions, but one could use the existing opinion to support a disconnect between the principals and the teachers. Some the practical questions to bridge the gap would be the following: is management communicating the organizational needs effectively, are teachers being given enough time to improve, how much thought is being put into the hiring process, does management know which teacher personalities are a good fit for this