Organisational Culture of Aetna Inc for Growth-myassignmenthelp

Question: Discuss about theOrganisational Culture of Aetna Incfor Growth. Answer: Levels of Organisational Culture Organisational Culture refers to an amalgamation of external and internal policy that are transferred to new members so that they would be able to think and feel in such a manner that would lead to the overall growth of the organization. Values and customs that are shared comprise the organizational culture. The level of organizational culture that is frequently talked about in this assignment involves that of the role of information and communication technology. (Babnik et al.,2014). This will provide high quality solutions that will help in meeting the demands of targeted consumers. Values Values integrated within the organization help to improve the organizational culture and contribute to the development of the company. The desired set of values that an organization mentions that it believes in are termed as espoused values. Enacted values represent the reality and they comprise of the set of values valued by the organization (Bourne Jenkins, 2013). Principles of leading along with communication led the Aetna Inc Core to create values. The espoused set of values of Aetna Inc. is integrity, superior service, high quality health care, employee surveys, employee engagement, biannual performance reviews and investing in technology. Functions of Organisational Culture A strong culture prevailing in the organizational culture will ensure that there is lesser need for detailed rules. Organisational culture will help in understanding messages (Shockley, 2014). The necessity to communicate will be much less when there are shared assumptions. Strong culture will pave the path for strong identification (Gunkel et al.,2015). The shared assumptions will help in building perceptions. It will provide a very strong ground for the justification of behavior. It may also curb the growth of an individual (Williams, Perillo Brown, 2015). Organisational Performance Aetna Inc. values the needs of different communities and building trust among the employees helps to a great extent in augmenting the organizational performance. The Fit and Adaptation perspective refers to the communication between employees of problem as well as solution by bridging the gap between diverse communities within the organizational culture. (Austin Pinkleton, 2015). The participation of the employees will prove to be an effective tool that can be brought about by the help of leaders who would help in performance management. TomaÃ… ¾evi?, Seljak Aristovnik, 2016). The role of the leader in shaping and reinforcing culture The role of the leader is paramount in shaping culture. A strong leader will ensure effective communication with employees, manage change effectively and promote loyalty among employees in order to build a strong culture (Daft, 2014). Managing Culture I believe that culture can be managed. The need of values is of crucial importance in managing culture and focus should be laid the requirements of the customer. The employees should be given importance and articulated values like quality and value should be promoted among the organizational culture (Janda, 2014) References: Austin, E. W., Pinkleton, B. E. (2015).Strategic public relations management: Planning and managing effective communication campaigns(Vol. 10). Routledge. Babnik, K., Breznik, K., Dermol, V., Trunk irca, N. (2014). The mission statement: organisational culture perspective.Industrial Management Data Systems,114(4), 612-627. Bourne, H., Jenkins, M. (2013). Organizational values: A dynamic perspective.Organization Studies,34(4), 495-514. Daft, R. L. (2014).The leadership experience. Cengage Learning. Gunkel, M., Schlaegel, C., Rossteutscher, T., Wolff, B. (2015). The human aspect of cross-border acquisition outcomes: The role of management practices, employee emotions, and national culture.International Business Review,24(3), 394-408. Janda, K. B. (2014). Building communities and social potential: between and beyond organizations and individuals in commercial properties.Energy Policy,67, 48-55. Shockley-Zalabak, P. (2014).Fundamentals of organizational communication. Pearson. TomaÃ… ¾evi?, N., Seljak, J., Aristovnik, A. (2016). The interaction between occupational values and job satisfaction in an authoritative public administration organisation.Total Quality Management Business Excellence, 1-16. Williams, B., Perillo, S., Brown, T. (2015). What are the factors of organisational culture in health care settings that act as barriers to the implementation of evidence-based practice? A scoping review.Nurse education today,35(2), e34-e41.