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Introduction The seminar this week is critically exploring the concept of organisational culture. The paper is focusing on issues such as culture, importance of organsational culture, impact of culture on organisations and employees as well as change management. In this paper, I have touched upon on all the aspects related to workplace change and especially focused on issue of workplace conflict and how it could be mitigated through a good communication process. The paper would first and foremost discuss the issue of organisational culture and how it helps in shaping the views and values of an individual as well as group within an organisation.

In order to understand workplace conflict, it is important to focus on the aspects of organisational culture, as it plays an important role in creating or resolving conflict situations. Further, organisation culture also has impact on the organisation as well as the employees. The basic characteristic of an organisation is defined by its inherent culture, which is also reflected in the people working or associated with the organisation. Thus, the success of an organisation is largely dependent on the values and culture of the organisation that is translated to its people and client.

In order to initiate a change in the organisation, it is imperative to focus on the concept of change management. It should be noted that change management although being initiated internally also impacts the external environment of the organisation. As conflict situation may arise due to various organisational problems, it is important to resolve them by initiating change management. Conflicts in the workplace is inevitable, however, it can also be solved through effective and efficient communication process.

The paper therefore, would focus on how a good communication process may help in resolving conflict situations in an efficient manner. Organisational cultureOrganisational culture is a theory created by researchers to understand the values, attitudes, psychology, beliefs or even an experience of being in an organisation. In general view, it can be considered to be a shared values or norms of a group or individual within an organisation. Although it is not very concrete to explain or define, it can be defined as an observation or any powerful force that an organisation possesses.

It can be said to be consisting of the shared values, symbols, beliefs, or behaviors, culture route to an individual’s decision or action which can be at an unconscious level. With the result, it may affect company’s success or its consistent stability. Others define culture as glue that helps holding everyone together. While other consider it to be compass that gives direction. It mainly operates outside of our awareness; culture helps create a common ground for its members or people. It diminishes uncertainty by providing a language for translating issues and events.

It gives a sense of order that helps members achieve the expectation set. It gives avenue to contribute for unity and continuity. It also offers vision towards which a company should proceed. In terms of observation, culture is an apparent phenomenon that grows within an organisation, while the strategies and behavior can be supported or managed to gain the organisational goals (Jones 2003).

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