GROUP 1 OB COURSEWORK

YEAR ONE SEMESTER 2

BY MADAM LILIAN

GROUP MEMBERS

NAKIBUUKA IMMACULATE 2021-B022-33291

NAGAYI BETTY 2021-B022-33441

NAKANYIKE HELLEN MARY 2021-B022-33290

KOMUGISHA SYLIVIA 2021-B022-32863

KIIZA BRIGHT 2021-B022-33126

NANDAGO CATHERINE 2021-B022-32365

QUESTION 1 OBJECTIVE QUESTION

A) d
B) c
C) c
D) b
E) d
F) c
G) d
H) b

QUESTION TWO
 a) Organisation culture refers to a system of shared beliefs and attitudes that develop
with in an organisation and guide the behaviour of its members. It defines the proper
way to behave within an organisation.
Joanne Martin defines culture in an organisation “As individuals come into contact
with organizations, they come into contact with dress norms … the organisation’s
formal rules and procedures, its formal codes of behaviour rituals … And so on.
These elements are some of the manifestations of organisational culture”.
This culture consists of shared beliefs and values established leaders and then
communicated and reinforced through various methods, ultimately shaping employee
perceptions, behaviors and understanding.

Management can create an ethical culture among its employees through the following ways:

Integrate core values into the day-to-day; without core values, it’s nearly
impossible to create an ethical workplace culture. Core values educate employees about where
the organisation is going and communicate what’s the most important to the organisation. This
creates a sense of clarity, honesty and trust worthy and they should be reflected in the interview.
For example in the interview, all workers should be emphasized never to say things that are not
true about their fellows and should admit their actions, even if they are to get them into trouble.

Lead by example. For an organisation to create a code of ethics, it requires the

involvement of the top managers because it begins at the top. Employees will consider the
behaviour of their lead which will determine their behaviour to. For example if the leader is
corrupt, all workers will consider corruption as a virtual in an organisation and they will also do
the same. And if the leader is honesty even workers will try to create a honesty atmosphere in the
organisation.

Allow employees to report unethical behaviour. This can be achieved through

creating a safe, open space for communication to make employees feel safe to bring out their
concern. In organizations employees get hard time to report their leaders for their unethical
behaviour. For example, if the manager uses abusive language, employees have a safe place to
raise their concern without affecting them.
 Reward good behavior. Another way to motivate employees in the work place is
rewarding and to acknowledge good behavior. For example, an organisation can decide on ways
of rewarding employees like at the end of the week an employee with good behaviour a given the
rest of the day off from Friday afternoon and the one with bad behavior punished.

Promote teamwork. Ensure your employees understand the importance of

collaboration. Do this by communicating the importance of teamwork to your current employees
and having hiring managers address it during the hiring process.

In conclusion therefore, an organisation can create an ethical culture among its

employees through a number of ways like reinforcing the message, rewarding employees with
good behaviour, to mention but a few.

b) The dimensions of organisational culture include the following;

People- oriented, this refers to the degree of value and respect to the people
working for an organisation. It is the extent to which the management consider the
impact of the decisions made and consequences of these decisions to the people in an
organisation. If you work for a people oriented organisation, you can expect the
company to care about you. For example, if workers in Uganda Martyrs University
are given special care and the organisation respond to their concern respectively,
worker are assured of doing what’s best for the organisation.
Outcome-oriented. This is all about the results. This is the degree to which an
organisation management is oriented towards the outcomes instead of strategies and
process employed to achieve the outcome. For example, Uganda Martyrs University
can decide to reward each and every student or employee for the number of student
he or she has convinced to join the university. This will motivate students to look for
more students.
Detail oriented. This is all about meticulous attention to details with in an
organisation. This is the degree to which employees are expected to exhibit precision,
analysis and attention to details. For example, employees at Uganda Martyrs
University are dedicated to providing customers with exactly the services they prefer,
and keep records of each student who applies for a vacancy of which workers must
keep an eye for details.
Innovation. The degree to which employees are encouraged to be innovation
and risk taking. Companies that encourage innovation will encourage their people to
be brave and take risks. This will empower people and inspire them to think
creatively. Companies who do not value innovation will have set guidelines and
practices that must be adhered to.
Teamwork. The degree to which work activities are organised around teams
rather than individuals. Team work emphasizes cooperation and collaboration.
Employees who like to collaborate with other team members do well in team oriented
companies. For example, here at Uganda martyrs university activities like cleaning,
cooking and teaching as well should be done in groups for group members to support
others group members. This creates strong, solid relationships within working groups.
Stability. The degree to which organisational activities emphasizes
maintaining the status quo in contrast to growth or change. A company that
encourages stability will be administrative and rule oriented. They will focus more on
producing and maintaining their output and process rather than growth. For example,
Uganda Martyrs University focuses on releasing students of good grades and having
practical knowledge of what they studied, well disciplined and God fearing not its
expansion.
Aggressiveness. The degree to which people are aggressive and competitive
rather than easy going and cooperative. Companies with an aggressive organisational
culture will strive to outperform their competitors at all costs. Companies who oppose
this will focus on their own performance more than their competitors. Uganda
Martyrs University should not only focus on it performance but also its competitor
and this completion should begin within workers competing for quality output.
In conclusion therefore, having these seven dimensions with in an
organizations well understood and frequently used will allow members of an
organisation to be much more attentive to how their work and learning environment
can be more ethically focused.
 REFERENCES
The culture dimensions of global business - Gary Ferraro, Elizabeth K.
(2015)
How to create a work place where people like work by Randy Crieser, et al
Organisation culture and leadership by Schein, Peter A