Organizational Insensitivity

Organizational Insensitivity - Discriminatory Worldviews Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Manifestations of cultures in organizations include formal practices such as pay levels, structure of chain of command, job descriptions, and other written policies. Furthermore, aspects of organizations include formal and informal structure, organizational culture, leadership, human resource systems, and organizational climates that may contribute to or diminish discrimination. The relationship between these organizational-level procedures and actual levels of discrimination is facilitated by individual understandings and interpersonal behaviors. Subsequently, changing an organizational culture is one of the most difficult leadership challenges. That’s because an organization’s culture includes an interlocking set of goals, roles, procedures, values, communications practices, attitudes and assumptions.[i] Many of the fail points within the organization could be traced directly back to its socialization process. The socialization process is the process by which an organization brings new employees into its culture. An organizational culture is usually passed on from one existing employee of the organization to the new recruit transmitting social skills and knowledge needed to properly function within the organization. Organizational cultures to a great extend influences the behavior of the employees in the work place. Whether an organization has established procedures and regulation against discrimination it all boils down to the influential individual within the agency. Culture particularly within an organization context has a varying degree of validity. Rice refers to cultural competency with the following attributes: cultural appropriateness, cultural