Ques 1.Describe how you think new employees Mississippi power “learn” the culture. Answer. Organizational culture has been described as the shared values, principles, traditions, and ways of doing things that influence the way organizational members act.In most organizations, these shared values and practices have evolved over time and determine, to a large extent, how things done in the organization. Our definition of culture implies three things, First culture is a perception. It’s not somethingthat can be physically touched or seen, but employees perceive it on the basis of what they experiencewithin the organization.Second, organizational culture is descriptive.It’s concerned with howmembers perceive the culture, not with whether they like it.Finally even though individuals mayhave different backgrounds or work at different organizational levels, they tend to describe the organization’s culture in similar terms.That’s the shared aspect of culture. Employees “learn” an organization’s culture in a number of ways. The most common are stories,rituals, material symbols and language Stories Organizational ‘stories’ typically contain a narrative of significant events or people, including such things as the organization’s founders, rule breaking and reactions to past mistakes Rituals The “Passing of the Pillars” is an important ritual at Boston Scientific facility near Minneapolis. When someone has a challenging assignment, they’re “awarded” a 2-foot-high plaster –of-pillar to show that they’ve got support from all their colleagues .Corporate rituals are repetitive sequences of activities that express and reinforce the important values and goals of the organization.At Aditya Birla, an Indian multinational company, there are three high profile awards that are given by the company to recognize individual contributors every year, awards for superior teamwork, awards for internationally benchmarked outstanding achievement and a monetary award for performance recognition in delivering excellence.The awards are presented by the Chairman in a very extravagant award ceremony.It conveys to the company’s employees that delivering excellent performance is important. Material Symbols When you walk into different businesses, do you get a feel for what type of work environment it is- formal, casual, fun, serious and so forth?These reactions demonstrate the power of material symbols or artefacts in creating an organisation’s personality. Material symbols convey to employees who is important and the kinds of behaviour (for example, risk taking, conservative, and authoritarian, participative, individualistic) that are expected and appropriate. Language Many organisations and units within organizations use language as a way to identify and unite members of a culture.By learning this language, members attest to their acceptance of the culture and their willingness to help preserve it. The Mississippi power employees “learn” the Organizational culture by two ways which we are mentioning below: MATERIAL SYMBOLS In Mississippi power one key elements is the company’s can do organizational culture, which is evidenced by important values inscribed on employees’ IDENTIFICATION TAGS “unquestionable trust” Superior performance, total commitment.”Because the values were visible daily, employees knew their importance. STORIES The employees at Mississippi power worked in difficult and demanding situation in the wake of hurricane Katrina. For their dedicated and devoted work during the situation the Mississippi power was honoured with an “emergency response award” by the Edison electric institute in January 2006 it’s an award that all the company’s -employees are proud of. During such situations do stories of various employees and the culture of the company come forward and new employees can learn from these stories the real culture of the company. Ques 2. What stake holder might be important to Mississippi power? What concern might each of these stake holders have? Would these stake holders change if there was a disaster to which the company had to respond? Answer.Stakehol ders:Stakeholders are any constituencies in an organization’s environment that are affected by the organization’s decisions and actions.These groups have a stake in or are significantly influenced by what the organization does.In turn, these groups can influence the organization. The idea that organisations have stakeholders is now widely accepted by both management academics and practising managers. Stakeholders include both internal and external groups. As both can effect what an organization does and how it operates. Managers care about stakeholder’s relationship for one thing; doing so can lead to desirable organizational outcomes, such as improved predictability of environmental changes, more successful innovations greater degree of trust among stakeholders and greater organizational performance. As a provider of one of the most important services, almost all stakeholders are important to the Mississippi power company such as (employees, customers, trade and industry associations,governments, shareholders) As for the concerns that each stakeholder might have Employees: Employees are their main concern is to restore the power network as soon as possible. They might also be concerns that their efforts should be encourage and reward must be given to boost their motivation level. Customers: their concern will be about being reconnected with power Governments: Government can also be stakeholder as government can earn tax revenue from company and it’s also the responsibility of government to provide electricity to citizen of state. Shareholders: Shareholders are also key stakeholder in company as they have invested in company. They mainly concerns with the profitability of company. In case of a disaster, stakeholders will not change; however, the company’s priorities will change, in our case, restoring the power network; i.e., employees are the most important stakeholders Quest 3. What could other organization learn from Mississippi power about the importance of organization culture? Ans: The other organizationcan understand the company’s decentralized decision making approach to contribute to the way in which employees were able to accomplish what they did.The old approach were responding to a disaster with top down decision making being push further down to the electrical substation level, a distribution point that serves some 5,000 people. This structure made things happen faster then the expected people were getting more done.”At the endall employees if Mississippi power worked in difficult treacherous and often dangerous situations did what they had to do they got the job done the reorganisation of the company’s outstanding efforts to restore power in the wakeof hurican Katrina Mississippipower was honoured with an “emergency response award” by the Edison electric institute in January 2006 its an award that all the company’s employees can be proud of. Other organization could learn from the Mississippi power company their values, principles, and traditions and how they influence their employees and allow them to take risks and innovate in order to complete their tasks. Other organizations could also learn that in strong and dynamic cultures almost all goals could beachieved through delegation of authority, decentralization, motivation of employees. And after all,rewarding and recognizing successful employees, also conveying the company’s culture to newemployees