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School Fundraiser: Managing Organizational Culture
An organization's organizational culture is defined by the top level management specifically the school fundraiser and its group of directors if there are any. It should be carefully managed so to have consistency and that the organization's credibility will not be questioned.
There are different ways a school fundraiser can do to have the organization's culture be well managed. First and very importantly is for the leaders of the organization to post as good leaders and role models. When people see good leaders, everything and everyone follows. The organization's leaders should be the teachers of good conduct and character. It is whom the members follow. If the leader is always late going to work, then as expected, the members also go late to work because they thought it is acceptable and not punishable to go to office late since even their boss is late. Another would be, if the leader started wearing slippers during office hours then tendencies are, the members will follow and wear slippers at work. Cultures are usually born from the leaders. Also, they should not only post as leaders but as well as obedient followers. Dominance is not leadership and position is not leadership. It would be better if in an organization, has a reciprocated form of learning. That is, the leader learns from the members and vice versa. The leaders are the shapers of the organization's culture, so being able to control the organization should not be abused. It should be utilized as a way of building a strong and founded organization. As the one in control, the leader's main goal and center of attention creates the organization's goals, objectives, and culture. For example, in terms of company crisis, how the leader solves or handles the problem becomes the culture of the organization; if the leader looks into the bigger picture first or the smaller details. It is the leaders way of handling things that becomes the culture of the organization as each member will adapt to these arrangement especially on responding to the leader's questions or emergency calls, or even on what to attend to first when the leader asks about certain incidents in the company. Even the organization's policies and procedures have been an effect of the leader's representation of his/her own organizational culture. For example, in terms of employment, it is the leader's discretion on the ways and procedures of hiring an employee in the organization. There is no formal and an exactly identical employment procedure involving two or more organizations. The selection, screening and training stages of the organization is adapted as to the wants and specific needs of the company, and it differs from other organization. Even the events and the ceremonial activities in the organization are unique from others.
Since each and every organization's culture is different, not everyone likes or approves to all these different cultures. So it is normal that some people come and go in organizations, as everyone tries to find the culture they find comfortable to stay with.
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An organization's organizational culture is defined by the top level management specifically the school fundraiser and its group of directors if there are any. It should be carefully managed so to have consistency and that the organization's credibility will not be questioned.
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