In the case study, there are several key issues with Greenvale Correctional Facility. One of the primary issues is the breakdown of communication and synergy between the employees and the management (Effective Communication and Employee Performance, 2019). This is a significant issue because some of the employees feel like they are being left out of the major activities of the prison, and this has made them feel not to be part of the organization. This is a crucial issue since considering the type of work they undertake, which is containing and managing convicts, there ought to be full trust between the employees and the management. One of the factors that have contributed to this breakdown is in the type of management, which entails a bureaucratic management system, and this is necessary considering the inherent risks in the process.
The other issue is that the employees have entirely lost faith in the management, thus meaning that the employees’ goals and missions do not align with those of the management nor the organization. This is showcased by the apparent presence of resistance to change, especially when the management is trying out new strategies via the formulation of new policies and procedures.
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The assessment process utilized in evaluating the case study is synonymous with that recommended by Kahn (2012). Kahn states that “...dysfunctional behaviors which continue to occur over time are maintained because they serve certain functions for those performing those behaviors” (2012, 226). Utilizing this perspective, one can be able to discern processes or strategies that seem dysfunctional, but are necessary since they serve a purpose. Therefore, in this case, when assessing the organization, it is apparent that there are processes that make the organization dysfunctional, but they are necessary because of the circumstance, i.e., management style. Ergo, the source of dysfunctionality is among the primary factors for consideration.
The assessment of different organizational cultures necessitates the utilization of different approaches because of the different manifestations and mechanisms of leadership, teamwork, and even communication. Consequently, because of the structure and control process in Greenvale, which is characterized by a hierarchical organizational culture (Tharp, 2009), the most immediate source of dysfunctionality is typically the style of management, thus the utilization of leadership as an assessment variable.
References
Effective Communication and Employee Performance. (2019). Retrieved 2 July 2020, from https://engageforsuccess.org/effective-communication
Kahn, W. A. (2012). The functions of dysfunction: Implications for organizational diagnosis and change. Consulting Psychology Journal: Practice and Research , 64 (3), 225.
Tharp, B. M. (2009). Four organizational culture types. Hawort Organizational Culture White Paper .
