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The culture can be described as cumulative knowledge which is a structure or belief system,
attitudes, and behavioural standards that become recognized as basic assumptions and eventually fade from view (Schein, 2017, p. 6)
Organizational culture is the common beliefs, values and perception shared by the people in an organization (Robbins Stephen P, Coulter M: Management. 2005, Pearson Prentice Hall, 8). Organisational culture represents the values, beliefs, and behavioural standards that employees hold in an organisation. It can impact the attitudes and conduct of the workforce as these are the situations the employee’s encounter. (Scott-Findlay Shannon, Estabrooks Carole A: Mapping the organizational culture research in nursing. In: A literature review. Journal of Advanced Nursing. 2006, 56 (5): 498-513. 10.1111/j.1365-2648.2006.04044.x. ). In order to minimize the internal conflicts in an organization, the culture of that organizations needs to be understood. ( Watson Bill, Clarke Charlotte, Swallow Vera, Forster Stewart: Exploratory factor analysis of the research and development culture index among qualified nurses. Journal of Clinical Nursing. 2005, 14: 1042-1047. 10.1111/j.1365-2702.2005.01214.x.)
Organizational culture is an important component of every business, and numerous
research have been needed to examine and determine its" link with organisational success and sustainability. It has always been thought to have a significant impact and significance on a wide range of organisational processes, personnel, and performance, as well as a key component in unifying distinct company cultures within the corporate group. structure(https://www.researchgate.net/publication/356105838_Organizational_Culture_a nd_Organizational_Performance_A_Review_of_Literature).
There is a diverse process of globalisation is ongoing and social work must face these new waves of changes and challenges. The ability to cope with these redefined situations will be vital for social workers. The introduction of new regions, new social problems and the impact of new viruses like SARS, Covid-19 put social workers in a challenging position where they must find new ways to comprehend these challenges. ( https://ehs.siu.edu/socialwork/_common/documents/articles/ahmadi.pdf - see the first line of the article where the citation is given)
In a postal survey of 179 social workers in the United Kingdom, Dominelli (2001) discovered that social workers had poor understanding of the broader structural implications of globalisation on social work profession at the local level. The positive outcome of the globolisation in social work is that the social workers can work with different cultural people which help them gain better understanding and enhance their skill on treating people from different cultures (https://scholarworks.wmich.edu/cgi/viewcontent.cgi? article=3253&context=jssw).
There are few social work theories and approaches to address the organizational issues. To cope with the globalization in social work, two approaches in the social have played an important role. Modernism and postmodernism help us understand how perspective of social work has changed within certain period of time. Previous organizations used to practice modernism approach some which are still followed in the social work profession. But with the globalisation drastic change has occurred in all the workplaces which led to the introduction of postmodernism approach where the perception is to acknowledge multiple interpretation. As in today’s generation, culture is expressed through the language we speak, postmodernism help us to understand the in-depth meaning of our communication. This approach guides us to understand the values and beliefs behind one’s expression rather than making assumptions about it. It also inspires the implication of multidimensional approaches, diversity and valuing unforeseeable events which helps the social workers to face new challenges and changes. They would categorize a person’s reaction or expressions as subjective.
Now for the other approaches like psychoanalytic approach and critical approach, they would help us better understand some of recent situations. When communicating with someone, we need to validate one’s unconscious feelings and behavior. This creates a vast field of emotions and thoughts. As described by Payne (2014) “our mind consists of small area of conscious awareness and much larger area of unconscious mental activity”.
The critical theory is a social structured theory which helps us distinguish between advantaged and disadvantaged. It helps the social workers to make their behavior and beliefs explicit even if they are having trouble accepting it or supporting it. They can practice the way of giving and internalisation. (https://ebookcentral-proquest-com.ezproxy.flinders.edu.au/lib/flinders/reader.action? docID=6512679&ppg=8).
In research done in La Trobe University Melbourne, the researchers found out that their exploratory study shows the first extensive review of globalisation and social work in Australia, reveals that a small sample of Australian social workers are acutely aware of the globalisation process and its impact on their clients. These professionals also believe that globalisation is relevant to their profession and that social work has a responsibility to address global concerns. On the other end of the globalisation spectrum, our sample contained a significantly smaller group, little over 10%, who are less eager or enthusiastic about globalization's relevance and impact. They are not opposed to globalisation, but they are less inclined to believe that the connections between local and global issues are immediately discernible. (https://scholarworks.wmich.edu/cgi/viewcontent.cgi? article=3253&context=jssw). I believe globalisation is changing the way social work profession was conducting in the past and it will keep having great influence on the social work culture and workplace. It is very important to cope with these changes and use appropriate approaches and theories to address the issues that arises.
Reference: Schein, Edgar H., and Schein, Peter. Organizational Culture and Leadership. Fifth ed. Hoboken, New Jersey: Wiley, 2017. Web.
