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Geo Group Mission Statement

719 Words3 Pages

An organization’s culture includes the values, beliefs, attitudes, and behaviors (VABEs) that employees share and use on a daily basis. The culture of the organization explains how employees characterize their work environment, their understanding of the business, and how they see their roles within the organization. Organizational culture is the result of the collision between management’s organizational design decisions and the people who work in them. (J. G. Clawson, 2012, p. 300) Beginning to understand what the organizational culture is helps further the overall performance of the organization itself.
The organization that I will be discussing in this paper is the company that my husband works for, GEO Group. GEO provides complementary, …show more content…

While they proudly display what their values are on their website, they haven’t been translated to behaviors that are expected of the employees. Communication within GEO group is very one-sided, the employees are often talked at and not to. There is a lack of clarity about how to manage the workload and this hesitation causes fear and uncertainty. “Explosions” from management occur frequently. These negative outbursts often raise fear in the employees and cause them to doubt voicing their opinions. The motivational practices that are used for the employees at GEO group are all fear based, they are reminded constantly that “everyone is replaceable.” Is there a way to change this fear based organizational culture? In this next section, I will discuss interventions that I would use to change the corporate culture to support new …show more content…

A strategy is a choice about the broad approach an organization is going to take toward executing its mission statement and, in so doing, develop a competitive advantage (J. G. Clawson, 2012 p. 111). Making sure that your mission, vision, and values are in alignment is crucial to having a positive organizational culture.
Once the culture is aligned with its strategy, it is important for the culture to have a visible framework. For the cultural change to work it must be a priority for the top leaders as well as the lower-level employees. While waiting for the long-term goals of change to unfold, it is important to also set short-term goals to foster a sense of accomplishment and motivation. Setting and meeting these short-term goals will help push the organization to long-term change.
I believe one of the most important steps in changing the corporate culture is letting the employees be heard. There are often times large discrepancies between upper management and lower-level employees, that is unrealistic to think that they are on the same page. It is crucial to sit down with employees and ask what they would change or what they feel like is holding them back. This helps employees feel like they serve an influential purpose within the organization and it also gives insight into what’s happening at the entry

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