Visible Artifacts and Organizational Culture in a Dental Clinic

Introduction

One way to explore organizational culture is by assessing its visible artifacts (VAs). For the present report, I accompanied my friend to a dental clinic. I had never been to the institution before and had no information about it. While my friend was receiving the services, I had an opportunity to sit in the waiting area and observe the employees. VAs of the establishment suggest that the culture promotes focus on work and is not very formal.

List of Visible Artifacts

1. The organization is located in a one-story building that seems in good condition but does not look new.
2. The interior does not have bright colors or many design elements. There is a wall clock and a few medical posters about teeth.
3. The receptionist greets all incoming clients and follows some script when answering the phone and making appointments.
4. The employees talk to one another moderately quietly but rushedly.
5. The staff members talk about clients who are being late, but the discussion is not in a mean way.
6. The workers who are occupied with patients do not go to lunch. Neither does the receptionist if there is someone in the waiting area.
7. An employee walks the clients to the receptionist’s desk and explains some information.
8. The staff members wear medical clothes, but it does not look like they have a specific uniform.

Analysis of Visual Artifacts in Terms of Organizational Culture

Different categories of VAs can be examined to understand an organization’s culture. The first type of VAs is stories and legends of a company. Such elements present information about the founders and history of a firm (McShane & Von Glinow, 2022). In the observed organization, no illustrations of the clinic’s past were detected. Distinct components of culture can be presented as parts of an iceberg.

VAs are located above the water’s surface, making them easier to view. However, legends and stories are the VAs closer to the water (McShane & Von Glinow, 2022). Therefore, perhaps these elements exist in the assessed company but are not shown to many people. One aspect of the clinic’s culture is that it does not share information about its past.

The next VA category that portrays culture is organizational language. Such a component concentrates on how staff members speak to one another and express emotions, how employees describe clients, and how personnel greet people (McShane & Von Glinow, 2022). Points three, four, and five from the above list are examples of the discussed VA type. The former element may show that the clinic tries to be customer-centered and potentially trains the receptionist to be welcoming. Observation four may suggest that the company values efficient communication that does not disturb others.

The final of the three components may indicate that the firm allows an open exchange of information. The employees were not criticizing clients and only stated that some were late for their appointments. Therefore, it seems that the personnel believe that they should be welcoming and productive and can speak freely but should not bother people.

Other categories of VAs that depict culture are rituals and ceremonies. Such aspects concern daily routines and planned events involving an audience. For instance, how people interact, how much time is spent on lunch, or how workers are rewarded or punished (McShane & Von Glinow, 2022).

Points three, six, and seven from the list reflect this kind of VA. The former component suggests that the clinic provides the receptionist with a script for talking with clients daily. Item six may indicate that the personnel prioritize patients over their meal times. The seventh observation may mean that the organization has trained its employees to be attentive to customers. Overall, it appears the firm encourages its workers to focus on clients.

The final VA category illustrating culture is physical structures and symbols. Such components concentrate on buildings in which organizations are located and their internal aspects. Points one, two, and eight from the list demonstrate this type of VAs (McShane & Von Glinow, 2022). The first element may indicate that the clinic values privacy because it does not share space with other companies. Item number one may also imply that the organization is somewhat informal.

For example, if the firm were in some business building, there may be more restrictions. The second observation suggests that the clinic wishes its employees to focus on work and not be distracted. The last point indicates that a medical dress code unites the personnel. At the same time, the staff members can maintain their individuality. It seems that the clinic focuses on professionalism and liberty.

Conclusion

To conclude, the observed dental clinic’s VAs demonstrate that its culture is moderately informal and focused on work. First, the company seems to value open and efficient communication and privacy. Second, the staff members appear to believe they should be welcoming, attentive to clients, productive, and respectful. Third, the attitudes in the company seem somewhat liberal but oriented toward patients. Therefore, organizational culture in the dental clinic unites the employees through work and informality.

Reference

McShane, S., & Von Glinow, M. A. (2022). M: Organizational behavior (5^th ed.). McGraw Hill.