Introduction
It is essential to emphasize that organizational culture is a set of attitudes, norms of behavior, and value orientations that are shared by all employees of the organization. The organizational culture displays the image of the organization, its social and psychological climate, customs, values, rituals, traditions, distinctive signs, corporate clothing, awards, and more. At the same time, there is often a change in the basic principles of organizational culture when leadership and staff are. Thus, it is essential to determine how the change in leadership in the fire department has affected the shift in organizational culture, specifically innovation, employee productivity, and improved organizational effectiveness.
Impacts on Innovations
The new fire department management has made changes in the organization’s and staff’s facilitation of innovation. Thus, leaders began to create and develop a culture of creativity in the organization that allows employees to tap into their innovative natural. Simultaneously, it enhances the organization’s ability to respond to challenges and opportunities in ways not previously applied. Consequently, an innovation was introduced whereby every week, the employees of the department would gather and discuss challenging cases in tasks and share their experiences. Accordingly, this allowed the exchange of essential information and created a friendly atmosphere in the team. As a consequence, a tradition emerged within the department that encouraged individual firefighters to take risks and demonstrate initiative.
Influences on Employee Productivity and Efficiency
Meanwhile, productivity depends on the individual, and all workers are now seen as generators of ideas and a source of effective innovation. Correspondingly, the change in the approach to the organizational culture by the new management was also based on the enhancement of the motivation and training system. Consequently, employees had the opportunity to improve their professional skills through courses continuously. In addition, the new management changed the motivation system, which was based on financial incentives for the most productive employees. Thus, every month, the administration evaluates the performance of firefighters for their assistance to others and colleagues. Consequently, according to performance, the best three individuals receive a bonus to their salaries. Therefore, all employees are trying to accomplish a quality job, care for people on emergency calls, and establish relationships in the team. As a consequence, it significantly affects their productivity and the effectiveness of the organization.
Moreover, the new administration ensures that the organization is more effective through enhanced teamwork. This is because firefighters usually work in teams and their actions need to be understood and coordinated. Accordingly, changes in organizational culture are aimed at increasing the factors and levels of team cohesion of the organization. Hence, values and norms of organizational culture are brought to the attention of employees in order to develop a team of like-minded, results-oriented people. As a consequence, all the actions taken by the new management increase the productivity and efficiency of the organization.
Conclusion
Therefore, the new fire department leadership and administration have used the organizational culture to build a powerful and experienced team. They have proposed innovations to improve the knowledge and skills of the staff through the exchange of experience among them. In addition, employee productivity was improved through a new motivation system and additional training opportunities. As a result, the measures taken have allowed the new administration to improve the overall teamwork of firefighters, which is essential for the profession. Thus, it has increased the general efficiency of the fire department. Hence, organizational culture and change are significant components of organizational success.