Ethics

Different organisations have their own distinct cultural structure and processes that shape the way it achieves its specific purpose and objective. By carefully understanding these strategies, careful utilisation of necessary skills are pointed out and facilitated towards its members. Similarly, careful analysis of culture also brings about careful comprehension of areas surrounding group development and cultivating effective learning experiences among members.

With these, my placement experience in two different organisations highlight the interplay of cultural facets and the values of motivation and learning. Here, it seeks to point out their corresponding differences in terms of cultural structure and overall purpose of its actions. It is through such immersion that I came to realize the values shaping these organisations and the diverging roads each one takes in order to achieve its purpose and goals.

Placement Experience
Reflecting on my previous placement, it can be seen that the organisation sought to reach out towards the needs of youths to middle adults. Here, the programmes targets individuals 14 to 30 years of age and offers different instruments wherein they can expand and develop new strategies related to enhancement, education, and whatever support is necessary to keep these children responsive towards the current environment.

To achieve its objectives, the organisation seeks to raise new funds to sustain programmes. Likewise, developmental grants are also created to ensure that fair and adequate means are adherent to the needs of the community. Furthermore, new directives are created for students to induce motivation and willingness to participate in classroom discussions and help them become valuable citizens and professionals in the future. All these then open up opportunities to individuals who have been subjected to discrimination, unemployed, and those who deserve a second chance.

Analyzing this organisations cultural structure, I have experienced that it corresponds to something more civil and relatively informal. The members are divided into groups wherein a specific programme and project is handled accordingly. Seeing this, the actions and objectives, though remains to be rooted in the organisations mission, continues to be determined by the project leader. Heshe dictates the direction of what needs to be done and engages towards members of what probable actions needs to be undertaken.

Similarly, the communication process also remains to be informal. People try to engage and present themselves in a more approachable manner towards the organisations target audience. Here, I have the capacity of experiencing interaction with both members and people we help in a more conversational manner. By doing this, I was able to understand their plight deeper and determine what areas I need to change and amend to help their current problems and situations.

On the other hand, my current placement corresponds to an organisation that is rooted towards enhancing performance and development among potential employees in the future. Since it provides opportunities for different students who are to engage in their corresponding career paths, its main goal has always been centred towards defining the momentum towards cultivating new skill sets and applying it within the dynamics of the organisation, group, and division. Such processes then infuse better means for professionals to become adaptive to the changing trends of todays society.

Given these, the cultural structure of this organisation arguably remains to be formal and specifically structured towards research and analysis of current trends shaping todays businesses. Since the inputs to be given by members correspond to increasing efficiency and effectiveness, issues and challenges related to the workplace are addressed and facilitated by members accordingly. At the same time, significant consideration is also provided towards the communication process. This is particularly evident with the specific reports and evaluation of related works in a given theme or policy.

Lastly, the interaction and collaboration remains to be centred to reinforcing understanding and comprehension of specific issues related to professional development. It tries to point out the inputs of different teams and argues its corresponding application and value within organizational dynamics and specific principles related to business.

Placement Analyses
Relating my first placement experience, it can be seen that it coincides with the capacity to create motivation from the process of experiential learning. Utilising the theory of Honey and Mumford, the capacity of inducing new opportunities for learning would mean fostering new dynamics where individuals can take part in each level and understand and comprehend ideas as it relates in the abstract, observation, conceptualisation and experimentation (Atherton, 2009).

Similarly, given the rather informal processes associated with the dynamics of my first placement experience, it can thus be argued that this process coincides with Maslows hierarchy of needs model. In particular, it seeks to point out the culmination of my esteem needs. Given the main objective of this organisation to reach out to the needs of the community by fostering innovative programmes for both students and young adults deprived of opportunities, this corresponds to Maslow esteem needs by seeking to reinforce my responsibility to society and recognise my value and worth within the community that I belong to (Businessballs.com, 2007).

Lastly, in terms of motivation among members of the group to continuously pursue its purpose this organisation seeks to find its determination from the ability to see growth and enhancement not only in their personal capacity but also to others. As Herzberg motivation theory points out, the working environment becomes crucial in determining favourable patterns for workers to acquire essential attitudes to become responsible to the needs of the community alongside these associated responsibilities (McClelland, 2010).

On the other hand, analysing my last placement experience, it can be seen that its group dynamics seeks to highlight the stages of group development provided by Bruce Tuckman. From the process of forming towards performing, each member corresponds to specific steps and showcase different traits that distinguish specific ideals and actions in response to these changes (Chimera Consulting Ltd, 2001). This remains to be seen especially in a more formalized structure of collaboration and communication of objectives and goals.

At the same time, it can be argued that in the process of performing, it specifically represents the goals and objectives of the organization. It takes into account the undertaking a specific purpose that then entrusts a specific outcome for each member with a designated responsibility on their part. This outcome then reinforces participation and cooperation on all members to contribute on their individual tasks and become responsible in recognizing common patterns existent in their specific tasks (Chimera Consulting Ltd, 2001).

Though much of this process remains to be seen within my experience, there are also situations wherein conflict occurs especially within inter-group interaction and deliberation of specific issues. Realizing this, I argue that this remains to be crucial as the groups seek to work in the best out of their capacities. Such then brings about contrasting views and opinions about specific issues shaping the facilitation of objectives. Despite this case, with the process of coordination, it has helped transcend common misconceptions and foster better means to develop intrinsic motivation within the workforce (McClelland, 2010).
 
Lastly, the cultural structure of this organisation also corresponds to the value of fulfilling the capacity to induce experiential learning. Under this programme, it takes into account the interplay of different means to achieve knowledge acquisition and development. In here, the group dynamics alongside the sharing of inputs and ideas cultivate better means to harness experiences and apply it in the realm of optimizing performance and response on specific duties and responsibilities (Atherton, 2009).

Conclusion
To conclude, the experience between the two organizations illustrated both similarities and differences in understanding organizational culture and the different elements shaping motivation and learning. Here, thought the objectives and goals may relatively be the same, the facilitation and practice remains to diverge into different paths as it sought to cultivate different means for participation and interaction among volunteers and members. Due to this, it brings about a different means for utilizing principles provided by motivational theorists and learning theorists. Through such capacity, it goes to show not only the different directions to achieve development, but also strengthen the appreciation of how groups can induce elements of change provided that adequate motivation and programmes are in place.