(Watkins 2013) A number of studies have stressed the importance of organizational culture, since its affects employee’s productivity, commitment, engagement, and shapes behavior. (Sørensen 2002; Peters & Waternman 1982) This leads to an understanding that organizational culture is indeed an
Lund (2003), Believes that it is this commitment that brings the collective attitude and feelings of working towards common objectives. He says that organizations can attain high productivity when its values are shared equitably by its employees. Accordingly, Robbins (2005), organization culture, through its standards, works as a way of channeling behaviors in to the right direction and shifting them from the undesired direction. This can well be conducted through selecting, recruiting and retaining workers who possess behaviors that best fit the values of the business organization (Hellriegel, D., & Slocum, J.
Organization Culture Definition: First of all, a definition of organizational culture will be lay down in this paragraph in order to examine its importance in an organization. According to (Stephen P.R. and Timothy A.J., 2013), organizational culture refers to a system of shared meaning held by members that distinguish the organizations from other organizations. Seven primary characteristics seem to capture the essence of an organization’s culture which is innovation and risk-taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness and also stability. Each of these characteristics exists on a continuum from low to high.
A strong corporate culture is one of the key components that propel most organizations to be successful. Since employees come from different cultural backgrounds, the organizational culture forms a basis that they can publicly be identified with. This may include innovation, logos, the organizations mission statement and leadership. There also exist sub-cultures within the organizations, which are not implemented by the managerial department but are developed by the employees. Enforcement of the values and norms implemented begin with those high up the hierarchy of an organization (the leadership).
Background Organizational culture is described by Robbins & Coulter  as the shared values, beliefs, or perceptions held by employees within an organization or organizational unit. Because organizational culture reflects the values, beliefs and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of the staff . Understanding the organization’s core values can prevent possible internal conflict . In other management fields, empirical research of organizational culture has involved the functionalist perspective, providing impressive evidence of the role of organizational culture in improving performance .The pervasiveness of
Question 2 In this section, I will explain briefly the Organizational culture and then I will assess the AUBMC's culture and explain the role organizational culture plays in the provision of health care services. AUBMC’s Corporate Culture "Organizational culture is what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations"(Gibson et al, 2012). It is the collective behaviour of humans who are part of an organization. The culture followed by the organization has a deep negative or positive impacts on the employees and their relationship amongst themselves. There are several factors that affect the organizational culture.
The values and behaviors that contribute to the unique social and emotional environment of an organization is called organizational culture. The relationship of stakeholders and organization with each other is it the culture of organization. The ways the organization conducts its business, treats its employees, customers and the wider group of people. It affects people’s behavior, performance, confidence level and their internal abilities Types of organizational culture: The four main types of organizational cultures are as follows. 1.
The employees can be terminated if the performance of their company are not well and the employees will suffer the most. 4.0 Importance of culture in organisation It is very important for an organization to understand the importance of the culture in an organization. According to scholars, every organization is different and each of organization has a unique style of working or workplace culture (MSG experts; Xenium website (2010-2012). Corporate culture is a term to define the unique character of a particular organization which involves the elements of core values and beliefs, corporate ethics and rules of behaviour (Randall S. Hansen, 1996). Schein (1999) informs that as decisions are made without awareness of operative cultural forces can bring unexpected and unintended effects.
The convictions, philosophies, standards and estimations of an organization structure its culture. The working environment controls the way workers act among themselves and additionally with individuals outside the organization. Importance It helps to decide the manner of interaction between employees: As we know a healthy organizational culture helps the employees to keep
Organizational culture shows what has been done appropriately and what is been thought in the past. An employee is taught the legends of organization. Importance Of Organizational Culture According to Edgar Schein (1990), ‘‘If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening’’. A strong company’s culture has a lot of equipped employees that are satisfied and happy with their work. This will lead to more sales in the company and there would be profit making in the company.