Organizational culture refers to a set of distinct value system which enables an organization to effectively coordinate it activities and the internal relations of its members. Organizational culture provides workers with the blueprint with which to understand the functioning of the organizations by sharing in its norms, values and rules and regulations (Chang and Lee, 2007). According to Lok and Crawford (2004) organizational culture has remarkable effect on the workers perception and regard for organizational membership as well as continuity with the organization. If the employees of the organization have more understanding with the organizational culture they will have more job Satisfaction (Chang and Lee, 2007). O’Reilly and Chatman’s (1996) described the culture of the organization as a setup of behavior, attitude and values.
CORE VALUES Values play an important role in whatever we do. It is essential part of organizational culture. The way people communicate and co-operate is determined by values. We can say it serves as a guiding principles. Core values can help people what is right from wrong .They can help companies to determine whether they are in right path and also whether they are achieving the business goal.
Managing Teams Rationale A manager is employed to ensure the effective and successful implementation of a company’s vision and if you’re a manger that wants to create a positive, creative, respectful, and responsible work environment it’s important that you manage your teams effectively. There are certain attributes or qualities a manager should possess like being able to plan, organise, control, lead and co-ordinate. When working with a team these attributes should be used to achieve or accomplish the organisational goals. Teams have many different facets and to understand what team is right for you, you will need to understand the different types, stages, and roles of team members to ensure an effective result from your team. “A team
It is company’s organisation culture that makes it a good place to work. If we want to influence employee’s behaviours and attitudes, we can do it by proper flow of communication from the top to the bottom. This totally, depends upon the leader’s vision and their communication to with subordinates. Leaders who are successful in motivating their subordinates to accomplish the vision and objectives set by the organisation are the trend setters. Organisation’s values, beliefs and behavioural norms are reflected in its culture.
The key to being an effective leader is to have a broad repertoire of styles and to use them appropriately. -Rosalind Cardinal What Is A Management Style? Management style is the manner in which an organization manages its employees and their work activities and will vary depending upon factors such as the characteristics of employees, the work activities engaged in and the culture of the organization. A successful management style should effectively build teams and be able to motivate.
Structure defines the configuration of a company showing the relationships that exists between the various parts of the company. The process element includes leadership, culture, resources and other administrative procedures. The structure of the company should be compatible with the chosen strategy. If there is incongruence, adjustment will be necessary either for the structure or for the strategy itself. Chandler (2002) points out that while structure follows strategy, there is also evidence that structure influences strategy in certain
The top management may require the HR professionals to support the change initiatives in the organization. As project leaders, they need to be familiar with the interests of the employees so that the initiatives can be adjusted to make the employees feel more comfortable with the changes that occur. Greene argues that, as it deals with the culture of an organization, the HR department is uniquely positioned to take responsibility for this role in the firm. Csoka further suggests that HR professionals can add significant value through the management of the change processes in an organization. Ehrlich adds that the HR department must anticipate change and be knowledgeable in its implementation.
Based on Ouch’s hypothesis, the organization leaders and members involved in the accreditation process will influence quality management in the organizational culture through shared organizational standards, expectations, values, beliefs and norms. With this concept applied in using accreditation standards, specific requirements not only codify the principles of quality management in a clear and accessible language, but they provide a framework for regular monitoring of the progress towards meeting client expectations, and more employee
So companies should observe methods to improve their customer’s orientation and implement them to the companies. To implement these approaches, businesses must develop their Organisational skills to present the market with better quality services and product. People believe that better services provision to the internal consumers assists to better service offerings to the external consumers. Philip Kotler included internal customer’s motivation assessment with along external consumer orientation. He recommends that a company’s staffs are its consumers as well and that their wants and needs should be regarded.
If employees accept extra responsibilities, they feel themselves to be an internal part of the organization. This technique increases their confidence level and maintains their interest in work. Trust your employees with responsibilities: Try to make an effort to give the employees with minor job some sense of importance or responsibilities. If they understand exactly how their work is essential to the business. They will have added motivation to succeed in their job.