ORGANISATIONAL CULTURE AND JOB SATISFACTION The purpose of the present paper is to investigate a relationship between level of job satisfaction of the employees and organisational culture. A culture is a good-effective- if reinforces the mission, purposes and strategies of the organization. It can be an asset or a liability. Strong cultural norms make an organization efficient. To be effective a culture must not only be efficient, but appropriate to the needs of the business, company and employees.
Organizational structure alters and adjusts according to the company 's goals and strategy in order to maximize performance effectiveness. Organizational culture is a significant aspect influencing the structure. Organizational culture is the way things must be done in the company. It influences many processes, therefore, the structure must be compatible with the culture otherwise it might lead to the conflicts. The role of HR is essential in structure implementation and development it may also influence the structure by giving recommendations as per adjustment in order to align better with company culture, goals, and strategies.
In fact, the team-based incentives will encourage collaboration and cooperation to achieve the set goals of meeting the suppliers demand. Collaborative teams will structure the work to ensure that each team member is able to use his skills and abilities most effectively. For example, a team member with planning skills will organize the work flow while team members with technical skills will focus on completing the work. In all aspects of business there are risks. Risks associated with the reward system that employees must be prepared to accept in the package are reducing of income and allowances, tax implications that are potentially costly with the incentive pay and last but not least overstated availability of incentive pay during designing of reward system and earning less at the end of the reward period due to budget
If the team is diverse and may make better decisions, because different team members may be based on their background and experience have different ideas. Furthermore，the positive impact of working group diversity on team performance may be mainly reflected in the relatively complex tasks that require information processing, creativity, and collaborative decision-making. During these tasks, the exchange of diverse tasks related information and perspectives can motivate the team to fully
Effective communication has many benefits including increasing productivity, boosting employee engagement and motivation, and decreasing employee turnover. Whether a senior management employee or a regular employee, good communication results in better working relationships and a good atmosphere in the organization. As the essay has discussed, there are various techniques of communication used in organizations. The choice of a particular technique is determined by what the institution wants to achieve from the communication. The essay shows that it is vital to choose the best methods for different
Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own
The individual with have greater confidence and resilience to deal with any problems that occur along the way. Not only does it have benefits to the individual, but also to the organisation. It allows the organisa-tion to gain a better understanding of the individuals goals, strengths and development needs. It helps managers/supervisors develop their own coaching and management skills (which would be part of their own development plan). Overall, it will increase productivity in the workplace due to clearer objectives and better skills learnt and the organisation can keep track of employee perfor-mance.
Background Organizational culture is described by Robbins & Coulter [1] 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 [2]. Understanding the organization’s core values can prevent possible internal conflict [3]. 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 [4].The pervasiveness of
Compensation packages that include bonus , salary increments , extra benefits, allowances and pre - requirements depend on the performance assessment. The criterion is usually focused on merit rather than seniority. Performance evaluation is also designed to foster employees’ communication strategies. Effective communication between employees and employers is essential for an organization. One important benefit of communication is that it aids maintain a warm and congenial labor relationship.
From there the firms or companies will know the important of the Customer Relationship Management (CRM) to conduct the operations management on their organization. Indirectly, it can help them to understanding the customer behaviour through the intimate communication to conduct the Customer Relationship Management