Organizational Culture In Business

760 Words4 Pages
In business management, organization culture is perceived to be a very significant element of the organization’s performances. Nevertheless, Watkins (2013) suggests that organization culture is one thing to really comprehend what it is. He says, “As there is a collective agreement that exists and have a crucial role in influencing the behavior in an organization, there is a minimal consent of what organization culture entails” Watkins (2013). However, few authors have tried to define what it is and according to Schein (2004) culture is “ a concept but its attitudinal and behavioral effects are very concrete.” He continues to suggest that it is a dynamic experience that is shaped through people’s interaction and that which is created by our…show more content…
(2007). The connection between many cultural aspects and the positive productivity of any business has been found all through, according to Sorenson, (2002). In many occasions, it is possible to evaluate the effects of a business’ culture by reflecting on the way the employees behave and perform (Bulach, Lunenburg, & Potter, 2012; Hellriegel & Slocum, 2011). These authors say that the very important thing for businesses is to understand its culture and also allow their workers to understand the business organization’ history and their methods of operations. Walumba, F., & Lawler, J. (2003), says that by understanding an organization’s history and its performance can be a good idea to predict the future behavior of a business. Also, according to Lok, P., & Crawford, J. (2004) organization culture can be a good element for showing commitment to the organization’s values and principles. 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.
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