There are different organizations having their own organizational culture. They have unique organizational culture due to their company strategies. Some organizational culture is perennial and some are only for short term planning. However, a strong organizational culture is one of the major factors that makes an organization to be successful. In the essay, I will analyze strong organizational culture that can increase the overall performance of a firm and utilize different theories to support the views.
(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
According to Wagner (1995), organizational culture has a strong impact on employees’ behavior and attitudes. Given the dynamics of culture and human behavior, studying how employees commit themselves to their organization has become essential in the context of management, and there are a few research reports. For example, Lok and Crawford’s (2001) study showed the significant impact of organizational culture on the commitment of employees. Deal and Kennedy (1982) also recommended that organization culture affects the commitment of employees within the organization, and the strength of organizational commitment is associated with the strength of organizational culture. That is, organizational culture could play an important role in enhancing commitments and improving performance of employees.
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
No humiliation and no bullying are allowed in the company. Also, employees are respected and valued by the subordinates, they treat everyone as their family members and fairness is important. Moreover, as the organisational culture is with a high transparency, whenever employees have new ideas and innovations, they can tell their manager, they can communicate openly and without barriers, managers would listen for understanding and valuing different opinions. Company members have the same beliefs that their thought would be
Furthermore, numerous aspects of the organizational culture literature allude to the role of leaders in ‘creating’ particular types of culture. Equally, the literature on leadership suggests that the ability to work within a culture is a prerequisite to effectiveness. The central objectives of this article are to illustrate the basic notions of Management Strategy and Organizational Culture. In particular, We highlight terms such as “Organisational Culture”, which as necessary to managers and entrepreneurs in order to create new values, especially in times of economic change. We develop a holistic framework, which centers on the interdependencies within leadership and organizational Culture.
Organizational culture In the past decade much attention was given to study organizational culture as it has proven to have effected on performance and success of organization. Organizational culture has been considered as one of the components in success of an organization, as it affects all the functions of an organization. The concept of culture has been defined differently by each scholar (Schein, 1990). Most of the researchers state that organizational culture is a set of values, norms, assumptions, beliefs and understanding that are shared by the member of the organization and is taught to the new member of the organization. Schein defines culture as “a pattern of basic assumptions - invented, discovered, or developed by a given group
A.C. 1.1 - Analyze the concept of culture to organizations. Culture is the way things are done. In an organization aspects of culture may be, how work should be done, how people will be controlled and then rewarded, collectively how everything will be organized in the organization. Culture is set of values, beliefs, and ways of thinking, which are followed by the organization and are taught to the newcomers as correct. Culture is basically that part of the organization that is not written anywhere but is felt by the whole organization.
Introduction According to Schein (1992), organization culture is becoming very significant nowadays compared with the past because it will affect the overall performance of an organization. By understanding the organization culture, it enables managers to analyze the organization behavior in order to lead and monitor (Ojo, 2010). Organizational culture is the system of sharing the common actions, values and beliefs that develops within an organization despite the characteristic of the members are different and it will guides the behavior of its members (Schermerhorn et al., 2011, p 366). It acts as glue that holds the overall organization together with the common practices (Tichy, 1982). Pettigrew (1979) argued that style of an organization in conducting a business is mostly depends on the different level of culture based on the multifaceted set of beliefs, values and assumptions.
An organization culture is the set of shared values and norms that control organizational member’s interactions with each other and with people outside the organization. Organizational cultures are used to increase organization effectiveness because organization culture controls the way members make decisions and the way they interpret and manage organizational environment. An organization’s culture thus consists of the end states that the organization seeks to achieve (its terminal values) and the modes of behavior the organization encourages (its instrumental values). Organizational culture is based on the values embodied in organizational norms, rules, SOPs and goals. People in the organization draw on these cultural values in their actions