Innovative Organizational Culture
1. Innovative Cultures
The organization culture can be considered as innovative culture when it is encouraging innovation and risk taking. This kind of organization culture is more flexible and adaptable and encourages its members to apply new ideas.
2. Aggressive Cultures
Organizations with aggressive cultures focus on the competitiveness and outperforming competitors and value it rather than cooperative.
3. Outcome-Oriented Cultures
Organizations with outcome-oriented culture are emphasizing on achievements, and results. It considered employees and managers accountable for success and enhance business processes and it rewards employees for the outcome.
4. Stable Cultures
The organizations have stable cultures when the organizational activities,
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The impact of organizational culture on organizational performance can be decided by the degree to which the culture is positive and strong and how much main values and beliefs of organization is accepted and shared deeply and widely by its members. Strong culture is considered as a driven force for improving the employees’ performance. It posts their confidence, increases their commitment, reduces job stress and improves their productivity and ethical behavior.
The below figure explain how organizational culture have an impact on employees performance and
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546). “It is the shared values , principles , traditions and ways of doing things that influence the way organizational members act” (Robbins, DeCenzo & Coulter, 2015, p. 66). In simple words we can say that culture is the set of knowledge, values, beliefs, norms, communication and behaviors of large group of people at the same time and same place.
Organizational Culture is difficult to be understood because it virtually includes a collection of all organization elements and aspects, which are not visible. Culture is perceived, descriptive and shared which means it is not something that employees can be taught, touched or seen. It is concerned about how they see, measure and describe the culture and doing things with the same terms and acts.
1.2 Where does culture come from and how employees learn it?
It is not created by single person or upon any event; it comes from a combination from many elements, which include the organization’s founder vision, leaders expectations and members’ contributions in creating the organization
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