It increases the awareness and obligation of employees. They would concrete on the works and responsible for the job. Also, they clarify the values and goals of the organization. It ensures that they would not have violation on company’s goals. Strong organizational culture also benefits to decision making.
Virtuous managers need to be energetic, productive workers who focus on reality. They need to act objectively, rationally, and logically. Their communication skills need to be improved to have a good relation with employees and customers. When they evaluate business situations, they need to be objective. They need to use time efficiently to be well-organized.
2.2 Organizational Culture Organizational culture is a system of shared meaning held by the members or the employees of the organizations that differentiate the organization from other organization. The organizational culture may be established by the culture of the employees itself or directed by the leader of the organization (Robbins & Judge, 2013). Based on Denison’s model comparison organizational culture model is influenced by four important factors which are, involvement, consistency, adaptability and mission. This four factors will build a culture that will planted inside the employees in the organization (Ahmad S. M., 2012). 1.
It provides an effective way for Virgin Atlantic to improve their performance that allows them to deliver the best result possible. Besides, the managers practice transformational leadership style. When human resources are used as a tool, the managers will assist their employees to adapt to changes. The managers emphasize on the independence of the employees. They give their employees autonomy to make their own decisions and gave them the mean to implement them; yet, they pay a great deal of attention to overhead and cost levels at the same time.
"An organization can be defined as a group of people working together in a structured and coordinated fashion to achieve a set of goals". (David Needle, 2004) Organizational structure is considered by many to be “the anatomy of the organization, providing a foundation within which the organization functions.” Thus, the structure of an organization, similar to the anatomy of a living organism, can be viewed as a framework. The idea of structure as a framework “focuses on the differentiation of positions, formulation of rules and procedures, and prescriptions of authority.” Therefore, the purpose of structure is to regulate, or at least reduce, uncertainty in the behavior of individual employees. There are six factors which influence organization structure and design: technology, size, environment, strategy, interest groups and culture. (David Needle, p15) Needle (Needle, 2004) believes, organizational culture represents the collective values, beliefs and principles of organizational members and is a product of factors such as history, product, market, technology, strategy, type of employees, management style, and national culture.
Theories and researchers are going rapidly in management field, especially organizational culture which becomes an important part of management and I will never forget the core of management which is total quality management. All companies try to apply Quality management on their strategies to improve their performance. This case study aims to show the relationship between total quality management practices and organizational culture and also show the reasons of recognizing the specific cultures that verify the successful accomplishment of total quality management practices. Based on some literature review, suppose hypotheses and developing a questionnaire which used for implement reliability. This applies the experimental data from 194 organizations
3.5.2. Organizational culture Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Every organization develops and maintains a unique culture, which provides guidelines and boundaries
Introduction Every company and Business regardless of their activities, size , products or strategies should have a specific organizational structures that helps to divide the tasks assigned to employees and facilitates communication within the organization and help achieving the business goals . It is '' The typically hierarchical arrangement of lines of authority, communications, rights and duties of an organization. Organizational structure determines how the roles power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management. A structure depends on the organization's objectives and strategy '' (Business Dictionary, ND). But even though this structure
Phrases often used about managers are that they “take charge of” are “responsible for” are “accountable for”. The concept arose with the industrial revolution when industry and commerce began to be orgainised in a more systematic and structured way. At the other end of the management model, Covey’s seven habits of highly effective people (1999) focuses on the individual manager rather than the EFQM’s corporate management structure. Covey surmises that highly effective people have seven habits that make them successful. One of these habits is to begin with the end in mind, to be an effective leader you need to be clear about the direction you wish to take your service in.
It appears, based on these various outcomes, that transformational leader establishing their trust in their followers’ competences, therefore creating prospects for them to significantly impact their work, that could lead to higher levels of enactment. There are numerous practical implications that can be consequential from the findings of the scholars. First, by creating a greater sense of enablement, team leaders could have a more constructive effect on levels of team behavior. Secondly, team leaders should clearly and coherently create a vision that inspires employees to take greater accountability for their work. Third, goal interpretation, and a clear description of tasks, roles, and recompenses, perhaps at the more instant supervisory level, may also enable higher team behavior.