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Positives and negatives of organisational culture
How does culture impact on an organisation
What is organizational culture and why should we care
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Introduction of Organizational Culture In general, organizational behaviour can be defined as a code of behaviour, seeks to comprehend the people behaviour as they react in organizations. Culture is part of the topic will be covered as well. Withdrawing from the studies in anthropological that concentrate on the organizational values, belief and norms regarding the way of things should be done in an exceptional organizational environment. There are many authors which has been characterized the organizational culture as extraordinary quality and technique of the organization that something to do with people (Kilman et al; 1985) and how things are done in an organizations (Deal & Kennedy, 1982). One of the definition that can be adopts is Hofstede (1980). According to Hofstede (1980), he refers organizational culture as the collective programming of the mind that differentiates the members of one from another. The differentiation of organizational culture is through the perspective of beliefs, practice and values. In addition, Martin and Siehl (1983) had also stated culture is the glues that hold together an organization through shared patterns of meaning, core values, outline and strategies to strengthen content. Linking with the above definition, organizational culture can also be indicates by Brown (1998) as the kind of beliefs, values, and learned ways of subsist with experience that have established during the course of an organization background, and which suppose to be explicit in its material arrangements and the members behaviours. In Schein (1992), organizational culture is extremely difficult to change, outlasting organizational products, services and other attributes of the organization. In general, there has one ar... ... middle of paper ... ...2). Conclusion Based on the above shows that organizational culture does play an important role and may affect the performance of an organization in a meaningful way. However, it is simply hard to debate whether which culture would be the best. According to the perspective that has been given is that different people work in different culture. The view of each writer seems to believe that creating and sustaining a fit between staff values and organizational value is important. The appropriate culture that is more preferable would be the work hard and play hard culture. Although there might have certain disadvantages like volume can overrule the quality and this may effect the organization in some degree. However, this entire culture can be enhancing if the volume of the sales is being adjust according to the production so that the quality can be control.
Aspects of the perceived culture in an o organization, such as, level of communication among members, the level of support in regard for new innovations and technology, as well as the amount of support by upper level management all have a positive influence on the manner employees behave and interact with each other as well as how they treat consumers and suppliers. If employees emulate a manager that does not share the same values and beliefs of others within the organization, or that does not share a good work ethic, employees will not complete tasks and fail to be productive. It works as well in the opposite manner; when employees see a manager who supports a company’s mission, its goals, and business strategy, the organizational culture of the company will aide in providing a clear direction for employees to follow and strive towards. Ultimately, the culture supports desire business strategies and the overall mission of an organization, and the capacity of the culture is dependent on just how intensely employees share the values and basic assumption of the
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
Organisational Structure and Culture Definition Organizational structure refers to the levels of management in a company. It mainly defines how job tasks are divided, grouped and co-ordinated. The organizational structure of a company reflects its culture, management style and leader attitude, which is adopted with the addition of the environment in which it operates. It also determines how the roles, power and responsibilities are assigned, controlled and co-ordinated respectively, in order to realize the flow of information between the different managerial levels.
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988). Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and feelings or climates. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization closer together, and enhance their performance.
These above ingredients of culture are gained from birth which means anyone is much influenced by their family, religion, school, and workplace and from friends. Culture mainly stands for supporting role for almost overall success of organization not only that but also it reflects in the outcomes of an organization such as, quality and productivity, obligation and performance. Organizational culture has always been a question for everyone on how the culture and power are associated to an organization.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Organisational culture can be defined as a total function of common beliefs, values, patterns of behaviour that held and shared by the member in an organisation. It is also a valuable resource which can improve competitiveness of a company and uses to distinguish the company (Barney 1986). From 1970's the study of organisational culture has become an important issue and closely studied in early 1980s. Since then organisational culture turned out as one of the most important factors which affects the overall performance of a company. It brought organisational culture to the performance of a company which has become a critical topic in management department. In addition to what organisational culture is, organisations need to aware and prepare changes of the expanding workforce from business growing. Companies are facing with maximizing benefits as well as profits while minimizing negative factors that comes from those changes. There is no only one answer for the issue, but some of guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company performs better.
Culture varies from one organization to another as it is shaped by the values and beliefs of the people working there. As it progresses over the years, it takes form in such a way that it works or performs in a manner to regulate behavior, action and decision making processes within the organization. It not just includes written rules and regulations, but also the behavioral aspects faced by each one on a day to day basis.
A 2012 management research article published in Problems of Management in the 21st Century provides the foundation for understanding the positive correlation between organizational culture (including schedule options) and employee motivation and performance (Sokro). The findings establish the crucial role organizational culture plays in employee motivation, calling motivation “the key component of organizational culture” (p. 106). The article defines organizational culture as “the set of beliefs, behaviors, customs, and attitudes that helps the members of the organization understand what it stands for, how it does things, and what it considers important” (Sokro, 2012, p. 106). Flexible Work Arrangements are considered a piece of the organizational
Organizational structure and culture are important elements in a company. Why are these important and how do they affect each other within an organization? The culture is created when the company founders establish a vision or mission (Robbins, Decenzo, & Coulter, 2013). This is their dream and the future of what they have created. The values are traits that are learned from the first employees hired, which then creates the culture or the personality of the business.
Organizational Culture Organizational culture is important in a business. The culture are the norms under which the company operates and are often found in stories, rituals, symbols and language (Robbins and Judge, 2012). The Court transfers culture by way of stories, ritual and language. As a new hire in the court, orientation includes an explanation of how and why the court system was established and to embrace changes a given constant.
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
In this ethnography, I have attempted to describe the culture of the organization, where I worked as a software basic coder after finishing my understudies. I worked in Stellar Solutions in Sydney. Throughout my tenure in this organization, I have comprehended the strategic intent and complexity of the organization. I have observed the communication process happening within the organization, work practices and how well they are aligning with the goals of the organization. I have noticed the team dynamics within the organization and the relationship between the supervisors and the subordinates. This descriptive ethnography means to think about these diverse variables that add to the organization’s functioning process. Through my own observations, I can learn how organization culture is formed, what are the key factors and its influence on the behaviour of the employees.