Poor Organisational Culture

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1. Introduction and Problem Identification

For the last years it is widely known that “Due to payments of sick leave benefits, loss in productivity, the cost of finding temporary staff and loss of labour income, absence is indeed a costly phenomenon for society, firms and the individual people” (Andersson et. al., 2010) Andersson’s statement supports the case study that is being analysed “Sick leave costing employers”. Several management problems can be identified in the case study, e. g. Ethical problems, poor organisational culture, absence of positive leadership, lack of communication, just to mention some of them. Poor organisational culture must be a priority to any company, since it sets the foundations of the organization.

This paper aims to study the causes and consequences of a poor organisational culture in a nonspecific company alluding to the related theories studied at class such as organisational culture, leadership roles, job satisfaction etc. and finally propose and contrast possible solutions to solve this management problem in order to determine the solution that best suits the case study.

2. Discussion

According to Andish, 2013, every organization or company has a culture of beliefs, decision making strategies, norms, rules and values of their members and how their members behave, this is called organizational culture. It is the force that keeps the organization and its people working towards the same goals under the same believes and behaviours. Also William, & Haley, 2013 mention that organizational culture is a whole system of believes shared by workers that make their organization different to any other. So, a poor organizational culture makes reference to a company who doesn’t have set or determined be...

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...ture is one of the management problems causing the sick leave abuse cases presented on the case study. Organisational cultures, dysfunctional leadership, storytelling and job satisfaction are just some of the factors strongly related to this management problem. In the attempt to solve or resolve this management problem, several possible solutions are presented, however all of them present pros and cons. Thus, it’s necessary to evaluate them and determine the best that suits the particular situation. In this case, treatment against the dysfunctional leadership and the accurate training is the best option, since this will strengthen the organizational culture and therefore the job satisfaction level of the employees. Other possible solution could be establishing a reward system for low sick leave incidence employees, stricter verifying plans for sick leaves and so on…

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