There is a fundamental need of all organizations to exhibit both stability and change behaviors in order to survive in the long term, particularly when operating in competitive environments. This duality may seem paradoxical and contradictory, but the interactions are necessary for sustainable organizational continuity. Stability and change should be considered in concert rather than focusing on change at the expense of stability.
The future of an organization is often built upon its present foundation. Before business leaders can plan for the future, they need to make sure that the fundamentals of their business today are sound and robust. Organizational culture plays a very important role in affecting business performance in the long term. To many people, business failures can be traced to failure of corporate culture. Good organizational culture ensures things take care of themselves. Like Zappos CEO Tony Hsieh said, “If you get the culture right, most of the other stuff like delivering great customer service or building a long-term enduring brand will just happen naturally on its own.”
Given its outstanding business results, there is no question that the high-performing culture Nacach and his team established in Andean Region was the right one for the company. The question for Nacach and his team, however, is how to keep it up and help it survive changes in leadership. Ideally, successful organizational culture should stay even in the absence of its initiators.
To ensure a culture that lasts through growth and change, we believe the KC Andean Region should consider the measures:
Recruit the right people who fits the culture
Organizational culture can be affected by the change of employees, especially at the ...
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... and how they will benefit. Transparency and involving people at every levels in the decision making process encourages a sense of belonging and engagement. Provide/receive accurate and timely feedback as well as accepting the diverse viewpoints from different people.
In summary, whatever strategic prescriptions are put forward, success comes only when the culture supports it. The right culture is a prerequisite for making the long term strategic decisions that take an organization successfully into the future. Successful organization cultures, just like our good traditions, should be carefully protected and cultivated. When it comes to recruiting, HR needs to make sure that new hires recognize and fit into the company’s culture. As external business environment changes over time, companies need to build adaption and organizational learning into its culture.
As we know that a company’s culture, particularly during its early years, is greatly a reflection of the personality, background, and values of its founder or founders, as well as their vision for the future of the organization. When entrepreneurs establish their own businesses, the way they want to do business determines the Organization’s rules, the structure, and performance evaluation in the company and the people they hire to work with them. This is very much evident in the case o...
When an organization decides that it needs to be the best in the world that organization hunts for the best employees the world has to offer in order to get the job done. The organization knows it will require a good set of guidelines to maintain a high standard of excellence as well as qualified employees that are willing to abide by these guidelines. The organization will need good leadership to help the employees see the vision the organization is setting forth; the leaders will need qualified managers that will encourage the dream. This is the normal process for just about any business and in most cases the business will make good of its goal. It is the success of an organization that makes the rest of the world, the consumer, view it in a manner that gives the organization a solid foundation and respect. The respect earned by a successful organization isn’t gained by the products they produce alone, but other factors that consumers can relate too. Those hidden qualities of humanity, whether it’s feeding the hungry or benefiting the need of science to find a cure for Aids, is the forefront of the organizations success in building a strong link to culture. How does culture fit into the design of an organization, what purpose does it serve? Does an organization need the fundamentals of culture to become successful? This paper will examine the organizational culture of such a company, Verizon. The paper will discuss the responsibilities of leadership in creating a healthy organizational culture, the roles managers and leaders play as well as the four functions of management; planning, organizing, leading, and controlling as it relates to the support of the organizations culture....
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.
Organizational culture is imperative to the success of the organization. The strength and core values of the organization is supported by the organizational culture. This allows for organization to operate in a specific manner that is specific to that organization and can pave the path for success. Company founders are passionate about their vision and mission and they elude that passion into their employees. When that passion and mission is successfully implied to the employees the company strives in it 's path to success. Founders of companies are the continuing influence for the company to succeed. They pour the foundation of organizational culture so that the vision of their passion is directed in the right path. 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.
Since an organization is created and shaped by human action, change is inevitable. Organizational change is important for a number of reasons. Tsoukas and Chia (2002) inform us that, it is important to understand the dynamics of change, how they come about and what the effects would be and whether the changes are planned or unplanned. There is no written down procedure specific to the process of change. Though common factors contribute to change, it is unique to every organization.
Based on the literature on the subject of person-job, person-organization, and other types of fits, the term culture can refer to an individual’s unique culture or a corporate culture. Research shows that when workers’ individual and organizational culture match, they experience increased levels of satisfaction and develop a commitment to their team (O’Reilly et al., 1991, p. 493). Each group is made up of unique individuals with their own personal values and beliefs manner. As reference articles point out, managers have the ability to control the person-culture fit early on in the selection process (Nolan et al., 2016, p. 225; O’Reilly et al., 1991). A controlled study of how employee-organizational culture fit conducted
The second section of this essay's main body is about managing organizational culture. In this section, the topic about if it is manageable will be discussed firstly from two different opposite aspects. Nevertheless, instead of further questioning on the `unmanageable' theories, this essay takes a managerial aspect approach. This emphasizes on what are supposed to be done to take control on managing and changing organizational culture. However, cultures cannot be fully controlled from any aspect.
As with most things in life there seems to be only one thing constant, that is change. Just as in one’s personal life in their business or professional life is just as complex and ever changing. Today 's business environment requires that organizations, in order to remain successful, undergo changes more or less on a constant basis if they are to remain competitive. These changes may only be minor such as installing new software throughout the organization or it may be something major such as in refocusing the overall strategy of the organization. It is up to the change manager to effectively move the organization forward, at minimal cost, from its current state to its desired state in such a way that it will continue to be a successful thriving
It is said that people are the greatest assets to an organization and it is their beliefs, customs, perspectives, attitudes, and values that constitute to the culture that prevails in an organization. Culture, a very common word in today’s world, plays a very vital role in organizations and it not only affects an employee’s professional development but also their personal harmony. Culture gives a sense of belonging to people, a sense of who they are and how productive they are at their work place. It helps in interacting with each other at a work place.
Organizational culture is the key to organizational excellence and leadership is a function to create and manage culture (Chen 1992). Organizational researchers have become more aware of the importance of understanding and enhancing the cultural life of the institution. "This study is one of a group of companies with high-performance in North America, interest in organizational culture is an important element in organizational success. Tesluk et al (1997). Looking at the" soft "of the organization, the researchers claim that" the organizational culture may be suitable for a means to explore and understanding of life at work, and make them more humane and more pronounced (Tesluk et al, 1997), and the graves (1986) also stressed the importance of corporate culture, and the need for research strategies and methods of investigating the various elements and processes of the organizational culture. He argued the culture that meets the basic needs of belonging and security in an attempt to describe this gathering that culture is "the only thing that distinguishes one company from another gives them coherence and self-confidence and rationalises the lives of those who work for it. Standard that may seem random, is to enhance the life to be different, and safe to be similar, and culture is a concept that provides the means to achieve this compromise (p. 157).
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
The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the 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 to perform better.
Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).