Essay On Organisational Culture
explanatory Essay
1246 words
A strong organisational culture leads to higher organisational performance
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.
Importance of organisational culture
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
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...e policies result in satisfaction of employees, so Starbucks has lower turnover rate than market competitors. As a result, better working condition, and great organisational culture help them to perform better. For the company, Starbucks can keep experienced employees longer so that they can provide better quality of product and service, also can save expenses from recruiting new employees. The dimension of People orientation leads company to make a friendly and flexible working surroundings to attract talented new employees and retain current employees. These days just high wage can't attract the best people. They are not just asking for better wage. Friendly, enjoyable working condition and company's environment are also critical factors to choose working place. When the employee's satisfaction is increased, more people will be staying in their current work place.
In this essay, the author
- Defines organisational culture as a total function of common beliefs, values, patterns of behaviour that held and shared by the member in an organisation.
- Explains that organisational culture is one of the most valuable assets of an organization.
- Explains that strong culture influences more to its members than weak culture. turnover rate and size of an organisation can determine whether the company's culture is strong or weak.
- Explains that a company with strong organisational culture can maximize profit and achieve its goals easily because employees tend to share the same set of values as well as trust each other.
- Explains that strong organisational culture creates positive impacts on each member's performance, such as achieving goals in an enjoyable environment, working with better materials, and improving morale.
- Argues that adapting external environment variation can be from the adaptive culture, which helps to understand improvement of organisation's performance.
- Explains the importance of a leader's role in developing strong culture. they state that the relationship between employees and immediate managers is the most important variable in the attraction and retention of talented employees.
- Explains that organisational culture is different'sets' of important values, which indicate effectiveness of organizational culture measurement as well as organisation's performance.
Related
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- Organizational Culture and Structureexplanatory essayOrganizational culture and structure interact to provide a setting that removes uncertainty about the role that an individual plays in an organization, and the acceptable behavior that should be adhered to while performing said role. In a small business environment, such as a sole proprietorship, the owner/leader must define and communicate the culture to his team in a manner that will create a team with shared values and beliefs that are in alignment with organizational goals.
In this essay, the author
- Explains that organizational culture and structure interact to provide a setting that removes uncertainty about the role that an individual plays in an organization and the acceptable behavior that should be adhered to while performing said role.
- Explains that organizational culture refers to the shared values, principles, traditions, and ways of doing things that influence the way members conduct themselves.
- Explains organizational structure is the way an organization divides its labor into distinct tasks and coordinates those tasks. it is formalized and communicated via an organizational chart, policies and procedures, and other formal communication methods.
- Explains how robbins & decenzo (2013) assert that the stronger an organizations culture, the more it can affect the way that managers plan, organize, lead and control.
- Explains that a simple structure is an organizational design with low departmentalization and with authority centralized in one person. values and thought patterns of leaders are determined by their own cultural backgrounds and life experiences.
- Explains that ethical or unethical decisions are made by individuals, not by organizations. organizational culture helps to shape or at least influence the ethical decision-making process of an individual and shares in the responsibility for negative outcomes.
- Explains that organizational culture can have pervasive effects on the behavior of people, thereby influencing organizational structure. assuring that an organization's culture is aligned with its vision and goals creates a clear path to success.
- Cites blayton, fisher, harris, bateman, brown, and national centre for vocational education research (ncver).
636 wordsRead More - A Configuration Model Of Organizational Cultureopinionated essayIn today’s business days, organizational culture is full of empowers and challenges. A culture supports tactical and operational goals can stimulate performance and glow innovation and differentiation (Brown, 2014 p.65) (F., 2014). The idea of organizational culture has its key roots in culture theory. From a journal “A Configuration Model of Organizational Culture” that organizational culture, as a construct separable from societal culture, has been subject to research for many years and different models can be found across different disciplines (Dauber, Fink & Yolles, 2012).
In this essay, the author
- Opines that partners can't see any problem happen, because they have ability to solve all problems, but they keep committing the same error.
- Explains that organizational culture supports tactical and operational goals, stimulates performance, and glows innovation and differentiation. it is a construct separable from societal culture.
- Explains that organizational culture can be definite by three categories: dimensions, interrelated structure, and typology approaches.
- Explains that there are different methods to assess the organization's culture; some consulting company could charge some fee to do it.
- Opines that changing a corporate culture takes time, as it emerges out of shared deportments and working relationships of organization members.
- Opines that the difference in cerebrating patterns and reasoning between different cultures is a major source of misunderstandings in international change management.
- Argues that partners should enhance every employee to verbalize with them about any concerns they may have. the ultimate edification is to learn that individuals will fortify what they avail to engender
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In this essay, the author
- Explains that the essay will define what is organisational culture, examine the main attributes that characterise it, and how cultural originates and develops within it.
- Argues that organisational theorists use metaphors, or images, to bound, frame, and differentiate that category of experience referred to as an "organisation."
- Argues that organisations, especially larger ones, possess a homogeneous culture. they argue that the nature of organisational culture is both controllable and manageable.
- Explains that organisational culture is emergent and socially created by constant interactions of members with their environment as well as with each other.
- Explains schein's model categorizes organisational culture into three main layers of manifestation: artefacts, beliefs, values, attitudes, and basic assumptions.
- Explains that values, beliefs, and attitudes form the cognitive substructure of organisational culture. not all values hold equal weight within an organisation.
- Explains that values and beliefs represent the espoused values of a culture, but there is always discrepancy between what is spouted and the actual underlying reasons for the behaviour of organisation members.
- Argues that a good organisational culture is imperative to the survivability and profitability of an organisation.
- Explains the importance of a good organisational culture, stating that it is valuable, rare, and imperfectly imitable.
- Concludes that organisational culture is complex and inseparable from the organisation. it is fundamentally non-unitary and emergent.
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2275 wordsRead More - The Impact Of Culture On Organizationopinionated essayImpact of Culture in Organization Culture can be defined as the beliefs, values and the pattern of behavior of an individual within designated areas. The culture of organizations defines shared values and behavioral expectations. Cultural issues are especially basic issues all around the globe. These issues can happen in various routes relying upon the size, area and the custom culture of that institution. Social issues happen even because of the states of mind and how each individual comprehend in diverse business environment.
In this essay, the author
- Defines culture as the beliefs, values, and pattern of behavior of an individual within designated areas; organizations define shared values and behavioral expectations. cultural issues can happen in various routes based upon the size, area and custom culture of that institution.
- Opines that the mission and vision statement should show the organization's core values, clarify motivation and objectives, and define open understanding of culture.
- Opines that managers should make sure everyone understands and ask for any thoughts on how to structure the plans to achieve the projected goal.
- Opines that understanding the culture in global organizations is reflected in their advertising procedures.
- Explains that organizational culture consists of shared beliefs and values established by the organization's leaders and reinforced through various methods, ultimately shaping employee perceptions, behaviors, and understanding.
- Opines that culture is the essential and very important to all the organizations. working closely with all staff members and understanding their behavioral activities, conducting meetings, listening and respecting them will be helpful in enhancing influential structure, methods and procedures.
1176 wordsRead More - Scope Of Culture Essayexplanatory essayAs a company matures, its cultural values are refined and strengthened. The early values of a company’s culture exert influence over its future values. An organisation tries to preserve itself from external shocks. Organizational culture determines what types of people are hired by an organization and what types of people are left out. Moreover, once new employees are hired, the company assimilates new employees and teaches them the way things are done in the
In this essay, the author
- Explains that cultural anthropology deals with the study of culture in all its aspects and uses the methods, concepts, and data of archaeology, ethnography and ethnology, folklore and linguistics in its descriptions and analyses of diverse peoples.
- Explains that family, the most important unit of society, teaches the next generation what is expected from them.
- Explains that enforced ideas of right and wrong can be via customs, traditions, rules, or written laws, i.e. informal or formal systems.
- Explains that religion tries to answer questions like the meaning of life, whether there exists a god or not, and what value systems must govern one’s life.
- Explains that communication plays an important role in how people think and behave.
- Explains that culture, belief, and aesthetic values lend aesthetic value to our lives.
- Explains that people form governments to provide for their common needs, keep order within society, and protect their society from outside threats.
- Explains what production systems and distribution methods are used to satisfy wants and needs with limited resources.
- Compares the differences between high-context and low-context cultures in how much contextual detail they expect the person to comprehend.
- Explains extended family is a group of generations living in one household, working and living together. respect for elders is strong. social classes- divide people in order of status.
- Explains the three main areas where culture plays a role, in an international business, are communication, decision making, and team collaboration.
- Explains that at a micro level, the term refers to work place culture. how an organisation functions and adapts is its macro level connotation. human resources and senior management attempt to proactively shape the kind of behaviour in their organisation.
- Opines that work ethic and achievement motivation should be the priority on an international level. coordination between departments and different organisations requires either a compatibly of corporate culture or mutual ground of understanding.
- Analyzes how industry characterstics determine the corporate culture, stating that companies in the insurance and banking industries are stable and rule-oriented, while high-tech companies have innovative cultures.
- Explains that as a company matures, its cultural values are refined and strengthened. an organisation tries to preserve itself from external shocks.
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In this essay, the author
- Explains that the concept of organizational culture is one of the most debated topics for researchers and theorists. there is no one accepted definition of culture.
- Explains that there have been varying definitions or theorists about the concept. some define it as a single idea while others relate it to values, meanings, norms.
- Describes pettigrew's definition of organizational culture as a system of publicly and collectively accepted meanings operating for the given group, which led to it being one of the most studied topics.
- Explains how schein (2004) divided culture into six parts: it is a pattern of basic assumptions, it must be invented, discovered, or developed; it copes to the current situation through external adaptation and internal integration.
- Explains schein's organizational culture model, which is divided into three layers: artifacts and symbols, espoused values, and assumptions.
- Explains that schein (2006) identified two levels from an outside perspective: visible elements and invisible elements, which develop over time through the history and the relationship of people in the organization.
- States that although there are different definitions of culture in organizations, all researchers agree that there is an individual fit for each organization. however, this does not mean that organizational culture is abstract and cannot be defined or determined as a whole.
- Defines corporate culture as the basic assumptions about how the world is and ought to be that a group of people share and that determines their perceptions thoughts, feeling, and overt behavior.
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In this essay, the author
- Explains that culture in the workplace can be the driving force for a company and can make or break it when it comes down to it.
- Explains that belief in a company is important to match with the employees because they both need to work toward the same goal.
- Explains that values are what is within the heart and mind of a person and reflect on the company as well.
- Explains that expectations are necessary to the lifeblood of a company, and that they can become blurred if the company culture is more laid-back.
- Explains that culture is an important aspect of the business world. beliefs are important to match with the company that is being worked for. values, beliefs, and expectations are what makes organizational culture come alive.
- Cites trainingpoint's article, "it’s all about culture - what is corporate culture?" and denison, daniel. organizational culture: why culture matters to your organization.
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In this essay, the author
- Analyzes how ibm's culture has made it one of the best-managed companies in the world. its values include respect for the individual, best customer service, and excellence.
- Explains that norms and values determine the level of and rules of behavior for employees within an organization. values tell employees what is important in the organization and what exactly requires attention.
- Explains that employees can be exposed to various forms of culture when they are involved in any type of acquisition or a merger.
- Explains how employees adhere to a high level of organizational culture, which impacts the effectiveness of an organization.
1043 wordsRead More - Organizational Culture and Structureanalytical essayOrganizational Culture and Structure The structure of an organization determines the allocation of roles, regulations, and responsibilities, and therefore builds a basis for the culture in an organization. There is a constant relationship between organizational structure and organizational culture that provides a theme within an organization. Both can be difficult to clearly define and distinguish when analyzing an organization. Organization culture is a perspective into the company’s personality; it provides descriptive values, principals, traditions, and a way of doing things that effect how members view the organization (Robbins, DeCenzo, & Coulter, 2013).
In this essay, the author
- Analyzes the relationship between organizational structure and organizational culture that provides a theme within an organization.
- Explains that organizational culture is communicated through perception using artifacts, values, and assumptions based on "how things are done" that are both tangible and intangible. stories of accomplishments are effective tools to communicate and reinforce the values of an organization.
- Explains that marines, recruits and employees of mcrd must adhere to many rules, and duties that are communicated through a formal channel.
- Explains how a mechanistic structure can be implemented into recruit training at mcrd. every organization has its own unique culture or value set that has been put into action by past and present leadership.
- Opines that o’neill, beauvais, and scholl, r. w., use of organizational culture and summary
- Explains organizational structure is defined as a hierarchy of people that determines roles of authority, communications, and the duties of an organization.
- Analyzes how a mechanistic organization operates with strict standards on how to operate. the marine corps recruit depot, san diego, is one of two mcrds.
1148 wordsRead More - According to (Organic Workspaces, n. d) an organization’s culture refers to the observable, powerful forces in any organization, usually constituted by the employees’ shared values, beliefs, symbols, and behaviors. The organizational culture ideally influences its decisions and actions (Tharp, n. d). (Watkins, 2013) also defines organizational culture as a consistent and observable pattern of behavior in organizations. An organization’s culture channelizes individual decisions and actions at a subconscious level, and thus, can have a potent effect on an organization’s success. Organizational cultures facilitate the existence of a common ground for all stakeholders, particularly the employees and managers in addressing various issues within an organization. It reduces uncertainty thus providing a sense of direction and vision for the organization. Organization’s cultures can be observable in its people, processes and products as well as leadership’s embraced values in shaping its operations.
In this essay, the author
- Explains the role and responsibility of the leadership of an organization is to create and sustain an organizational culture that bolsters a sense of direction and vision regarding the code of ethics and business ethics.
- Explains that the leadership of an organization drives its organizational culture, which in turn drives employee behavior in achieving organizational goals and objectives.
- Opines that madsen, s., vance, c. (2009) unlearned lessons from the past: an insider’s view of enron's
- Defines organizational culture as a consistent and observable pattern of behavior in organizations. organizational cultures facilitate the existence of common ground for all stakeholders, especially the employees and managers.
- Explains that business ethics refers to a set of organizational values and codes of principles, by which it evaluates its actions and business-related decisions.
- Argues that jeff skilling's leadership style exemplified the organizational culture at enron, but most aspects negatively impacted the company.
- Argues that a good human resource system can improve an organization's ethical environment by creating an assurance that employee efforts to report incidences of illegal or unethical practices are recognized and rewarded.
1719 wordsRead More