Importance Of Positive Organizational Culture

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Recommended: Determinants of a good organisational culture

Mabhekiso B. Mdluli mmdluli@leomail.tamuc.edu April 18th, 2014
Positive Organizational Culture
Establishing a positive culture, in my opinion, is vital in every organization and should be the main focus for managers and executives. Society pushes us to find happiness in everything that we do, be it in relationships, school, careers etc. Since I 've been in college, all that has been preached to me is to find the job that I 'd love and be happy working in, than a high-paying job that I would not really be into but just attracted to because of the paycheck. Luckily for me, the career that I have chosen to go with is one that I have always loved dearly and conveniently comes with a nice paycheck. Anyway, moving along, as soon as we begin to feel …show more content…

When something goes wrong, like an unforseen downsizing or layoffs, instead of being harsh a manager might sugar-coat a negative situation to avoid any negativity or hard feelings. This is called the “sandwhich approach”. Communicating Negative Messages (Sandra L. French and Tracey Holden, 2012) describes it as an approach with a “prefatory buffer, the bad news, an explanation, and a closing buffer, thus “sandwiching” the bad news between pieces of …show more content…

Planning includes defining organizational objectives, finding a strategy to reach those goals, and developing a plan to coordinate activities. Organizing includes figuring out what needs to be done and the chain of command. Leading consists of directing and coordinating employees, and finally controlling consists of monitoring and correcting faults of employees. All of these functions are vital in creating an organization structure because they are the backbone for the success of an organization. If managers do not plan, there will be no objectives. If they do not organize, the organization will be dysfunctional. If they do not lead, there will be no direction in the company, and finally if they do not control there will be no accountability. If they ignored all these functions, the organization would not function and would collapse. This however comes with a toll to managers. Two students from East China University of Science and Technology along with one from Beijing Foreign Studies University conducted a research on 'role conflict and the buffering effect of proactive personality among middle managers ' and realized that most suffered from work-related anxiety and depression. I can see why, the support structure is not the same between CEO and manager and there is relatively a whole lot that is expexted of

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