Culture is the pattern of assumptions that has been invented, and developed in ways of coping with both internal and external factors, and considered valid to be taught to new members as the way to perceive, and think in relations to issues. Organizational culture is an important set of values shared by the members of a company. It is the collective behavior of the people and their assumption, perception, and feelings about the organization. Culture is also comprised of values, vision, symbols, system, beliefs, and the reactions of people that are directly affected by these values. Internal level determines the employee behavior and how their interaction affects, internal staff, clients and people on the outside.
When a corporation strays too far from its original missions and visions or lacks it altogether it is more difficult for managers to lead a specific culture. Without a culture, it is difficult to have structure. When an organization establishes its mission and vision, the kind of work it does, and the kind of workplace environment it wants to adapt, this then allows for the development of the structure or design for the organization. This is the importance for the culture and structure to work in tandem. Organizational culture is described by (Coulter 2013,p.1) as “the shared values, principles, traditions, and ways of doing things that influence the way organizational members act”.
Understanding behavior is one thing but understanding how the culture of an organization influences the behavior of an organization is another. Organizational culture is a collective belief system of ethics, norms and values that influence its member's actions (Schermerhorn et al, 2005). Organizational culture is the rules that hold a company together by setting behavior standards either written or implied, and stem from experiences that allow us to decide what we deem important. The word culture is from the Latin root colere, meaning to inhabit, cultivate or honor (Wikipedia, 2005). Each of these meanings can be applied to the organizational sense of culture, because we exist, grow, and respect as members of a group.
Management and Leadership Management and leadership are two words that are considered synonymous but describe two different concepts. According to the dictionary, management is the act, manner, or practice of managing; handling, supervision, or control; leadership is the capacity or ability to lead. In many organizations, management is a job description; leadership is a positive trait. The purpose of this paper is to distinguish between the two, to look at the responsibilities that come with leadership, and make suggestions about creating and maintaining a healthy organizational culture. Management is 'the process of working with people and resources to accomplish organizational goals' (Bateman-Snell, 2003, p. 14).
Cultures are collective beliefs that in turn shape behavior of the personnel in the organization. Pettigrew (1990) and Ritchie (2000) viewed organizational culture might as 'a means of stabilizing behaviour. They considered organizational culture as the glue that holds organizations together - a means by which participants communicate and co-ordinate their efforts - and incidentally a ring fence separating insiders from outsiders. In 'an allegorical view of organizational culture', a group of organizational researchers noted that 'an organization's culture has to do with shared assumptions, priorities, meanings and values - with patterns of beliefs among people in
Organizational culture refers to how the various types of things are performed in the organisation. In other words it can be said that how the work is executed, and whether that work is satisfactory or unsatisfactory.” Organisation culture includes different types of values, beliefs, opinions, traditions, rituals, Policies, beliefs, notion” (Mullins, 2005 p 891 ) In many ways organisational culture helps to the organisation to achieve their goal and to formulate strategies and propaganda so that proper and effective decision making process should work in favour of the organisation. The organisation culture directly put effects on organisational policies like structure of the organisation , team behaviour, group psychology, working condition in the organisation , motivating the workers/employees, job satisfaction , organisational values and effective control over management. Effective organisational culture can contribute in melting off various types of complexness, precariousness, dubiety, arises in the particular organisation. It supplies a substance in prospect and helps to make skilful decision making, recruitment, accomplishing short term goals attainment, effective interaction of harmonious movements related to control over the various policies of the organisation.
Also on the autonomy and freedom levels allowed for decision making, the development of new ideas and personal expression. Also is evidenced on how management is exercised and how information flows through the organization chart, and especially the employee’s level of commitment to achieve collective goals. Another definition would be the organizational values such as beliefs and ideas about the goals that the organization should pursue and ideas about the appropriate behavior standards that the organizational members should use to achieve these goals (Organization Mission and Vision). These organizational values will be based on norms, directives, guidelines and expectations to determine how employees should behave in particular situations inside and outside the organization. The tradition and the prevailing conditions establish the culture of a company.
Organisational Structure and Culture Definition Organizational structure refers to the levels of management in a company. It mainly defines how job tasks are formerly 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 around 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. An organizational structure is important because it determines how the organization will be run in order to meet its aims and objectives, (Cunnee, 2008).
MM2021 Management and Organisation Individual Assignment Name: Lai Pui Chung Student ID: 14126029D How does organisational culture affect the overall performance of a firm? Introduction Organisational culture, or corporate culture, is “a “set theory” of important values, beliefs, and understandings that members share in common, culture provides better (or the best) ways of thinking, feeling and reacting that could help managers to make decision and arrange activities of organisation” (Sun, 2009). Every organisation creates and develops their own organisation culture which provides rules and boundaries for the members in the organisation. Many people may think that “a firm’s organisational culture can affect its overall performance”. In this
Organization Culture, and Influence Performance. Organization culture is a system of shared values, and beliefs in an enterprise that influence, and guide the behavior of the employees, and ultimately, their performance. However, it is not only limited to the internal shareholders of the company, but every one of the stakeholders. This means that it influences how a business operates internally as well as how it responds to external considerations. The culture of any given organization can be complex, and far-reaching.