The Impact Of Culture On Organization
opinionated Essay
1176 words
Impact 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. Today, the corporate administrations and rising business firms have chosen to give the essential attention on trainings and classes at the multicultural working environment that will help them to understand and create
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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.
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
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- 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
- Opines that campio's informal market research was not misguided, as there was a market gap that his business plan could easily fill. he lacked the cultural awareness needed to complement his superior technical and culinary skills.
- Explains that culture is a pertinent issue in the management arena and has been defined in various ways. it is defined as expectation and belief patterns shared by members of an organization.
- Opines that organizations and managers should understand their strengths and areas that need improvement so as to manage culturally diversified workforce. an understanding of culture will help business and individuals adjust to new environment and/or conditions, reduce risk, encourage innovation and capitalize on opportunities.
- Explains that the tmc group defines national/societal culture as the first level of culture in their model.
- Explains that tom brown's restaurant group has shown an appreciation of national culture by incorporating their british style with chinese flavours. glocalization is termed coined from globalization and localization.
- Analyzes how globalisation has standardised people, making people from less developed countries desire the culture of the western countries and in the process trying to adopt them.
- Explains that the cultural oriented approach suggested by the tmc group emphasizes the importance of understanding and consequently addressing issue of culture from an individual level.
- Explains that the compio was affected by western superiority complex, belittling anything that he does not understand. eurocentric is the practice of viewing and judging others based on european beliefs and culture.
- Analyzes how compio quickly wrote off the cuisines in hong kong as unauthentic, indicating either eurocentric or ethnocentrism had affected him to an important.
- Explains that team culture is another level of culture as defined by tmc group (2009) cultural orientation approach framework, that appear relevant to the case of la napoli.
- Analyzes how la napoli's poor leadership practices resulted in a lack of effective team culture.
- Concludes that the main cultural problem facing la napoli is management lack of understanding and/or appreciating the impact of culture on an organization.
- Analyzes how management style influences perception and attitude towards leadership and management styles. leaders should possess high level of cultural understanding to establish what is expected of them by consumers, subordinates, governments and other stake holders.
- Analyzes how j magretta's perspective of management is that it involves something greater than individual business leaders and should be addressed on wider cultural context.
- Recommends improving the cultural competence of the current and any incoming management team through a well-designed cultural training program.
- Opines that a well-designed training program will increase managers' knowledge, help them develop new skills, adjust their personal behaviour to the best and ambitiously change their attitude.
- Opines that implementing such a program would require extra-effort that might put extra demand pressure on the target trainees and the organization at large.
- Explains how the target trainees and the board will be influenced to convince them that the training program is the best strategic direction to be undertaken.
- Cites busrton, j., and mckay, l. in composite strategy: the combination of collaboration and competition.
- Describes the case studies of german companies in iran, india, and china.
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- 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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- Explains that culture is a system of shared beliefs and values that develops within an organisation and guides the behaviour of its members.
- Defines values as the belief and faith people have towards the organisation. woolworths is focused on customer service and maintains customer satisfaction.
- Concludes that woolworths has the strong and effective organisational culture as deal and kennedy's theory.
- Explains that woolworths is an organisation which consists of people from different societies. it is impossible to characterize an organization as having a single culture.
- Explains that the most visible level of the culture is its artifacts and creations. it is visible by physical layout, technological output, language spoken, artistic productions, etc.
- Analyzes how the report focuses moves from culture to the concept and application of power in woolworths and studies how feminist theories are cherished and experienced in the organization.
- Explains that woolworths' hierarchy system shows that formal authority starts at the top with board and senior managers.
- Explains that feminist scholars believe that women in organizations can become marginalized in organizational life because of the dynamics of gender relationship within patriarchal organizational structures. woolworths will aim to have 33% representation of women at board level and within its senior executive group by 2015.
- Concludes that woolworths strives to create a work environment where everyone can except to treat similarly with dignity and respect.
- Explains that the report aims to show the clear idea about the culture in woolworths demonstrating the application of culture and critical approaches.
- Explains that the purpose of this business report is to demonstrate the application of cultural and critical approaches inside the woolworths which considered as one of the biggest employers in australia.
- Describes woolworths as a strong, down-to-earth, family-oriented company with ethical values and 'hard-working, responsible' culture.
- Explains that an organization's culture is the root of amalgamation of the values and beliefs of its employees.
- Explains that the success of an organisation is related to the strong culture of the organisation.
- Explains that woolworths recognises those who have performed well and make difference with their contribution. since opening the first single basement store in sydney’s pitt street in 1924, the organisation has grown into a household name.
- Explains that rituals are the ceremonies through which an organisation celebrates its values. woolworths has a number of programs in place to engage stakeholders.
- Explains that culture is socially created through the interaction of organizational members. woolworths is an emergent organisation.
- Explains that woolworths depends on 190,000 staff across their stores, distribution centres, and support offices to provide exceptional service, products and price. in 2010, they invested over $63 million into learning and development initiatives.
2396 wordsRead More - Essay On Organisational Cultureexplanatory essayOrganisational 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...
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.
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- Explains that there are two popular organizational models known as mechanistic (bureaucratic) and organic (less rules, decentralized decision authority, and collaboration) organizational structures.
- Describes their misfortune to be employed under a traditional mechanistic department when the corporation around it is currently transforming into an organic or hybrid type organization.
- Opines that the company is a good company with ethics and standards that they can stand behind.
- Opines that an organic office would support the corporate organizational culture encouraging diversity and coworkers to express opinions and ideas as if it were their own company.
- Explains robbins, s. p., de cenzo, d. a. & coulter, m. fundamentals of management.
- Explains the importance of understanding organizational design, structure, and culture as a team within the organization.
- Opines that the mechanistic structure in place at their employment does not work well and is failing.
1105 wordsRead More - The Impact Of Cultural Differences In Brazilanalytical essayCulture is phenomenon that pervades every corner of the earth and society. The term has differing definitions, which specifically or loosely denote the same thing. For this exercise; culture is a mixture of mutually supportive beliefs, behavioral patterns, knowledge, and all learned properties owned by a civilization or society. These are all determined by acquisition of skills, or knowledge regarding how to perform tasks or symbolic thought among a particular group of people. There is extensive cultural intermingling that occurs due to trading, learning and working that has taken its activities on to an international platform. Emigration and migration have also led to greater levels of multiculturalism in the workplace as well as in the learning institutions, and now people from different backgrounds interact through studying and working together more than ever before. Other interactions influenced by multiculturalism include politics, sports, marriage and entertainment. In today’s world firms have expanded their regional operations and employees may be deployed to any corner of the globe, and as such there is a need to be culturally conscious. International deployments of employees have integrated cultural training sessions into their orientations as means to help its workforce adapt to working different environments.
In this essay, the author
- Explains that culture is a mixture of mutually supportive beliefs, behavioral patterns, knowledge, and all learned properties owned by civilizations. emigration and migration have led to greater levels of multiculturalism in the workplace and learning institutions.
- Explains that corporate companies have become cognizant of the fact that the conditions of operations in different locales are not necessarily similar. these differences are mainly due to culture, legislation, climate, tax regimes, political environments and many more.
- Explains that brazil has attracted considerable business investment and dealings from the international sphere. portuguese is an important part of culture that cannot be done away with because it links the members of society through communication.
- Explains the differences in religious expression in workplaces in the u.s.a and brazil, stating that brazilians are religiously tolerant and share a common faith-catholicism.
- Argues that brazil's embrace on technology is not uniform and a blanket statement cannot be offered to comprehensively cover the whole of brazil.
- Explains that family issues are treated with greater sensitivity and value in brazil than they are in the u.s.
- Argues that gender roles in the u.s are loosely differentiated and at times they virtually seem non-existent.
- Explains that brazilians use more make-up and feminine attires to emphasize their feminine nature in a different way compared to the u.s.
- Opines that brazilians are comfortable with class inequalities in society, as they perceive the world as a whole and in particular the workplace as unequal in nature.
- Analyzes how the brazilians stereotype these regions and offer characteristics that tend to define each region. the characterizations may not be accurate, but they are important for anyone going to work in these locales.
- Opines that racism is a major issue in the u.s and this has even been highlighted by legislation meant to enhance equality at the workplace.
- Explains that the brazilian culture is highly contextual and messages are scrutinized more with respect to the kind of message they pass rather than the choice of words applied.
- Opines that brazil is concerned with the preservation of the amazon's largest natural resource. the nation has been under strong sensitization to use natural resources in a sustainable manner.
- Concludes that cultural diversity among north americans and brazilians provides a distinct cultural working environment, which may cause conflict and synergy.
1813 wordsRead More - Culture's Critical Role in Change Managementanalytical essayIt 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.
In this essay, the author
- Explains that people's beliefs, customs, perspectives, attitudes, and values constitute the culture that prevails in an organization. culture affects an employee’s professional development and personal harmony.
- Explains that culture varies from one organization to another as it is shaped by the values and beliefs of the people working there. it takes form to regulate behavior, action and decision making processes within the organization.
- Defines organizational culture as the glue that holds an organization together through a sharing of patterns of meaning. it helps to contribute towards organizational goals, decision making processes, job satisfaction, employee motivation etc.
- Explains that change occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it.
- Explains the main aim of the study is to examine and understand the role of organizational culture in change management and extract a deeper understanding of both the variables.
- Explains that culture is a broad term that an organization takes time to understand completely.
- Explains that schein proposes a culture model that includes three levels which is as below. values are driven to attain organizational objectives and conflict with the espoused values of the organization.
- Explains that changing work practices can confirm or challenge an individual's "narrative of the self." organizations must meet up to the expectations of employees while deciding on a change that may be long term or short term.
- Analyzes how brown and eisenhardt argue that firms compete by changing continuously, and that the ability to change rapidly and continuously is at the heart of their cultures. weick and quinn suggest that organizations produce change through repeated acts of improvisation.
- Argues that an important factor that determines how change will be managed is the intensity of change.
- Explains that organizations must consider some models of changes before implementing a particular change. hofstede's model:culture has both, its pros and cons.
- Explains that when organizations grow over a period of time, it becomes difficult to attain organizational goals and objectives. culture is an important determinant of organizational culture.
- Opines that culture effectiveness can be increased with the help of training which must be the key focus of the job, while helping in increasing the development reserved for organizational culture.
- Explains the managing culture through competing values framework, which consists of two dimensions of opposite set of indicators for organization effectiveness.
- Explains that the competing value framework helps an organization analyze the culture that is prevailing within and also helps to identify or predict the results while implementing a change.
- Explains that chaos theory helps organizations understand when and how an organization goes out of hand. it helps in identifying the end point of chaos, an extent to which unexpected situations can be controlled.
- Analyzes the cultural web, the genetic blue print of an organization, while exploring the complexity of different situations affecting culture.
- Explains that gibson, d.e., and barsade, s.g. (2003) conducted a research on an organization that continuously challenged forces of change.
- Explains that jones, r.a., jimmieson,n.l. & griffiths, a.(2005) conducted a research to find out the readiness of employees to resist change.
- Explains that organizations need to consider cultural aspects during the planning stage of implementing a change. conflicts tend to arise at some level during implementation.
- Concludes that organizational culture and change management is important for an organization, and understands the role of cultural aspects in change.
- Refers to yuningsih, cameron, dooley, and cutcher. multiple performance measures use and job-related tension in the indonesian higher education sector.
- Explains anthony j mento, raymond m jones, walter dirndorfer, john hayes, and g. hofstede.
- Explains that e.h schein (2004), ‘organizational culture and leadership’, 3rd edition jossey-bass, san francisco, cacameron k.s & quinn r.e (2006), 'diagnosing and changing organization cultural. based on the competing values framework’.
- Cites dubinskas, f., wursten, ahmadi, paton, mccalman, and moran.
- Explains gibson, d. e., and barsade, s. g. 2003. "managing organizational culture change: the case of long-term care."
2535 wordsRead More - Organizational Excellence and Leadershipanalytical essayOrganizational 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).
In this essay, the author
- Argues that organizational culture is the key to organizational excellence and leadership is a function to create and manage culture.
- Explains that cultural misunderstandings can be painful for individuals, but also for the organization as a whole. the study of cultural issues at the organizational level is essential to understanding what goes on in organizations.
- Explains that organizational culture influences workers' commitment and identification with the group and organization, as well as their sense of involvement with their work tasks.
482 wordsRead More