ORGANIZATIONAL CULTURE…
Every organization has its own exclusive social and psychological environment which represents the shared values, organizational behaviors, quality of products or services provided, as well as the vision, mission, goals, and objectives.
It is hard to identify ideal and standard format for organizational culture hence it emerges and develops within the organization according to its values and behaviors.
Generally, it is not being specifically defined or communicated among employees, but from the beginning of the employment, that means from the recruitment level, values, and features of the organizational culture being impressed and taught to new employees including the pattern of behavior.
In some instances, the nature of the organizational culture may not accept by some employees due to their behaviors and characteristics, but commonly they will have to adhere and accept the cultural patter while working as a team within the workplace.
According
to (Cameron & Quinn, 2011) , there are four main
types of organizational cultures,
They are Clan, Adhocracy, Hierarchy
and Market.
Abstract of above four types:
Clan - Doing things together
Adhocracy - Doing things first
Market - Getting the job done
Hierarchy - Doing things right.
(The Tipster, 2013)
Good culture has positive influences towards the organization and it leads to high performances and productivity along with employee motivation and engagement. Due to the uniqueness of the culture, it consisted of own competitive advantage among other competitors.
If the culture is unsupportive, inappropriate and weak it has to be changed or reinforced. Cultural analysis can be carried out through questioners, surveys and failures, as well as weaknesses, which can be identified with the discussion with the workforce and connected parties.
According to the results of the above analysis, appropriate changes should be made to criteria’s of leadership patterns, management, and controls, resource allocations, rewarding systems, HR policies such as recruitment, selection, and promotions.
References
Armstrong, M., 2006. A Hand Book of Human
Resource Management Practice. 10th edition ed. London: Kogan Page
Limited.
Cameron, K.
S. & Quinn, R. E., 2011. Diagnosing and Changinh Organizational
Culture. 3rd ed. s.l.:Jossey-Bass A Wiley Imprint.
Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization......... 😊
ReplyDeleteOrganizational culture affects the way people and groups interact with each other, with clients, and with stakeholders.🌟
Yes. organizational culture consists of beliefs, attitudes, and experiences of the organization and also it influences the behaviors, self-esteem, working patterns, and anticipations of the employees.
ReplyDeleteThe most important thing about culture is that it’s the only sustainable point of difference for any organization. Anyone can copy a company’s strategy, but nobody can copy their culture.
ReplyDeleteOrganizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.
ReplyDeleteOrganizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations.
ReplyDeleteCulture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid.
ReplyDeleteAccording to the studies done by many researchers, organizations who consider their culture as a decisive and important factor of their profitability and sustainability can be ranked in top positions in the business world as leaders. Strong culture always depends on hard workers and employees with high loyalty and commitment towards the organization.
ReplyDeleteOrganizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations.
ReplyDeleteOrganizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational culture may influence how much employees identify with their organization.
ReplyDeleteBusiness leaders are vital to the creation and communication of their workplace culture. However, the relationship between leadership and culture is not one-sided. While leaders are the principal architects of culture, an established culture influences what kind of leadership is possible.
ReplyDeleteorganizational culture will reverberate across all aspects of your business because it represents the way you do business. It’s simultaneously your identity and your image, which means it determines how your people and customers perceive you.
ReplyDeleteThe culture of any workplace decides how employees will behave with each other or with the external parties and also decide their involvement in productive tasks. On the other hand, organizational culture affects employee relations.
ReplyDelete