Organizational Culture Theory - Research Paper Example

? ORGANIZATIONAL CULTURE Task Organizational Culture Introduction Organizational culture refers to the past and present organizational assumptions, skills, viewpoints and values that cement an organization. This culture is observable in the self-image of employees, how they accomplish their duties, their interaction within and without the organization and their future anticipations. Therefore, the indicators of an organizational culture are manifest through employees’ attitudes, philosophies, customs, implied contracts and the organizational rules whether written or not (Ybema, 2011, p. 13). Organizational culture demonstrates how an organization carries out business, relates with the clients, community and employees. It indicates extend to, which an organization has freedom of making decisions concerning an organization, expression of new and personal ideas. Organizational culture controls how organization information flows among leaders, employees and clients. Finally, it empowers the organizations’ employees towards attaining the set objectives (Rosen, 1985, p. 33 & Rosen, 1988, p. 467). Organizational culture theory has become a major issue in most organizations. This theory proclaims that life in every organization varies; therefore, advocating for more research in the field of organizational theory. Organizational culture theory campaigns for research in organizations with Muslim employees, pregnant employees and low enforcement employees. Organizational culture theory is of benefit to an organization as it shows how dissimilar businesses perform their tasks in line with their culture. In addition, it explains how customs affects production in an organization and the conflicts that result from dissimilar organizational cultures (Schein, 2011, p.40). According to conducted empirical study, there is a sturdy link amid the existing organizational values and the arrangement of an organization. In the previous years, many businesspersons lacked information regarding how organizational culture nurtures business performance, and instead, they believed that dissimilar cultures in an organization are difficult to handle. On contrary, most of the current business individuals have realized that organizational culture is imperative as it fosters organizations competition level hence making them to survive during tough competitions. Therefore, to apply culture according, it is important that an organization defines and understands its culture well (Schein, 2004, p. 112). In organizations, culture tend to be complex because it entails various assemblages of people possessing dissimilar values, attitudes, behaviors, assumptions, artifacts and beliefs. Culture describes an individual’s inner and external relationship as well as guiding someone’s actions unwillingly. According to dissimilar conducted research, organizational culture is an interesting issue to many researchers, which include the academic plus educational researchers, management practices and applicable in organizational theory (Solomon, 2004, p.53). In organizations, people should respect every culture in order to realize critical company matters such as how people in the company reason, to enhance how people value each other, think and act. This is important because encountered reactions from dissimilar employees in an organization originate from cultural beliefs and sharing of ideas among employees (Van Maanen & Barley, 1984, p.294). It is intricate to get two organizations possessing the same customs. The cultural differences that exist among organizations can turn out to cause major impacts to the performance of an organization together with improving the employees working experiences (Parker & Clegg 2006 P. 651). Organizational culture affects theory and rehearsal educational reform. The culture of a society within, which dissimilar organizations operatelargely, affects the culture of that organization (Smircich, 1983, p. 340 & Schein, 2009, p. 14) Organizational culture is very significant in an organization since it grips the association together with its employees and community. It motivates employees thus resulting to enhanced worker and organizational performance. Organizational managers have a very important responsibility in ensuring that the organization has a suitable organizational culture in order to foster performance together with job satisfaction among employees (Pettigrew & McNulty 1995 p 847). Consequently, if an organization’s manager ignores to concentrate a lot on promoting positive culture and ends up formulating a negative culture, it causes a big disaster to an organization (Schein, 2010, p.40). Managers can revolutionize the existing culture of an entity to expand performance hence raising total production. Every manager should ensure that his/her organization has a culture that drives its employees making them to strive for better performances of their organizations. Therefore, for a company to succeed, managers have an important task to play. For example, they ought to put a lot of attention to the general performance of their employees. This can be enhanced through managers formulating a culture that allows employees to get rewards on the good performed jobs. In addition, the managers should define the organizations objectives to its employees in a formal way for better understanding. This will stimulate employees and inform them on the consequences of their actions thus forcing them to work extra hard so that they can meet the organization’s targets (Alvesson, 2002, p.42 & Pfister, 2009, p. 132). Managers can also implement an organizational culture that supports teamwork among employees. Application of such culture in an organization will foster collaboration in all departments hence resulting to perfect work and this increases the organization performance. The managers should promote competitive culture among employees, thus making each one of them to work extra hard in order to emerge the best among all employees. This competition will improve productivity hence raising the organization’s performance (Martin, 2002, p.172). Managers should ensure that their cultures entail reporting, evaluation and analysis on the performance of an organization. This can be possible through managers ensuring that they follow up and document huge information regarding employees’ performance of tasks within an organization into the system. This information should include issues like the employee’s achievement, if they have attained their objectives or not, department with best performances and those performing poorly. Such information will assist managers in rating how employees perform dissimilar tasks within an organization thus helping them to know the areas that need enhancementsand act to them accordingly (Parker, 2000, p. 57 & Keyton, 2011, p. 16). To improve an entity’s performances, managers should come up with cultures that offer training to new employees together with the non-performers. The culture should specify that when a trained non-performing employee continues to perform poorly, the organization is capable of dropping him/her. Such performance driven culture will enable the non-performing employees to work extra hard hence increasing the organizational production. There should be expulsion of non-performing employees in a performing organizational culture as they negatively affect productivity level hence dragging the organization’s performance rate (Martin, 2001, p. 24). Managers should advocate for an organizational culture that entail employees from dissimilar cultural backgrounds. With such culture, the employees will try to demonstrate different skills, talents, hobbies and knowledge to the company hence increasing productivity. In addition, managers should ensure that they implement a positive organization culture among employees, which helps employees to strive for a common goal, clarify each employee’s role, encourage teamwork and requires accountability for every action thus boosting productivity (Cameron & Quinn, 2011, p. 34) When organizational managers implement positive and good cultures in their organizations, the employees become more reliable and perform their tasks in good faith. To ensure that an organization forms a positive culture, it is imperative that it focuses on the organization’s mission, vision and goals plus explaining to them how they should work in line with them. Well implementation of such cultures will reduce the level of absenteeism among employees, reduce problems arising from time management and increase the total profits made by a company (Daft & Marcic, 2010, p.23 & Frost, 1991, p.17). Organizational managers that formulate positive cultures create positive changes in their organizations. This is possible because in case an organization is interested in a change that is not in its culture, such changes cannot take place. The managers should also ensure that they formulate a culture that allows openness and sustenance to all employees through permitting them to air their views concerning the performance of an organization (Kunda, 2006, p. 42 & Frost, 1991, p.17). However, a durable organizational culture is imperative because it offers employees with the shared beliefs of an organization, values together with edifying norms. If an organization obtains shared beliefs, there will be enhanced teamwork, as all employees will be striving to achieve a conjoint goal instead of striving for individual goals. An organization possessing such employee characteristics will foster solid organizational culture hence leading to high productivity (Driskill & Brenton, 2010, p.12). Strength of an organizational culture Organizational cultures can pose brighter effects to various companies because some act as talent attractor as many employees review an organization basing on its culture. This has made managers to become more selective when choosing employees as they base on talents for them to enjoy their working environment and improve performance. Organizational cultures have contributed to employees staying in organizations that they could have opted to quite. Culture is a source of strength to an organization because it engrosses employees to their tasks, thus increasing both productivity and profitability (French, Rayner, Rees & Rumbles, 2008, p. 23) . A good organizational culture makes employees to view their work positively thus fostering good results. It also forms synergy among employees thus enhancing good communication amongst them so sharing relevant information concerning performance improvement. Finally, organization culture makes the organization and its employees to emerge successful in all their activities because it provides them with a goal to realize. Weaknesses of an organizational culture Even though, organizational culture has more advantages, it also has a dark side. This includes organizations having individuals with unlike cultural credentials thus resulting to conflicts among employees because of differing organizational culture favoring specific people and this deters organizational growth (Knight &Willmott, 2007, p.74). Changes in organizational cultures results to breakdown of communicationbecause not all employees can abide by the culture requirements and this may lead to conflicts among employees. Consequently, conflicts in an organization lower the total production hence reducing profits. Organizational culture can turn out to be detrimental to organizations because mostly, the implemented culture rules and regulations ends up being a personal issue rather than benefitting the organization (Huczyriski & Buchanan, 2007, p. 143). Conclusion Organizational culture is imperative to individuals who are fascinated in considering an organization’s characteristics. This culture entails values, beliefs, behaviors, norms together with artifacts that exist among organizational affiliates. Development of this culture occurs within a specified period with the involvement of different organizational members. After developing this culture, it is problematic to change it, as it is common among employees. For example, the manner in, which an employee behaves towards the organization, mirrors the tendencies of other employees. Organization culture transforms the way in, which its employees behave, talk and relate to each other. Finally, it will be of great benefit to managers when they realize that a resilient organizational culture largely contributes to good performance of an organization. List of References Alvesson, M, 2002, Understanding organizational culture. London, SAGE. Cameron, K., & Quinn, R, 2011, Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework.San Francisco, CA, Jossey-Bass. Parker, B & Clegg, S, (2006) "Globalization" from Clegg, S, The Sage handbook of organization studies pp.651-674, London: Sage Pettigrew, A & McNulty, T, (1995) "Power and Influence in and Around the Boardroom" from Human Relations 48 (8) pp.845-874, UK: Sage Publications Ltd Daft, L., &Marcic, D 2010, Understanding management. Mason, Ohio, Southwestern. Driskill, G, & Brenton, L, 2010 Organizational culture in action: a cultural analysis workbook. London, SAGE. French, R., Rayner, C., Rees, G & Rumbles, S, 2008, Organizational Behaviour, Chichester: John Wiley and Sons. Frost, P, 1985, Organizational culture. Beverly Hills, Sage Publishing. Frost, P, 1991, Reframing organizational culture. Newbury Park, Sage. Hierling, M., Yeh, Y., Tai, S., & Yu, J, 2008, Organizational culture and the case of Google What is organizational culture and how it can influence the performance of a company. 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