Organization Culture and Importance of Positive Culture - Essay Example

Organization Culture Task: Organization Culture Introduction Positive culture in an organization is the art of high performance behavior that develops within an organization. Being bias for action falls squarely under this category as the organization must choose on how to conduct them. Passion for the customer will be the main driver to positive culture as they are the most important stakeholders in an organization. Positive attitude and collaboration calls for effectible role playing which impacts positively in an organization. Willingness to change and embracing innovation and creativity are key values and consideration in this case. The managers in an organization need a guideline on what to involve in the process of bringing about positive organizational culture. The first value of the managers is enthusiasms in their undertaking in the leadership position. There is no need for making assumptions that everything is okay within the organization but embrace the art of finding out the reality. The managers should be well versed with what they are interested in establishing before making steps. This calls for the evaluation of the possibilities by asking the questions what? Why? When? And how. This helps in establishing the resourcefulness of the subject in question. An example is a case where an organization is planning to hire smart individuals with youthful energy then it must carry out the recruitment exercise baring this in mind. The fact that every day is different and unique must not be under looked. There must be the spirit of persistence and never losing hope by the managers. This instills much confidence in the organizational prospective and other events that it involves in. Mistakes are always bound to happen. According to Andrew (1998), the managers must learn that mistakes are not "mistakes". As such, messing up at any stage of activities does not necessarily mean that the whole system is done; instead, it becomes an experience that makes the management stronger and efficient. This is a value that may apply at the stages of making change or reacting to a given situation which may include interdiction of resourceful employees whose conduct may be contradicting. The other value may include zero tolerance to negativity. There are various impacts of negativity in an organization. Thus during the process of building positive organizational culture, the managers must put this as a value under consideration. If this is not looked into, it eventually leads to mistrust which is not healthy for an organization. As a manager, the pace setting is a role that must be looked into. Leading by example is the typical scenario that this value is all about. Friendliness is always values by others and may be used as a way of creating positive organizational culture. Involving others within the organization is one of the ways through which feedback may be attained. This can be done by letting other employees do what they deem necessary. The manager should spare time to involve the employees in questions such as; do you think our organization has positive culture? Let them open up in what they perceive the organization to be culture wise. They may also give suggestions on how to improve the culture within the organization. In carrying of the tone in this case may involve moving away and letting those who are around you as the manager to carry out the tone. Positive communication is a core value which the managers must consider in the process of developing positive organizational culture. For instance, picking up of phone calls may help in positive perception of the employees. Casual meetings may be used by the managers so as to establish good relations among the employees. Thus from the above values, as a manager, lack of putting these into consideration may be disastrous to the organizational culture and eventually the larger organization. Importance of Positive Culture Research by Andrew (1998) supports that people behavior in an organization is well defined by the management and leadership team. This is the source of the success of the business and ultimately the failure of the business. It is, therefore, very critical for managers to ensure positive culture in the organization. One of the importances of this includes ability to approach the management so as to solve emerging issues. In case management is not approachable, then it will foster in poor culture such as people working with doors closed to signal that they dont want disturbance of any manner while at work. This is bad culture that can be put into check by the management least efficiency be compromised. Sharing of vital information with employees may also lead to negativity may lead to increase in mistakes the result is victimization of the employees. For instance, failure to collaborate with other departments that are vital in a given event can lead to such a situation. Take a case where there is a need to go for a field research on a given issue but the transport department is not informed in good time so as to prepare efficiently. The act of victimizing the employees for their wrong deeds but failing to appreciate them for their success results into dissatisfaction and eventually leads to reduced productivity. It is important for the organization to ensure that whenever an employee does well, they are appreciated so as to keep them motivated. Without which, the overall performance of the organization will record low efficiency, therefore, low productivity resulting to underdevelopment of the organization. No one in the organization owns up for a mistake; instead, fingers are often pointed at individuals who in most cases are innocent. The fingers in this case may be pointed to employees or even the managers. This brings about failure to compromise in needful situation. This sum of it all is degradation of morale for the individuals accused falsely. This may go round to the extent that the whole organization is affected negatively. If that becomes the case, then the organization is bound to record low performance due to lack or morale to carry out duties according to (Andrew, 1998). The attitude of compelling the employees to adhere to some conditions or quit may be so adverse to the extent of building up strikes. This impact negatively to the image of the organization. For example, if airline company employees decide to go on strike, the image of the whole company becomes unfriendly. This may result to loss of some customers; consequently, the net profits will decrease leading to low records of organizational development. The definition of boundaries being more distinct and bold among the management and other employees may not give a positive outlook of an organization. Instead, the employees may have the feeling of being of less importance to the organization. The result here is the lack of motivation. An employee who is not motivated in the process of carrying out duties for the organization may not perform their duty as it would have been otherwise. This ends up compromising efficient performance of the organization. Positive culture in an organization is of more importance in ensuring efficiency of the while work force. Negative culture in an organization, on the other hand, may lead to underperformance of an organization as the worker satisfaction will be compromised leading to declined productivity. The manager may also consider new practices on how to build positive energy. The beginning of this is getting organized and having confidence. This is achieved by having the knowledge of what to come as a priority and the order of events to follow. Having the culture of self discipline and good appearance must be involved in this procedure. Providing better facilities in case the budget can accommodate may be considered positive by the whole system. The working environment upgrading may also be considered at this point. Staff retreat events may be very meaningful for the organization in an attempt to foster positive culture. This may include seminars and outdoor activities which may offer a break from the normal routine work and environment. Developmental strategies may be of great importance. Here, the management may consider identifying potentials and providing training so as to achieve quality and more advanced productivity levels. These calls for involvement in consultation with the other non members of the organization so as to realize what may be necessary to add. The result here is an accumulation of more knowledge and expertise leading to efficiency in operations within the organization. Meaningful interaction in this case will involve relevant stakeholders and conversation usage mostly appreciated. Impact of Culture on Employee Behavior According to Andrew (1998), the structural set up and the composition of the organization will in many cases determine the way employees respond to the set rules and regulations. The size of the organization also has an effect on the culture of the organization. The managers must have a demonstration of positive culture in all their duties; otherwise, negative conduct may be adopted by the remainder of the employees. For example, if a manager is found off leaving work before the right time then the other employees will slowly adapt this culture which may be difficult to eliminate in the long run. The understanding of what is required to enable positive culture in an organization looks easy to understand from the surface of it. However, implementation of the changes is more challenging and must be looked into keenly for it to be a success. This will rely on the current bad culture and the required efforts to put it under control. Once steps are taken, the whole process succeeds depending on the efforts of management, and the change can be realized violation of the pride owned by the organization should not be tolerated by entertaining negative culture. Conclusion From the discussion above, it is realized that the management has the biggest role in ensuring that there is positive culture within the organization. Failure to maintain this may impact negatively on the organization. To avoid this, measures must be taken to ensure that there is positive culture within on organization. The managers must lead by example and involve in wide consultation on what positive culture breach is being exhibited in the organization. The result in this case would be taking control move the prevailing culture within the organization. Reference Andrew D. B. (1998).Organizational Culture: Financial Times Management. One Southward Bridge, London, UK: financial times. Read More