First of all, there will be a need to change corporate communication in order to create an open and transparent organisational culture. This can be achieved through giving clear communication thus eliminating here-say among members of the organisation. This enhances the way employees perceive themselves and will also affect their behaviour (Robbins, 2004)
Decision making within any organisation needs to be done in such a way that it enhances independence. Employees need to feel that their respective organisations trust them to the point of allowing them to make decisions within the organisations. Experts have suggested that organisations where there is less bureaucracy in the process of decision making are generally more efficient. The reason why this occurs is that most employees will not waste time trying to maintain protocol. Details of how mangers can achieve this will be examined in the essay.
Leaders need to motivate their employees. There are various ways in which this can be achieved; through reward systems, through allowances, flexible working hours and holiday provisions. Employees can also be motivated by possessing greater autonomy in the decision making process. Details of how managers can achieve this will be analysed in the essay. The overall effect of motivation is that it makes workers more energised. This can create a culture of hard work and will be manifested through employee behaviour. These interlink age will be elaborated further in the essay. (Dessler, 2001)
The essay will also look at other quality traits that managers can utilise to influence their employees. This can be achieved through justice and honesty when handling employee cases. Leaders also need to employ participative character traits in order to affect organisational culture hence employee behaviour. Participation means collaboration between leaders and employees during the execution of tasks. The validity of this argument will be further scrutinised in relation to organisational culture. Managers also need to understand their employees and use motivational tools that relate to their employees character traits. By doing this, employers will enhance a culture of hard work and this will propagated in employee's behavioural traits.
Organisational culture may be defined as the accepted norms and values that are associated with a particular company. These norms are seen as distinctive to a particular organisation and normally affect the way specific organisations go about implementing their organisational goals. These norms are also passed on from one group of the organisation to another. The most fundamental question that managers and other organisational stakeholders need to answer is what is the relevance of organisational culture to the way they go about their activities Organisational culture is closely related to organisational strategy. Managers who normally experience problems are those ones who fail to merge organisational culture to their strategies. If new strategies are incompatible with the kind of culture prevailing at that time, then chances are they might fall fail. Numerous authors have