Corporate Culture Management and Organizational Behavior - Book Report/Review Example

Task: Organizational Behavior Overview of the Book “Communication Miracles at Work: Effective Tools and Tips for Getting the Most from Your Work Relationships” by Gilbert Matthew assists an individual improve relationships in the workplace. The book outlines the interaction of the human behaviors with the organization. It also highlights the linkages of the human mannerism in the organizational settings. Each individual presents a unique compilation of characteristics and experiences from personal life and other organizations that affect an organization. Consequently, the book examines the unique perspectives that the individuals introduce into the work setting. The author also examines the workplace attitudes and organizational cultures transition from the previous years. For example, women did not previously hold plum positions in corporations, but this trend has changed. Currently, they boast of critical positions in private and governmental institutions. Matthew Gilbert highlights these factors in his literature. Additionally, the book outlines the personality differences of the various employees and possible recommendations organizations could adopt to mitigate conflicts. Summarily, the book evaluates the relationships of coworkers, management and their clients. Application to organizational behavior concepts/theories Workplace cultures Workplace culture has been a major area of research in management as it captures the interests of scholars and publications. In his book, Gilbert mentions it within the first chapter. Despite numerous confirmations through studies that an organization’s culture influences management practice and fundamental business relationships, the changing trends and attitudes challenge this concept. The organizational culture may entail collective self-awareness within the organization that provides norm for behavior. The author insists that organizations allow employees, management and clients to interact through business transactions. Workplace Cultures and Ethical Practices According to Jarratt and O’Neill (22), there exist different personalities in organizations that have diverse beliefs, aspirations and values. Their interaction with the work environment that includes managers and coworkers modifies their behaviors to match the organization. For instance, organizational culture will be technology driven in a technological firm. In such environments, the technicians tend to be innovative. This is the attitude that the employees embrace. Appropriate examples for such corporations would be the Apple and Samsung industries. The author indicates that women are increasingly becoming a common feature in the corporate environments. In previous years, this was a challenge because most societies were conservative and unwilling to recognize women as managers and equals in the work environments (Jarratt & O’Neill 22). The changing workplace cultures and perceptions are responsible for these improvements. Additionally, several civil rights and women groups have been instrumental in altering organizational perceptions on women. Women numbers in the professional fields are increasing as the adverse attitudes within the organizational circles diminish. Employee conduct is influenced by the organizations expectations of how employees act. If the organizations interact with their women co-workers harmoniously, the aspect of women respect is likely to be ingrained in the organizational culture. The book indicates that companies are eager to meet their employee’s requirements in order to retain them (Gilbert 11). Organizations recognize that every employee has unique capabilities and the management can utilize them to attain their objectives. The management decides that change of the organizational culture is inevitable due to these pressures. Leadership The management needs to have effective organizational cultures to accommodate the varying personalities and shifting paradigms of the organizational trends (Wisesa 67). There is no global measure of what constitutes a “moral” employee. However, there are attributes that can collectively identify an ethical employee. Issues such as tolerance, honesty, punctuality and diligence reflect ethical mannerisms of a good employee. Organizational cultures are critical determinant off an employee’s behavior with co-workers and clients. Integrity is a key element that shapes the nature of workplace interactions in organizational cultures (Jarratt & O’Neill 23). Adherence to integrity standards can build long-term business relationships. Most organizations retain a fraction of loyal clients through promoting the integrity element in their organizational cultures. This enhances the trustworthiness of a business to the clients. Because the employees and management are the faces of the organization, their culture enable them to consolidate lasting friendships with their customers (Wisesa, 67). This outlines the importance of relationship supportive qualities and behavioral norms of that encourage effective relationship management systems. Workplace Culture and Performance Outcomes Organizational performance is the corporation’s ability to realize its goals efficiently while utilizing its resources (Ojo 4). Workplace culture is a social control embedded in the undertakings of the business that establish employee behavior. Furthermore, it makes all stakeholders of the organization feel part of the business experience. A strong workplace culture has been vital to continued success in organizations. A strong workplace culture generates a tangible social energy that empowers coworkers and management. This leads to a superior performance by the company. Gilbert (11) indicates that workplace stress is fueled by dysfunctional relationships among the co-workers and management. Work environments comprise of diverse personalities have varying opinions concerning numerous issues. Conflicts in the workplace adversely influence the productivity of the organization. Communication and stress Gilbert also cites communication breakdown as one of the probable causes of workplace stress. Communication is vital for effective performance of functions in corporations. Essentially, it helps the facilitation of business procedures comprehensively (Jarratt & O’Neill 24). Workplace cultures determine the communication channels of organizations. The culture of a workplace is important in adding value to a firm if the communication mechanism is well defined. Ojo (5) insists that common mistakes, which organizations usually do, are denying the middle and lower level employee’s critical information leading to stress. It is critical to incorporate the employees in decision-making though it is the top management’s capacity to determine the disclosure of details. Organizations have the capacity to enhance their profit margins through their corporate cultures. Ensuring that the employees and clients are knowledgeable of the organizations ideals and expectations will lead to the organizations success. Furthermore, the employees would be confident in their interactions with the clients (Ojo 5). If the clients were also knowledgeable of the organizational culture, it would enhance confidence in the organization as a whole. Corporate culture is an integral element in the prospects of organizations completing locally or globally. An organizations workplace culture gives it an advantage over its rivals (Ojo 5). The development of this culture gives the organization opportunity to assess the effectiveness of exiting cultures in the organization and possible alterations where the existing ones are inefficient. Workplace culture is essential in facilitating cooperation and coordination within organizations. According to Gilbert (16), a corporation that encourages openness and teamwork while promoting a cordial atmosphere is fertile to warrant a communication miracle. Communication remains a powerful instrument in ensuring coordination and generation of bonds within workplaces. Impact of the book in my workplace The book discloses essential strategies that both co-workers and managers could incorporate in the working relationships. The book indicates that an organization must first realize the unique ideas, potential and thinking each individual brings to an organization to take advantage of the organizational culture. The organization must then work to synchronize these various individual cultures within its own cultures. This necessitates compromise from both the managers and co-workers. The book highlights the significance of communication to organizational success. Numerous behaviors in the organizations have a direct relation to the communication among the coworkers, managers and clients. The varying cultural backgrounds influence the communications in the workplaces. Gilbert (94) identifies good communication as a combination of self and situational assessment. Establishment of trust comes out a significant element in enhancing communication among individuals. Consequently, the co-workers and managers make thoughtful decisions. This generates constructive feedback among coworkers and not criticism. Another element is managing individual emotions that are likely to curtail work performance. If the emotions are intense, it is advisable to share it with a trusted colleague. This will assist in neutralizing the high emotions in organizations that can lead to dysfunctional relationships among co-workers. Additionally, communication is recognizable as an appropriate channel of neutralizing the dissenting feelings. Conclusion Corporate culture management has increased in the recent past due to numerous factors that are encouraging organizations to alter their strategies. There have been numerous debates whether organizational culture could be managed effectively (Wisesa 66). The effectiveness of the culture is reliant on the ability of both employees and management to enhance communication and introduce change. Communication is an essential instrument of enabling business success and its incorporation into the business culture will be highly beneficial. I would recommend this book to executives, employees, and potential future workers. It would broaden their comprehension of the organizational behavior and the key essential elements that determine this. The book is a good read for all. Works Cited Gilbert, Matthew. Communication Miracles at Work: Effective Tools and Tips for Getting the Most from Your Work Relationships. Berkeley, California: Conari Press, 2002. Print Jarratt, Denise & O’Neill, Grant. The Effect of Organizational Culture on Business-to-Business Relationship Management Practice and Performance. Australasian Marketing Journal. Vol. 10 (3), p. 21-40. 2002. Ojo, Olu. Organizational culture and Corporate performance: empirical evidence from Nigeria. Journal of Business Systems, Governance and Ethics. Vol 5, (2) p. 1-12. 2010. Wisesa, Anggara. "Establishing Moral Integrity in Organizational Behavior Context: The Need for Commitment to Universal Moral Principles".ABI/INFORM Complete. Web. 26 Oct. 2012 Read More