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Organizational culture portrays the behavior of individuals in a particular organization and the meaning connected to their actions. It encapsulates the organization’s norms, values, visions, working language, symbols, beliefs, and habits. The collective behaviors and suppositions that are taught to new recruits are part of organizational culture. They are enlightened on the different ways of perceiving, thinking, and feeling. Generally, organizational culture influences the way in which people and groups in a firm interact with clients, stakeholders, and their colleagues. Culture is perceived as the rules, beliefs, and procedures that a company creates and follows (Bain Taylor, 2003, pp. 1488-1490).
Platinum recruitment services Ltd. is a company that generally deals with recruitment. It is currently located in Abu Dhabi and it commonly specializes in oilfield recruitment. The company has a mission that propels it to improve its services to human resource departments among other companies. According to its mission statement, Platinum recruitment services Ltd. strives at employing effective recruitment procedures in order to sustain a friendly culture with its clients. Still, the company aims at being the best at offering recruitment services in order to sustain a genuine relationship with their customers, employees, and associates. This is evident in the vision statement that drives the company into improving its reliability.
Majority of the organizations like Platinum recruitment services Ltd. strive to develop healthy organizational culture for its effectiveness. Healthy organizational culture highly contributes to the organization’s growth, productivity, and efficiency. These companies are determined to reduce counterproductive behavior and high turnover of workers. It is significant to comprehend that organizational culture is based on studying people’s behavior within an organization (Martin, 2001, pp. 456-458). Organizations are created and run by human beings. They make the largest percentage of resources in the companies.
Therefore, they have a great impact on the effectiveness of the company. Developing a healthy organizational culture within an organization involves accepting and appreciating diversity. Globally, people are commonly defined by several characteristics such as race, language, and religion. Organizations assimilate all kinds of people as employees based on their capability. Therefore, it is important to appreciate every individual in order to improve relationships. Healthy relationships within an organization improve the employees` efficiency. Moreover, the leaders should also develop appropriate method of relating with employees (Halpin, Croft, 2000, pp. 56-60). The cultural web illustrates the working system of an organization.
Organizations highly depend on the contribution of every part of the system for its competitiveness. Every member of an organization has a significant role to play in the firm, thus his/her contributions should be respected. When employees’ contributions are respected, they develop the courage and enthusiasm to contribute towards the success of the firm. It is a form of incentive toward the employees. It is clear that communication is vital within an organization. People need to keep on communicating because it is also a significant way of delivering information. For example, employees should be continually reminded of the organization’s policies and other vital issues. The leaders should also communicate with their employees in order to understand their working conditions. These leaders should have a sturdy sense of direction and determination. In reference to the dynamic technological changes, the employees require intense knowledge in order to remain efficient. Organizations need to be continually updated in order to survive in the competitive market (Gupta, 2009, p 90).
Therefore, companies have taken the initiative to invest in employees’ training and learning. Employees could gain skills and knowledge from training seminars, websites, and educational institutions. Embracing new technologies within an organization is relevant for sustaining its effectiveness. Adopting performance related cultures has portrayed a significant financial growth within an organization. These cultures hold improved internal communications and great employee involvement, accepting healthy levels of risk-taking to attain innovation (Alvesson, 2002, p 45). Different organizations have distinct cultures. The employees in different organizations have distinct reprogramming of their minds. This clearly states that employees program their mind based on the actions, information, and performance within a given organization.
There are different cultures that govern the various sections within an organization. Strong organizational cultures illustrate instances where the employees adapt well to the culture. They highly respect the company’s policies and tick to the rules and regulations. In this culture, employees appreciate their jobs and work efficiently. They perceive their tasks and assignments as new learning approaches and try to attain as much as they can. Moreover, employees accept their responsibilities readily. On the other hand, the weak organizational cultures portray situations where employees accept responsibilities due to fear. Most of these employees fear their supervisors due to their harsh rules and regulations. Primarily, these employees do not receive satisfaction from their jobs. Clearly, they do not appreciate their jobs and they perform them out of coercion. It is important to derive fulfillment from the job. Employees from weak organizational cultures only derive financial resources from their jobs. Most of the employees in these organizations work because they highly need financial support (Randle Flamholtz, 2011, pp. 500-506).
Organizational cultures should create an environment that is conducive for all the employees. People should not work to solely derive monetary support. Organizational cultures should provide room for growth among the employees. Growth occurs when they learn from their failures and successes. Therefore, it is convenient that the managers recognize their employees` successes. Recognizing their efforts highly motivates them. Still, the managers should recognize employees` failures. They should develop ways of correcting their workers` mistakes. Generally, success of the employees’ performance highly contributes to the companies` productivity. Every organization has a structure that portrays how activities are divided and coordinated.
The organization’s management should be keen on dividing activities into different jobs, thus creating job specialization. In job specialization, every individual is responsible of his/her activities. These jobs should be grouped together in the form of departments. Employees and different groups should have people to who they report, thus creating a chain of command (Mawhinney, 2000, p 678). There should be the decision-making executive members who have the authority to make the decisions. Employees and supervisors are governed by the rules and regulations of the organization. Rules and regulations develop formalization within the organization. There are certain activities, language, and dressing codes that cannot be accepted within an organization. The structure of an organization is highly significant because it is part of a healthy organizational culture. The bureaucracy of an organization should be highly maintained to sustain organizational culture. Bureaucracy illustrates a framework of routine activities attained through specialization, rules and regulations, tasks clustered into departments, centralized authority, spans of control, and chain of command. An organization`s administration controls the direction which the company takes. It experiences weaknesses such as opposition to change, fanatical concern with rules and regulations, and lack of employee diplomacy to handle problems (Schabracq, 2007, pp 890-895).
On the other hand, the assessment of administration within an organization shows that bureaucracy holds various strengths. It has efficient communication channels, centralized decision making, and limited replication of personnel and equipment. In an organization, the power culture governs the control aspect. In the control department, there are leaders who are responsible for decision making. Generally, decision making within an organization illustrates the power culture. Commonly, there is no group work in the power culture. In order to maintain a healthy power culture, the leaders should sustain communication with the employees. Lack of consultation would highly de-motivate the employees making them feel undervalued. Most of the organizations that demoralize their employees experience high employee turnover. In the organizations, there are numerous functions that are divided among the employees. These functions define the role culture within the company. This culture has the privilege of specialization, thus every employee has his/her field of work.
The fact that employees focus on a particular function defined by their job description elevates the productivity of the organization. The role culture is vital in large companies due to organization. The role culture shows that every member of the company has an assigned role. Still, people also work in groups within the company to accomplish a particular task. Team work is vital in maintaining the company’s productivity. Task culture portrays a team based method of handling a certain task. In the modern world, firms have adopted development of project teams in order to accomplish tasks within a given period of time. This culture offers certain privileges that highly motivate employees. The employees feel adequately motivated since they can make decisions in their group. Moreover, the employees feel valued because they are chosen and given the responsibility of successfully completing the task.
Therefore, the task culture highly contributes to the sustainability of the organizational culture. Organizations should develop forward looking cultures that portray entrepreneurial spirit and the will to embrace changes in the market. They should create a culture of listening to their employees and clients (Wilkisn Ogbonna, 2003, pp. 1152-1156).
Organizational cultures of firms that are moving forward can be described as risk-taking. Developing a healthy organizational culture is exceptional and it has continually proved that it is essential for the firm`s excellence. As earlier stated, different organizations have distinct cultures. The most important aspect is that an organization should ensure that it provides a culture that is suitable for its employees. Certain companies are only concerned with their productivity but others are convinced that productivity is contributed by the employees. There are organizations that have developed a culture of rewarding the employees to motivate, them while others criticize them openly. Various firms develop wide-ranging rules and regulations while other firms have minimum rules and regulations.
Therefore, different actions in different organizations create different organizational cultures. Organizational cultures have a significant effect on the organizations. As earlier mentioned, organizational culture has an impact on the decision making sector. According to the culture, an individual is commonly the figure of authority. Decisions are not mostly formed by a group of people. Still, organizational culture caters for the structure of the organization (Mohan, 2012, 900). The structure of a company is very significant for its organization. The behavior of people in an organization illustrates the organizational culture. The company`s management develops the culture of the company. Therefore, the employees are introduced to the ways of behavior in the company. They are governed by the rules and regulations of the company.
The employees` motivation is very significant. Motivation is a factor that illustrates an individual’s persistence of attaining a particular goal. It sustains their morale thus boosting their efficiency. The organizational culture determines the employees` motivation. How does the firm compel their employees into highly contributing towards the productivity of the firm? The productivity of an organization depends on its employees` efficiency. Organizational culture also determines the fulfillment that the employees derive from their jobs. Organizations should not only be concerned with their productivity but also with the employees` wellbeing. It should be the culture of organizations to offer medical leaves to their employees without penalizing them. Organizations have management sections that cater for their administrative activities. Organizational culture controls the formation and development of the organization’s management.
On the other hand, holding organizational cultures could be a challenging task for organizations. Organizational cultures create hurdles to change. Organizational culture represents the norms and activities that a company has been practicing for prolonged period. There are modifications in the market that would require an organization to change its culture. Changes are very effective, especially technological ones, but companies are usually reluctant to them (Quinn Cameron, 2011, pp. 567-570).
Still, organizational culture can be a barrier to motivation. Some companies have extensive rules and regulations that could easily demoralize the employees. Still, certain firms have not developed the culture rewarding their employees for their efforts. They believe that criticizing their employees will help improve their performance. Culture can be an obstacle to diversity. Diversity may refer to differences in race, age, gender, sexual orientation, and religious differences. Organizations should realize the importance of diversity. Successful companies that have a long history of a developed organizational culture do not realize the need of diversity. The upper management does not realize the impact of a diverse workforce. If the executive management of these organizations could realize the importance of diversity, it can develop strategies to elevate it in the workplace.
Organizational culture is also a barrier to the merger and acquisition. Commonly, when two different organizations meet for business purposes a cultural clash occurs. Mergers do not fail due to analysis that show incorrect financial benefits but because of irreconcilable cultures. Incompatible cultures make the employees disassociate themselves with the company. In such a situation, business cannot be effective to either of the firms. Therefore, it is important to scrutinize the cultures in different companies to ensure that they are compatible. Corporate cultures can be transmitted to the recruits in various ways such as training, socialization, rewards and appraisal systems, organizational structure, communication patterns, and corporate dress. Transmission of corporate culture to the employees is vital because they quickly adapt to the norms of the organization. Organizations employ new people in order to elevate company`s productivity (Ogbnna, Harris, 2005, pp. 1411-1413).
Therefore, the recruits should learn about the norms, belief and assumptions of the company. There are three levels of organizational culture which include: beliefs and assumptions, values and norms, and artifacts. These levels define the culture of an organization. In an organization, the executive management has the mandate to change the organizational culture and it is responsible for determining its relevance.. It determines whether the culture is suitable for the firm’s business needs or the business requirements have to be altered. It is challenging to alter the organizational culture, especially if it was formed a long time ago. In order to alter the organizational culture, the executive managers need to change the minds and hearts of the people working in the company. Primarily, people should comprehend the reasons behind the company`s culture change. The managers should be highly persuasive and cunning. Moreover, the managers may have limited resources to facilitate the cultural change.
Clearly, changing the organizational culture will require changing resources or adding new ones. Still, managers need to motivate their workers into embracing the new change within the organization. It is important to entice the workers into accepting the change in organizational culture to avoid conflicts. As earlier mentioned, team work is vital for the company`s productivity. Therefore, the managers should ensure that change is embraced by majority of the employees (Norman, 2009, p 1000).
Organizational culture change could occur due to such factors as re-organization of the firm. Re-organization of an existing company could be caused by such issues as new leadership, growth, competitive landscape, and an innovative business vision. Still, an organizational culture could be altered due to the ineffectiveness of the current culture. Organizations keep modifying their techniques based on the dynamic changes in the market. Ineffective organizational culture would cause low productivity, demoralization among the employees, detached workers, and devastating management control. As earlier stated, organizational culture is highly important for an organization and it can also act as a barrier in certain situations. It is important to assess the functionality of the current organizational culture. The assessor of the culture should be an individual that is well acquainted with the culture. The assessor could be someone from or outside the company. The assessor should not grant a biased opinion and can carry out the assessment through methods, such as interviews and summary of the artifacts. Each organization is highly distinct from another one (Wilkisn Ogbonna, 2003, pp. 1411-1413).
Therefore, the assessor should employ the same questions in all organizations. Employing questionnaires as the mode of assessment can become invalid since they test the employees` satisfaction. Organizational culture is a result of the shared belief among a group of people working in the company. Group interviews would be relevant when performed by a competent assessor in order to assess and plan a cultural change. The assessor should observe certain artifacts within the organization. It is important to note the employees` dress code, working hours, and the design of the workplace. The assessor should find out whether the working hours are flexible. The facilitator should scrutinize the authority of the company to inquire if it is hierarchical or flat.
Moreover, the assessor should query the assumptions of the employees regarding the organizational culture of the firm. In the group interviews, the assessor should understand the employees` views regarding the organizational norms. The employees should possess a healthy attachment to the corporate rituals. There are numerous factors that an assessor should scrutinize from the culture of an organization. On the other hand, there are numerous factors such as the artifacts and values that need to be considered when formulating strategies of changing the organizational culture. However, it is challenging to alter the organizational culture because it facilitates all the activities. It is also difficult to predict the effects of the new culture within the organization. Culture is highly rooted within the psychology and behavior of human beings. Sustaining the current organizational culture is very significant for the stability of the organization (Keytn, 2011, p 700).
Managing the organizational culture would involve the human resource policies. These policies govern the employees` behavior within the company. There are various rules and regulations that employees are expected to follow. They formalize the socialization of the employees within the organization. Moreover, the leadership and management methods also help in managing the organizational culture. Naturally, the culture of an organization is formulated by its founders. Therefore, they are obliged in ensuring that it is maintained and sustained by every individual within the company. Communication systems also contribute significantly to the management of the organizational culture. Primarily, efficient communication channels improve professional relationships within the organization. The new employees are well informed about the organizational culture through trainings and data modules (Witte, 2000, p 1234). There ought to be efficient communication in order to enhance their learning. Still, through communication, the recruits understand the communication culture within the organization. They learn the methods that the organization uses to deliver information. Moreover, the organizational structure supports the management of the organizational culture. In the modern world, majority of the organizations have embraced the innovative technology, which has become an essential part of the organizational culture
Technology has made it simple in performing transactions within the organizations, thus improving their productivity. Organizations have adopted ways of managing technology due to its effectiveness. In comparison, the advantages of technology are more recognizable that its disadvantages (Schein, 2010, p 790). Technology causes problems within the organizations but people keep developing strategies of handling them. On the other hand, organizations are highly benefiting from the privileges presented by new technologies. They have achieved methods of modifying their inputs to outputs. Therefore, organizations develop high quality products. Technology has a great impact on the employees` behavior. They have greatly embraced technology which has influenced their behavior. Organizations have cultures that are also built around technology. There are activities that are strictly performed through the innovative machines.
Actually, majority of the activities in organizations are automated. Technology has also played a major role in motivating the employees. Technology has reduced most manual activities within organizations. Therefore, technology has become a part of the companies` organizational culture. As earlier mentioned, it is actually very significant to motivate employees. In the corporate world, there are numerous challenges and employees need to be motivated to sustain their efficiency (Bain Taylor, 2003, pp. 1491-1493). Majority of the organizations have developed a culture of motivating their employees in different methods. They are motivated through rewards, holiday trips, and promotions. Still, creating flexible working hours is also a good way of employees` motivation. They need adequate energy in order to perform effectively. These companies that have a culture of motivating their employees receive enormous contributions from them.
However, other companies are only concerned with the productivity. They are oblivious of the contributions made by their employees. Commonly, these companies employ people that do not need to be motivated to work or experience a high employee turnover (Schein, 2009, p 1009).
Companies have different cultures and employees should adapt to them in order to work efficiently. However, some companies need to change their cultures even though it is challenging in order to be productive. In the organizational culture, de-motivation among the employees could be highly visible. De-motivated employees are highly poor in their team work. They lack the energy to perform team projects due to various reasons such as lack of commitment. Employees could fail to get committed because they are not enthusiastic about their jobs. An organization could highly demoralize the employees making them disinterested in their jobs. These employees make minimum contribution to the organization. Moreover, de-motivated employees lead to poor organizational morale. Mostly, these employees concentrate on criticizing the management.
Therefore, de-motivated employees have a negative effect on the organizational culture. Culture is built and developed by every individual within the organization (Parker, 2000, p 456). Organizational culture highly supports organizational goals. It defines the functioning of an organization. It illustrates organizational norms, activities, beliefs, and performances. Every organization relies on its productivity in order to thrive in the market. It also highly relies on its reputation for attracting new clients. Employees highly contribute to the effectiveness of the company. Companies should create a strong culture that is favorable to the employees. Primarily, they need to be motivated in order to boost the organizational morale. Generally, a strong organizational culture is highly effective in supporting organizational goals.
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