MN7181 People and Organisation: Organizational culture. Blog 09

Organization Culture

The culture of the organization impacts to every stage of organizations functioning and how its work gets done. Organizations culture is defined by different scholars as follows.

Schein.E (1992) defined about culture as a pattern of sharing basic values and expectations that the organization has learned and is considered as valid and to be introduced to new members as it is the correct way to perceive.

In according to Schein (2004) he explained culture as a dynamic force which plays an important role in the organization, an employee engaging with collaborating as it is designed up by the employees and management movements, attitudes and behaviors.

Every organization has its own inherent culture includes a combination of different values, norms personalities, traditions, feelings, perceptions, believes and goals. Those Values and beliefs create employee's connection and relationships with each other and then employees feel strong group feeling and motivate among them

Schiuma (2012) explained as the values become their own behaviour that they may difficult to separate them from their own.

Organizational culture can be understood as follows.

1) Values - Core assumptions and priorities can be identified as values.

2) Talent - What organizations looking from new members, how they select, onboard, incentivize and train employees.

3) Power Structure - How people obtain, maintain, and lose power. how they give and receive feedback.

4) Rituals - social environment and behaviors, Ceremonies, dress codes.

5) Ways of Working: The way of doing things, norms, the ways organizations respond to problems

6) Physical environment: Workplace, physical artefacts, work hours

Impact of strong organisational culture toward the organizations.

Organizations have strong Organizational cultures are assumed to be more successful than Organizations with weak cultures. If the Organizational culture is strong, it can be a determinant of performance through employee decision-making patterns and behaviour.

Strong culture supports for effective transfer of information and knowledge, processes, people and resources. Schiuma (2012) explained as Organizational effectiveness is dependent on the culture of Organization. It explained that Organizational culture creates a platform for employees to perform their job well.

Newly recruited employees observe behaviours that common in the Organization, then determine what behaviours should be maintained by them As employees adhere and embrace the Organizational culture and receive rewards from the Organization. The most difficult and most important aspects of any business transformation are the culture change. Organizational Culture can be its best friend, but when the business environment requires changes, organizational culture can be the biggest obstacle. In the changing world with newer innovations leaders need to deal with a way to encourage employees to achieve company objectives while preserving organizational culture and values. When happened Organizational culture changes it takes place the most common scenarios such as employee frustration and dissatisfaction which needs to be managed well.

Refferences:

Schein E. (1992). Organizational Culture. American Psychologist. 45(2), 109-119.

Schein.E(2004). Organizational Culture and Leadership. San Fransisco, CA:Jossey-Bass.

Schiuma (2012) The Impact of Organizational Culture on the Job Satisfaction of Knowledge Workers. VJIKMS 42: 36-51.