The key traits to strong organizational cultures - Essay Example

Key traits of a strong organizational culture Culture stands for those beliefs, ideologies, and policies, practices identifiable to an organization (Cameron, Kim & Quinn, n.p). It is important to any organization because it directs employees as well as controlling the manner in which they conduct daily duties. Organizational culture helps create teamwork among employees and uniting them at the workplace. Myriad factors affect the organizational culture; this paper highlights the most important ones.

One major factor affecting an organizational culture is the leadership style of the management. Management always has a substantial influence on the corporate culture, and their influence is being proportional to the level they are in the hierarchy (Cameron, Kim & Quinn, n.p). In addition, the managers control the organizational culture varying among the managers due to their different level of training and leadership style. The style in which different managers handle employees also affects the workplace culture.

In some organizations, the management permits the employees to make own decisions as well as letting them participate in strategy making. This makes an organization to be results-oriented, employee engagement and effective decision-making, key traits of a strong organizational culture. Such organizational culture allows employees to be close to the management and encourages a long-term relationship with the organization. The leadership style and management style must respect the workers to evade the culture of them working for money only.

Furthermore, the organizational culture is also affected by individual working with the organization. Employees have a special way in which they influence the culture of a company. The aspects of the employees that affect the culture include their attitudes, interests, perceptions, mentalities and their process of thinking. For instance, organizations that hire persons from defense background tend to operate in a strict culture where all the employees follow set policies. Incidences of lateness to work rarely happen in such organizations.

The employees’ mindset creates the culture of the workplace. The founders and the owners of an organization add the list of important factors that influence organizational culture. Mostly, the founders of an organization develop its philosophy as well as establishing the core fundamental values (Schein, n.p). Additionally, the organization owners can exert considerable influence from more perspectives of the category of the owner. The influence of owners becomes even more profound when the number of owners is small.

If the founder (s) and owners build the organization based on good values, such as the social welfare, the same culture will be reflected in the organization employees. The other factor contributing to an organizational culture is its goals and objectives. The strategies and procedures intended to accomplish the targets shapes the culture of an organization. The culture of persons working in governmental organizations stick to a set of guidelines and are not expected to follow the process of giving feedback, this, therefore, forms its culture.

Other organization such as those in the advertising industry and Event Management business require aggressiveness, attentiveness and hyperactivity from employees, thus forming their culture. Lastly, the organizational characteristic represents the other critical factor affecting culture in an entity. Organizations vary in relation to their attributes as measure and complexity. There exist a direct proportional relationship between the complexity of an organizational culture and its size as argued by Schein.

Additionally, large organizations have a tendency to a higher degree of specialization and towards a bigger impersonal character, boosting fairness and integrity. The culture of small organizations is characterized by a more homogenous aspect, whereas big organizations tend to shape the sub-culture. An organization history represents a factor with profound impact on the culture of an organization. At the same time, it brings out the difference in cultures among organizations.Works citedCameron, Kim S.

, and Robert E. Quinn. Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons, 2011. Schein, Edgar H. Organizational culture and leadership. Vol. 2. John Wiley & Sons, 2010.