Understanding the Relationship between Organisational Structure and Culture - Coursework Example

Understanding the Relationship between Organizational Structure and Culture Compare and contrast different organizational structures and cultures.Presently there is a lot of information and data available on the culture of organizations. Organizational structure and organizational culture are closely intertwined with one another. This makes it very difficult to clearly differentiate one from the other and even more so to noticeably define them with regard to an institution. Organizational structure comes within an organizational culture and it is not totally separate. An organizational structure includes activities, for example, task allocation, harmonization and management, which are directed towards the accomplishment of organizational objectives. It is also the point of view through which people see their organization and its atmosphere. Organizational culture is more of a bigger picture, a more universal term that refers to a big umbrella of smaller issues and topics in an organization. The organizational structure denotes to the infrastructure of the organization and the numerous practices and methods involved in that infrastructure. This organizational structure assists an organizational culture run with reliability and efficiency, which is be the trademark of a healthy organizational structure. It is seen in a sports team, corporation, or any other group that is large enough to generate its own organizational culture. This makes the organization structure an integral component of the organizational culture of the organization, but also narrows out a very particular section of the culture as its own duty and responsibility.  “GENERAL CHARACTERISTICS OF CULTURE & STRUCTURE Structural Features         Cultural Features Contingency-centered     Ideology-centered Formal       Informal Fixed        Flexible Documented  Word-of-mouth” (GTP Organizer Training 2007). Organizational structure deals chiefly with the set up of the organizational culture. How management works, which particular responsibilities and duties supervisors have, how a grievance is passed in the course of the ranks and such other issues under the organizational culture are directly related to how an organizational structure works. The organizational structure is not limited to these three given examples, but it certainly consists of all of them. Organizational structure can be seen as the method in which interconnected groups and organizations are set up in order to permit them to function effortlessly from a larger standpoint. Two major purposes of a successful structure are to guarantee effective communication among different parts of the company and increase coordination among different departments. In practice, of course, it is impossible to separate structure and culture of an organization. So while we create organizational structure that spells out the positions to be filled by members of an organization. It is mostly culture that defines the roles that go with these positions and the kinds of people who will fill them. In a practical sense, it is difficult to differentiate structure and culture. “So while we create organizational structure that spells out the positions to be filled by members of an organization, it’s mostly culture that defines the roles that go with those positions and the kinds of people who will fill them” (GTP Organizer Training 2007). 2. Explain how the relationship between an organization’s structure and culture can  impact the performance of the business. The relationship between organizational culture and organizational structure plays an important role in creating an impact on the performance of business. The culture of management and the employees, situations, events, substance, information, processes and such elements are necessary for organizational decisions and movement. In addition, power, task and responsibility of the employees also influence the performance of a business. The management fixes a structure for the business, which involves culture as a major part. It is the culture of the organization that describes how people consider reasons and ways for their actions. Managers are mainly under the hold of organizational culture when and it is recognized that though they might do many activities in the organization, appropriate decision-making authority of the relationship is basically wrong. Culture is the “core of what the company is really like, how it operates, what it focuses on, and how it treats customers, employees, and shareholders” (Jarad et al 2010). Organizational structure and culture has an impact on the firms potential to innovate ideas and its capability to change these ideas into probably successful products. Organizational structure deals mainly with the system of culture. The nature and duties of the management, the specific responsibilities of the supervisors, the grievance and redress of the employees in an organization all matter within the organizational culture that as mentioned earlier, is connected to how an organizational structure works. In addition to these examples, there are various issues, which are directly linked with the organization structure. For example, when the organization structure is large, generally a role culture will be formed to sustain it. Each department and each staff is specified a certain role to play. This role culture is essential to guarantee departmentalization and proper channels for reporting with the apt line of authority. In a business, organizational structure is measured by four dimensions, namely: specialization, standardization, formalization and centralization. Culture is also defined by four dimensions: individualism or collectivism, power distance, uncertainty avoidance, and masculinity or femininity, the relationships between these dimensions will explain the relation between organizational structure and culture. Organizational structure is a mechanism through which work is coordinated with direction to generate the results that are expected from organizational culture. The main aspect of the relationship between organizational structure and culture is to make sure that each individual recognizes the full scope of tasks and work expected from them. A strong culture is further expected to have a strong and efficient organizational structure. Organizational cultural and organizational structure may be referred to as ‘two sides of one coin.’ They are mutually reciprocated and complemented in application. New organizational structure begins to form its culture, while old organizational structure seeks to improve its culture, but both of their objectives are to promote business as well as organizational performance.  While organizational culture, organizational structure and performance of an organization are have been researched upon scrupulously, no one can yet ensure the success of a business, even though it has developed a strong organizational culture or changed its organization structure. Besides, when an organization is developing a particular organizational culture, they are perhaps oriented to a particular type of organizational structure, therefore influencing their organizational performance. 3. Discuss the factors which influence individual behavior at work. Following are the factors that affect or influence individual behavior at work Demographic Factors: The demographic factors that influence individual behavior at work are socio-economic background, nationality, education, age, sex, race etc. Organizations prefer people who belong to first-class socio-economic background and who are young and well educated, as they are supposed to perform their best. The dynamic and young professionals who have excellent academic background and efficient communication skills remain in great demand at all times. “The study of demographic factors is significant as it helps managers to pick the suitable candidate for a particular job” (What are the Factors Which Influence Individual Behavior at Work? N.d). Abilities and Skills: An individual’s physical capacity to do something is expressed as ability. Skill is defined as the capability to perform in a way that allows a person to perform well. Individual performance and behavior are extremely affected by ability and skills. An individual can perform well in the organization if he has the abilities and skills matching the job prerequisite. Perception: The cognitive process for understanding the environmental stimuli in a significant way is termed as perception. There are numerous factors that control the perception of an individual. “For instance, factors pertaining to the perceiver can involve the person’s attitudes, motives, interests, experience and expectations” (News and Discussion on Payroll and Employment Law n.d). For managers, study of perception occupies a significant role. It is significant for mangers to generate a positive work environment in order for employees to perceive it in favorable means. Attitude: It can be defined as a tendency to react favorably or unfavorably to particular people, objects or situations. Factors like family, culture, peers, society as well as organizational factors have a role in the formation of attitude. Managers need to study the variables associated with work so as to create a positive work environment that will encourage the employees to form a favorable attitude to their respective jobs. The employees can perform better in the organization if they have a positive attitude towards work. Personality: There are several factors influencing the personality of an individual and these are family, society, heredity, situation and culture. “Personality encompasses a person’s relatively stable feelings, thoughts, and behavioral patterns” (Chapter 2 Personality, Attitude, and Work Behavior n.d). Personality can be considered as the most difficult aspect of human beings, which influences their behavior in a major way. A study about the personality traits of different employees provides a chance to recognize them as individuals. It assists them correctly in directing their attempt and inspiring them for executing the organizational goals in the best possible way. Every organization demands a specific kind of behavior from their workforce and such behaviors can be revealed through learning, observation, training, exposure etc. Value: In terms of work behavior, an individual is expected to be provided with employment when the organization recognizes and understands the values he or she is concerned about. The values of a firm are often portrayed in the mission and vision statements of the company, which an aspect of the planning function. Value realization is one reason why people continue in a company. When a particular work does not facilitate them to attain their values, they are expected to resign. Overall, both organizational culture as well as organizational structure is equally important in a business. More research is needed to find further details about the general relationship between the two. However, cultural continuity should be measured while applying any organizational structure. Reference List Chapter 2 Personality, Attitude, and Work Behavior (n.d). EWH Corporate Support. Com. [Online] Available at [Accessed on 1 June 2012] GTP Organizer Training (2007). Khevra Shel Kharakim. [Online] Available at [Accessed on 1 June 2012] Jarad, I, Y, A et al (2010). A Review Paper on Organizational culture and Organizational Performance. Centre for Promoting Ideas USA. [Online] Available at [Accessed on 1 June 2012] News and Discussion on Payroll and Employment Law (n.d). First Reference Talk. [Online] Available at [Accessed on 1 June 2012] What Are The Factors Which Influence Individual Behavior At Work? (n.d). Blurt it. [Online] Available at [Accessed on 1June 2012] Read More