Expression of Culture in Organization and Its Impact on Organization Effectiveness - Essay Example

Expression of culture in organization and its impact on organization effectiveness Bottom of Form Student’s Name: Institutional Affiliation: University: Expression of culture in organization and its impact on organization effectiveness Introduction Organization culture is behaviors and values that have a unique contribution to the psychological and social environment of a given organization. It is the total sum of current assumptions, philosophy, values and experiences that binds the organization together, and it is duly expressed in inner workings, self-image, and future expectations, and the outside world interactions. It is founded on shared beliefs, attitudes, customs, implied or expressed contracts, unwritten and written rules that develops in the organization over time and have worked together to termed as valid. The personality of the organization is manifested in its culture. This assignment explores organization culture of an organization and how it is expressed. The impact of culture on effectiveness will also be discussed. Organization culture is formulated from interactions at the workplace of the organization among employees. Organization culture is determined by life experiences, weaknesses, strengths, upbringing, and education of the employees. Whereas organizational leadership play an important role in the definition of culture of organization through actions and leadership, all workers of the organization have a role to play in building and maintaining organizational culture. Corporate culture manifests itself in the manner in which the organization handles its employees, wider community, and customers and business conducts. Corporate culture is manifested in the level or extent of freedom and autonomy allowed in decision making, personal expression, development of new ideas and dealing with the corporate world (De Witte & Muijen, 2000). Expression of culture in organization Culture in various organizations is expressed in daily operations of the organization. Organization culture is depicted in the smallest of all actions that are conducted in the organization. Culture is expressed when dealing with customers, suppliers, government authorities, corporate world and social responsibility aspects. Culture is embedded in norms of the organization. Norms are founded on guidelines on conduct normally entrenched in rules, standard or prescriptions which should be adhered to by individuals performing certain roles. It can be an organization culture that any business meeting in the organization will commence on time without delay. This sets the mind of everyone to be time conscious when it comes to time management. Failure to keep time is viewed as unbecoming behavior (Harris, 1994). It will be observed that, in such an organization any meeting commences on the agreed time regardless of absence of every member. There may be directives of detailing follow up or presenting ones apology after failing to attend a meeting. In other circumstances, it is automatic for the assistant manager to attend a meeting where the manager is absent or unable to attend due to unavoidable circumstances. Arrival of employees at work and the time of departure also form part of expression of organizational culture. Some companies have a log-in system for employees when they arrive at the place of work. Determining the number of days someone has been absent from work is very easy. Most commercial banks conduct business half day on Saturday despite it being a weekend. A repeated action or procedure, which t is observed by employees of an organization’s forms part of its culture (Brenton & Driskill, 2010). It is part of a culture of many organizations to take their workers for a bonding retreat immediately after hiring new employees. This occasion gives an opportunity to new employees to get to know their colleagues and seniors managers from other departments. It enhances interpersonal relationships that create a favorable working environment. For some organization, it is mandatory to take their new employees to a company tour so that they get to meet other workers particularly when the person is a senior, middle level manager (Cameron, 2006). It is in the interest of every leader and employee of the organization to carry on the culture of the organization. They work towards giving it a unique touch that provides the organization a competitive advantage over the others. Expression of culture can also be observed in the presentation of employees of the organization. There are organizations that do not allow employees to put on any casual attire save for retreats. This will be reflected in the way employees dress, and they will always remind each other of this practice in case one forgets. If one fails to do as required, he is always asked to explain in elaborate terms why he is going against the culture of the organization. The culture can also be manifested in behavioral directives. Some companies do not allow smoking within their environment. Employees may also be prohibited from taking alcohol within the organization compound (Martin, 2002). Religious attires are prohibited in other organizations, in some instances they do not appreciate sharing of ones religious belief and any such sentiments are regarded as personal affairs of an individual. There are organizations that screen their employees for detection of drug use after every three months or any other desired interval. In such organization, it is irreparable to be caught with illicit drugs. Permanent dismissal is guaranteed if someone is caught being in possession of prohibited drugs. Any organization employee is asked to be vigilant concerning this regulation. It is also within the culture of certain organizations for any employees to take action whenever a mistake is spotted. In other organization one has to follow a red tap of hierarchical protocol before addressing an issue (Alvesson, 2002). There are organizations that have perfected a culture of non-confrontation to reduce incidences of conflicts. Arguments and disagreements are not entertained, and if two workers are involved in confrontation, they are summarily dismissed. The employees of any organization carry out their daily duties being away of the culture of the organization. In some instances, other organizations do not hire senior managers from outside the organization (Keyton, 2005). They prefer to promote their junior managers to senior positions as opposed to getting someone from outside. This trend is perfected, and any chief executive officer is always aware of these practices. Any effort to change the way things are being conducted in the organization will always be met with resistance and be characterized by confusion. The culture of the organization is virtually defined in all aspects of the organization. Some organization and almost all have age limit for certain office holders. For instance, it could be stipulated that a senior manager should be 45years and above. If this is the practice that is embedded in the organizational culture, there will be no time when senior manager will be below 45 years of age. Expression of organization culture extends to the manner in which the customers and employees are treated. For example, when an employee is bereaved, to some companies it is a must to send a delegation to represent the company. Others will only send their cash contribution, whereas some do not allow employees to drag their personal problems to the place of work. Some organizations organize birthday parties for their employees and send Easter and Christmas cards to appreciate employees working with them (Schabracq, 2007). Other organizations do not even get involved in any way in their individual or personal life of their employees. Culture exists in multiple levels in different organization. There are shared practices of organizational culture while others express a lot of diversity and dynamism. In many circumstances, an organization will always look at a unique way of representing itself with the market in order to curve out a unique market share. Organizations may also give the criteria of promotion as being part their organizational culture. Employees have defined ways of seeking solutions to problems within the organization. Some organizations have counseling and guidance departments that help their employees to solve their personal problems. The organizational culture of a given organization defines the interaction between employees and management (Parker, 2000). Procedures which are, unwritten, or written are adhered to without fail. The organizational culture is impacted on everyone who set foot in that organization. Procedures for dismissal or early retirement also define the culture of the organization. If someone violates a certain rule, he is fully aware of the repercussions even before being taken to face a disciplinary committee. The culture of an organization charts the way things are accomplished within the organization (Cameron, 2006). Formulation of strategic objectives and investment procedures may be defined by the culture of the organization. Some Islamic organizations do believe in investing their capital anywhere to gain interest. In as much as it is a religious observation, it forms part of culture of that organization since it shows how things are done in the organization without violation. Organizations may have a way of bidding farewell to long serving employees when they retire. The favors which are extended to employees, are defined by the culture of the organization. There are organizations which give money incentives to retiring employees. Others buy houses or cars as farewell gifts to the departing employees. If some dies in the course of work, there are procedures to be followed which also form part of culture of that organization. Some beliefs embedded in organizational culture are not subject to rational evaluation. Procedures are followed to the letter without any questioning. The corporate culture defines the way through which the organization interacts with the outside world. It could be within the corporate culture of the organization that suppliers should be paid not later than two weeks after delivery of goods. The finance department ensures that the culture of the organization is observed as outlined or practiced. The means in which payment is done forms part of practices that are entrenched in the culture of that organization. In some organization, any petty cash is given in cash and a specified amount is paid through the bank (Alvesson, 2002). The culture of an organization is passed on to any employee of the organization, and he is looked upon to uphold it. It can be stipulated that a customer should not be kept waiting at no given time. Internal audits are carried out at specified dates without fail. Shareholder’s meeting and company get-togethers may be outlined as part of the organization culture. In some organizations, annual general meetings are held at the end of March while others hold the meeting semiannually at the end of June. In other organization, the annual general meetings come at the end of the year in December (Schein, 2010). In certain organizations speaking of mother tongue is not at all encouraged. There is an official language that is allowed within the organization. Any violation of this requirement has a disciplinary measure to it. In some companies, official languages may be more than one, and there are translators to assist foreign customers or visits to transact smoothly. The social responsibility of the company is defined by its culture. There are organizations that are involved in tree planting for environment conservation purpose, and as part of social responsibility. Pollution audits may be carried out at specified intervals to ensure adherence to government and non-governmental bodies to environmental regulations. Some distribute free food to the disadvantaged individuals within the society. In some organizations, field days are organized to allow members of the public learn more about the organization. It is taken as part of enhancing good relationship with the surrounding community (Keyton, 2005). Impact of organizational culture to organizational Effectiveness The main competitive advantage of success in the organization is embedded in its culture. Organizational culture is a crucial component of development in organization. Culture defines the process through which organization come up with internal capacity to attain effectiveness over a long time. Organizational culture can be instigated by the founder of the organization and followed by other members who join the organization. The culture also may come up as the organization encounters challenges and obstacles in its daily operations. Some practices in the culture may be as a result of an incident. Culture in organization defines the standards of produced goods and quality of services delivered. Expressions of culture in the organization may help or hinder, or perfect organizational effectiveness (Dwivedi, 1995). Organizational culture guides the manner in which groups and individuals in any organization interact with outside parties and among themselves. Culture helps to attain effectiveness within the organization. Interaction within the organization is profoundly affected by its culture. Service delivery can be can be enhanced in the manner culture is defined in the organization. The operations of the organization are made to be swift due to familiarity of what should be done in any given circumstance. When people know what they should do, it helps them to accomplish their tasks within the shortest time possible (Cameron & Quinn, 2011). The culture of non-confrontations helps some companies whom practice it to save a lot of time by not getting involved in solving endless squabbles. It ensures that employees avoid confronting each other or their senior managers. Organizational culture enhances communication effectiveness within the organization. Possibility of misunderstanding is minimal since standard procedures are defined by the culture. Horizontal and vertical communications are used maximally to effect organization development (Keyton, 2010). Problems or source of problems are identified fast enough and corrective measures implemented. Minimum time is spent on consulting to find the course of action to be followed in case of an incident. Senior managers find it easy to give direction to the junior managers if there are practices embedded in the culture of the organization. If all employees are aware and embrace organizational culture, it gives an added advantage to that organization. It could within the culture of the organization to honor every customer demand to increase loyalty. The organization lives to expectations of customers ensuring that they are satisfied. A strong culture that is implemented in a perfect way and practiced in the daily operations of the organization will lead to increased profitability and growth in the market share of the organization (Brenton, & Driskill, 2010). However, a strong culture that becomes obsolete with time can be very disruptive to the organization. Normally, it is very hard to change the culture of the organization. This proves to be very challenging when there are hard economic times. The organization has to change some of its practices to remain profitable and the same take competitive. It is an anthill tasking trying to convince employees who are used to a given culture to change and adopt a new one (Schabracq, 2007). The big challenge comes when cutting down costs is involved. Some employees may not want to forego retreats or other money incentives for the welfare of the organization. The organization with such a strong and inflexible culture may take a long time to adjust leading to it being pushed out of the market by other adaptive organizations (Martin, 2002). Conclusion Organization culture is a crucial component of any organization. The culture defines the personality of nay given organization. Most clients will identify organizations by their cultures. Practices engraved in cultures of organizations define how profitable or effective its function will turn out to be. This paper has looked at organizational culture and how it is expressed within the organization. The effects of culture of effectiveness of the organization have also been explored. It can be concluded that organizational culture can determine the failure or success of any organization. Consequently, goods and beneficial practices should be added to the culture of the organization to enhance organizational development. References Alvesson, M. (2002). Understanding organizational culture. New York, NY: SAGE . Brenton, L. A. & Driskill, G.W. (2010). Organizational Culture in Action: A Cultural Analysis Workbook. New York, NY: SAGE. Cameron, K.S. & Quinn, R.E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. London: John Wiley & Sons. Cameron, K. S. (2006). Competing values leadership: creating value in organizations. London: Edward Elgar Publishing. De Witte, K. & Muijen, J. J. (2000). Organizational Culture. Paris: Psychology Press. Dwivedi, R. K. (1995). Organizational Culture and Performance. Melbourne: M.D. Publications Pvt. Ltd. Harris, S. G. (1994). Organizational Culture and Individual Sense-making: A Schema-Based Perspective. Organization Science, 5(3), 309–321. Keyton, J. (2010). Communication and Organizational Culture: A Key to Understanding Work Experiences. New York, NY: SAGE. Keyton, J. (2005). Communication & organizational culture: a key to understanding work experiences. New York, NY: SAGE. Martin, J. (2002). Organizational culture: mapping the terrain. New York: SAGE. Parker, M. (2000). Organizational culture and identity: unity and division at work. New York, NY: SAGE. Schabracq, M. J. (2007). Changing organizational culture: the change agent's guidebook. London: John Wiley and Sons. Schein, H.E. (2010). Organizational Culture and Leadership. London: John Wiley and Sons. Read More