The Role of Organizational Culture and Value for Blue Ribbon Restaurant and Other Companies - Case Study Example

Organizational Culture Name: Lecturer: Course name: Course code: Date Introduction Organization culture Ideal organization culture and values define the company’s mission and goals and thus many businesses frequently reviews its organizational culture and values so as to ensure that workers clearly comprehend them and ensure that the business is in track (stanford, 2010). This would thus lead to high production and profit to the business in return. The values and behaviors that contribute to the unique social and psychological environment of an organization. Corporate culture is defined in the following ways; a) The organization ways conducts of business, treatment of employees, consumers as well as the community, b) The extent to which organization framework allows freedom in making business decisions and individual expression in developing new business ideas. c) The flow of the organizational power and flow information through the firm’s hierarchy. d) The commitment of employees towards collective organizational objectives. Organizational culture accentuates the organizational expectations, philosophies, experiences as well as the values that jointly expresses firm’s self-image, inner workings and employee interactions in meeting predetermine objectives and missions. An organization culture is described by the employee’s attitude towards the company. Culture in this regards entails the organization values, their vision including the working language as well as the idea and the custom of the workers in an organization (Wilkins, 2009). It is as well the pattern of such collective traits and a hypothesis that are taught to latest management as a way of perceiving as well as thinking. Organizational culture therefore influence the manner in which workers or group relate with each other in an organization Importance of organization culture The organizational aspiration entails in the regulatory framework in predesigning the best management style that would lead to higher returns in generating higher earning and thus a keen business plan is relevant (sims, 2002). Consequently, these strategies will only be attained when the organization culture, the structural role as well as the leadership is allied to the strategy. Organizational culture is important to the business in that, 1. Improve productivity Where there as an ideal organizational values and culture, It encourages workers participation and reduces group dynamics as observed in blue ribbon restaurant limited management style. In this regards, the company’s goals and objectives will be achieved within the stipulated time frame due to the fact that there no or minimal resistance to change by workers in the organization (sims, 2002). This would lead to increase in production and hence increased profit to the business. Blue ribbon restaurant is a company that deals with catering which operates seven days a week. Blue ribbon restaurant has departments in every level of production operation and each level such as the warehouse department and production department coordinate with each other’s. Workers tend to create group dynamics that will cater for their interest in the business and thus where there is ideal organization culture, enhanced workers participation will be eminent and thus employees will be optimistic towards work leading to improved productivity. 2. Enabler for organizational change Organizational culture would lead to change whether the changes entails digitization, quicker product development or cost reduction. Change initiative are as a result adopted and sustained much more where the organizational culture is much more adopted and well understood by workers of the business (stanford, 2010). This as a result implies that, an ideal organizational culture should be eminent in the business that is favorable and accepted by all workers in order for the business to execute changes. This will be observed where there is less resistance to change by employees and thus the resistance will be brought down by ideal and well understood organization culture. In Blue ribbon restaurant for example, workers tend to interact with each other and if the management want to execute changes in an organization, workers must be part of their change; this can be achieved by ensuring that the organization culture is well understood by entire workers and thus, culture and values are the determining factor for a change. 3. Acts as control mechanism Organization culture at place of work is relevant in that, it sets out a control mechanism by controlling the manner in which employees relate to each other and the way verdicts are made in the organization. The decision can either be formal or informal but the impact is inevitable (Barney, 2008). In a retail store, a new manger might be hired to make verdicts devoid of making a study of the organization culture, where the change is intended to make conflict with the organizational culture, The manger will consequently face resistance unless the manager can manage to show workers the need for change then the managers new policies will not be adopted by the organization. 4. Provide a sense of identity Blue ribbon restaurant describes its organization culture by providing employees a sense of distinctiveness .It makes workers feel as if they are part of the organization since they comprehend what is expected of them. When they are provide a role in the organization in order to ensure that the goals and objective are attained, they clear understand their role and hence have a reason in the organization 5. Encourages shared trust and understanding Organization culture has adopted by Blue ribbon restaurant assist workers to develop shared trust and cooperation thus enhancing organization performance (alvesson, 2012). This is in essence assist workers in to have less conflict among themselves, it also ensure that the process of making verdicts in an organization much easier. Where shared cooperation is depicted between the management and workers, new policies will not be resisted by workers due to the fact that workers trust the management of the organization How organization is managed to maintain the culture 1. Changing the organizational culture Centering on building and upholding an organizational culture is a means of showing that workers are the organizational most treasured asset. This would lead to high productivity and efficiency. Where there is a change in organizational culture, there is a positive increase in workers participation, attraction of new clients as well as improving on the reported profit as depicted by the administration of blue ribbon restaurant (schein, 2010). In this regard, the culture will be maintained and well understood where there is a frequent review of the existing organization culture in order to ensure that workers frequently understands the company existing and revised organizational culture and values. 2. Participative leadership style An organization should encourage participative leadership style in order to have a wider participation of workers in the management of the business, In this regard, Organizational culture and values will be enhanced since workers feels as if they are part of the management and this would lead to understanding of the company’s goals and mission as far as the organizational culture is concerned (schein, 2010). Participative leadership style as practiced by blue ribbon restaurant would therefore lead to upholding of the organizational culture and values since workers resistance for change will be reduced and thus allow the entire staff to understand the existing organization culture and incase of review ,participative leadership style would be ideal due to wider participation and reduced resistance to change. In blue ribbon restaurant with several production departments, ideal leadership style that encourages wider participation of employees would be relevant since, it reduces resistance e to change and encourages easier review of the present organization culture and values (Wilkins, 2009). In this regard, participative leadership style would be relevant since workers in a retail store will be made part of the management in executing and or review of the organization culture and values. 3. Re-enforcing organization culture and values Different organization has different size and level hence it is important to create the type of organizational culture where the positive managerial prototype of paying attention ,as well as problem solving skills are aggressively encouraged and unbreakable. In this regard, workers are made aware of the existing organizational culture and hence reinforcing the present organizational culture and values that Blue ribbon restaurant and other retails store would desire to attain in the organization. Blue ribbon restaurant has several departments and workers allocated in every department and hence they need attention in relation to their working environment as well as solving problem pertinent to the organization as well as the workers of the organization (Cameron, 2011). Reinforcing the organizational values as well as the culture is important since; workers need to be made aware of the company’s organizational culture frequently in order to understand the organizational mission, goals and objectives (Barney, 2008). This therefore would lead to attainment of the company’s desired end result within the stipulated time frame. Conclusion Organization culture and value is important for any organization so far as organization goals and mission are concern since, culture define the way workers are suppose to act in the organization and also encourages team spirit. Ideal organization culture and values encourages team spirit at place of work and hence there will be high production and reported profit to the business. This is clearly observed form the management of Blue ribbon restaurant. Organization culture cannot be fully executed in the business where workers are not fully made aware or part of it and thus, management should encourage participative leadership style in order to encourages workers and fully understand the existing organization culture and values as well as what is expected of them as far the company goals, mission and culture is concerned (alvesson, 2012). In this regard, participative leadership style reduces resistance to change and encourages team spirit. References alvesson, M. (2012). Understandiong Organisation culture and leadership. Barney, J. B. (2008). Organizational culture: can it be a source of sustained competitive advantage? Academy of management review, 656-665. Cameron, K. S. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons. schein, E. H. (2010). Organisation culture and leadership. John Wiley & Sons. sims, R. r. (2002). Managing organisation Behaviour. Wilkins, A. L. (2009). Efficient cultures: Exploring the relationship between culture and organizational performance. Administrative science quarterly,. 468-481. Read More