Implementing a Solid Cultural Foundation for a Successful Firm's Existence on the Market - Essay Example

Critically evaluate the use of organizational culture as a means to control employees in organizations. Any organization would dearly cherish the idea of having a culture which would safeguard the rights and privileges of its employees. The people working within the domains of an organization usually encounter issues that remain within the folds of the cultural manifestations. What is needed is an enactment of the organizational culture so that no shortcomings come about and if these do happen in the first place; proper efforts are made to resolve the disputes that have arisen with the passage of time. It is a fact that an organizational culture safeguards the rights and interests of the employees within the organization as well as understands where the weaknesses exist within the company. The employees also get a first hand understanding of the essential issues which crop up within the aegis of a workplace setting. Therefore a culture is very important in order to understand where the employees can be controlled and what efforts can be made to take care of their work regimes within the organizational domains. This paper takes a keen look at the exact mechanisms that are employed within an organizational setting as far as its cultural issues are concerned. An effort has been made to study the same within the aegis of controlling the employees that work in an organization. Moving on, any organization would appreciate the idea of developing an organizational culture which comprehends the basis of properly finding out where the combined beliefs, values and principles of the organization exist and what can be done to have a first hand understanding of the grave issues that arise within the workplace domains. These matters are deemed as important because these signify the very essence of success within the organizational quarters and discern the basis of outlining the strengths that exist within any organization. The organizational culture controls the employees as it deciphers the exact ways and means through which the employees would get inter-connected with one another, and their one-to-one relationships that develop over a period of time at work (Schein 1996). It also pinpoints the basis of understanding where the people would communicate with one another and what kind of feedback mechanisms are in place to thwart the basis of any shortcomings which exist in essence. If these shortcomings and weaknesses do arise, the top management has a definitive role to play, since it asks the human resources management department to outline the incorporation of the relevant policy within a correctional setting. The organizational culture basically studies the missing link between the processes that are held in supreme importance by the employees, as well as determines where the problems have come in the loop. What are best important is how these organizations in the time and age of today are doing their best to overcome these weaknesses and what efforts are being undertaken by the authorities who are at the helm of affairs. The effort quotient is therefore given much significance by the people who matter the most within the relevant domains and how these are able to give in their best time and again. Any organization would understand that the communication platforms need to measured in such a way that the shortcomings and problems are taken care of, right from the outset of things. Furthermore, the organizational culture controls employees from the work realms that they have find themselves within, on most of the occasions. When employees find themselves stuck within their work regimes, then is the time to get a leaf out of the organizational culture’s book. This means that the culture that is rampant within an organization comes out in a clean and apparent way. If there are any issues that remain unattended, the same are handled in an amicable way through the cultural manifestations. The need is to remain very apt with the basic needs and wants of the organizational culture and thus limit the problems which might arise at a later stage. What is even important is the fact that the organizational culture helps in making the tasks easier of the employees and gives them a chance to comprehend the real meaning of working alongside one another, and not against one another. It also makes them feel completely in line with the changing norms and procedures that exist at the workplace and what as employees; their responsibilities would turn out to be in the end. If there are any issues that have not yet been addressed, the organizational culture makes sure that these are taken care of in a quantifiable way so as to solve quite a lot of problems. The need is to remain coherent with the wishes of the employees whilst outlining the need for remaining in line with the organizational goals, principles and value hierarchies. If the employees are unwilling to work alongside one another, the culture present within the organization makes sure that these issues get resolved in the shortest possible time and any further instances do not crop up at all. The adherence of policies and standards within the aegis of an organization seem to be the buzzword as these comply with the positive and negative repercussions under the workplace manifestations. If however the adherence does not come about in a pragmatic way, there is reason available as to how such issues could be taken care of in a positive way. The ramifications for being on the negative side are immensely important to know as these highlight the need for having a very solid and clear cut organizational culture in place. The use of the organizational culture is also an important element within the related domains. If the organizational culture is not made of at all, this would mean that the employees do not have any idea about the ways and means through which work gets done within the business entities that they work for. If however they do know that a culture is already set within their organization and yet they feel disjointed within it due to one reason or the other, there is enough significance to make sure that the employees give their best shot and try their hand at comprehending the real meaning embedded within the organizational culture and its related value hierarchies. Moreover, if the culture is abruptly developed and non-aligned in its disposition, the employees would know this beforehand. They shall report to the management about the loopholes and shortcomings that exist within the relevant domains and what best can be done to take care of such gross problems that have come to the fore. It should be noted here that a culture is developed over a period of time and it would only be natural to allow an organizational culture to grow and feed itself on the response mechanisms of the people who essentially make up this culture in the first place. Any set of cultural issues which are not in clear cut understanding of the people who work within the aegis of the organization in essence would mean that the culture is indeed a failure and the employees would have a hard time at understanding the dictums related with the same. Therefore the culture within an organization should be such that it warrants action on the part of the employees in a positive way and asks of them to deliver quality and nothing else, both for their own long term betterment as well as for the organization itself. This will indeed be a two-way approach that is based on a number of positives that have been derived over a period of time. The organizations which have comprehended the true meaning behind achieving success through enacting a cultural representation within its folds are on the right track as far as achieving their goals and objectives are concerned. However there are some organizations which have still not learned the exact ways under which their cultural issues could be developed for the long term positive results of the organization. It is a fact that the employees look up to the organizational top heads for deriving encouragement and if they feel that the organizational culture is indeed missing, then there is no point in dictating a culture which has no roots within the basis of the organization in essence (Gilley 2000). The top management needs to understand its due role as the middle and the lower tiers within the management regimes of the organization are seeking the best possible results and therefore building upon the negativities that are present all this while. If these negativities are removed from the outset, one can expect quite a few positive changes within the domains of the workplace as well as inside an organization that is willing to develop a culture in entirety. Controlling employees within an organization in the time and age of today is very important. This is because the employees have often lost track of what is actually expected of them and what they need to give in towards their work realms. The missing links present between the inputs and the outputs are indeed the grey areas that need to be worked upon in detail, so that the negatives could be outnumbered by the positives which exist within the organizational fore. The employees have a real tough task to play within the performance of their duties and in doing so, complying with the standards and policies which come directly under the auspices of the organizational culture. Therefore there is a dire need to comprehend what forms of messages within the organization are deemed as appropriate and what could be regarded as a direct transgression of activities on the employee’s part. If the employees disregard the latter perspective, there is more than enough reasoning available that the long term objectives and goals of the organization would be seriously hurt and the equity attached with the success of the organization would also be brought down in a quick way. Controlling employees is in essence very important as it highlights the basis of finding out where and how the organization is losing out in the long run scheme of things and what could be done in order to decipher the true meaning of a positive change for the sake of the organizational culture and indeed the organization itself. If the organizations of today are unwilling and non-committal towards the performance of their cultural activities and behaviors, it would only be natural to state that the organizational culture has either diminished or not given the luxury to develop in a good enough way. The need is to balance the pros and cons and take the two of these along so that the organization achieves success as it had envisioned in the past (Nicotera 2003). The long term success holds the key for immense achievement of its results and therefore all endeavors should be in line to enact such a culture within an organization which facilitates in a better understanding of the tasks and work regimes that are taking place. In the end, it would be very apt to fathom here that an organizational culture manifests the need for growth and development within a workplace regime. If these areas within the workplace quarters are left unchecked, there is all the more reason that a number of problems would come about in an apparent fashion. Hence for organizations to exist in a very systematic way and for these organizations to bring about positive results and that too on a regular basis, there is a very important consideration for these organizations to give in their best time and again. This can only be done through the implementation of a sound cultural basis within an organization. However if the basis of a cultural manifestation is not established within an organization, there is room for doing so in the future. Once again, how the organization understands this shortcoming is dependent on the needs and requirements that have envisaged by it in the past. Therefore proper efforts should always be made to have a sound organizational culture in place. References Gilley, J. (2000). Beyond the Learning Organization: Creating a Culture of Continuous Growth and Development through State-Of-The-Art Human Resource Practices. Perseus Publishing Nicotera, A. (2003). Understanding Organizations through Culture and Structure: Relational and Other Lessons from the African-American Organization. Lawrence Erlbaum Associates Schein, E. (1996). Culture: The Missing Concept in Organization Studies. Administrative Science Quarterly, Vol. 41 Word Count: 2,012 Read More