Organizational culture and commitment Scholars have given different perception of organizational culture. Evidently, every organization has specific and particular behaviors and expectations in its business processes. This constant way of conducting its business builds the organizational culture as is perpetual in the sense that it is passed from old employees to incoming employees…
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An organization that sticks to its organizational culture builds a good reputation with both its internal and external environments. On the other hand, organizational commitment refers to the psychological attachment and willingness for an employee to continue working in an organization. This paper seeks to expound on organizational culture and organizational commitment of employees according to a survey carried out on primary school teachers in Turkey. Clearly in the book, in any organization, culture establishes norms in the structure of the organization developing a social organism with specific beliefs, values, and behaviors1. Therefore, just as depicted the article, the book confirms the fact that the employees learn and focus on the organizational expectations on the values and behaviors in line with the organizational culture2. In addition, organizational culture guides the framework for leadership styles, work environment, and work strategies. Research shows that there exist a direct connection between organizational culture and performance. Positive and supportive organizational culture promotes performance as well as creativity and innovations. There is a clear interaction among organizational culture, vision and mission, leadership and management, interpersonal relationships and organizational images. A research conducted among teachers indicates that personal attributes contribute to organizational culture. It shows that beginner teachers have no interest in their new schools hence they do not take organizational culture with seriousness. They only embrace competition culture since they want to secure attention and recognition. Another study conducted among secondary school teachers shows that school principals embrace more positive and stronger organizational culture than their subordinates. This means that top management is more interested in organizational culture than the middle and line managers are. Generally, top management is associated with strategy formulation and disciplinary responsibility, therefore, calling for commitment to the organizational culture. The research in both the publications further indicates that, not all female teachers and beginners trust their colleagues. This is because new teachers have not understood and fitted in well with the organizational culture. However, female teachers do not trust male dominated organization for the fear of intimidation and dishonest. This lies under the masculinity verses femininity grouping that reflects on gender dominance in an organization. Gender dominance translates to gender roles, cultural values, and power relations. In conflict management, different aspects of culture are emulated as depicted in the publications. For instant, the force is resorted in individual cultures whereas in collective culture, compromising, withdrawing and problem solving are embraced. In conflict management, both male and female embrace different strategies. For example, male employees use force to solve their individual conflict while the female prefers compromising in conflict management. This emerges due to disharmony between personal and collective goals. Collective culture focuses on the emotional dependence of the whole organization while individualism focuses on individual goal3. Organizational cult
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“Organizational Culture Research Paper Example | Topics and Well Written Essays - 2000 Words”, n.d. https://studentshare.org/management/1469101-organizational-culture.
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4 Pages(1000 words)Research Paper
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