The current project is not defining, analyzing and measuring organizational culture and its influence in the overall performance in the workplace. This report has analyzed the existing empirical researches and various models linked with organizational performance and organizational culture. …
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In an environment which is rapidly changing, organizations have started giving a serious thought on how to increase effectiveness within firms. In order to accomplish objectives and goals, organizations are evaluating ways and strategies both for internal and well as external management. Once goals are perfectly aligned with the vision of the company, addressing the cultural type of the organization is essential in order to advance these objectives and goals into actions. A well defined organizational culture also helps in ensuring that necessary changes are successfully implemented. An organization is a platform shared by individuals and teams who perform in a united way with the objective of earning profits for the company as well as the livelihood for them. The working style of each organization is unique and this often ends up contributing to the culture. The beliefs, principles, values and ideologies of an organization constitute its culture. A workplace culture controls employee behavior within and outside the organization.
The overall effectiveness of an organization can be determined through various indicators. Organizational orientation, employee satisfaction, organizational growth performance and organizational culture are few of them. As a result of its influence, organizational culture has started getting importance in business terms and is currently the one of the most analyzed subject for researchers and analysts. In the present study organizational culture will be studied with respect to its various dimensions. Few of the organizational behavior and cultural theories will be discussed in detail. This will helping the overall evaluation will be the base for strategy implementations for managers and business. Culture is known as a wide concept and the various elements differ according to the area of business. Thus, understanding its dimensions and purpose is important for proper implementation of organizational culture in any organization. Many of the success stories link performance with culture of the organization. Organizational culture can be referred as a pattern of shared beliefs and values demonstrated by company employees in their daily behaviors and activities. An organizational cu
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According to the paper culture comprises of the values, norms and beliefs shared by a group of people or by the people in the organization. In other words these norms, values and beliefs culture an individual to think and act in the same manner as others within the group. These beliefs are transmitted to all others who come into the fold so that all employees are cultured in the same manner and can work in harmony towards organizational goals.
The structural features of any organization tend to be formal in their scope, tend to be inflexible, tend to center around contingencies and are conceptualized and retained through documentation, and to tend to have formally or informally, well defined rewards, punishments and rights that determine the individual or group behavior in that organization (Cunneen, 2008).
The author states that the need for an effective Total rewards program is underscored by firms being solely dependent upon it for growth, stability and overall success. Likewise, the success of a firm that wants to have an effective sales force must use total rewards program, the size of that firm notwithstanding.
With the changing external environment and changing needs of the customers, organizations are forced to implement changes in their system. The major changes mainly take place in the form of restructuring, changes in technology, process change etc. A change sometime negatively impacts the employees; on the other hand it also provides growth opportunities to the organization.
Organisational culture refers to the value systems, customs, beliefs, norms and behaviors that regulate the interactions of stakeholders in the organisation. Organisational culture contributes to the psychological and social environment in the organisation. Culture of an organisation is expressed in the interaction with outside stakeholders.
Originally the term, culture refers to the fundamental beliefs, values and codes of practice that dictate what a society is. Culture also refers to an evident, powerful force in any society (Smith, 2011). It consists of its members’ shared values, symbols; beliefs, and actions.
Organization culture is the way the employees of a certain company or organization relate to one another, work and the world around them. Organizational cultures differ with differing organizations since different companies have different objectives. Organizational culture can prevent a certain company from realizing its objectives.
The productivity in any business sector mainly depends upon the efficiency and motivation of the employees. It has been observed that if the human resources in the organizational sectors are not properly utilized or cultivated, the level of the productivity will decrease resulting in overall organizational failure.
Globalization, which began in the early 1990s, had a profound effect on employee retention. Sheridan (1992, p. 1036) had conducted an important study, which examined “the retention rates of 904 college graduates hired in six public accounting firms over a six-year period.” According to him, “Organizational culture values varied significantly among the firms.
They may be several small, temporary teams coordinating with each other to fulfill their part in the ultimate objective of a project (Powell et al, 2004). They give organizations a means of procuring the best skills without geographical restrictions. Virtual teams are based on three key aspects; their purpose, the people involved and their links (Lipnack & Stamps, 1999).
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