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Cultures - Research Paper Example

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Formalization refers to the structuring and arrangement of work roles in an organization, as well as the procedures and rules that govern the activities carried out by the organization’s employees. As such, formalization details the rules regarding how the employees ought to…
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Cultures Cultures Formalization refers to the structuring and arrangement of work roles in an organization, as well as the procedures and rules that govern the activities carried out by the organization’s employees. As such, formalization details the rules regarding how the employees ought to conduct themselves in the workplace and guidelines that they have to follow when carrying out their duties in the organization. Formalization plays an essential role in coordinating the efforts and the works of many employees in utilitarian organizations. Formalization is essential in the understanding of the organization culture. This borrows from the fact that formalization mostly applies to utilitarian organizations, whereby organizations come up with hierarchies that have supervisors with greater authority who have to coordinate the activities of subordinates. Formalization also helps in the understanding of the organizational culture as it leads to the prescription of procedures, as well as rules, which specify the duties of each employee. Moreover, formalization serves to ensure that the low ranking employees comply with the set rules and guidelines in the organization. At times, formalization can go far to the extent that the organization sanctions the employees who do not follow the set rules. In some instances, employees who do not follow the formal structure of the organization may be summoned and asked to follow the set procedures and rules (Young, 2007).
There are various organizational cultures, which organizations employ when prescribing the rules that should be followed. One of the organizational cultures includes the normative culture. In this culture, there is a consideration of the procedures and norms of the organization. Moreover, the regulations and rules of the organization are set in accordance to the guidelines that exist. The behavior of employees has to be ideal, and they have to follow strictly the policies that the organization has set. The other form of organizational culture includes the academy culture. Organizations using this form of culture tend to hire skilled persons, and duties are delegated in relation to the job experience and the education qualifications of the employees. Organizations that follow this form of culture ensure that they train their employees so as to improve employees’ job performance and achieve the organizations objectives. Another form of organizational culture includes the pragmatic culture where the organization emphasizes a lot on the external stakeholders, as well as the clients. In a pragmatic culture, the motive of employees is customer satisfaction. The effective way to know whether a certain culture is the best for the organization is through performing a thorough check to see whether the culture is helping the organization to achieve its goals and objectives. A culture that helps an organization achieve its goals is the best culture for the organization to adopt (Young, 2007).
According to Young (2007), there are various ways of instilling organizational culture among the members of an organization. One of the ways of instilling culture includes consulting with members who have significant influence in the organization. Getting these people committed to the course of forming an organizational culture is instrumental since it results to the formation of an organizational culture, which will be helpful in running the organization. The other way of instilling organizational culture includes allocating resources to areas that may be neglected, but have a profound impact on the organization. The other way of creating an organizational culture includes having knowledge about the competitors and forming a culture, which will transform the organization and surpass the competitors.
Young, A. C. (2007). Examining the Relationship of Organizational Culture on Formal Mentoring Programs. London: ProQuest. Read More
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