Organizational Culture Acts - Report Example

Organizations that are able to work on its strengths and are able to develop culture are able to taste success. Organizational culture helps to bring people together as it based on beliefs, customs, traditions and values which members have among them. It thereby directs and gives a sense of purpose and direction based on which the long term goals can be achieved (Organizational Culture, 2013). It helps to provide the required momentum to carry out the different activities which has thereby forced organization to focus on ways through which operational efficiency can be gained. Organizational culture stresses on common norms and values which ensures that the entire workforce is able to work together as a unit and act as a guideline which will determine the behavior of employees within the organization. This thereby provides the required code which employees have to follow and acts as a point which facilitates the different operations. The paper looks to identify what organizational culture is and the different factors which are important in organizational culture. This is backed by different theories and models which will improve the understanding of organizational culture among different organizations and provide the required framework to bring people together under a common platform so that the different duties and responsibilities can be carried out effectively. This will thereby help to understand the relationship between organizational culture and leadership and will act as a point through which organizational culture will be better understood in the actual work environment. Organizational culture has been defined as a set of common values, beliefs, assumptions, feelings and perception which determines the actions and decisions which the employees within the organization take. For example, if the culture of an organization shows innovativeness then it will make the people within the organization try new methods and things when they are faced with a problem or a obstacle (Organizational Culture, 2013). Similarly if the culture within the organization demonstrates security oriented then employees when face with difficulties will look to find rules and response so that they can act in a predetermined manner. Thus, organizational culture makes the organization demonstrate what they actually preach and thereby results a complete change in the outlook of carrying out different activities. Organizational culture acts a point where one organization can be distinguished from another as every organization has its own individual system variables which makes the employees to act in a certain manner. Organizational culture also guides the employees towards colleagues, employees, subordinates, customers and others associated with the organization based on the code of conduct which have been developed. This thereby leads to a point where the organization is able to identify the different parameters where acting in a specific manner will prove beneficial for the entire fraternity. Organizational culture thereby is distinguish and demonstrates certain factors and traits which are differentiated for each and every organization and acts as a point of differentiation from others. Some of the factors which organizational culture demonstrates are as (Kotter, 2013) Firstly, organizational culture provides an opportunity to demonstrate individual autonomy. The culture provides the employees within the organization to express freedom and take initiatives so that they are able to contribute positively towards the organization (Kotter, 2013). This thereby ensures that the individual is able to highlight the talent that the employees has and is able to contribute in a positive manner. Secondly, organizational culture helps in the development of an organizational structure which helps to determine objectives, performance expectation and authority relationship thereby ensuring a framework based on which the employees have to carry out their operations (Kotter, 2013). Thirdly, it facilitates in the creation of management support which helps to pass on clear assistance, orders and support so that the employees understand their role within the organization (Kotter, 2013). This helps them to carry out the different functions effectively and guides the employees at all times. Fourthly, it helps to create identity as each member within the organization gets recognized for the role carried out by them. This helps to fix authority responsibility relationship and develops the required parameter based on which the different functions can be carried out smoothly (Kotter, 2013). Fifthly, it facilitates the development and creation of a reward management system. Since, organizational culture provides the opportunity to fix responsibility it thereby helps to develop the reward management process based on the contribution of the employees which ensures that the hard working employees are compensated fairly in comparison to other who don’t work (Kotter, 2013). Sixthly, it helps to identify the risk tolerance of the organization as it helps to develop a culture which determines whether the employees are willing to take risk and develop new initiative which will help to ascertain the long term working style within the organization. Organizational culture thereby helps to find out different factors which help to shape the performance of the organization and its employees. The manner and magnitude in which organizational culture helps organization has increased its role and importance and helps to achieve the following Firstly, it helps to create a boundary within which every employee is expected to work. It will thereby ensure that no employee crosses the standard and norms which have been developed and will act as a code of conduct to be followed within the organization. Secondly, it helps to provide stability within the organization. This makes it easy for employees, customers, suppliers and others to be associated with the organization (Grant, 2013). Since, organization depicts values which are common to an individual it results in the depiction of common behavior and guides people. Thirdly, organizational culture helps to provide social recognition which thereby acts as a guide and helps the employees to act in a manner which will help the organization to grow over a period of time Fourthly, organizational culture helps to motivate the employees. Since, it facilitates to find out the contribution of each and every employee based on which the reward can be determined it thereby ensures that the employees are motivated and committed towards the goals. This helps to bring the best out of the employee and contributes positively towards the organizational goals Fifthly, it helps to develop a discipline culture which makes an employee to act fairly and in a manner which is most appropriate (Grant, 2013). This thereby ensures better commitment towards the society and gets reflected in the overall performance of the organizations. Sixthly, it helps in the development of a positive attitude which acts as a determinant in the long term goals of the business. This acts as a point through which the commitment level increases and the organization is able to act in the most desired manner. Thus, organizational culture has its importance for organization and it needs to identify the different factors and manner in which it influences the working of the organization. Organizations further demonstrate different culture which makes an organization to act in a different way. This makes it imperative to understand the different dimensions of organizational culture through the different models so that the overall effectiveness and the working style within the organization can be found out. Some of the models which look into the different forms and type or organizational culture as reflected within the organization are as One such model has been developed by Trompenaars’ and Hampden-Turner’s which stresses on identification of 7 traits or indicators which will determine the manner in which an organizational culture is reflected in an organization. This model has identified seven different cultural dimensions and preferences based on which each organization distinguishes from others. The seven parameters which have been identified are as (Trompenaars and Hampden-Turner, 2013) Universalism versus particularism Individualism versus communitarianism Specific versus diffuse Neutral versus emotional Achievement versus ascription Sequential time versus synchronous time Internal direction versus outer direction The different indicator looks to identify the organizational culture based on certain traits and characteristics which the employees and the organization on the whole demonstrate. This thereby acts as an indicator which helps to distinguish people and organization as organization highlighting a universal organizational culture will give importance to rules whereas partcularism culture will give importance to relationship. This will thereby shape the manner in which employees from one organization interacts and reacts with other thereby shaping the performance of the employees and the entire working style of the organization. Another theory in the same direction have been developed in the same direction is the Hofstede’s Cultural Dimension. Unlike other models and theories formulated to identify the culture of an organization this model looks to weigh the traits of individual based on five dimensions. The five dimensions are different from each other and represent the characteristics and traits for each individual organization. The Hofstede’s Cultural Dimension is based on five traits and is as (Hofstede, 2013) Power Distance Individualism Masculinity Uncertainty Avoidance Long Term Orientation The model focuses on the above five factors looks to determine whether an individual or an organization focuses on whether an individual or an organization is high or low on certain traits. Similarly to other model the organization looks at finding out the different traits and characteristics which will help to identify the manner in which an organization works. This will also help to develop relationship between organizations and will help to understand the manner in which an organization becomes compatible with another. Analyzing the different factors and traits will thereby help to develop the required relationship which will foster the growth and development of culture within the organization. The identification of organizational culture can also be based and understood through a model developed by Goffee and Jones. This looks at ensuring that the entire framework is broken down under four parameters namely high sociability, low sociability, high solidarity and low solidarity (Goffee and Jones, 2013). The individuals or organization falling under different dimensions are based on the identification of different traits and characteristics. For example, an organization might demonstrate sociability based on the relationship it is able to develop and helps to develop the required relationship which helps to determine the culture present in the organization. The presence of a particular culture could hinder or facilitate the manner in which organization acts with one another based on the interaction which an organization is able to develop with another. This thereby at times requires the formulation of strategies which will help to build positive relations and will develop the required framework through which productivity improves. This will thereby help to develop the required framework through which better goals and objectives can be achieved. Another model which focuses on the organizational culture and helps to understand the underlying relationship is Schein’s three levels of observable culture. The model focuses on four underlying traits and characteristics which have been identified as artifacts, espoused values and basic assumptions and values (Schein, 2013). This theory looks to link one level of culture to the other as it helps to understand the manner in which relationship is developed. This thereby ensures that a basic framework is developed through which a strong organizational culture is developed. The development and identification of different traits and characteristics which helps to identify the different culture has an influence on the manner in which organization acts and develops relationship between the different organizations. This thereby focuses on improving the existing relationship and is guided through the objective of being able to achieve the goals in a better manner. This thereby increases the role of leader who despite having different traits will be required to act in a manner where organizational culture interacts with one another and helps in the formulation of strategies which will ensure better achievement of goals. Leaders at this juncture are expected to act in a manner which will help to reflect the organizational culture and will develop different steps based on which better performance can be delivered. Culture has an influence on leadership and organizational performance which will thereby require active role and participation from leaders to act in a manner which will ensure maximum integration of culture (Culture. 2013). To deal with the complex issue of organizational culture it is imperative that leaders are able to understand the cross cultural requirements and develop a team which focuses on identifying ways through which operational efficiency can be attained. Since effective organizational leadership is very important for success especially on an international context it becomes imperative that leadership is developed in such a manner that they are able to face the different challenges and provide with the different opportunity through which organization succeeds (Culture. 2013). For instance, the cultural diversity of employees found in worldwide multinational organizations presents a substantial challenge with respect to the design of multinational organizations and their leadership. Leaders will thereby have to demonstrate some practical knowledge and should be in a position through which the overall working culture reflects harmony and integration with different organization. This will ensure that a leader is able to act in the most effective manner and will provide the required directives through which better goals can be developed. The paper thereby highlights the manner in which different factors have an influence on organizational culture. The importance of organizational culture has intensified for organizations and requires the formulation of different strategies and options through which better delivery standards can be established. This is facilitated by the different models which help to understand the manner in which different aspect of organizational culture needs to be understood by leaders and the manner it impacts the overall performance of an organization. Thus, on the overall basis it helps to understand the manner in which organizational culture gets reflected in the working style and requires special efforts from leaders to be able to chalk out a plan which will help to build better relationship between organizations. References Culture. 2013. How to Change Your Organization’s Culture. on August 8, 2013 http://guides.wsj.com/management/innovation/how-to-change-your-organizations-culture/ Goffee, R. and Jones, G. 2013. Four Organizational Culture. Retrieved on August 8, 2013 http://www.d.parrish.dial.pipex.com/4cultures.html Grant, A. 2013. Givers take all: The hidden dimension of corporate culture. Retrieved on August 8, 2013 from http://www.mckinsey.com/insights/organization/givers_take_all_the_hidden_dimension_of_corporate_culture Hofstede, G. 2013. Hofstede’s Cultural Dimension. Retrieved on August 8, 2013 from http://www.mindtools.com/pages/article/newLDR_66.htm Kotter, J. 2013. The Key to Changing Organizational Culture. Retrieved on August 8, 2013 from http://www.forbes.com/sites/johnkotter/2012/09/27/the-key-to-changing-organizational-culture/ Organizational Culture. 2013. Organizational Culture: Corporate Culture in Organizations. Retrieved on August 8, 2013 from http://humanresources.about.com/od/organizationalculture/Organizational_Culture_Corporate_Culture_in_Organizations.htm Trompenaars and Hampden-Turner. 2013. The Seven Dimensions of Culture. Retrieved on August 8, 2013 from http://www.mindtools.com/pages/article/seven-dimensions.htm Schein, E. 2013. 3 Level of Organizational Culture by Schein. Retrieved on August 8, 2013 from http://www.valuebasedmanagement.net/methods_schein_three_levels_culture.html Read More