In fact, the culture creates the work environment which can greatly affect an employee’s performance. For example, a work environment that I found particularly positive was when I worked in a small company with less…
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This created a positive vibe in everyone since the company believed that employees work hard for their family’s future. Because of this culture, employees were more open, honest, caring and committed to the company. Indeed, culture is one good motivator that a company must acknowledge so that management can design programs which would reflect a company’s culture.
Case ( 1996 ) argues that culture plays an important role in influencing the behavior of employees, so much that it is given much attention in the workplace. Is this true? In my own experience, the culture of Family Day in my former workplace created a shared meaning that provides positive reinforcement to the employees in a non-monetary way. The employees cherish and nurture their working experience which tremendously manifested in terms of productivity. Once an employee finds his work and organization meaningful, he goes for the extra mile as a token of appreciation to the company. This rubs down on the customer service exemplified by the crew which customers can’t help notice. If an organization would look closely and find ways to boost employee’s morale without spending so much, it only needs to create a good and positive culture.
Diversity, on the other hand, is comprised of “new ideas from variety of sources (that) likewise ensure that all the best ideas and practical knowledge is applied for corporate and organizational unit survival and growth. This is particularly relevant for companies now with the call for both incremental and revolutionary change to enliven the vision and mission” Segal (2001).Coupled with diversity, these individual personal expressions—creativity—can bring about innovative results that would be beneficial to organizations where they are utilized.Let us take again my workplace as an example. The company hired people from different ethnic backgrounds for very good reasons. The recent years saw the
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In today’s corporate environment businesses depend of the efforts of its human capital. To keep employees happy and motivated it is imperative for corporation to have a good corporate culture. “Organizational culture is the system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members”
Positive and stable organizational behavior forms the bedrock of any organization and even minimal deficiency in this behavior can lead to big catastrophic results. Organizational behavior is about the cultural diversity, managers’ philosophical thought, and new creative ideas by the employees.
As the means of communication get more sophisticated and reliable, the distances are shrinking and places far away seem to be right next door. This has created a very favorable scenario for international businesses. (Hellriegel, & Slocum, 2007). They can lower costs by carrying out their operations separately wherever it is more cost effective for each process to take place and then everything can be very easily consolidated together in one place thanks to modern day technology.
Job security and career advancement within one organization characterized the employment relationship. It was not unusual for employees to spend their entire career within one organization (Roehling et al., 2000). Today, employers are no longer prepared to take the responsibility of protecting their workers from market instabilities, expecting them to take control of their own careers (van Dijk, 2004).
Jagannath Mohanty and Bhabani P Rath “Organizational Culture-Performance Link in the Human Services Setting.” Information Management and Business Review, 3 (2), 127-132. Debrenna l. Agbenyiga Introduction Organizational culture refers to the values and behaviors that create a unique environment within an organization (Agbenyiga, 2011; Mohanty, 2012; Shah et al, 2011).
It is not long ago when Enron made a skyrocketing profits and share price (McLean & Elkind, 09). However, that was not before an article was published by McLean questioning how Enron made its profits. From that point, Enron’s house of cards began top crumple.
They are also concerned with the development of a participative organizational culture by contributing to the broader goals of creating satisfying, effective jobs, encouraging the involvement of people in the organization, and the development of people.
In my work place, managers introduce effective tolls and practices which have a positive impact on productivity and morale of employees.
They do this to increase the productivity and the organizations competence. This benefits the company nationally as well as globally (Robbins & Judge, 2004).
For the incorporation of such a concept in the organization the company has to formulate strategies for the maximum results such as training for everyone, fair policies for the minorities, no discrimination in the performance appraisal systems and so on.
The improvement of employer-employee relationship is important because it increases employee productivity rate when employers treat their employees with respect. Also, employees may find that increase in ethical behavior could result to a
These factors have the potential to raise the reputation and prestige of an organization. And they possess the power to devastate an organizations entire business circle as well. These factors vary from one organization to the other, but basically
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