Organizational culture is the workplace environment formulated from the interaction of the employees in the workplace. Organizational culture is defined by all of the life experiences, strengths, weaknesses, education, upbringing, and so forth of the employees. While executive leaders play a large role in defining organizational culture by their actions and leadership, all employees contribute to the organizational culture (Dirks, 2000). Organizational culture is the collective behavior of humans that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, and it includes beliefs and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling (Edgar, 2009). Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Organizational culture refers to culture in any type of organization be it school, university, not-for-profit groups, government agencies or business entities. In business, terms such as corporate culture and company culture are sometimes used to refer to a similar concept. Although the idea that the term became known in businesses in the late 80s and early 90s is widespread, in fact corporate culture was already used by managers and addressed in sociology, cultural studies and organizational theory in the beginning of the 80s. The idea about the culture and overall environment and characteristics of organization, in fact, was first and similarly approached with the notion of organizational climate in the 60s and 70s, and the terms now are somewhat overlapping.
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Corporate culture is used to control, coordinate, and integrate of company subsidiaries. However differences in national cultures exist contributing to differences in the views on the management. Differences between national cultures are deep rooted values of the respective cultures, and these cultural values can shape how people expect companies to be run, and how relationships between leaders and followers should be resulting to differences between the employer and the employee on expectations. (Geert Hofstede, 1991)
Different organizations have they own unique cultures. A very commonly used definition of organizational culture nowadays is 'the way we see and do things around here'. Everyone can see through traditional cultural, history and structure, organizations set up their own culture. In essence, organizational culture is the personality of the organization (Karel, 2000). Organizational Culture includes what are the organizations valued; the characteristics of leadership style, the procedures and routines, the symbols and language and the definitions of success of an organization. It is a collection of values and standards that are shared by people and groups in an organization and that control of the exchange with each other and with stakeholders outside the organization. Culture is a visible, powerful force in an organization, and made up of its members' shared values, beliefs, symbols, behaviors, culture guides the decisions and actions by individual at the unconscious level. Therefore, it can have a strong impact on a company's happiness and success (Peter, 1991). Organizational culture can be seen as a system. Inputs include feedbacks, for example the society, professions, laws, stories, values on competition or service, etc. The process is based on our assumptions, values and standards such as our values on time, money, facilities, space and our people. Outputs and effects are those for example, organizational behaviors, technologies, strategies, image, products, services, appearance, etc. And nowadays, many practitioners are coming to realize that, when organizational and plans change, not only changing structures and processes, but also changing the culture (McNamara, 2000). To think about the work environment, working relationships between the employees also the management and how can doing things together in here are the really right things for an organization to do. People are the main force in an organization, they build everything and put focusing on building and sustaining an organizational culture is one of the ways to showing that people are the most valuable asset in organization.
Organizational culture has become an important pattern for the organization's development and it is more important to the business strategy. A strong organizational culture can attract talents. When the prospective employees are assessing one company, organizational culture is a part of the package. The talent market is become tighter, so the people looking for a new organization are more selective than ever before. Today the best people they not only just a high salary and good staff benefits, and also they want a good environment they can enjoy they are work. A strong organizational culture also is an important component to retain talent. Try to consider if there have a good options they can choose and at the same time the people don't like the currently situation, they will jump absolutely. A strong organizational culture can engages people. According to a Gallup survey, it shows that at least 22 million American workers are very negative or actively disengaged, and the loss of productivity is estimated to be worth between $250- $300billion annually (Gallup, 2011). So as people can see, engagement can creates good productivity, and also can impact profitability. A strong organizational culture can creates energy. To establishment a culture that is vibrant and allows staffs to be valued and express themselves, the company will create a very strong and real energy. This positive energy will penetrate into the organization and create a new momentum of success. A strong culture can brings people together. When the people in the company can get to know each other better, they will find the new connections between and they will work together better than they will lead to some new ideas and good productivity. This can called team work or synergy system, that's what the organization need. In an effective team culture, the concept of context is addressed (Marc Schabracq, 2007). Team members understand why they are participating on the team and how the team fits within their organization. In an effective team culture, team members understand where the work of their team fits in the total context of their organizational strategic plan and success goals. When the organization culture supports teamwork, team members understand how the strategy of using teams fits in the total context of their organizational strategic plan and success goals (Alvesson, 2001). Team members understand why using teams will help their organization attain its business goals. In fact, they understand the context of a team culture so well; they are convinced that teams are the only way their organization will excel. In a successful team culture, teams understand where their work fits in the total context of the organizational mission, goals, principles, vision and values. Team members spend time defining their team culture by agreeing upon team norms and expectations within the company's overall team context (Naomi, 2011). Finally, team members understand that 20% of the problems they will experience as a team will fall within the context of the task or mission the team is assigned to accomplish. The other 80% of the problems will relate to their team culture and the processes team members establish and commit to for interacting. Here are more tips for continuing to build powerfully successful work teams. So a strong organizational culture is not only creating a better environment for the human capital in the business, and also it can make good business sense (Hassard, 1998).
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When an organization does not possess a healthy culture or requires some kind of organizational culture change, the change process can be daunting. Culture change may be necessary to reduce employee turnover, influence employee behavior, make improvements to the company, refocus the company objectives and/or rescale the organization, provide better customer service, and/or achieve specific company goals and results (Ackroyd, 1990). Culture change is impacted by a number of elements, including the external environment and industry competitors, change in industry standards, technology changes, the size and nature of the workforce, and the organization's history and management.
The new culture is a culture of innovation, to examine the old culture is in order to better get a new culture. On the culture and business processes are beneficial and positive. In the company's development process, the importance of innovation is clear, the first thought that the decision can be put into practice, then implementation of it. Enterprise's development can bring into good returns (Barney, 1986). Initially in the management of learning and culture of innovation in order to better understand the business decisions and future goals, and the management of a facilitating role. In businesses, the more positive the effect you want to achieve, the new corporate culture can promote the interaction between employees in corporate matters, management personnel are all employees to live in a consistent set of cultural mobilization continue working, make them more positive and enjoy work culture so as to achieve the promotion company decision-making and achieve business objectives results.
Employees are one of the most important determinants and leading factors, decided to an organization's success in a competitive environment. This is especially in the service sector, depending on their good behavior of the employee to provide a friendly and respect of service to customers in today's environment. For example, in the Hilton, they have a career development, they think that one of the most important part, they are the business strategy is their culture; this kind of culture is a key part of have the best and well-trained team members in the industry (Hassard, 1998). They ensure that the team members have knowledge and skills to effectively do their job, today and tomorrow's opportunities to develop themselves.
There are some examples that shows the organization culture how to impacts on the strategy in some different company. Organizational culture is the concept that leading the operations for McDonald's. There are four values in McDonald's: quality, service, convenience and value. One of the parts of the organizational culture is the delivery of unified quality of food and service wherever is the branch. McDonalds builds a standard and its using in all its branches worldwide, and they are dedicated to provide better service for they are clients (McDonald's, 2012).
As a famous jewelry brand, Tiffany & Co. thinks that the corporate social responsibility is fully integrated into every aspect in them. "Under the leadership of the Chairman and CEO of Tiffany & Co., Corporate Responsibility is embedded in our promise to our customers, employees and communities."----CEO Message ï¼ˆT&Co.2012). On responsible souring side, it including preservation, responsible mining, beneficiation and paper & packaging, and Tiffany & Co. also is proud to work collaboratively within the jewelry industry and with civil society to address key sustainability issues. Tiffany & Co. has a legacy of providing support for nonprofit organizations and engaging with civic institutions in the cities and communities in which they're operating.
Strategy and culture is the social process and they are absolutely the same. Try to want to have a specific strategy plan from the company's strategist, but when strategists plan strategy, they do not match the organizational culture, so it may be terrible or may not achieve the objectives of the company and the results from the internal strategies (Fombrun, 1988). So there is a simple concept shows that there is no perfect strategic business, also did not have a best organizational culture of the company. If the company wants to have a good business in the complex market today, it must know how to adapt to the organization between culture and strategy, to maximize results or achieve company's goal is very important (Cairncross, 2003).
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In the group manager should have the opportunity to service, core values communication way most - in what business is in daily life, and not too many oral or written words directly. The manager made every effort to promote the demonstrates value more than oral or written - behavior more loud, but also believe that the book value, strengthen and support a particular behavior, and concrete action, strengthen and support, form a powerful combination of book value, far more than one or the other by it (Barney, 1986). If it is to write down, and demonstrates in action, management can really hold our feet to the fire when they need to.
Culture is around staffs in the work environment, all the time. Culture is a powerful element; shape people's work to enjoy, you working relationship, and the working process. However, culture is what can't actually see things, unless through its physical performance at the work place (George, 1999). I also think a good organization culture is necessary, and it is an intangible property to the company. If the company has the great organization culture, it will stand the dominant position than the other companies which has the not really good organization culture. The first it can keep the staff. Every staffs like to work in a place where the great atmosphere has; no one wants to work in a place with the lazy people and management system, because they know that it's not good for they are career. With the good organization culture, it can let employees happy. In a company, I think a great organization culture is let the staffs feels like they are the master, they operation this company and they are the main force even if the low level staffs. If staff got that feeling, they will pride themselves, and play the best role in they are work. So the organization culture is not only just a culture, sometimes or in some parts of the company, it is more important than the business strategy. But we may know, only has the great culture is not enough, the company must planned strategy suitable with they are culture, than can create more benefits and stand up in today's business market (Parker, 2000).
In many ways, culture is like personality. In a person, the personality is made up of the values, beliefs, underlying assumptions, interests, experiences, upbringing, and habits that create a person's behavior. Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people. Culture is the behavior that results when a group arrives at a set of - generally unspoken and unwritten - rules for working together. An organization's culture is made up of all of the life experiences each employee brings to the organization (Scholz, 1987). Culture is especially influenced by the organization's founder, executives, and other managerial staff because of their role in decision making and strategic direction.
In an organization recently completed the process, the team culture and training team, a cross-functional team staff from all levels of the organization, calling for the group to initiate and leading this process. Where possible, the function from a desire to change is penetration from all corners of the land, an organization, is a powerful guarantee of success. Design and arrangement of a series of value alignment, the organization of all members will attend. The succeed conversation with the most effective trained by a good host (Joanne, 2001). This allows each member of the organization to fully participate in this process. In addition, the train internal host led a conversation, and participates in another.
Culture is a word used to describe behavior, represents the general operation specifications in the new environment. Culture is not usually defined as good or bad, although cultural likely to support enterprise progress and success and other aspects in advance. A standard responsibility will help make your organization's success. A standard spectacular customer service will be selling your products, make employee involvement. Tolerate poor performance or showing a lack of discipline to maintain establish the process and system will hinder success ( Eric, 2011).
Organizational culture is an emergency result of continuous negotiations about values, significance and etiquette between members, the organization and its environment. Obviously, to the enterprise culture contribution more is to learn and spirit spread knowledge can be reflected in culture. Influence culture management study on the work process received a good idea, it is necessary to discard useless materials. In this competition, if master their useful reference material, to know more about the company's culture and history, can improve performance itself (Heerden, 2008). Cultural adaptation is very important. Lead to cultural differences, this is why a person cannot use the same business and assumes that it will work the same place. The same business or company can attack in a country and the other a more attractive. This is why the importance of organizational culture, understanding the strategic management is very important.