Gareth Morgan describes organizational culture as a set of beliefs, values â€‹â€‹and norms of organizational culture, coupled with the symbol like the dramatic events and figures, on behalf of an organization is unique, and provide a context for action. Beliefs and valuesâ€‹â€‹ will pop up frequently in other definitions, as well. The specification can be described as traditional power structure or routine.
Shared values and beliefs form the foundation of a particular culture that influences the activities in that organization. These two organizations in the same industry are entirely possible, even on the same street, with a different culture. Their efficacy is somewhat different bonds. Obviously, organisational culture is a specific collection of values and norms that are shared by people and groups in an organisation.
Organizational culture significantly affects organizational performance. In addition, strategic management helps to establish the organization's mission, vision and values â€‹â€‹of the cultural development. Correct strategic management is conducive to the formation of a culture of integrity, ethics competitive, embrace technology, to create value for customers and shareholders. Continued this type of organizational culture, excellent performance can be expected.
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Other aspects of organizational culture is often true, it is very deeply rooted. This is a company's identity, is precisely because in some respects it has become a status of those who work there, as well. This is very important to remember, culture becomes like a circular argument. People will eventually affect the cultural influences of the culture to their.
Every organization has a particular culture, which includes a ubiquitous assumption is often difficult to measure and guide the activities of the organization. Organizational culture can be defined as the beliefs and common values â€‹â€‹of the people in the organization. For example, "It is the things we do here" (Hewlette HP): "Culture is the personality of our organization, which is what we do when no one is watching (IBM)
Organizational culture has three important properties. The culture of an organization, is to meet the business needs of the useful usually consists of three important properties: the organization's purpose and direction of the team members to accept the culture is inclusive members feel that they have a clear role in the enterprise and team members respect and trust each other and live in harmony harmony.
To encourage member on board the organization's journey to understand why the existence of the business is necessary. A business does not have a clear message and intent where its members halibut confusion, resulting in less than adequate morale, work quality and efficiency. Therefore, the understanding of the business operations of reason, and the title is the key point, need to clear.
Something you believe in part (attributes), which is a huge incentive. We all feel good, we play sports, all the members of our team brings together their efforts. The same applies to our business to contribute to the success of the organization work. We feel part of a successful team.
Get along with the third property. Meaningful working relationship of respect and trust, the work is enjoyable, we ourselves happy and thanked the members of the team.
The three attribute points a combination of warmth, security and culture, to provide a friendly workplace. The quality of this type of cultural work and production can get greater commercial success provides a huge opportunity. This occurs as a staff to focus more on their work and less distracted, and are willing to offer advice and suggestions to improve the systems and processes are generally happy to come to work.
The role of organizational culture in a cohesive corporate culture to employees tightly together to form a powerful centripetal force, employees unite as one, in unison, and work hard to achieve the target. In fact, the cohesion of employees is based on the clear objectives of the enterprise. The cohesion of the organizational culture from the correct choice of the fundamental goals of the enterprise. If the goal of the enterprise is not only in line with the interests of the enterprise, and consistent with the interests of the vast majority of individual employees, that is a win-win goal of the collective and individual, and then have the basis of the benefits generated by the enterprise cohesion. Otherwise, no matter what kind of strategy, the formation of corporate cohesion can only be an illusion.
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Gravitation excellent organizational culture of good organizational culture has a very strong gravitational pull, not just employees, partners, such as customers, suppliers, consumers, and the community has a great gravitational; excellent organizational culture of the stable of talent and attract talent plays a big role. By the same token partners, too, if the same conditions, no people do not want to go to a better business to go to work; nor which customers do not want to, and better business cooperation. This is the gravitational pull of the organizational culture.
organizational culture has a role in guiding organizational culture is like an invisible baton employees consciously to do things in accordance with enterprise requirements, this is the guiding role of the organizational culture. Their core values â€‹â€‹and entrepreneurial spirit, playing an invisible guiding function, be able to provide direction and method for businesses and employees, employees voluntarily to comply with the corporate and personal wishes and vision to unify, to promote business development and growth.
Stimulating organizational culture has excellent organizational culture virtually plays the role of motivating and inspiring staff, a good working atmosphere, staff will naturally enjoy the pleasure of work, if in a mutual wrangling, infighting enterprise work, employees naturally do not enjoy a harmonious and happy, but will also have a negative psychological. Culture and value-oriented organizational culture is a spiritual motivation, able to mobilize and inspire the enthusiasm, initiative and creativity of workers, evoked potential wisdom out the employee's ability to get the all-round development, and enhance the overall execution force.
Organizational culture has constrained the role of organizational culture itself has a regulatory role, organizational cultural norms, including ethical codes of conduct and First specification. It allows employees understand their own behavior in what not to do and can not do, the result is the organizational culture play a role of "soft" constraints. Through these soft constraints to improve the awareness of employees, the enthusiasm, initiative and self-restraint, so that employees clear the meaning of work and working methods to improve employees' sense of responsibility and sense of mission.
Organizational culture with the competitiveness of the role of a good organizational culture, driven by the healthy development of enterprises, the positive performance of the employees mobilize to work up more enthusiasm, while increasing production efficiency, improve the efficiency of enterprises, injected new strength, The construction of the corporate culture of the benefits of corporate self-evident, the competitiveness of enterprises not only technically is also reflected in the corporate culture.
Notes corporate culture is obvious, the key is how to build excellent corporate culture to enable enterprises to produce strong competitiveness, and invincible. Enterprise management should the construction of corporate culture as the most important, good corporate culture, delicious enterprises is obvious.
Organizational culture plays an extremely important role in corporate strategic management process. An excellent culture to culture as an important resource for the vision for the development of enterprises in the form of cultural penetration to their employees, which are reliable protection from formulation to implementation of the corporate strategy. Officially tangible hard-cultural and intangible soft culture, guiding the implementation of the corporate strategy, supporting the development of the enterprise.
The organizational culture is mainly refers to the ideal, spiritual and cultural beliefs, but these spiritual culture from where? From long-term business activities, is formed by the enterprise in the long-term business activities. Entrepreneurs advocate culture is not necessarily true corporate culture, employees formed only in the long-term business co-owner of the ideals, beliefs, codes of conduct is the business of real culture. Enterprise as an economic organization, even culture, it must also be to be able to each other a variety of strategic and corporate role, the use of management behavior, in order to produce the actual value.
The relationship between organizational culture and strategic management
Each stages of the implementation of corporate strategy in order to achieve the strategic objectives of the phase of the enterprise, and the enterprise through each stage of the realization of the strategic goals are ultimately in order to complete the mission of the enterprise. Thus, organizational culture, corporate mission to provide the fundamental basis for the formulation of corporate strategy. Strategic objectives to guide the strategic program is finalized.
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Have a big impact on the organizational culture of companies develop strategies. The values â€‹â€‹of a business is the value orientation of the internal and external affairs and resources, enterprises in the long-term organizational values, under the guidance of the shared values, guiding principles and select corporate behavior. Excellent organizational culture is an important condition for business strategy development and successful, it can highlight the characteristics of the enterprises, the formation of the common values â€‹â€‹of the corporate members, but also because of its distinct personality, more conducive to enterprise to develop a distinctive, defeating the enemy strategy. Organizational strategic decision-making only after years of nurturing and development of cultural soft factors support in order to be effective.
In summary, the analysis of the enterprises in strategic management to the enterprise culture enough attention. Only the corporate culture and strategic role to play in order to enable enterprises to better development.
The role of organizational culture in the organizational strategic management
The core values â€‹â€‹of the organizational culture has always been the basic point of the enterprise vitality, corporate philosophy exists objectively inevitable. The business idea is the main line of the corporate culture, corporate social mission and responsibility belongs to one of the core concept of the corporate culture, corporate strategic planning is constrained by corporate thinking as the fundamental basis for the corporate mission. The enterprise often not all employees can at the same time, new business development strategy, business ideas to completely comprehend, in this case, how we work together to move forward, you need the boot of the corporate culture. On the one hand, the corporate culture very well the corporate focus on material incentives to the employees, which is good to meet people's demand for wealth maximization; On the other hand, one of the greatest features of the cultural management focus on a spiritual culture in creating an atmosphere to satisfy people's pursuit of non-wealth maximization, through the identification of common mission, team building, emotional management, so that we can recognize the value of the work in the enterprise. Therefore, the corporate culture could be all play a motivating role.
Different the strategic type under the organizational culture traits
Each industry there are unemployed culture, and tend to have a more significant differences between the culture of the industry. Enterprises in developing strategies, especially considering the industry choose, it must be based on the enterprise culture. Different companies have different cultural traits, companies want to change the corporate culture a price to pay, even to go to rebuild the culture. Of course, the corporate culture is not static, and the cultivation of a positive and effective corporate culture must be based on corporate strategy as a different corporate strategy under the cultural characteristics, so the research is very important. Once formed an enterprise culture, corporate culture change is very difficult and that corporate culture is not only greater rigidity, but also has a strong sustainability, strengthen gradually in the process of enterprise development.
Enterprise development strategy must be coordinated with the organizational culture
In the future of global competition, the enterprises should be invincible, must establish their own corporate culture. But the building of enterprise culture involves all aspects of systems thinking is required, coordinating relations, the most important is the organizational culture must be built to the requirements of composite enterprise development strategies. Strategic adjustment will cause organizational culture change, and this change is based on the change in the organizational culture based on. Penetrate into all aspects of the organizational culture of the functional areas of the company. If the strategy can take advantage of the organizational culture. Managers often can be quickly and easily implemented strategy. Corporate culture can not support the strategic changes may not be effective without achieving its purpose.
organizational strategies can only be coordinated with the organizational culture in order to promote the smooth implementation of the organizational strategy, formulate development strategies in the enterprise to take full account of the existing culture and cultural trends, so the two mutually inclusive, coordinated, be conducive to enterprise development,
To sum up, the building of organizational culture can not be separated from the business development strategy. The corporate strategy is a long-term planning of the enterprise. It is an important task. For enterprises not yet strategic development planning, one of the primary tasks of the building of enterprise culture, is to plan out the contours of enterprise development strategies, or work out the direction of the goal of the enterprise development strategy, and as the basis of the construction of corporate culture to corporate culture construction work is solid and effective manner.
In conclusion, organizational culture plays an extremely important role in corporate strategic management process. The correct use of the corporate culture to make the provisions of the Strategic Plan goals and the overall goal is the same, so that the enterprise development toward the higher, farther, more favorable direction, and ultimately the corporate vision. An excellent organizational culture as an important resource, penetration of the vision for the development of enterprises in the form of a corporate culture to employees, are able to get reliable protection from formulation to implementation, so that the corporate strategy. Organizational culture is also a enterprise strategic management revolution. From the mainstream, corporate culture, corporate culture change, ideas change and behavior change in the way the interests of resources shared. Advanced experience of developed countries, the corporate culture is the cornerstone of the market economy and enterprise development firm, and a strong guarantee for enterprises to enhance their international competitiveness. Strengthen corporate culture can help to improve the management level of the entrepreneurs and business managers, give full play to the role of cultural forces liberate the productive forces, enhance the cohesion, and enhance the competitiveness of their products, and thus the development of enterprise productivity. Culture to facilitate and promote the economic development, the development of enterprises spawned more advanced and excellent corporate culture.