Impact of organizational culture in contemporary context

Impact of organizational culture in contemporary context

The relationship between organizational culture and performance has been a clear link, which identified by certain researches. Organizational development has certain factors that improve sustainability on basis of effectiveness. The improvement in productivity leads to employee commitment as norms, values and objectives helps in improving culture of an organization. The system of organization was based upon effective establishment of culture that keep learning environment strong. The performance of employees improves by establishment of strong culture of an organization.

The different attributes of cultures have been arranged on basis of norms and attitudes, which help in differentiating one firm from another. (Forehand and von Gilmer, 1964) The process of thinking helps in establishing one member from another on basis of cognitive thinking (Hofstede, 1980). The success guidance based upon different values and norm that makes culture effective (Schein, 1990). The set of beliefs, behaviours, norms and values helps in making culture most effective. The knowledge of culture has been gained through understanding and beliefs on basis of large groups.

Kotter and Heskett, (1992).

• Strong Culture

The same type of values and beliefs which an employee holds in culture must be considered strong. The beliefs and values of organization were considered strong when employee embraces greater part of culture. (Deal and Kennedy, 1982) The reduction in gaps on employee relationship has been agreed with managers so far. The rules in organization must be considered important for employees. The policies, procedures and objectives designed by top managers must influence upon behavior of employees so that competitive advantage have been gained.

• Sub Culture

Subcultures have been defined as organization segments with different sets of norms, values and beliefs on basis of geographical areas, job requirements and department goals. (Schein, 1995). The commitment of employees towards organization basis upon employee perception that affects upon culture. The social interaction of workplace outside organization considers well for some groups.

Westwood and Crawford, (2005).

Google has grown and the organization has expanded and spread out, keeping a uniform culture has proven difficult between headquarters and satellite offices, as well as among the different departments within the company. The larger a company becomes, the more that culture has to reinvent itself to accommodate more employees and the need for management.

 Even the best culture needs to revisit itself to meet a growing company’s team. The most successful company culture leads to successful business, and that requires an evolving culture which can grow with it.

References

A.M. Awadh, M.S Alyahya, (2013). International Review of Management,

Alharbi Mohammod, Impact of Organizational Culture on Employee Performance

University Technology Malaysia International Business School, Malaysia alharbimohamd@gmail.com

Brooks, I. (2006). Organizational Behavior: Individuals, Groups and Organization, Pearson Education Limited.

 Burns, W.J. and McKinnon, S.M. (1993). Information and Managers: A Field Study. Journal of Management Accounting Research, 5, 84-123.

Cascio, W. F. (2006). Managing Human Resources: Productivity, Quality of Life, Profits. McGraw-Hill Irwin.