Organizational Culture Effectiveness: Business Environment Essay

Question:

Discuss about the Organizational Culture Effectiveness for Business Environment.

Answer:

Jalal, A. (2017). Impacts of Organizational Culture on Leadership’s Decision-Making. Journal of Advances in Management Sciences & Information Systems, 3, 1-8.

Culture is the major cornerstone for the development or adjustments that is made within the business environment. This includes the team members of the organization. The cultural background also affects the leadership behaviors and characteristics severely. The differences in cultural performance also lead to disagreement among the team members. The focus of this article is to explore various types of influences of the organizational multi-culture affecting the decision making process of the leaders. As per Jalal (2015). Hypotheses were proposed to create an appropriate amount of conceptual model for research. The data collection was made using survey in the form of online structured questionnaire.

Altogether 50 questionnaires for obtaining the data were distributed. However, only 39 valid responds were obtained. Whereas, regression and correlation method of statistics was applied to obtain the information. These statistical techniques were applied to measure and evaluate the relationships existing between the independent variables. Moreover, cultural diversity, learning and development, teamwork, communication, cohesion and obligations, trust works with the dependent teamwork. Various organizations make relevant adjustments within the present business environment due to impact of globalism. Moreover, there are changes in the logistic businesses and information processing. Firm’s further increases their competitive advantage by utilizing the favorable competitive environment.

Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452.

As per Liden et al., (2014) in an observation of 961 employees that works in 71 different restaurants of a moderate level restaurant chain it was revealed that the leadership style affects the employees. Servant leadership theory was followed by the leader of the organization that emulate prioritizing the needs of other individuals before own satisfaction of demands. A model disclosing the leadership style is developed and tested. The leader of the organization propagates servant style of leadership and thus the behavior of the employees is influenced due to developing a serving culture among the organization. This directly influences the performance of the restaurant and enhances the attitudes of the individuals and their behavior by meditating their identification with the unit. Serving culture, as hypothesized was positively related both to the employee’s job performance and restaurant’s performance. Moreover, customer service behaviors and employees creativity is also directly linked to the organizational culture.

O'Neill, J. W., Beauvais, L. L., & Scholl, R. W. (2016). The use of organizational culture and structure to guide strategic behavior: An information processing perspective. Journal of Behavioral and Applied Management, 2(2).

The paper showcases a descriptive model that helps in explaining the relationships and roles of the organizational culture and structure. This facilitates in controlling and guiding the behavior of the employee to attain the strategic objectives. Moreover, applying the information-processing view, the organizational culture and structure helps in managing the employee’s behavior through reduction in equivocality and uncertainty. Every individuals present within the organization have variant experiences, values and motivations. The individual difference naturally tends to control the behavior in often divergent directions.

The organization directs the behavior for achieving the strategic mission so that they are presented in a unified form. The mechanisms should also be created to reduce the variability existing among the individuals. Employee efforts are mainly focused for accomplishing the strategic goals. Effectiveness in the firm is obtained when the employees enacts such behaviors to achieve the major strategic goals of the organization in a consistent manner. Organizational cultures leads to conveying the employees a sense of major identity and also facilitates the generation of commitment among them. This also helps in shaping, guiding and enhancing the stability for the social system.

Discussion

According to Jalal (2017) organizational culture provides major framework in respect to the employee’s behavior within the organization. Moreover, organizational culture helps in creating both positive and negative impact on the organization as well as the performance of the employees. In an organization, where employees are considered as a major part of the growth process leads to fosters their commitment level towards the firm. Organization with an effective organizational culture leads to maximizing the productivity of the organization. The employees align their own objectives and goals with that of the organization and also feel responsible for the entire well-being of the organization.

According to O'Neill, Beauvais & Scholl (2016) various leaders are still unsure whether investing in the organizational culture would affect the bottom line of the organization in a positive way. On the other hand, as per Chadwick & Raver (2015) growth cultures help in promoting the engagement of the employees and can also lead to the increase in performance by more than 240 percent. Moreover, effective culture strategy has proved to be a major boost for retaining and attracting the existing employees. As mentioned by Liden et al., (2014) besides the internal affect of the organizational culture, an organization’s also affects the vision and values of the behavior of the consumers. As per McKinsey majority of the buying experiences of the customers is related on how they are treated. In an organization, if there is an effective and positive culture, the retention and satisfaction of the customers will surely increase.

As mentioned by Stahl & Tung (2015) organizational culture goes a long way and therefore is helpful in creating the organizational brand’s image. A healthy culture motivates the employees to stay loyal towards the organization. Work cultures helps in promoting effective relationships among the employees. Organization also goes a long way in promoting major competition at the organization. It is the organizational culture that motivates all the employees to perform efficiently. According to Campbell & G?ritz (2014) every firms have their own established guidelines for their employees to perform accordingly. The organizational culture represents particular predefined policies that guides the employees and also gives them major direction and guidance at the workplace.

As suggested by Ramdhani, Ramdhani & Ainissyifa (2017) in the recent times, various organizations have acknow3ledged the importance of culture as well as its impact on the satisfaction of the employees, increased profits and productivity. On the other hand, as per Bortolotti, Boscari & Danese (2015) many companies are neglecting the culture in the organization and are losing major talented employees. This also creates negative impact on the growth prospects of the organization in future. It is significant to build an effective and great culture as well as productive team. The organizational culture and standards can also attract new employees while retaining the old ones. If rewards and incentives are provided to the best performers, it also helps in making the employees encouraged. This further helps in boosting the performance of the employees and increasing the productivity of the organization.

Reference List

Bortolotti, T., Boscari, S., & Danese, P. (2015). Successful lean implementation: Organizational culture and soft lean practices. International Journal of Production Economics, 160, 182-201.

Campbell, J. L., & G?ritz, A. S. (2014). Culture corrupts! A qualitative study of organizational culture in corrupt organizations. Journal of business ethics, 120(3), 291-311.

Chadwick, I. C., & Raver, J. L. (2015). Motivating organizations to learn: Goal orientation and its influence on organizational learning. Journal of management, 41(3), 957-986.

Jalal, A. (2017). Impacts of Organizational Culture on Leadership’s Decision-Making. Journal of Advances in Management Sciences & Information Systems, 3, 1-8.

Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452.

O'Neill, J. W., Beauvais, L. L., & Scholl, R. W. (2016). The use of organizational culture and structure to guide strategic behavior: An information processing perspective. Journal of Behavioral and Applied Management, 2(2).

Ramdhani, A., Ramdhani, M. A., & Ainissyifa, H. (2017). Conceptual Framework of Corporate Culture Influenced on Employees Commitment to Organization. International Business Management, 11(3), 826-830.

Stahl, G. K., & Tung, R. L. (2015). Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship. Journal of International Business Studies, 46(4), 391-414.

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