Organizational culture
Every organization has created own culture to fit their organization's concept. According to (Rick 2015) organizational culture known as "it surrounds the organizational vision, mission, values, policies as well as ethics". Therefore it can be defined as “a jointly shared description of an organization from within”. In other words Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members. Think of it as the collection of traits that make that company what it is. A great culture exemplifies positive traits that lead to improved performance, while a dysfunctional company culture brings out qualities that can hinder even the most successful organizations.
We don’t need to be confuse culture with organizational goals or a mission statement, although both can help define it. Culture is created through consistent and authentic behaviors, not press releases or policy documents.
Organizational culture affects all aspects of the business, from punctuality and tone to contract terms
and employee benefits. When workplace culture aligns with organization’s employees, they’re more
likely to feel more comfortable, supported, and valued. Companies that prioritize culture can also weather difficult times and changes in the business environment and come out stronger.
When an organization has a strong culture, three things happen.
Employees know how top management wants them to respond to any situation
Employees believe that the expected response is the proper one
Employees know that they will be rewarded for demonstrating the organization's values
HR has a vital role in perpetuating a strong culture, starting with recruiting and selecting applicants who will share the organization's beliefs and thrive in that culture. HR also develops orientation, training and performance management programs that outline and reinforce the organization's core values and ensures that appropriate rewards and recognition go to employees.
Values of an organization culture
Outcome orientation
People orientation
Team orientation
Attention to detail
Stability
Innovation
Aggressiveness
If an organization's culture is going to improve the organization's overall performance, the culture must provide a strategic competitive advantage, and beliefs and values must be widely shared and firmly upheld. A strong culture can bring benefits such as enhanced trust and cooperation, fewer disagreements and more-efficient decision-making. Culture also provides an informal control mechanism, a strong sense of identification with the organization and shared understanding among employees about what is important. At the heart of organizations' cultures are commonly shared values. None is right or wrong, but organizations need to decide which values they will emphasize.
References
Schein, E. H. (1990). Organizational culture. American Psychologist,
Compare: Kummerow, Elizabeth. Organisational culture : concept, context, and measurement. Kirby, Neil.; Ying, Lee Xin. New Jersey. p. 13. ISBN 9789812837837. OCLC 868980134. Jacques [sic], a Canadian psychoanalyst and organisational psychologist, made a major contribution
https://www.achievers.com/blog/organizational-culture-definition
Every Organization has a Culture, any of the employee of the Org.... Should fit the culture
ReplyDeleteEvery organization has their own culture and also it is unique for them.
ReplyDeleteThe set of principles, standards, and behaviors that direct and inform the activities of all team members is the organizational culture. Think of it as the variety of characteristics that make the business what it is. A great culture exemplifies positive attributes that contribute to better results, while a dysfunctional culture of the business brings out traits that can obstruct even the most effective organizations. (kellie Wong, 2020)
Organization culture is very important aspect, because it impress variety of talented people in to the organization through this organization goals can be easily achieved.
ReplyDelete