StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

How Managers Influence Employee Values and Behaviour at Work - Essay Example

Cite this document
Summary
The paper "How Managers Influence Employee Values and Behaviour at Work" states that although organizational culture has been vastly criticized, it is still a dominant line of thinking that helps in managing and influencing employees. A strong culture leads to effectiveness…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER91.7% of users find it useful
How Managers Influence Employee Values and Behaviour at Work
Read Text Preview

Extract of sample "How Managers Influence Employee Values and Behaviour at Work"

Almost all top American companies have shown how a strong sense of organizational culture which making the concept essential to managers (Peters and Waterman, 1982).

The Organizational control theories include that of F.W Taylor’s Bureaucratic Control, Elton Mayo’s Humanistic Control, and Deal and Kennedy, Schein’s Symbolic Control.

SCHEIN’S MODEL OF CULTURE
There are three levels of culture that explain how culture is developed, passed on and changed (Three Levels of Culture). First are the surface manifestations, which are visual organizational structures and processes, e.g. artifacts, testimonials, physical layout, slogans, etc. Beneath them are espoused values that are attached to the artifacts and which result in preferring certain things over others. Finally, there are the basic underlying assumptions that are taken for granted, unconscious perceptions and thoughts.

Hence using Schein’s Model, a manager can influence employee behaviour by using the three levels of culture e.g. Tesco grocery store’s slogan ‘every little help’ serves as an artifact that reinforces the company culture, thereby affecting employee values and behaviours.

HANDY’S FOUR MAIN CULTURES
Handy has classified organizations into four broad cultures namely, power culture, role culture, task culture and person culture.

Power Culture
Power culture is usually found in small businesses, where the owner/entrepreneur is central to all business activities and power is concentrated in his hands (Culture –Handy). The owner himself is the source of influence and has his own style of motivating and rewarding employees, e.g. small businesses in India like crafts shops, interior designers and other small family-owned businesses.


Role Culture
Each individual in an organization has an assigned role and job description that serves as his domain. Employees in this culture are resistant to change as they have been influenced to work in their respective domains only (Culture –Handy). Examples of such cultures are present in almost all governmental organizations, especially in places like Japan where organization cultures are strictly bureaucratic.

Task Culture
Most organizations function in a manner where work is divided into small tasks and each of these tasks is performed by an individual or a group of people. Change is often required in such environments (Culture –Handy). For example, when Shell Oil Company is about to make a new product, research analysts of different kinds are needed to take out the feasibility of the new product line.

Person Culture
Organizations that follow this culture tend to reject formal hierarchies and tend to adopt an individualistic approach where each person is responsible for the tasks assigned to them (Culture –Handy). Authority is diffused with managers and employees working hand in hand to achieve organisational goals. This type of culture is found in IT-based companies but it usually works for NGOs.

GENDER AND CULTURE
Different cultures have different impacts on women in the organisation. Some, like the personal culture, might offer flexibility while in others women might face glass ceilings that prevent them from attaining higher posts within an organization and de-motivate them.

CRITIQUE AND LIMITATIONS OF ORGANIZATIONAL CULTURE
Organizational culture is a stakeholder’s perspective and may result in multiple sub-cultures and counter-cultures. Very strong cultures encourage complacency, lack of creativity, inflexibility and groupthink that hinder the problem-solving capabilities of employees.

FROM CULTURE TO BRANDS
A new concept is employer branding which is the process of building a unique organizational identity thereby attracting employees to an organization by representing the organization as reliable and sensitive to employee needs and wants (Ambler, T. and Barrow, S., 1996). According to CIPD Recruitment and Retention Survey 2007, almost seven in ten organizations describe themselves as having an employer brand e.g. Unilever. This shows that the employer branding concept is gaining much popularity in the market and may eventually replace concepts of Organizational Culture in the future.


CONCLUSION
Conclusively, every organizational culture has distinct properties and therefore allows a varying degree of space for managers to influence their employees. Some cultures restrict the power of the managers, while others give them too much authority that can have a negative impact on the behaviours of the employees. New techniques like employer branding might render Organizational Culture theories obsolete. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“To what extent do models of organizational culture help to explain how Essay”, n.d.)
To what extent do models of organizational culture help to explain how Essay. Retrieved from https://studentshare.org/miscellaneous/1574597-to-what-extent-do-models-of-organizational-culture-help-to-explain-how-managers-influence-employee-values-and-behaviour-at-work-iilustreate-your-answer-with-evidance-from-organizations-operating-in-the-uk-or-internationally
(To What Extent Do Models of Organizational Culture Help to Explain How Essay)
To What Extent Do Models of Organizational Culture Help to Explain How Essay. https://studentshare.org/miscellaneous/1574597-to-what-extent-do-models-of-organizational-culture-help-to-explain-how-managers-influence-employee-values-and-behaviour-at-work-iilustreate-your-answer-with-evidance-from-organizations-operating-in-the-uk-or-internationally.
“To What Extent Do Models of Organizational Culture Help to Explain How Essay”, n.d. https://studentshare.org/miscellaneous/1574597-to-what-extent-do-models-of-organizational-culture-help-to-explain-how-managers-influence-employee-values-and-behaviour-at-work-iilustreate-your-answer-with-evidance-from-organizations-operating-in-the-uk-or-internationally.
  • Cited: 0 times

CHECK THESE SAMPLES OF How Managers Influence Employee Values and Behaviour at Work

Employee-Organisation Relationship in Working Performance

This paper 'employee-organisation relationship in working performance' through the inducement and contribution perspective evaluates the influences of employee-organisational relationship on grass-roots employees' working performance.... Most of the existing research focuses on employee-organisation relationship from the perspective of corporate managers.... The debates of how to classify types of employee-organisation relationship have never ceased....
80 Pages (20000 words) Essay

Empowering Employee Work Behavior and Leadership Style on Job Performance

An Abstract of The Interaction Effect of Empowering Employee work Behavior and Leadership Style on Job Performance by Student Name Submitted to the Graduate Faculty in partial fulfillment of the requirements for the Doctor of Philosophy Degree in Economics The University June 2013 Recruitment, retention, and the motivation of top performing employees have been ongoing challenges for employers.... These outputs occur when an appropriate ratio of productive inputs work together in an organization, over time....
111 Pages (27750 words) Dissertation

Culture as Values of the Organisation

Thus its human nature to resist change in the way they do things and similarly its nature of the human to change the culture in which they work and live (Carroll, 2009, p.... Culture has been defined as the capabilities and habits that are learned by the members of society, social heredity, and patterns of and for behaviour acquired, and as the totality of complementary and equivalent learned meaning which is maintained by human populations.... It is considered as a set of rules that each and everyone in the organisation learns to follow and thereby influences the behaviour of the employees....
6 Pages (1500 words) Research Paper

What HR Managers Must Know about Employee Sabotage

Positive power held by a manager may also stimulate interest among his/her subordinates to view the organizational work from a newer perspective.... Even if that work objective does not coincide with the manager, but may contain the greater interest of the firm or organization, thereby generating greater awareness of the mission.... In the paper 'What HR Managers Must Know about employee Sabotage' the author analyzes misunderstanding and lack of proper communication between Managers and their supervisors....
13 Pages (3250 words) Dissertation

Personnel Management - Enterprise Labour Flexibility and Security Surveys

The underpinning of the manager's opinion, norms and values about the people who work for them are reflected in McGregor's Theory X and Theory Y.... The employees are supervised thoroughly as they work.... To run the personnel department, the concerned individuals need to know the entire organisation and all the employee's qualifications needed for various positions.... The managers behaving consistently and with sensitivity to the needs of others by applying sound planning, organisation, communication, motivation, and controlling activities to acquire, develop, maintain, and use the workforce effectively and economically....
7 Pages (1750 words) Assignment

Impact of Managerial Behaviors on Employees Productivity

The first and most crucial step in addressing diversity is for the managers to understand that people have different values and norms and are entitled to their opinions.... A manager who is very hostile and unapproachable can influence the productivity of the subordinates negatively because most of the time employees work out of fear and cannot generate any new ideas for the company hence affecting their creativity.... Managers should learn how to look for the positive aspects of the employees by trying to learn the potential of each employee and always appreciating the good work that they are doing....
3 Pages (750 words) Essay

The Impacts of Organizational Behavior on the Employee Output, Motivation and Attitude

This case scenario demonstrates how different work environments created by different approaches to leadership affects the emotions, attitudes, values and increases the stress on employees.... To demonstrate the impacts of organizational behavior on the employee output, motivation, and attitude, the paper evaluates the case study of Alex and Stephanie who are employed in two different organizations under the leadership of two different managers who impacts differently on their attitude....
12 Pages (3000 words) Case Study

Effects of Managers Entrepreneurial Behavior on Subordinates

If employees have a negative perception about their managers or if a manager exhibits a controlling attitude or micromanages their work, then it is quite likely that employees will disengage.... On the other hand, if the manager fosters a style that is more facilitative and participative, then he will be able to encourage employees to work efficiently and passionately, instead of burdening them with too many instructions (Madell, 2014).... In the paper 'Effects of Managers' Entrepreneurial Behavior on Subordinates' the author analyzes employee engagement, which is a key factor that helps a company increase its productivity, foster innovation, retention and gain competitive advantage....
33 Pages (8250 words) Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us