Essays on Norms That Can Lead to the Creation Productive, Motivated and Harmonious Organization Culture Coursework

Download full paperFile format: .doc, available for editing

The paper "Norms That Can Lead to the Creation Productive, Motivated and Harmonious Organization Culture" is an outstanding example of management coursework.   Organizational culture refers to a system of shared norms and values that are held by members of an organization and enables one to distinguish one organization from the other. According to Valencia, Jimenez and Valle (2011), organizational culture guides the employees on the way the organization operates and how the employees are expected to undertake their activities in the organization. Organizational culture contains a set of attributes which are perceived by the members of the organization.

This attributes influence the employees’ willingness to perform in the organization. Organizational culture develops over a period of time as the organization members find ways of solving the problems faced by the organization from both the external and the internal environments. Therefore, the culture held by an organization plays an important part in determining organizational success. This paper is going to identify and explore the values, behaviors and norms that can lead to the creation productive, motivated and harmonious organization culture. Values Organizational values are used to define the acceptable behavior standards that members of an organization are expected to observe.

Values are used to provide guidelines and to govern the behaviors of organizational members. As a manager, I would like my organization to have a value of customer centeredness. According to Burns at el (2011), an organization that values its customers focuses on fulfilling and satisfying the needs of its customers hence the organization becomes a customer-centred organization. Rust, Zeithaml and Lemon (2007) emphasize that for an organization to be successful it must have a value of customer centeredness in order to build lifetime relationships with its customers and this will enable it to build customer loyalty and at the same time the organization would be able to retain its customers by fulfilling their needs.

A customer-focused organization requires employees to aim at satisfying the customer needs this motivates them to become productive s in order to fulfill the customer needs. Additionally, the organization is able to create a culture of harmony with its customers because it is able to serve them efficiently. Therefore, my organization would value its customers by becoming customer-centred hence this would lead to the creation of a motivated, productive and harmonious organizational culture. According to Jackson (2010), an organization that values ethics and integrity is responsible to its customers and this ensures that it creates a culture of harmony productivity and motivation as it seeks to serves its customers.

An organization which observes good ethics is able to build a good reputation with its customers as well as with the general public. Thus, an organization that values ethics and integrity is able to add value to itself by gaining a good reputation in the eyes of the public hence this assists it to enhance its operations.

For an organization to be ethical it must have well-motivated employees who are able to portray a good image in relation to the organization. Moreover, by focusing on integrity the organization is able to govern its operating ethics and this ensures that it complies with the set standards and with the legal provisions. Integrity ensures that the organization is accountable to the public and this means that it is able to create an environment that supports ethical behavior.

This, in turn, will enable the organization to maintain harmonious relationships with its customers and the public.


Burns, L., Bradley, E., Weiner, B., & Shortel, S.(2011). Organizational Behavior. Mason:

Cengage Learning.

Hayward, B.(2010). Relationship between Employee Performance and Emotional Intelligence.

Business and Management, 2(1), 1-30.

Jackson, K.(2010). Management by Values. Journal of Management Development, 29(9), 795-


Kramer, M.(201o). Organizational Socialization. Cambridge: Polity Press.

Mucci, R. (2010). Principles of Management. Oxon: John Wiley & Sons.

Nicole, O., & Wagner, G.(2011). Towards Simulation of Organizational Norms, Journal of

Organizational Behavior, 3(1) , 1-12.

Parding, K., & Abrahamsson, L.(2010). Learning Gaps in Learning Organizations. Journal of

Workplace Learning, 221(5), 292-305.

Parker, C.(2011). Organizational Behavior .Mason: Cengage Learning.

Rust, R., Zeithaml, V., & Lemon, K.(2007). Customer Centered Organizations. Havard Business

Review, 1(1), 1-11.

Southerland, R., Bruin, G., & Crous, F. (2007). The Relation between Conscientiousness,

Empowerment and Performance. Journal of Human Resource Management, 5(2), 60-67.

Valencia, J., Jimenez, D., & Valle, R.(2011).The Role of Organizational Culture. Management

Decision, 49(1), 55-72.

Wagner, J.(2009). Organizational Behavior. London: Taylor & Francis.

Download full paperFile format: .doc, available for editing
Contact Us