Expression of Culture in the Organisation and its Influence towards Effectiveness - Coursework Example

Organisational Culture Course Tutor Date Abstract In this millennium the cultural issues have gained much controversial attention. Culture has remained a very critical tool that in shaping and modification of the behaviour. Organisation culture across the globe is changing from one region to another thereby influencing the common trend that we experience when people have to handle the challenges that they encounter in life in various approaches. Understanding the culture of the people means that we are able to appreciate the differences that exist among the human beings and their diversity. Culture is very dynamic and evolving a fact that allows the members of the same culture to form a social group in order to uphold the common goals. Culture is as old as the world history but still in this era it has gained significance as it is always what has been instilled in the minds of the people. The emphasis of culture has made this topic reliable for more research and especially the relationship of the culture and the organisation’s success .The paper will concentrate on the ways in which culture in organisation has been a great influence on the organisational effectiveness. This is done by understand meaning of culture , organisation , organisational culture , the development of culture in the organisation, the various degrees this is applicable, influence to the organisational development, factors for organisational and the culture and the organisational effectiveness. Introduction The meaning of culture is more than the connotations that people have developed since time memorial .There are several fallacies that are associated with the culture and the emerging issues of culture development and modification of the same matters. In one dimension we can say that culture is a collective mind-set which cannot be described in the scales of the personality .This aspect is very noble for the deliberation but when we consider the relationship between culture and the performance of people it becomes more of the development. The issues of the meaning of culture , organisation , organisational culture , development of the culture in given levels , the influence of culture on organisations , culture and the effectiveness are the most considered epitomes that are applied. According to Hofstede (1980), this with the influence of the culture on the organisation and the organisations performance and general trend of behaviour of the employees are solved within this paper. The factors that facilitate for the effectiveness of the organisation are captured to help understand the contributions of the culture’s organisation. The organisation has a lot to gain from the culture that is nurtured within the employees in an organisation. The role that culture plays in an organisation is still the very critical and especially when we connect it with the shaping of the organisation. The individuals in an organisation are separate entities who otherwise have different cultures. However, the diversity of this culture is very important as people from diverse backgrounds are able to combine their efforts in the provision of solutions that are lasting. Culture is very compatible with the organisational effectiveness since it determines the direction in which leadership and the general performance of operations shall be headed. This brings us to the purpose of this paper that will attempt to analyze how culture is expressed in the organisation and the influence of the culture towards the organisation’s effectiveness (Schein, 2010). Expression of Culture in the organisation and its influence towards effectiveness When the principles of culture are adhered to with the aim of improvising new systems and affordable working environment can seem to be ironical but it is logical. This is because culture can be referred to as collective mind set shows that one the commitments are made there are several results that are made from the cultures of the people. The well performing employees are the people who are endowed with cultural values that are motivating and can attract people together. The united people some other case become the organized organisations that working towards achieving the goals. Organisations are in the resent past mushrooming in the entire are where people have been born .The group of people who are united together for the sake of achieving the state goals and objectives form a simple structure of the organisation (Hofstede, 1980). There are difficulties in giving a clear demarcation between the organisation and organisational culture. Which one comes in the inner that the other? The organisational culture is form of the personality that takes the image of the body and the functionalism of the system depends on the efficiency of each of the body part. The people have adopted the values , certain beliefs that each organisation have , predict the subsequent behaviour that the individual may show with the others .Some people have developed attitudes that are in line with the personality , they have no idea how much they are focused in the attainments of the shared goals . The culture of the people moulds them into personality types but luck enough their individual performance can promote the organisational effectiveness. Organisational culture is the determinant factor for the valuables of the performances that have been graded on merit considering the effectiveness (Desson, 2010). Culture Change and Performance It is effective and most reliable for changing the organizations ‘culture change and performance. The development of culture in an organisation is always a process that involves the reference to the historical traditions of given people that are integrated with the current team and technology to boost the performance of the organisation. Development of culture in an organisation is very important and once this process is well guided .The analysis of the historical traditions of the organisation’s culture that is to say the organisation is founded with some existing systems that should be adhered to, and the specific moods that set their base of organisational cultures. The organisational culture can be outdated and very dangerous to the performance of the organisation. This shows that the specialist should remain concerned with the contextual history of the organisation and the etymology of their cultural development, the influences that are internal and those external influences that lead to the formulation of the organisational culture. This involves the life events that have happened to people in the organisation, the approach that the organisations use to stick back, and the effectiveness measures that are arrived at due to the interaction of people of the organisation (Schein, 2010). The organisational culture is formed and nurtured though a given number of ways. This includes the use of self selection where the people are allowed to apply for jobs in organisations. This can change from one organisation to another due to the organisational cultural diversity. Some organisations as well are responsible for the selection of their personnel while others are not. They evaluate the recruitment exercise to ensure that those adapted to the organisation have the qualities that are desired within the setup. On the other aspect, the development of culture in an organisation can be very easy but sustaining the developed culture require independent cultural socialization (McClure, 2010). Socialisation as a Way of Confronting Problems The way things are done, problems are handled, resolutions are achieved, the team spirit that is in work, can be confronted with the socialization. Development of culture is not necessarily limited to one aspect but in three major respects which influence culture development in each stage .The end product of the stages is the organisational culture that has great influence on the general personality of the organisation .The organisational culture plays a very important role in the organisational design and the theory of the institutions (Denison, Arbor, & Mishra, 2014). The assessment of the organisational culture at the degree of the artefacts is crucial in the enhancing the positive performance of the organisation .The tangible and visible items are observed like, architecture, physical environment of the organisation, the language used for communication in the organisation, the organisation’s technology in the production, the organisation has their own styles of dressing, communication styles. Culture at this level is displays the organisation’s emotional abilities, the history of the organisation and especially when this is well understood the organisational culture values , norms , the rules and regulations of every day performance and the principles of the organisational members must be respected (McClure, 2010). Organisation culture developments in the level were beliefs and values are exposed. In the organisational management people have come from different area and meet in the common organisation to achieve the similar objectives .In such occasions when problems have occurred in the organisations there people who have belief and values that people accept as the solutions to the challenges encountered .This people in an organisations are given extra responsibilities and leadership positions. Once the organisation culture at this level drives us to the point of leadership in an organisation we learn the virtues of leadership are the product of the culture. We can assess the organisation’s culture through the use of the basic underlying assumptions (Schein, 2010). Culture as a Tool for Solving Organisational Problems The culture of the organisation influences the effectiveness of the organisation in all the ways including the organisational structure, performance and the personalities of the people in the organisation. Exploration of the culture of the organisation will have to benefit the organisation and promote its growth and development in several ways. The existing culture in the organisation can be used to formulate strategies that can be very fruitful to organisation and the effectiveness can be part and parcel of the achieved agenda (Gish, 2014). The culture of the organisations enable people to find it better use the opportunity they are trusted with as the organisations culture to examine , analyze the problems that are experienced in the organisation and come up with the possible resolutions . The culture of the organisation as well keeps the members of the organ on toes. Organisational members are motivated with the organisational objectives that they need to achieve at the interest of improving the effectiveness of the organisation. When the culture is studied the people within the organisation have various interests, needs, values, ideas, thoughts and the emotions that should be taken to consideration by the organisational managers and all the departmental heads in the organisations who are working directly with the other people in the organisation .This will result to the performance of the organisation and the employees in the institutions of work are always driven by the strong culture found in the organisation .For instance some culture are based on the on the culture of economic achievement , effectiveness and efficiency .This are able to maximize the profits that they make in the financial years , and the general output is very inspiring . An arsenal of strategies that the organisations have put to improve their organisational culture is geared towards enhancing the effectiveness of the organisation in the near future. The organisation is composed of employees who are influenced by the culture that directs their attitudes, perceptions, behaviour, and adaptability to the performance of the organisation (George & Jayan, 2012). There is a very strong correlation between the cultures and how the effectiveness of the organisation is achieved .They are the brothers and sisters moving on the same journey but the aim of them all is to attain the organisations success. When the cultural changes are experienced in an organisation, the organisational effectiveness is also influenced. There can be positive and negative changes that can occur within the domains of the organisation .However, this has positive and negative implications towards the performance of effectiveness of the organisations .The organisations that have the privilege to enjoy the positive cultural changes have gone a milestone in their effectiveness while those that have been marginalized to the squires of negative changes have a very reluctant mode of the organisational development (Desson, 2010). Culture of the organisation is also very crucial in the influence of the organisation’s effectiveness. The top effective organisations have a model that has the behaviour patterns that make it simple when the top management wants to create goals. The mission statements of the organisations have the voice of majority of the organisations and their force to success. The change in the organisation can therefore be from the internal force or the external influence. Organisational effectiveness is the process where by the organisation is able to settle the problems without further issues .The organisational culture outlines the measure that are used in the analysis and formation of the phase .Effective solutions can be arrived at by ensuring that all the strategies are in place (Schein, 2010). All-inclusive Culture Individuals in these kind of organisation are allowed to participate in the formulation of the rules, norms, the principles and the organisational cultural values. This makes the culture the organisation remain significant and appealing in the organisation’s success. The necessary cultural change that are made are also crucial in the organisations development .The organisational culture can be very deferent from the societal culture , this is why most of the organisations are founded on various types of culture to ensure that all the people are unified and made common b one organisational culture (Gish, 2014). Culture has greatly influenced the organisations in the recent past, the researchers in this field have found out that organisation’s effectiveness is determined by several factors but the major factor that has influenced organisational and the effectiveness is the culture of unity. Unity is very effective in the restoration of the organisational glory. Cultural realism is based on the individual ability to learn new values and beliefs from the other organisation employees. The outcome of the learning can bring about the organisation attitude development which is affiliated with effectiveness. There are two ways in which organisational management can be effective. The methods that are applied measure everything from financing development in relation to capital structure. The organisational culture also proves the relationship between the labour and productivity (Gish, 2014). Development of culture is a way of expressing the commitments the organisation has made for the effectiveness and the efficiency. The actual assessment of the performance in relation to the culture of the organisation is done in two ways. These methods are important for the organisational cultural development and sustainability. The effectiveness of the organisation is the opportunity to some parties and this will be directed to the performance of the organisation’s culture. This forms the basis for the culture to find the organisation which is compatible with suitable effectiveness (Schein, 2010). Positive organisational culture promotes the culture that is in the organisation and other organisations will try to emulate such culture to ensure that they also match to the top ranks. Organisational effectiveness is the organisation’s ability to perform a function with optimal levels of input and output. This can be achieved by measuring the number of the things that the employee performs the profits that they make the relationship between the employee and the production volumes that is used as the parameters of foreseeing the effective organisation. Measuring effectiveness can help an organisation to achieve the factors for effectiveness (Cummings & Worley, 2014). For the organisational effectiveness the organisation purposes to achieve its goals. All the organisations must understand that as much as they have culture other parties as well in the society have culture .Therefore an organisation must successfully respond to environmental factors. The measures of the that are taken by most of the organisation can be measured in two dimensions .The organisation’s internal versus external focus and is the organisation’s emphasis on flexibility versus control. The organisational culture is very flexible and can invite change in the case of developing and improving the ways. The organisational structure, the organisational behaviour, and the organisational life cycle are very prominent ideas in the organisation development and the effectiveness. The structure is concerned with the hierarchy of the organisation .This is also the division of labour (George & Jayan, 2012). Organisation life cycle is the culture that makes an organisation effective in relation to the stage of organisational development. Organisations have various phases that they go through. The effectiveness of the organisation in the stages and the culture that are nurtured at each stage form their basis of growth changes, and their goals change. The organisational culture has a close link with the effectiveness of the organisation growth but if not well applied can make the organisation to undergo unreasonable status quo (Cite Human Resources, 2014). Most organisations that are in operation can undergo failure especially if one is beginning the new organisation. The liability of newness affects the organisation from one step to another. First stage of an organisations development is their births were growth is through creativity, the goal is survival, and the structure is non-bureaucratic. The founder of the organisation often rules the organisation and some of his beliefs for the decisions of the organisation and not necessarily tied to the formalized rules. When the organisation has grown to greater height, they are exposed to cultural change and development of the organisational changes .This in respect to the leadership of the organisations forms a predictable crisis .Transition of culture to the new culture is also a system that is demanding and the professional organisational managers take caution. The influence of the individual leaders with their strong personality that is moulded by the culture is practical (Gautam & Batra, 2011). The organisation just as the life of the human beings experiences the youthful life of the organisation. The organisational growth takes a direction the crisis faced at this stage is that senior managers may not wish to relinquish control to more junior managers by delegating tasks and authority to them. The next organisational stage is midlife were growth is through delegation and coordination, the goal is efficiency, and the structure becomes more bureaucratic and departmentalized. The organisation collaboration will be achieved at the maturity stage. When the organisation is at this stage there is a tendency of the organisation decline and change the culture of the organisation once it is passed to the next generation (Gautam & Batra, 2011). Conclusion In conclusion, the culture of the people will obviously find its way into the organisations that are formed by people with diverse backgrounds. This forms the organisational culture which sets the direction in which the organisation moves and the speed of growth and development. Culture has also been found to influence the organisation’s effectiveness in all the dimensions and the artificial, exposed beliefs and values and the basic underlying assumption levels of culture evaluation. References Cite Human ResourcesOrganisational Effectiveness- How it can be achieved?? Culture's Consequences: International Differences in Work-Related Values1980SAGE PublicationsMichigan Organisation Development Systems2011New DelhiConcept Publishing Company Organization Development and Change2014ConnecticutCengage Learning Organizational Culture – Why Does It Matter?2010International Safeguards International Atomic Energy Agency1-9Vienna, AustriaInternational Atomic Energy Agency Organizational Culture and Leadership2010San FranciscoJohn Wiley & Sons Organizational Culture and Organizational Effectiveness: A Theory and Some Preliminary Empirical Evidence2014Academy of Management Proceedingspp. 168-172 Organizational Effectiveness Vs. Organizational Efficiency The Impact of Organizational Culture on Personal Effectiveness2012Journal of the Indian Academy of Applied Psychologypp. 119-129 The influence of organizational culture and conflict on market orientation2010Journal of Business & Industrial Marketingpp.514 - 524 Read More