Essays on What Is Organisational Culture All about Coursework

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The paper "What Is Organisational Culture All about" is a good example of management coursework.   Organizational culture helps to shape the performance of the employees by developing the required work culture which ensures maximum opportunities for growth. Since, organizational culture tends to bring people within and outside the organization based on beliefs, customs, traditions and values which ensures that all people come together and work towards a common goal. This has been further supported by the fact that organizational culture helps in the development of a code of conduct which prescribes the steps which employees have to follow.

This helps the entire organization to work together as a unit and ensures maximum effectiveness which helps to use the resources in the most effective manner. This paper analyzes organizational culture by stressing on the need and importance of organizational culture, the different factors and elements which organizational culture denotes. This is backed by different theories and models which will help to understand the process through which better organizational culture can evolve. This is supported by the role of the leader in shaping the performance of the organization and developing a culture through which maximum productivity for the organization can be achieved.

This will thereby help to ensure that the working culture of the organization evolves and will provide the required benefits through which an organization grows. Different scholars and academicians have provided an important definition of organizational culture which has been described as common values, beliefs, assumptions, feelings and perception which an entire organization denotes. Organizational culture helps to lay a code of conduct which prescribes the rules which have to be followed and requires every employee to work as a group and achieve the common goal (Thompson & Luthans, 2010).

This will help to bring all employees together and will provide the framework for achieving the goals. For example, if a culture of an organization denotes innovativeness it will ensure that the employees within the organization are able to find out new ways of doing the same job. This will prove beneficial when the organization faces difficult situations as the organization and its employees will find new ways to deal with it. This will help to develop a culture within the organization where employees would be willing to take higher risk and would help to improve productivity and preserve the resources over a longer period of time.

Organizational culture thereby shapes up the working environment by determining the fundamentals of working for the employees. Organizational culture further helps to distinguish each organization from others based on cultural differences which thereby helps the management to find out ways through which relationship can be established. This facilitates in the development of better relations between colleagues, employees, customers, management and others.

This thereby ensures that the organization is able to use the different resources positively and contribute towards the long term success of the organization. This thereby helps to ensure that a code of conduct is developed which will act as a guideline and ensure that the employees look to work under the rules which have been prescribed. The fact that every organization denotes a different culture has made it imperative that steps are formulated for maximum benefit. Despite it, every organization looks to denote certain factors which will ensure that every organization based on it is able to develop a working culture which will ensure maximum effectiveness and is as follows (McClelland & Atkinson, 2008).

References

Goffee, R. and Jones, G. (2013). Four Organizational Culture. Retrieved on August 8, 2013 http://www.d.parrish.dial.pipex.com/4cultures.html

Hofstede, G. (2013). Hofstede’s Cultural Dimension. Retrieved on August 8, 2013 from http://www.mindtools.com/pages/article/newLDR_66.htm

McClelland, D. C. & Atkinson, J. W. (2008). The projective expression of needs, I: The effect of different intensities of the hinder drive on Journal of Psychology. 25, 205-222perception.

Thompson, K. R., & Luthans, F. (2010). Organizational culture: A behavioral perspective. In B. Schneider (Ed.), Organizational Climate and Culture (pp. 319-344). San Francisco: Jossey-Bass.

Trompenaars and Hampden-Turner. (2013). The Seven Dimensions of Culture. Retrieved on August 8, 2013 from http://www.mindtools.com/pages/article/seven-dimensions.htm

Tushman, M. L., Newman, W. H., & Nadler, D. A. (2008). Executive leadership and organizational evolution: Managing incremental and discontinuous change. San Francisco, Jossey-Bass.

Schein, E. (2013). 3 Level of Organizational Culture by Schein. Retrieved on August 8, 2013 from http://www.valuebasedmanagement.net/methods_schein_three_levels_culture.html

Smith, P. B., Misumi, J., Tayeb, M. H., Paterson, M., & Bond, M. H. (2009). On the generality of leadership style across cultures. Journal of Occupational Psychology, 30, 526-537.

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