Essays on Importance of Organizational Culture Coursework

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The paper "Importance of Organizational Culture" is a good example of business coursework.   Organizational culture is the behavior of people in an organizational. These behaviors always are attached to some meanings that influence people to behave in such a manner. Many organizations in modern business are concerned with their organizational culture. This is because organizational culture helps to improve the performance of an organization as it enables employees to be motivated. For instance, if the trend in an organization is that promotions are only made according to different ranks and based on the performance of an individual then all employees will be encouraged to work hard and improve their performance so that they can be considered for promotional opportunities when the chance arises.

Organizational culture is expressed through the leadership and management of the organization (Daglish & Miller 2010). In this regard, therefore, many organizations are considering and giving their organizational culture concern so that the culture can enable them to be competitive in the market and gain competitive advantage. In this essay, I will discuss the importance of culture to organizations and various concepts about organizational culture and how it can be expressed in organizations. Culture plays a great role in organizations.

To start with, culture helps an organization to improve its performance. This is because if there is a good culture in an organization and employees are satisfied, they will be motivated hence increase their productivity (Smith 2003). For instance, if the culture of the organization is to promote employees depending on their performance, then each employee will be motivated to work hard so as to gain favours when there is a chance for promotion.

Culture also enables organizations to be able to attract and retain employees. This is because the reputation of the organization is good hence attracting many potential skills as well as maintaining them (Smith 2003). Further, culture enables an organization to satisfy the customers by providing quality products and services with an appropriate pricing strategy. Finally, culture enables originations to reduce their operations costs hence generate good profits. This is because, when the employees are motivated and satisfied with their jobs, they utilize the resources of the company effectively without wastages which in turn reduces the cost of production as there is the optimal utilization of resources. Dimensions of culture Culture in organizations can be expressed in various dimensions.

The first dimension is universalism and particularism. In this Universalism approach, the rules are applied in all sets of management while in particularism approach; the culture is expressed in various relationships in the organization (George & Jones 2008). In the universalism culture, a leader is restricted to rules and cannot make decisions which are not based on the set regulations.

In particularism culture, the leader is always expected to make decisions which are based on the current situation and not necessarily on the set rules. Culture can also be expressed in the dimension of individualism and communitarianism. This is the dimension in a culture that emphasizes on the group the culture focuses more. In the individual approach, the culture considers individuals better than any other group because it is people who will enable the organization to improve its performance (Daglish & Miller 2010). In the communitarian approach, the leadership focuses and concentrates on groups more than the individual people.

In general, this dimension or culture puts more emphasis on people as they contribute more on the performance of the organization through their human skills.

References

Daglish, C. & Miller, P. (2010). Leadership: Understanding its global impact. New York: Tilde

University press.

Dubrin, A. & Daglish, C. (2003). Leadership and Australian Focus. Sydney: John Wiley & sons,

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George, J.M. & Jones, G.R. (2008). Organizational culture and ethical behavior.

In Understanding and managing organizational behavior. New Jersey: Pearson International Edition.

Robbins, S.P. & Coulter, M. (2007). Organizational culture and environment: The constraints.

In Management. New Jersey: Pearson International Edition.

Robbins, S.O. & Judge, T.A. (2008). Organizational culture. In Essentials of

Organizational behavior. New Jersey: Pearson Education, Inc

Smith, M.E. (2003). Changing an organization’s culture: Correlates of success and

Failure. Leadership & Organization Development Journal, Vol. 24, No. 5, p. 249-261.

Trompenaars, F. & Prud’Homme, P. (2004). Managing change across corporate cultures.

UK: Capstone Publishing Ltd.

Trompenaars, F. & Hampden, T, C. (2002). Riding the waves of culture. Nicholas

Brealey publishing, London.

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