The role of organizational culture in decision making
Organization culture is a structure of norms, beliefs, and value that govern how people should behave in an organization. The culture happens in two levels, unseen and noticeable aspect. The unseen aspect is the underlying aspect and assumptions that are made by the employees regarding what is acceptable and what is not acceptable. The visible aspect is shown in the behaviors of the employees.
Why should an organization have a culture to follow? To begin with, organization culture creates a common identity for the employees. It creates a collective sense of identity to all the employees and beliefs that go past employee’s individual aspiration. For an organization to have guidance there is a need for culture. It creates stable working relationships between employees hence promoting ethical communication. During moments when there are no policies to be used in decision making, employees can rely on the culture of the organization. Lastly, it helps management in understanding the employee actions since culture progresses from the precedence’s culture.
What are the key determinants that place an organizational culture as an excellent? First, the way tackles situation or any encounter that comes its way, instead of sending it to cycle for analysis and reports from committee, does it have a bias for action. The culture of an organization will be termed as excellent depending on the way it caters for its customers. Staying close to customers and learning their taste and preference. Thirdly, making all employees aware of their best efforts are necessary for company success and in return, they will be rewarded. Lastly, the organization should be value driven; the organization should ensure that it put emphasis on executives keeping in touch with firm’s essential business.
How can an organization ensure that they achieve an excellent organization culture? First, the organization should ensure that it focuses on employee guarantee an accord. It should create an environment that promotes employee loyalty and long-term employment. The organization should ensure the well-being of the employee for greater productivity. Lastly, there should be widespread communication and teamwork in the organization.
Organization culture plays a vital role in the success of any business. The structure and policies set aside to guide in decision making can either bring down an organization or leads to its success. An organization that has great work relationship between employees it’s very productive and efficient. Managers should try to ensure sustainability of the culture if it wants to stay in business for long. Having employee for long-term employment saves the organization a lot of expenditure, on recruiting new employees and training them. The characteristics of an organization will depict its productivity or the way its employees will behave. Organization with high innovation as a character will make the employee be more innovative unlike organization with low innovation .having a strong organization culture gives an organization a competitive advantage as more people will like to be associated with the organization so as to be a basis of distinct commitment.
References:
Blog.udemy.com.(2017).CiteaWebsite-CiteThisForMe.[online]Availableat: https://blog.udemy.com/importance-of-organizational-culture/ [Accessed 18 Oct. 2017].
Key determinants of an excellent organizational culture
HarvardBusiness Review. (2017).TheCulturetoCultivate.[online] Available at: https://hbr.org/2013/07/the-culture-to-cultivate [Accessed 18 Oct. 2017].
Tevino, L. (2017). Ethical decision making in organizations: A person-situation interactionist model. Academy of management Review, pp.11(3), pp.601-617.’
Sideroad.com. (2017). Why Organizational Culture Is Important by Kevin Eikenberry: The Sideroad. [online] Available at: https://www.sideroad.com/Leadership/organizational-culture-is-important.html [Accessed 18 Oct. 2017].
People in the organization, mostly women are facing a lot of disadvantages when it comes to wages and salaries, and are inhibited to some job professions and careers grounded on their age, incapacity, sex, a society devoid of any reference to their competences in addition to abilities. In some countries, some careers have been set aside for women, because there are considered incapable of handling other careers. In the field of science, technology, and engineering, very few women have secured employment in such organization. Today in many countries, men still earn more than women coworkers performing the same task. Agreeing to the Equivalent Work Opportunity act, employees have the essential rights of human to select their occupation freely without bias, to be free from discrimination, and have the capabilities to fully develop their potential(UKEssays,2017).How does an organization ensure that it is gender diverse?
Organizations that are gender diverse are likely to attract more applicants for any position that is posted. Using gender diversity as a recruitment tool, it attracts a wide range of skilled and talented professionals. Having a gender diverse program at the workplace could help in fostering of discrimination and reduce behaviors that are inappropriate. Gender diverse program will include measure implementation to reduce these barriers which may involve introducing flexible working, mentoring programs and selection of senior executives.
Many organizations understand the impact that gender diversity has on its employees. An organization that has embraced gender diversity has higher status. Corporate status has extra impact currently than earlier. A study carried out by PWC stated that 83% of female apply for jobs on corporate that have shown high standards of gender diversity and equality(Anon, 2017).Employee turnover is a great challenge facing organization and very expensive, with an embrace to the diversity of gender, an organization will have reduced employee turnover. Engaging and retaining different market requires a diverse workforce and approach. Women currently influence over 85% of retail decisions so aligning direct representation within your workforce is almost imperative in order to retain and capitalize on this (Anon, 2017)
It is clear that gender diversification has a great impact on the success of an organization. Gender influences the styles of leadership in an organization which in return has an impact on the culture of the organization. The belief on women business owners being considered so caring and having participatory management styles which have an impact on the culture of the organization is not yet fully supported by researchers. Having this information at their disposal, business owners have the opportunity to increase their awareness of their role as a leader and organization managers, and their influence on the culture of the organization. Gender diversity explains the difference between successful and unsuccessful organization. In addition, it is important to acknowledge that success might vary by the situation of the organization as well as the type of organization.
Ways to achieve an excellent organizational culture
References:
Anon, (2017). [online] Available at: https://www.linkedin.com/pulse/5-real-benefits-gender-diversity-workplace-lee-mcnally/ [Accessed 18 Oct. 2017].
Romero, A.J. and Roberts, R.E., 1998. Perception of discrimination and ethnocultural variables in a diverse group of adolescents. Journal of adolescence, 21(6), pp.641-656.
Kunze, F., Boehm, S.A. and Bruch, H., 2011. Age diversity, age discrimination climate and performance consequences—a cross organizational study. Journal of organizational behavior, 32(2), pp.264-290.
UKEssays. (2017). Managing Workplace Diversity And Gender Discrimination Social Work Essay. [online] Available at: https://www.ukessays.com/essays/social-work/managing-workplace-diversity-and-gender-discrimination-social-work-essay.php [Accessed 18 Oct. 2017].
Ethical relationships between employees are vital for running any business. The manager should strive to ensure that there is a professional work relationship between employees. Having a healthy work relationship means, avoiding or removing all forms personal affairs and unhealthy competition out of the workplace and provide a fairly treated environment for employees. It is employers responsibility to ensure employees relationship are maintained with due respect.
The question that pops up is on how the managers are going to ensure there is ethical employee relationship for business sustainability. To begin with, it is employer duty to provide a safe working place. Employee safety should be a top priority to the employer or the management. A safe working environment will provide the employee with a peace of mind while doing their daily task; this will help them deliver as per the company expectation hence reducing conflicts. Secondly, the management should avoid practicing biases among employees. Each employee would be valued and given fair treatment and be treated as an important stakeholder of the company. The management should reduce the occurrence of lying off employees unless when it is necessary. Downscaling or upsizing in a company does not result to any change from ethical viewpoint but it can make the executives feel better about their resolution to sack some staff members (Jackson, 2017). Lastly, management should encourage openness between employees and management. When there is an open platform for employees to express their views without being intimidated, problems are reported and valuable ideas are generated.
The human resource management in the organization is responsible for ensuring ethical employee relationship. But in most cases, they are blamed for being the reason behind the unethical relationship. Why do they face such accusation? Firstly during the hiring process, a lot of nepotism transpires. Contracting a relative who is not competent for the job, creates an opportunity for resentment from the rest of the employees and favoritism perception. Secondly, skirmish of importance. A conflict of interest is immoral and can effect in legal consequences and cause impairment to the ethical foundation of the company (Smallbusiness.chron.com, 2017)
Managing employees can be an overwhelming viewpoint, in case one is new to it. Many people will start their own business because they want to be their own boss, but reach a point whereby they have to hire employees. The question is, are you going to be a leader that ensures the practice of ethical employee relationship? To ensure organization sustainability, it is recommended for human resource managers to be fair in the hiring process of new employees, they should avoid favoritism but high people based on their qualification. Having the right skill within the organization will lead to innovation and quality performance. This will also reduce hatred among employees and improve their work relationships. Lastly, companies should develop an employee handbook guide .the handbook guide will contain all the policies and code conduct of the organization. This will ensure that the employees are having knowledge of the policies, their rights as well as the procedures to be followed. For any business to thrive well, the organization should have a strong code of ethical employee relationship. As the employee is the most important stakeholder of any organization.
References:
Jackson, M. (2017). Ethical Responsibilities in the Employer-Employee Relationship – Applying Ethical Principles – Exemplary Business Ethics & Leadership. [online] Exemplary Business Ethics &Leadership. Available at:https://josephsononbusinessethics.com/2010/12/responsibilities-employer-employee-relationship/ [Accessed 17 Oct. 2017].
Managementstudyguide.com. (2017). Managing Employee Relations. [online] Available at: https://managementstudyguide.com/managing-employee-relations.htm [Accessed 18 Oct. 2017]
Smallbusiness.chron.com. (2017). Ethical Relationships in Business. [online] Available at: https://smallbusiness.chron.com/ethical-relationships-business-10078.html [Accessed 17 Oct. 2017].
HR Knowledge. (2017). Hiring Process Management™. [online] Available at: https://www.hrknowledge.com/hr-services/recruiting-hire-process-management/ [Accessed 18 Oct. 2017].
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