Dimensions of Organizational Culture
Discuss about the Impact of Culture on Organizational Performance.
This article is based on Organizational culture .Culture can be defined as a combination of sets, beliefs, communications, values which guide the people. It is one of most important component of the management research. The variations in the culture amongst the nations are found on the level of values in the organizations. The study of Greet Hofstede defines the organizational culture as the programming of the mind of the individuals which differentiates the employees of one organization from the other.
The reasons for cultural differences may exist due to differences in the thought processes of the employees and their social actions. Culture of the organization is related to regional groups, profession, family, community of the employees and the political systems and the legal guidelines of the nation. Culture has five dimensions viz. power distance index, uncertainty avoidance (UAI), individualism (IDV), masculinity (MAS) and short and long term orientations. Organizational culture is the most crucial factors which have an impact on the performance of the organization. Hence to conclude it can be said that variations in the culture affect the thought processes and beliefs of the employees which greatly influence the performance of the company (Ahmed and Shafiq, 2014).
This article discusses about the influence of organizational culture in relationship marketing. Due to relationship marketing, the companies gain the competitive advantage and to the highest business performance through their skilled personnel and partnerships. In relationship marketing, the individuals belonging to different organizations interact with each other and here the organizational culture plays a major role in coordinating their interests and values.
The organizational culture can be associated with a particular group and contexts rather than a set of symbols and meanings which are shared by the employees of the organization. Culture is associated with collectivity or various groups of employees. The organizations represent various cultures as they operate by following the models which are implicit on the minds of their employees which also affect the performance of the organization. Culture represents the history of a group of people and it creates an impact on their interpretations and behaviors.
Thus this article summarizes organizational culture has a crucial role in relationship marketing. It helps in generating the feeling of trust, commitment and coordination amongst the employees and strengthens the bond between them (Larentis, Antonello and Slongo,2017) .
According to this article such organizational culture should be developed which encourages and motivates creativity and innovation in an organization which intends to seeks to outperform its competitors in this globally competitive world. The core capabilities of the knowledge based organizations are creativity and innovative ideas. In order to remain adaptive and succeed, the business must harness a culture which stimulates innovation and creativity.
Influence of Organizational Culture on Relationship Marketing
Organizational culture can be defined as shared assumptions which help to resolve the problems related to external adaption and internal integration. It is glue which embraces a company together. Organizational culture depicts the application of creative thinking to resolve the behavioral issues arising as a result interaction of the personnel possessing different mindsets , values and beliefs (Taha, Sirková and Ferencová,2016) .
Thus to conclude it can be said that creativity and innovation affect culture in many ways such as by implementing the socialization process the personnel comprehend the acceptable and desires conduct. They can make assumptions regarding the importance of the creativity and innovative behavior in the company.
This article describes the importance of organizational culture for the growth and efficiency of the companies in this globally competitive world. It helps in monitoring and regulating the behavior of the members of the organization thereby demonstrating itself as a reason and result of their conduct. It extends its influence in all the aspects of the company and depicts itself in its concluding results.
The dimensions of the organizational culture are the crucial factor in all the aspects of the life of the organization. It monitors the conduct of the members and is an important component of the activities of the organization. It acts as a catalyst for the progress of the organization. So, in order to comprehend the source of competitive advantage, one should analyze the culture of the organization.
Organizational culture acts an operating system thereby shaping the thought processes, acts and feeling of the employees leading the organization and its activities towards the achievement of its goals and objectives.
Thus, to conclude, the culture of the organization should be cultivated in the strategies of the organization and its negative influence should be avoided(Taha, Sirková and Ferencová, 2016). The culture of the organization is closely associated with the productivity and development of the internal capacity of the company in the short, medium and long run.
This article examines the influence of organizational culture on the quality management and productivity on the diamond companies in Botswana. In order to accomplish better results, an effective business strategy should be evaluated in the organizations. For the successful application of the business strategy, it is important that the organizational culture, structures, leadership and management systems should be well aligned with the business strategy. Organizational culture is an important element for the success of the organization as it is closely associated with productivity (Kelepile, 2015).
Organizational Culture and Creativity
As productivity is associated with the fulfillment of the needs of the consumers, maintaining good industrial relations and delivering quality products to the clientele. It is a consequence of motivation which evolves in a good environment. Thus organizational culture influences the identity and behavior of the individuals and motivates them to create predictability in the environment of the organization.
Hence to conclude, it can be said that the manager and leaders are suggested to evolve strong organizational culture in the company to improve the performance of the employees which in turn will lead to the success of the organization.
This article discusses about the impact of the organizational culture with the help of remuneration of the employees .It describes organizational culture as the personality of the organization. The crucial factors governing the organizational commitment are organizational culture, development and teamwork. The factors which introduce change in the organization are the employees who are expected to evolve and share creative ideas , values and approaches along with focusing on the culture and the human resources of the organization concurrently (Stachová, Stacho and Bartáková, 2015) .
The motive of organizational culture is to create such situations in the organization which encourages positive behavior of the employees which are aligned with the strategic goals and intentions of the company. So, in order to accomplish the coordination amongst the human resources and desirable aspects of organizational culture in the company, it is crucial that the various activities of the human resources should be connected with the required approaches, values and beliefs at work. Hence to conclude, it can be said that organizational culture not only influences the behavior of the managers but it also creates an impact on the manufacturing processes of the company.
This article explains the influence of organizational culture on the job satisfaction of the employees can be a crucial aspect of the competitive advantage of the companies. In the recent scenario, job satisfaction of the employees has been considered as one of the management disciplines in the organization. It is because of the reason that the companies want to retain their skilled employees and raise their performances so that they can outperform their competitors (Asiedu, 2015).
It has been argued in this article that the supportive organizational culture result in job satisfaction of the employees which in turn can help in enhancing their performance. The cultural traits of motivation, growth opportunities, communication and supervisory support empower the employees. Job satisfaction enables the employees to feel that they are a part of the organization and empowers them to improve their performance which in turn helps the company to survive in this competitive world. Due to the organizational culture, the employees try to work according to the mission and vision of the organization which assists them to achieve its goals.
Importance of Organizational Culture for Productivity and Quality Management
This article focuses upon organizational culture which is based on rational thinking thereby explaining the factors shaping the performance and decision making of the employees.
This article describes about the structural changes introduced in the higher education sector of South Africa which has resulted in the job satisfaction of the employees working in that sector. As the global higher education sector is experiencing continuous changes in its internal as well as external environment due to the expansion in the number of students, challenges relating to procurement of funds and changes in the curriculum determined by the international and national demand.
The introduced changes have an impact on the culture of the organization as well as on the job satisfaction of the employees. In this context, the organizational change resulting from mergers and acquisitions have an impact on the core business of the organization which is likely to have an impact on the academics (Chipunza, 2017). Thus the process of change which is related to the organizational culture can be observed as a social relationship through which the organization and employees negotiate which results in enhanced motivation and job satisfaction of the employees.
Hence to conclude it can be said that organizational culture creates an influence on the alignment of the personal and professional goals of the employees and their performance and the administration of the resources in order to accomplish the set goals.
According to this article, the organizational culture and employee motivation has an impact on the employee engagement which helps the organization to beat its competitors and gain a competitive edge in the market. This in turn conveys a positive message about the company to its competitors, potential employees and consumers. In this context organizational culture plays an important role in enhancing the motivation of the employees. In addition to this, organizational culture and employee engagement has become important issues of the core business strategies of the organizations operating in modern era(Evangeline and Ragavan, 2016).
Thus to conclude, it can be said that both fundamental and external aspects play a crucial role in the motivation of the employees which is the best technique for engagement of the employees. Hence the most essential business matters revolve around the organizational culture and engagement .Those companies who want to survive in the long run must create a culture of deep employee engagement and challenging work.
This article explains the value of corporate culture and its relation to the performance of the organization. It further states that the culture is the secret which makes the organization popular in the eyes of its clientele. Corporate culture is the value and principle which depict the conduct and beliefs of the employees of the organization. The organizational values attribute to integrity, respect and innovation.
Corporate culture is the implicit code of communication amongst the members of the organization. It helps in their coordination (Guiso, Sapienza and Zingales , 2015).Thus an effective organizational culture can lead to higher performance of the board which in turn can assist the organization to survive in the long run.
Thus to conclude it can be said that corporate culture is related to the ethos and value of the organization .So, it can be used to alter the priorities of the individuals and motivate them to instigate some norms in their routine activities . It will assist the firm in retaining and attracting people who share the same values and perform according to them.
Ahmed , M. and Shafiq, S.(2014) The Impact of Organizational Culture on Organizational Performance: A Case Study of Telecom Sector. Global Journal of Management and Business Research: A Administration and Management. 14(3), pp. 21-30.
Asiedu, E.(2015) Supportive Organizational Culture and Employee Job Satisfaction: A Critical Source of Competitive Advantage. A Case Study in a Selected Banking Company in Oxford, a City in the United Kingdom. International Journal of Economics & Management Sciences. 4(7), pp. 1-8.
Chipunza, C.(2017) Organizational culture and job satisfaction among academic professionals at a South African university of technology. Problems and Perspectives in Management. 15(2), pp. 148-161.
Evangeline, E.T. and Ragavan, V.P.G.(2016) Organisational Culture and Motivation as Instigators for Employee Engagement. Indian Journal of Science and Technology.9(2),pp. 1-4.
Gavric, G., Sormaz, G. and Ilic, D.(2016) The Impact of Organizational Culture on the Ultimate Performance of a Company. International Review.2016(3-4),pp. 25-30.
Guiso, L., Sapienza , P. and Zingales , L. (2015) The value of corporate culture. Journal of Financial Economics. 117(2015), pp. 60-76.
Kelepile, K.(2015) Impact of Organizational Culture on Productivity and Quality Management: a Case Study in Diamond Operations Unit, DTC Botswana. International Journal of Research in Business Studies and Management.2(9),pp. 35-45.
Larentis, F. , Antonello, C.S. and Slongo, L.A.(2017) Organizational culture and relationship marketing: an interorganizational perspective. Review of Business Management. 20(1),pp. 37-56.
Stachová, K., Stacho , Z. and Bartáková, G.P.(2015) Influencing Organizational Culture By Means Of Employee Remuneration. Business: Theory and Practice. 16(3),pp. 264–270.
Taha,V.A., Sirková, M. and Ferencová, M.(2016) The Impact of Organizational Culture on Creativity and Innovation. Polish Journal of Management Studies. 14(1), pp. 7-17.
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