02.Organizational Culture

 

Introduction

Organizational culture is very complex. Every company has its own unique personality, just like people. The distinctive personality of an organization is referred to as its culture (Wong,K. 2020).

Definitions

Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid (The Business Dictionary).

Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004).

Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000).

While the above definitions of culture express how the construct plays out in the workplace, other definitions stress employee behavioral components, and how organizational culture directly influences the behaviors of employees within an organization.

Under this set of definitions, organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations (Ravasi & Schultz, 2006). Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational culture may influence how much employees identify with their organization (Schrodt, 2002).

Important Of Organizational Culture

Organizational culture affects every aspect of your business, from timing and tone to contracts and employee benefits. The more work ethic goes with your employees, the more likely they are to feel more comfortable, supported, and valued. Companies that prioritize culture can also face difficult times and changes in business conditions and come out stronger.(Linn.M,.2008)

6 steps to create a strong organizational culture

According to Bloom J,2015, the following 6 steps should be followed to create a strong corporate culture.

 

1. Openness.

In my company, we go through all the important business metrics and the whole company. The aim is for all employees to feel able to think, commit, and strategize at various levels of the company and to share ideas and feedback with whoever they are.

 

2 . Break time.

We all need to hit the reset button once in a while - people can get there early and leave later each day without burning to another level. While you want employees to have the idea of ​​a hard-working founder, you need to see the integration of existing working life and how important it is to ensure that you have filled in real, well-thought-out people. It is important to understand that sometimes life will go into business and everyone should be allowed to take care of stressful personal issues.

 

3. Empowerment and a sense of freedom.

You empower people by not using micromanaging, you make the mistake of giving people general guidelines rather than giving clear, detailed directions. Experienced employees are highly involved and empowered in the company. And the more people have the freedom to do jobs, manage them, find solutions, and do them, the more connected they become with the corporate culture.

 

4. Physical space.

It opened my mind to the idea that American businesses are built for extroverts, downstairs and low office space plans for our office. While open spaces are good for some, some people need to be able to close the door in order to be more productive. It is important to consider the comfort level of your staff before deciding to vacate or what kind of office space you will rent.

 

5. Talking to customers and employees.

When you have not reinforced product market equity tendency is to bring your attention to where you or your team has gone wrong. One way to try to solve these problems is to talk to your customers.

It is also important to touch the foundation with your staff. "As an official, it is easy to be intimidated by the minuti and the day-to-day activities of the leader," added Tomizuka.  

 

6. Your organizational design.

Simply put, organizational structure is the processes, structures, and functional sovereignty that allow you to apply your culture.If it is well designed, everyone in the business can do their job with great success. The culture of your business will be greatly enhanced if the organizational structure you place in place defines authority, responsibility, and accountability.

 

The Conclusion 

The impact of organizational culture on Agile transformation is profound. Succeeding requires support from team members, managers, and managers to embrace new ways of completing tasks and collaborations. Every role in the organization will be affected in some way, and with a different understanding.

References

1.  Alvesson, M., 2012. Understanding organizational culture. Sage.
2.  Buchanan, R. 2015. Worlds in the making: Design, management, and the reform of organizational culture. She Ji: The Journal of Design, Economics, and Innovation, 1: 5-21.
3. Schein, E.H., 1990. Organizational culture (Vol. 45, No. 2, p. 109). American Psychological Association.
4. Schein, E. H. 2010. Organizational culture and leadership (4th ed.). San Francisco: Jossey-Bass.
5. Trice, H. M., & Beyer, J. M. 1984. Studying organizational cultures through rites and ceremonials. Academy of Management Review, 9: 653-669.
6. https://www.youtube.com/watch?v=4cBN8xH-5Qw&t=4s