Question

a) What is organizational culture?
b) Its components, impact, differentiations, and pros and cons.
c) Levels of organizational culture.
d) How culture is started, shaped and reinforced?
e) Organizational socialization.
f) Changing organizational culture.
g) The relationship of culture to corporate performance.

use graphs, diagrams, case studies or stories to make a strong report. world limit 2000 words plagiarism free

Answer 1

- What is organizational culture?

It comprises of the values, beliefs and behaviors that would encompass to the unique social and psychological environment of a business entity. This would extensively depend on the members of the organization, the product or the market in which they function, the management style, nation and culture to which they belong to. These are certain assumptions on the basis of which the people interact, shares knowledge and accept or reject changes in the entity.

- It’s components, impacts, differentiations, pros and cons:

The key components of an organizational culture include the following:

1. Vision and Values:

This will function along with the vision and the goals of an organization. These would define the employee behavior and the mindset with which they would function so as to achieve the goal of the organization.

2. Practices and People:

People are the most important component as they are the one who gets this culture evolved and who will carry this culture throughout time. The customers, suppliers, financiers and other important stakeholders would get the hint of the entity and its culture from these people who are the employees of the entity and who represent the entity everywhere they go.

3. History or Narrative of the Company:

Every company would hold their own stories and struggles. This would be hailing from its founders and the ancestors who got it come this long way. And this would function as one important base line for the culture that is in trend in the company.

4. Environment/Place/Country:

The place/country or environment to which the company would also help it in shaping its culture as every country or place will be having different culture and story which would require the entities evolving there also function in the same way as the people inside it would also be from that country or place.

The impact that the organizational culture has on the company is immense as it would contribute to the success or failure of an organization. For example when coming to hospitality industry, this is greatly driven by the culture that they hold in particular. The people who visit the restaurant or the hotel or the resort would be driven to the same again and again not just because of the rooms or the five start or seven star facilities they hold but also that they get involved in the culture of such an entity.

Differentiation happens in huge organizations when various offices, segments or branch workplaces make their own corporate culture inside the parent organization's general structure. For example, the business staff at a separated organization will have an alternate way to deal with their assignments than the bookkeeping office. Organizations likewise can be differentiated depending on the product offerings or lines. An exceptionally separated bottling works will have segments that mix pilsners, ales and lagers, each with its own creation, bookkeeping and promoting activities, while working under the equivalent corporate umbrella.

Differentiation can be acquired, in a manner of speaking. A built up organization may get a hot, youthful beginning up building up an energizing new innovation or plan of action. The parent firm may want to leave the beginning up's enterprising society flawless – that is, leave it differentiated – as opposed to attempting to form it in the picture of the bigger organization.

Pros of an organizational culture would be as follows:

a. A better work environment would be given to the employees as there would be a good culture to be followed when inside the entity.

b. It would enhance the employee’s productivity and performance as everyone would be concentrating rather on their performances and productivity.

c. This would also contribute to the increased efficiency of the business process as it would give into gaining across the entity.

Coming to the cons of having a culture in the organization would be that:

a. A change in culture would result in a catapult where there will be missed targets and performance charts.

b. People and the management would be concentrating more on the culture and its maintenance. This would give less focus on the performance.

c. There are high chances of employee resistance in case of change implementation when employees will not be ready to come out this so called culture.

- Levels of Organizational Culture:

There are three levels of organizational culture;

a. Level 1 is the visible part of the culture which would hold the displays manifestations like dress code, color of the entity etc.

b. Level 2 is the values and beliefs that they hold which would be reflected through its policies and guidelines of functioning.

c. Level 3 is the one which is a feeling or a hidden one which cannot be seen by anyone through the colors or policies written. This is the traditional way of being in the company and doing the things they are bound to.

- How culture is started, shaped and reinforced?

A culture comes into an entity from the founders of that entity. It is that culture of the founders who made that we see in the organization. This will also depend on the country or place to which the company belongs. When a person establishes a company there would be certain basic policies and guidelines on which they have started their company. At the initial stage all these might not be written and filed. This would evolve from how they treat their employees and how these employees treat their colleagues and the new people who join them eventually. All this might change in the long run due to new people joining the firm or the founders themselves being handing over the business to the next generation of their family.

But at times it is also seen that despite of handing over the company also, the same culture exists in the company as all these are written and practiced.

- Organizational Socialization:

Organizational socialization is characterized as a learning and change process that empowers a person to expect a hierarchical job that fits both hierarchical and individual needs. It is a unique procedure that would take place when an individual accept another or change job inside an entity. A depiction of general socialization inside the field of brain research is introduced as a foundation for the investigation of organizational socialization.