Question

Identify the functional and dysfunctional effects of organizational culture on employees. As a manager, discuss how you would eliminate or minimize the dysfunctional effects.

Answer 1

Answer :

Let's discuss the functional and dysfunctional effects of organizational culture on employees:

1. Functional Effect:

• Organizational culture provides the group effort rather than the individual’s self-interest.
• Culture helps to create a feeling of identification for the organizational Employees.
• Culture creates a healthy ecosystem in the workplace and among employees.
• A culture is a tool for detecting and regulating workers' behaviors and behaviors.
• In addition to their interests, culture allows leaders of the group to prioritize the organizations' interests.
• Culture is also called the social glue, which helps the organization together by having the requisite guidelines for what workers can say and do.
• Culture also benefits workers as confusion is reduced.

2. Dysfunctional effects :

Reduce Roadblock:

Consistency in the actions of workers is an advantage to the company if the climate is stable. Unless the company is complex, it will be a liability as workers continue to combat environmental changes. Companies such as IBM, Xerox, and General Engines have a solid, well-functioning culture in the past but these stable cultures are just barriers to change as market circumstances shift.

Diversity barrier:

Strong cultures put a great deal of pressure on employees.It Notifies the organization's agreed standards and types. Also new team members of various races, sects, etc.

Merger and acquisition barrier:

Culture may serve as an obstacle to acquisitions and fusions. Financial and product synergies have been considered in the past primarily to determine which company to purchase which business or unit to enter. But the pattern has shifted in the last few years.

Let's discuss the steps to minimize the dysfunctional effects in the organization:

Provide effective training:

You can reduce the negative effects of conflict by encouraging workers, rather than allowing them to be great obstacles, to build the skills they need to effectively manage the conflict that exists in their lives.

Courage and perseverance are needed:

The principle of courage and determination in building and sustaining efficient workplaces is crucial because change takes place only with effort and risk. Someone who wishes to improve a company always assumes or hopes that there is a figurative magic pill, which will make things better.

Activities for the development of teams:

Through the team-building process, you can greatly enhance team ties and efficiency. These exercises provide team members with the opportunity of getting more confident, recognizing appropriate behaviors, and interaction types.

Keep on trying to change the system:

Staying and seeking to "beat" the program is a very pessimistic and very dangerous technique. This is particularly pessimistic because the bulk of the "improvement" approaches are unhealthy habits themselves. It is complicated because "best" the program needs a lot of time and expertise to accomplish a target that does not seek to maximize efficiency or lead to a long-term sense of positive self-respect.

Treat every employee equally:

It may seem obvious, but often executives are accused of being handled preferentially and business leaders have a responsibility to make sure they behave fairly.

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