Organizational Behaviour – Some Background

The culture of the organization could most likely be described as the environment that surrounds individuals at work all of the time. Not just that, but it is likewise considered to be a powerful aspect that paves way to shape the work environment, the work relationships and the work processes. Simply puts, it could likewise be referred to as the personality of the organization, suggesting to say that the culture of a company basically highlights exactly what type of organization it is in the first place.

The organizational culture is essentially made up of presumptions, values, beliefs, mindsets and the artifacts of individuals in the entire company. Simply puts, it is comprised of all the reality experiences generated by the employees in addition to the influence of the organization’s founder, executives and the other managerial staff who are involved in the decision making procedure of the organization. Having stated that, in order to understand the culture of an organization more clearly let us look at a few of the features of the organizational culture.

In the same vein as the previous paragraph…

The organization culture can not be produced overnight, but progresses with time. Because the culture is made up of beliefs and values shared among the company members, this is.

Organizational Behaviour; There’s Even More……

It is not just possible for a specific to develop the culture of an organization alone. Rather, it is a mix of the characters and experiences of all individuals working in the organization. To say, everybody who has actually worked for the organization has some way or the other added to forming the culture. Besides the employees, the founder of the company in certain and the managerial personnel of the company has actually too played a function in forming the culture.

As we can see, the unique ‘habits’ of a company can be attributed to the makeup of the values that it upholds – the organizational culture. Let us understand these main characteristics that define a company’s culture as a whole, the ones that assist shape up the organization’s ‘character’.

These are really basic features that every organization would need to look into, otherwise the culture would seem incomplete. Although all these attributes are at some level a part of every business, the significance and individual interpretation of each differs from company to company, hence making each business distinct in its own way. There are 7 primary qualities that belong to an organizational culture. They are provided below.

There might likewise be subcultures present within the organizational culture. These subcultures are formed as a result of the different needs and wants of the employees. To state, in some cases the employees could look for benefits that are not offered by the general business. As a result, they may form their groups within their own department with their own culture that rewards them with their expectations or fulfills their needs.

The culture of the company is therefore passed on to the new employees with the procedure of socialization. In other methods, the new employees will familiarize the culture of the company where they work, hence by interacting with the other individuals in the company.

These are the strongest held elements of culture as they are not influenced, but are progressing and influence behavior and values of employees of an organization. Hence, these 3 components make up the personality of the company – the organizational culture. An organizational culture is the result of both the management’s initial beliefs and employees’ adoption of those beliefs.

As we can see, the unique ‘habits’ of a company can be associated with the makeup of the values that it upholds – the organizational culture. Let us comprehend these main qualities that define an organization’s culture as a whole, the ones that help tone up the organization’s ‘personality’.

These are very basic qualities that every company would have to check out, otherwise the culture would seem insufficient. All these attributes are at some level a part of every business, the value and individual analysis of each differs from business to business, therefore making each business unique in its own way. There are 7 primary characteristics that belong to an organizational culture. They are listed below.

As soon as formed, it is not an easy job to change the culture whenever possible. This is due to the fact that the cultural modification essentially requires the people to alter their habits. It is rather tough for individuals to change their old way of doing things and enter into doing new things at one time. It has to keep on changing gradually over time with a great deal of effort put in.

However, the organizational culture might vary from one company to another. For example, the culture of a health center or university is rather different to the culture of a bank. This is due to the fact that the culture of a company is rather noticeable to some extent through their arrangement of furnishings, how things are organized, exactly what individuals were and exactly what they talk about etc. Having stated that, some organizations have weak cultures while some have strong cultures. Let us go take a look at each of the 2 types of culture in a bit more detail.

A weak organizational culture is when individuals in the company do not agree on the exact same basic beliefs and values as applies to the organization, and instead they have the tendency to have their own ideas, beliefs and behaviors, etc. As a result, individuals are regulated by way of utilizing limited rules, treatments, supervision and bureaucracy within the organization. On one hand, a weak culture may be the result of lots of subcultures. In other means, a weak culture would rather urge individual idea and contributions.

To say, this sort of culture would be better for an organization that tends to grow with innovative ideas, and only if individuals in the organization could at about have a typical goal and help the management to come up with strategies for the future, even their ideas could be different. As an example, different departments might have different subcultures with different beliefs and ideas, however still they need to all work for a goal such as helping the company to grow. However, at the same time, if individuals in the group believe separately having different goals in mind, then this will no doubt cause conflicts or cause troubles between individuals and the management. Of course the company falls into a situation of failure since of the different subgroups attempting to satisfy separate goals rather than an usual goal if this occurs. It ought to be said that weak cultures are easily changeable as they are not stable and the organizations with weak cultures are generally considered to be inefficient and less effective at a lot of times. This is mostly due to the restricted rules, supervision and bureaucracy performed within the company.

A strong culture basically paves way to bring individuals with talent. Exactly what is actually suggested by this is that the talented people in basic do go in search of organizations that they believe would help them to satisfy what they expect such as better wages, etc. With a strong culture they believe that the company is in a better position to accomplish all those.

The talented people would basically prefer to work for a company with a strong culture rather than looking for out places somewhere else. This actually reduces the amount of talented people leaving the company to a greater extent.

Now a days what individuals actually desire is to obtain taken part in their work and do it with duty, etc. So, a strong culture has actually paved the way for people to take the obligation and work rather than trying to control them with rules and policy, supervision etc

It is rather crucial for people to be able to work together and keep their relationships with the rest of the organization if the organization is to be successful. A strong culture generally assists the people to get to understand each other much better which will ultimately result in originalities and greater efficiency.

Individuals working in the organization generally discover work to be difficult and discouraging most of the time. But with a strong culture that is attractive there is no doubt that individuals find the work to be intriguing and enjoying, which will likewise pave way eventually to accomplish the goals of the company.

In spite of all the benefits, there are times when a strong culture may not exactly be the culture that is needed when it comes to dealing with the competitive environment. Because the organization could have come up with lots of innovative ideas in order to deal with the competition rather than sticking on to the old ways of doing things, this is. To state, if the people in the company are completely following the values and beliefs of the existing culture when it pertains to achieving the goals, then they obviously do not have the opportunities to think in a far more innovative or imaginative way in order to come up with distinct options or ideas to deal with the ever altering turbulent environment. This is because they all think no beyond than their existing culture. This is basically a draw back in the strong culture. Too, a strong culture is undoubtedly difficult to alter sometimes of need, and requires a great deal of effort to do so since people as soon as adapted to the old way of doing things it is unlikely that they want to alter their habits unlike in a weak culture.

It should be said that company culture might be different from one company to another. Indicating to state that, some organizations will certainly have strong cultures while the other may have weak cultures. A strong culture is when the majority of individuals tends to settle on the existing beliefs and values and beliefs in the organization, meaning to reveal that there is one dominant culture in spite the other subcultures that exists. On the other hand a weak culture is when the majority of people disagree on the existing culture however rather kinds their own subcultures.

Having said that, it is likewise important to keep in mind that no culture can be the best culture. Even though lots of tend to think that an organization needs to have a strong culture in order to make it through, it is important to a greater extent but not always. This is because it is undoubtedly crucial to always keep on watch of the competitive environment, thus since the existing culture could not be ideal for the competitive environment at times. When it comes to facing the competition, it more or less requires a company culture that is open for even more innovative ideas. Simply puts, the organizational culture should fit with the competitive environment and the company in order to fulfill the goals. As a result, there is no right or wrong culture. The one that matches a company best is a combination of both the cultures, suggesting to say that a strong culture that is open for the individuals to reveal their extremely own (new) ideas. In short a culture that is concurred by the majority of individuals, however, still respects the innovative ideas of individuals sometimes of requirement.

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