Organizational Culture (Principles of Management)

Organizational Culture (Principles of Management)
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Introduction
Organizational culture can be defined as a system of shared beliefs, values and assumptions that dictate the behaviour of people in an organization. How employees and other people act, dress, think and communicate can be attributed to a culture within an organization. Every company or organization contains within its rules and operational regulations a set of guidelines and boundaries that lead to the gradual formation of a culture unique to the company. Aspects of value and uniqueness in any organization vary depending on the culture exhibited by the members of the organization (IlieÅŸ & Gavrea, 2008).
The performance of an organization relies heavily on the nature of the organization’s culture and its efficiency towards organizational operations. The strong performance of an organization depends on how an organization values the characteristics of its cultures. Based on the structure of most organizations, the ability to improve performance through organizational culture relies on these characteristics. First, innovation is very important when it comes to cultures that boost performance. Organizations that value innovation through their cultures motivate their employees to take on risks as a means of innovation. Taking risks allows employees to improve their performance by trying new techniques or approaches to solve problems and improve the efficiency of an organization’s operations.
Organizational culture can also improve the performance of a company if the personnel and management of the organization know how to practice attention to detail. The importance of a culture that encourages attention to detail within the employees of an organization is that it ensures that a very high degree of accuracy is maintained by the members of staff within it (Barney, 1986). Every task or type of work done in an accuracy-oriented workforce raises the value of the organization and the value of the results of the work that it deals with. An efficient organizational culture must address the issue of results. Organizations that have cultures that are focused on results rather than how they are achieved also exhibit better performance. Outcomes are the most important component of an organization as they are the source of revenue and profits. Organizational cultures that tend to push the staff towards meeting the company’s goals can have a positive impact on the performance of an organization (Mohr et al., 2012).
When an organization exercises an emphasis on its people and how decisions that they make may affect the organizational culture, it is bound to excel. By understanding its clients, personnel and the management as well, an organization can weigh the outcomes of the decisions they make based on the expected reactions of the people concerned. People-centred organizational structures often work to the advantage of the organization because they exercise fair treatment and humanity within the staff of a company. Organizational cultures if well cultivated can inspire teamwork. Since most organizations depend on a social setting of operations to spearhead marketing and business relations, organiza...