Organizational Behavior And Culture: A Discussion On Benefits

Defining Organizational Culture

Discuss about the Volatile Nature Of The Contemporary Business.

The volatile nature of the contemporary business world has made it imperative for the various business enterprises to take the help of the concept of organizational behavior (Azanza, Moriano and Molero 2013). Furthermore, within the specific framework of the organizational behavior the concept of organizational culture has gained a significant amount of prominence (Azanza, Moriano and Molero 2013). Therefore, it is generally seen that the business enterprises try to take the help of the concept of organization culture as well as organizational behavior for the improvement of the prospects of their concerned business enterprise (Büschgens, Bausch and Balkin 2013). Many experts are of the opinion that the concept of organizational culture as well as organizational behavior is directly associated with the performance level of not only the individual employees as well as the groups which are associated with the enterprise but at the same time with the overall productivity of the concerned business enterprise (Büschgens, Bausch and Balkin 2013). Thus, the business enterprises try to inculcate a congenial as well as positive environment at their workplace with the inherent objective to enhance the overall productivity of the organization (Bolman and Deal 2017). The prominence gained by the concept of organizational culture is also reflected in the wide range of theories as well as frameworks which have emerged in the recent times associated with this concept (Azanza, Moriano and Molero 2013). This essay will discuss about the concepts of organizational behavior and organizational culture and the benefits which they render to the various business enterprises which try to take the help of these concepts.

Organizational culture can be defined the culture of the workplace which the organization tries to inculcate in order to further enhance the performance level of the individuals who are associated with the workplace and which at the same time distinguishes it from the other workplaces (Bolman and Deal 2017). Furthermore, they can be defined as the ideologies, beliefs, values, philosophies and other important factors which determine the working principles of the workplace (Jiang, Sun and Law 2011). Experts are of the viewpoint that if the culture of the workplace is a positive one then it is likely to further enhance the performance level of the employees and the groups which are associated with the concerned business enterprise and vice versa (Sharoni et al. 2012). Furthermore, the “Hertzberg’s Dual Factor Theory” also states that there are certain factors within the workplace which further enhances the performance level as well as the job satisfaction level of the employees (Büschgens, Bausch and Balkin 2013). On the other hand, there are other factors which reduce the job satisfaction level as the performance of the individuals within the framework of the workplace (Büschgens, Bausch and Balkin 2013). Thus, it is generally seen that the organization tries to enhance the factors which significantly improves the performance as well as the job satisfaction level of the individuals as well as the groups related to them (Sharoni et al. 2012). Furthermore, it is generally seen that there are other important entities of the culture of an organization as well which impacts not only the individual employees but also the teams or the groups which are associated with the enterprise. For example, many experts are of the opinion that there are various important characteristics of the workplace culture, namely, individual autonomy, management support, structure of the workplace, identity, performance rewards and recognitions, conflict management, risk management and others (Azanza, Moriano and Molero 2013). 

The Importance of Workplace Culture

The primary reason why the majority of the business enterprises take the help of the concept of organizational culture is to further enhance the performance level of the individuals and also the groups which are associated with the enterprise (Wiewiora et al. 2013). Scholars have stated that a congenial workplace culture or environment enhances the performance level of the individuals as well as the groups which are associated with the organization in a significant manner (Wiewiora et al. 2013). However, on the other hand, an uncongenial workplace is likely to decrease the performance as well as the satisfaction level of the individuals as well as the groups which are associated with the enterprise in a significant manner (Wiewiora et al. 2013). The focus of the various business enterprises is on the enhancement of the individual performance level of the individuals as well as the performance level of the groups which are associated with the enterprise since this particular factor is likely to directly help the concerned enterprise to enhance its overall performance as well (Hu et al. 2012). Therefore, it is generally seen that the various business enterprises try to take the help of effective as well as congenial organizational culture with the objective to manage the relationship between the employees and the organization in a much better manner and also to improve their performance level (Hu et al. 2012).

There are various factors which affect the culture of an organization and at the same time help it to sustain that culture (Alvesson and Sveningsson 2015). The primary factors which affect the culture of an organization are the values or the motifs of the founders related to the organization, the demands of the industry in which it is operational, the kind of employees which the organization has at its disposal and also the new employees who are joining the organization (Alvesson and Sveningsson 2015). Furthermore, it is also seen that the leadership style followed by the leaders associated with the organization also plays a significant role in determining the culture of the business enterprise (Jiang, Sun and Law 2011). Moreover, the initial values, goals and objectives of the enterprise also contribute in a significant manner towards the culture of the workplace (Jiang, Sun and Law 2011). In addition to these, many experts are also of the viewpoint that the culture of a workplace is also determined to a large extend by the kind of performance rewards and recognition system the enterprise is following for the process of rewarding as well as motivating the individuals who are performing in a better manner (Azanza, Moriano and Molero 2013). Therefore, it can be sad that these factors not only contribute in a significant manner towards the development of the culture of business enterprise but also at the same time help the enterprise to sustain that culture (Azanza, Moriano and Molero 2013).

Factors that Affect Organizational Culture

Researchers hold the opinion that the factor of culture is a diffusible entity and can be diffused from one individual to another (Wiewiora et al. 2013). Therefore, it is generally the culture of a place or family within which an individual is raised is easily diffused into the individual or the group concerned (Wiewiora et al. 2013). Thus, the organizations try to take the help of innovative as well as creative with the objective that this particular culture will diffuse into the individuals and the groups which are associated with the enterprise (Sharoni et al. 2012). Furthermore, the organizations try to create a culture which is in synchronization with the objectives as well as the values of the founding members of the organization (Bellou 2010). The employees and the groups through their association with the organization are supposed to inculcate this culture of the workplace within their own culture and work accordingly (Sharoni et al. 2012). For example, if an organization takes the help of a culture of innovation as well as creativity then it expects the individuals as well as the groups which are associated with the organization to take the help of these concepts as well (Büschgens, Bausch and Balkin 2013). Thus, it can be said that the primary purpose why the majority of the enterprises try to take the help of various kinds of organizational culture is to enable the individuals and the groups associated with the enterprise to take the help of that particular culture and perform their jobs in a likewise manner (Büschgens, Bausch and Balkin 2013).

The present business world has seen the rise of various kinds of organizational cultures which the organizations normally take the help. The most commonly used organizational cultures by the various organizations are ethical culture, spiritual culture, positive culture and others (Azanza, Moriano and Molero 2013). The concept of ethics has gained a considerable amount of importance within the framework of the business world in the contemporary times. Therefore, the focus of the various enterprises is not only to make enhanced amount of profit but at the same time follow the various ethical parameters for the process of making that particular profit (Azanza, Moriano and Molero 2013). Thus, the ethical culture which the various organizations try to take the help of in the present times focuses on the use of the various kinds of ethical theories for the performance of the job roles of the employees (Azanza, Moriano and Molero 2013). The employees and the groups within the framework of this culture are therefore encouraged to work in an ethical manner for the improvement of the performance level of the organization (Azanza, Moriano and Molero 2013). A positive culture, on the other hand, tries to inculcate a positive working environment at the workplace which would enable the employees and the groups associated with the enterprise to work in a much better manner (Azanza, Moriano and Molero 2013). Many experts are of the viewpoint that the creation of a positive environment at the workplace is likely to enhance the performance level as well as the job satisfaction level of the employees in a significant manner (Wiewiora et al. 2013). The spiritual culture, on the other hand, tries to foster a spiritual culture at the workplace which is likely to further enhance the performance level of the employees (Mora 2013). Many experts are of the viewpoint that the use of spirituality contributes to the emotional wellbeing of the employees and it is generally seen that the employees as well as the groups which are more emotionally stable are likely to perform in a much better manner at the work (Wiewiora et al. 2013). Thus, it is with this particular purpose that the various business enterprises of the present times try to take the help of this type of organizational culture at their workplace. Therefore, it would be apt to say that these three organizational cultural have their own merits as well as demerits and the effectiveness of these cultures depends on the context and the scenarios in which they are used.

Creating and Sustaining Organizational Culture

In the opinion of Hofstede, “the national culture of a nation can be seen as the conglomeration of the diverse beliefs as well as the social trends commonly seen among the people of the nation” (Bolman and Deal 2017). The concept of national culture wields a considerable amount of impact on the business process of a particular business organization. Therefore, it is generally seen that the various business enterprises of the present times try to incorporate the elements of the national culture within the framework of their organizational culture (Bolman and Deal 2017). The incorporation of the national culture within the framework of the individual organizational cultures of the various enterprises is likely to help the various entities of the organization feel more at home within the work and this is likely to have a positive impact on the performance level of the employees (Büschgens, Bausch and Balkin 2013). Furthermore, it is generally seen that the work culture of the different nations of the world are different and this has a considerable impact on the working style of the individuals. Therefore, it becomes very important for the organizations to incorporate the elements of these diverse cultures within the framework of their organizational culture in order to take into consideration the cultural requirements of each of the individuals in a much effective manner (Büschgens, Bausch and Balkin 2013).

To conclude, the concept of organizational culture has emerged as one of the most vital ones within the framework of the modern business world. Thus, it is seen that the various business enterprises try to take the help of various kinds of effective cultures which best suits the requirements of the organization and the values which the organization is trying to propound. Furthermore, it is generally that if the culture of an organization is congenial for work then the performance level of the organization is likely to get enhanced in a significant manner and vice versa. Moreover, in the present times it is also seen that it has become important for the various business enterprises to take into effective consideration the national cultures of the various employees who form a part of the workplace for the process of their business.

References

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