Discuss about the Organizational Culture and Organizational Climate.
The report presents a brief idea about the culture and climate in which an organization functions. The organizational culture and organizational climate are the two factors that determine the mood of the employees who are interested in working for the organization. The report explains that how culture and climate affect the performance of the employees. There is a description of organizational culture which is explained in simple words in order to make readers understand which goes parallel to the climatic factor of the organization. It shows the contrasting features of between the culture and climate. The impacts and influences of these two organizational tools are mentioned in the report. The way in which organizational culture and organizational climate differ in one another is shown clearly. Also, there are certain examples which flow with the description of organizational culture and organizational climate. It explains that how these two factors shows their influence on employee motivation and how they relate to the organizational commitment is drawn in the end.
Organizational Culture
The organizational culture is a system of sharing the opinions, values, and others believe. The behavior of people working in the organization is governed by the culture of the organization. The shared opinion strongly influences its impacts on the people working in the organization. This addresses the way they act and shows their job performance. Every organization has its own culture which it develops. It has guidelines, it has boundaries of how an employee must behave in an organization (Van De Voorde, K., Paauwe & Van Veldhoven, 2012).
The organizational culture is characterized according to the priority from top to bottom. Every organization uses these characteristics in its own way which defines the culture of the organization in its unique form. Members of the organizations judge and evaluate these values on the basis of cultural characteristics. These characteristics include Innovation, Attention to Detail, emphasis on the outcome, emphasis on People, Teamwork, aggressiveness, and stability (Collie, Shapka & Perry, 2012).
The climate of an organization is defined as the how firstly the members of organization experience the climate of the organization. The climate of the organization depends on how well the members work in the organization and how well the outputs they generate. The organizational climate has to be positive and favorable in order to attain good heights and good results. For this how employees functions on a task are very important. Hence organization should be aware of the needs and wants of employees to meet the satisfactory results (Hartnell, Ou & Kinicki, 2011).
The climate of an organization changes frequently, hence the company should be aware of such changes so that they can shape their management according to the demands of the company. Climate represents the mood of the organization. Climate can be experienced easily and also can be changed easily (Morgan & Yoder, 2012).
The climate is the mood of the organization whereas personality of the organization is represented by Culture. The terms which create differences in both the concepts are norms, values, and behavior that are seen in employees of the organization. Not every organization follows the same culture and climate like the other. They differ from each other (Adeniji, 2011).
The different types of climate that the culture of an organization has created can be categorized as follows:
The cultures of an organization have been classified as below.
For example, an educational institute follows the culture of hierarchy. The way of perceiving and thinking about the things to achieve the aim is performed as an actor in the institution.
Organizational climate is identified as the individual’s perception that deals with the quality and characterizes the culture of the organization. The true picture of the organization is represented by organization’s culture, whereas the representation of perception of an individual is categorized by the climate. The difference between the two is in the ideas that they show in the company. The idea of organization’s culture is to work with macro vision but the picture of performing in climatic condition is the idea concerning with micro image. Macro image means large projects of the organization which requires a lot of imagination and creative ideas, while micro vision is thinking creative ideas on various small projects (Naranjo-Valencia, Jiménez-Jiménez & Sanz-Valle, 2011).
Organizational culture defines the way of how an employee is capable of completing the task and interacting with one another in the organization. The culture of organization works on different values and follows different symbols that show the way of how people should operate and manage in the company. The culture of organization ties the employees together and gives them a way of operating in business. When the changes take place in the company, the biggest challenge that it faces is with the changing of the culture. The organization for its culture is dependent on the surrounding in which the operation of the company takes place. The main aim of the organization is to believe in employee’s system of working and managing the style of the company (Zohar & Hofmann, 2012).
For example, highly bureaucratic and well-structured organizations strictly follow the culture with large controls. The employees of such organizations believe in following standard procedures. They do this with proper discipline by following the hierarchy and by understanding roles and responsibilities of each and every individual. The advantages that are seen in motivating employees show their strong corporation in the cultures of the organization. It has been observed that they work according to their belief and follows the ethics of the business. The opinion of employees working with such belief and values for the business effectively builds the team (Piccolo, Bono, Heinitz, Rowold, Duehr & Judge, 2012). This helps them in obtaining good results. The good culture in the organization motivates employees in performing good tasks within the norms of business. The employees working in the team do not have to face the conflicts which allow them to focus on completing the task. The effect of their performance can have different impacts on their performance. The impacts are in favor of the company and this increases their level of motivation. If the employees are a part of organization’s culture they tend to work hard to achieve the goals set by the organization. There are varieties of cultures that operate in business which marks an impact on the performance of the employees. For example, if the organization makes a disciplinary rule where they will be asked to talk only when it is necessary, they can work according to that culture. The performance and culture of the business are evaluated and measured that how well the employees function. The behavior of employees results in the better functioning of business (Büschgens, Bausch& Balkin, 2013).
In this contemporary corporate world, the aim of the organization is to give its best performance in the market with the help of its employees. The department responsible for motivating and guiding these employees. Thus, Human Resource department plays a vital role in every organization. The HR department is the very important asset for the organization. They are responsible for managing the employees who work for the betterment of the business. They implement the policies and procedures that motivate the employees. Employees have to commit to the human resource department that they will be true to their work and will show proper loyalty. The impact of organizational culture on motivating employees is seen giving results that are in favor of the organization.
For example, in an airline industry the players use and share same planes but the satisfaction of customers widely differs. The outcome of customer satisfaction results in the culture of the organization (Azanza, Moriano & Molero, 2013).
The environmental aspects that come under the working of the organization are the organizational climate. They are generally functioned by the members of the business. It is their daily business to work in whatever the climate an organization comprises within the organization. The organizational commitments are the promises that members of the organization make to the business for working efficiently and effectively. This type of commitment has three dimensions which the company identifies (Yang, Huang & Wu, 2011). They are effective commitments, continuance commitments, and organizational commitments. The commitments that are attached to the emotions of the employees. The organization shows affection towards employees by fulfilling the demand for this commitment. Employees are strongly dependent on the organization to get their wants fulfilled. The continuance commitment means being aware of the cost of the organization. the primary aim of the employee under such commitment is to continuously work for the organization. Normative commitment is feeling obliged to those employees who work continuously in the firm. The employees who work in the organization from a long time tend to remain in the organization. This category comes under normative commitment (Tsai, 2011).
The relationship that exists between organizational climate and commitment of organization is seen in between the dimensions culture and climate. Both the categories of organization differ in terms of their feedback and the kind of response the members on organization get from the authorities of the upper level and the employees who work in the organization. Such commitment of organization indicates the contribution of the team in order to get better results to serves the purpose of establishing the organization. What influences these commitments is proper leadership and motivation which ultimately results in meeting proper organizational goals and effective access to the market. The kind of decision making that is possessed by the employees working in the organization relates to the commitment of the employees made to the organization. Finally, the excitement of organizational commitment can also be seen in the literary aspects depending on the variable as well as the antecedents of a variable like age, tenure, and education (Van Wart, 2013).
Conclusion
On the above discussion, it has been evaluated that organization culture and climate play a vital role in every organization in order to gain success and growth across the world. It is shown what facilities company provides to its employees in order to get effective results. The overflow of the idea of motivating the employees who work for the betterment of the company is carried by human resource department (Fu & Deshpande, 2014). The report is a complete representation focusing on how a company functions in order to get desired goals. The report holds a complete picture of how the development of organization takes place and what kind of climate in follows to achieve that place in the developed market. The guidance of the employees by the human resource department adds benefit to the employees. Hence the report presents the true picture of organizational functioning with the help of these two factors i.e. climate and culture of the organization followed by few examples. These two factors are very important and provides help in the operation and management of the business.
References
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Azanza, G., Moriano, J. A., & Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las Organizaciones, 29(2), 45-50.
Bezrukova, K., Thatcher, S., Jehn, K. A., & Spell, C. S. (2012). The effects of alignments: examining group faultlines, organizational cultures, and performance. Journal of Applied Psychology, 97(1), 77.
Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta?analytic review. Journal of product innovation management, 30(4), 763-781.
Collie, R. J., Shapka, J. D., & Perry, N. E. (2012). School climate and social–emotional learning: Predicting teacher stress, job satisfaction, and teaching efficacy. Journal of Educational Psychology, 104(4), 1189.
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Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework’s theoretical suppositions.
Morgan, S., & Yoder, L. H. (2012). A concept analysis of person-centered care. Journal of Holistic Nursing, 30(1), 6-15.
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Piccolo, R. F., Bono, J. E., Heinitz, K., Rowold, J., Duehr, E., & Judge, T. A. (2012). The relative impact of complementary leader behaviors: Which matter most?. The leadership quarterly, 23(3), 567-581.
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