1.Azanza, G., Moriano, J.A. and 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), pp.45-50.
In this specific article, “Authentic leadership and organizational culture as drivers of employees’ job satisfaction,” published by Azanza (2013), the author has portrayed a vast vista on the role of organizational culture and authentic leadership in job satisfaction of employees. People of various geographical backgrounds are appointed within the business process. The role of an efficient manager is to follow appropriate leadership style at the workplace so that employee retention can be sustained. This very specific article has evaluated that maintaining appropriate leadership style at the workplace is one of the integral parts of maintaining organizational culture. The author has highlighted that the concept of authentic leadership style varies from one particular organization to another. It has been observed that employees tend to provide their best endeavor towards services only when they get enough motivation and inspiration from the organizational manager.
This very specific article is highly effective in evaluating the fact that organization should maintain a proper value, ethics and culture for motivating the employees towards business services. Appropriate form of leadership style is one of the most effective ways based on which business organization can get good performances from the employees. The author in this article has stated that transformation leadership style is appropriate for every business organization as it is completely based on organizational culture, situation and business environment. In order to provide constant motivation on the employees organizations have to focus on the following participative form of leadership style at the workplace. As a result, employees can also take part in sharing their own opinion regarding the success of business.
The organizational cultural of a company enables the business managers to motivate the employees properly towards services. On the other hand, autocratic form of leadership style is very much effective in imposing the own decision on employees. As a result, employees cannot get the scope to misuse agile workspace. Therefore, as per business environment of psychology of employees’ organizations have to follow appropriate leadership style at the workplace.
2.Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), pp.1609-1621.
This very specific article, “Organizational culture, innovation, and performance: A test of Schein’s model”, depicted by Hogan and Coote (2014) has stated a detailed overview on how organizational culture and innovative business strategies affect the overall performances of employees. Schein’s Model has been primarily used and focused in this specific study. As per the concept of Schein’s Model, Organizational Culture is very much effective in increasing the overall performance level of employees.
Schein has primarily divides organizational culture in three primary steps including artifacts, espoused values and basic underlining assumptions and so on. Artifacts represent the social and psychical environment of an organization. The author in this article has pointed out that the organization has to follow a specific culture and belief based on the socio-cultural environment at the workplace. Employees as well as employers should never show biased attitude towards a specific culture and social backgrounds. As a result, every single employee would be able to maintain a proper team bond. The overarching term espoused value signifies that employees should always focus following a proper ethics, value and beliefs. After being appointed within the services, employees have to follow these values as well. For an example, the author has pointed out that maintaining effective communication at the workplace is one of the most significant responsibilities of every single employee at the workplace. Therefore, the business experts as well as employees are bound to follow this responsibility.
The concept of Underlining Assumption implies the unconscious level of culture at which values are transformed as the acceptable way of perceiving the World. In order to sustain within the business environment organizations have to the three major steps of Schein.
3.Awadh, A.M. and Ismail, W.K.W., 2012. The impact of personality traits and employee work-related attitudes on employee performance with the moderating effect of organizational culture: the case of Saudi Arabia. Asian Journal of Business and Management Sciences, 1(10), pp.108-127.
This very specific article, “The impact of personality traits and employee work-related attitudes on employee performance with the moderating effect of organizational culture” by Awadh and Ismail (2012) has given an emphasis on the impact of personality traits and work related attitudes on the overall performances of business. After launching the entire business wings in the market, business experts do not like to follow a specific business culture. Large number of employees is there who like to maintain out an out professional attitude at the workplace.
As a result, the organization does not have to face difficulties in meeting organizational productivity. People of various geographical backgrounds may not maintain effective communication with each other. In this situation, the role of business managers is to set proper values within the workplace so that organization can get accustomed with the culture of each other. Managers should not allow any rude and unethical approached within the workplace. People of diverse cultural backgrounds and attitudes should be treated with equal respect and dignity. Based on the socio-cultural as well as psychological backgrounds and attitudes of the employees organization tends to follow an appropriate culture and organizational behavior. As a result, employees would like to maintain an appropriate culture and discipline in the work floor.
4.Hu, Q., Dinev, T., Hart, P. and Cooke, D., 2012. Managing employee compliance with information security policies: The critical role of top management and organizational culture. Decision Sciences, 43(4), pp.615-660.
This very specific article “Managing employee compliance with information security policies: The critical role of top management and organizational culture” published by Hu et al. (2012) has focused to highlight the importance of managing employee compliance for maintaining organizational behavior and discipline. In order to run the entire process of business effectively in the global market human resource managers have to recruit the employees from diverse cultural backgrounds. Multiculturalism always renders psychological barrier within the workplace. Therefore, the role of an efficient business expert is not to take any kind of random decision regarding strategic management and business activities.
The experts before forming any kind of business strategy and policy have to involve the employees so that employees can equally participate in making business policies. Numerous business experts believe that the culture of a business organization should be giving equal priority and response to every employee so that they get motivated in performing well towards services. This very specific article has depicted a clear overview on how the personnel from top management have to play a major role in maintaining a proper communication with the employees. A specific business organization would not be able to reach the peak of success without good performances of the employees. Therefore, the effective culture of business organization would be maintaining interpersonal communication with the employees on behalf of top management. As a result, employees would like to show their interest in sharing personal issues happened at the workplace. Automatically, employees would be motivated to perform well for providing effective services.
In this very specific article, the author has highlighted that managers should involve the employees in different activities, plans and agendas. Consequently, they would like to give their best services. “Managing employee compliance with information security policies: the critical role of top management and organizational culture” primarily signifies on how management has to take different organizational policies in order to maintain a proper discipline and culture at the workplace.
5.Büschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review. Journal of product innovation management, 30(4), pp.763-781.
This specific article, “Organizational culture and innovation: A meta?analytic review” published by Büschgens, Bausch and Balkin (2013) has given deep insight about the concept of organizational culture. The author in this very specific context has stated that every business organization should follow specific culture and discipline at the workplace. The primary role of the business managers is to provide flexible work environment to the employees so that they do not show reluctance in performing well towards the services.
Maintaining effective communication at the workplace, implementing appropriate regulations and acts at the workplace, allowing diversity within the organization, delivering proper services to the customers is primarily considered as one of the most effective ways in maintaining organizational culture and discipline. At the same time, it is undeniable that business organizations tend to focus on delivering effective services to the customers so that customers do not have to wait for long time in receiving services.
The author has stated that delivering service within stipulated time by maintaining a superior quality is one of the most effective ways of following organizational culture and discipline. By selecting this article, the study provides in-depth understanding about the various aspects of organizational cultures and its impact on the overview performance of business.
6.Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147.
The author in this very specific article, “The effect of training on employee performance” published by Elnaga and Imran (2013) has opined that training and performance evaluation session is one of the most effective ways based on which employees can proceed for career progression plan.
As per organizational culture and belief, human resource managers should recruit employees from various cultural backgrounds. People of various geographical backgrounds and attitudes may not be accustomed with the organizational culture. In this kind of situation, the business experts have to face difficulties in maintaining proper communication with each other. Due to the lack of effective interaction, employees fail to exchange their views and thoughts regarding services. As a result, customers have to wait for long in receiving the services.
In order to avoid this kind of situation, the human resource managers of business organizations have decided to focus on providing effective training and performance evaluation session. As a result, employees who have barriers in making effective communication can enhance their communication skill. Employees would be able to share their views and thoughts with each other before delivering the services. As a result, both service providers as well as services users would get equal benefits and facilities. The organization on the other hand would be able to reach the peak of success.
7.Gehman, J., Trevino, L.K. and Garud, R., 2013. Values work: A process study of the emergence and performance of organizational values practices. Academy of Management Journal, 56(1), pp.84-112.
The author in this very specific article, “Values work: A process study of the emergence and performance of organizational values practices”, published by Gehman, Trevino and Garud (2013) has opined the importance of maintaining organizational ethics and values for gaining business image and reputation. The author here has stated that every business organization has to maintain appropriate regulations and acts for running the widespread of wings in market. The regulations include antidiscrimination act, right to information act, gender equity act, health and safety act and so on.
As per the point of view of this eminent scholar, organization should recruit both male and female employee equally. Employees should be recruited as per skill and competency level rather than focusing on the cultural and religious backgrounds and attitudes. Business organizations before promoting a particular female employee in higher position tend to think several times and show their biased attitude.
However, health and safety act is highly effective inside every business process. If an individual employee faces any kind of health issue at the workplace, the organization should expand their hands. Employees should get health facilities and benefits from the organization. In addition, business experts provide sufficient leaves and other facilities to the employees if it is needed. The author in this article has stated that business managers should never discriminate employees on the floor. On the other hand, any particular employee from indigenous background should not face racial challenges at the workplace.
8.Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture. Annual review of psychology, 64, pp.361-388.
In this very specific article, “Organizational climate and culture” depicted by Schneider et al. (2013) the author has highlighted the importance of maintaining appropriate organizational climate while delivering services. As per the point of view of this specific author, agile work environment is very much helpful for every business organization for getting good performances of the employees. The author in this very specific article has highlighted that a business organization tends to follow two types of environment at the workplace.
Autocratic and systematic climate is the form of environment where the business managers do not give the employees flexible workspace. Employees cannot make their own sitting arrangements. On the other hand, the business managers tend to impose their own decision on the employees. They have to follow every single word of managers without providing any self-opinion. In addition, agile work environment is the another climate based on which employees can share a flexible work space with each other. If an individual employee is comfortable in communicating with specific employees the individual can make sitting arrangement in accordingly.
In quest of rendering more innovation with the entire process of business, the author has stated that technology has rendered more innovation within business process. As a result, employees can deliver the services within stipulated time. As a result, the person would get motivated in performing well towards the services. The author has opined that agile work environment is always beneficial for the progress of a business organization. By implementing agile work environment within the organization, the employees can share their own opinion towards the services. Managers can make collective decision at the workplace. In this kind of situation, the organization does not have to strive in meeting business goal. Therefore, the author has shown positive attitudes towards maintaining agile work environment at the workplace.
9.Albrecht, S.L., 2012. The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), pp.840-853.
The author in this article, “The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance” published by Albrecht (2012) has tried to present the importance of job, team and organizational resources on employees’ well-being. In order to maintain an effective organizational culture the author has stated that internal resource of organization is highly important.
A particular business organization would be able to maintain a proper business culture only when they have appropriate structure and financial resources. Implementation of Health and safety act is mandatory for every single business organization. Business experts cannot provide health insurance to the employee due to economic strength. Therefore, internal resource is highly significant for the wellbeing of employees. Organizational culture as per the point of view of numerous eminent scholars is the concept of maintaining specific values, beliefs and ethics at the workplace for maintaining proper organizational behavior.
Managers should take effective decision at the workplace. In this kind of situation, the organization does not have to face challenges in meeting business goal. Therefore, the author has shown positive attitudes towards maintaining flexible work environment at the workplace. Flexible work environment motivates the employees in performing well towards the services.
10.Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., 2013. How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39(4), pp.853-877.
The article, “How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior” by Chun et al. (2013) has focused to evaluate the importance of maintaining corporate ethics in the overall process of business. It is undeniable that a specific business organization has to follow proper ethics while running the business process in the market. Corporate ethics implies that communicating with every single employee effectively at the workplace, giving the employees health and safety issues, implementing diverse culture at the workplace. In this kind of situation, people belonging to various geographical backgrounds and attitudes do not have to face difficulties in working at the workplace.
This very specific study however has focused to give detailed overview about the impact of team management on the overall performance of business as well. In order to lead a specific team business experts have to follow proper ethics and values. The author in this article pointed out that democratic form of leadership is the most effective leadership style based on which a specific business organization intends to communicate with the employees in rendering the success of business. After evaluating this article, it can be concluded that performance of business organization is highly dependent on organizational culture and behavior.
However, in quest of rendering more innovation with the entire process of business, the author has stated that technology has rendered more innovation within business process. As a result, employees can deliver the services within stipulated time. Customers do not have to wait for a long time while using services. Therefore, this very specific study has highlighted business innovation and organizational culture possesses major impact in enhancing overall performances.
Reference List:
Albrecht, S.L., 2012. The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), pp.840-853.
Awadh, A.M. and Ismail, W.K.W., 2012. The impact of personality traits and employee work-related attitudes on employee performance with the moderating effect of organizational culture: the case of Saudi Arabia. Asian Journal of Business and Management Sciences, 1(10), pp.108-127.
Azanza, G., Moriano, J.A. and 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), pp.45-50.
Büschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review. Journal of product innovation management, 30(4), pp.763-781.
Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., 2013. How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39(4), pp.853-877.
Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147.
Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), pp.1609-1621.
Hu, Q., Dinev, T., Hart, P. and Cooke, D., 2012. Managing employee compliance with information security policies: The critical role of top management and organizational culture. Decision Sciences, 43(4), pp.615-660.
Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture. Annual review of psychology, 64, pp.361-388.
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