Organizational culture is a determining aspect in the smooth running of the organizations. Every organization has their specific and independent culture on which they establish their work proceedings and the way the employees behave with each other. Organizational culture can be defined by saying that it is a mixture of the assumptions, shared beliefs, value, and skills and governs how a person should act in a certain organization (Alvesson, 2012). These shared values leave an impact on the behavior of the employees, their dress, their talks and the way they do their jobs. This unique culture reflects the brand image of the organization. In this paper, the effect of organizational culture on library information sciences will be discussed.
Organizational culture is a basic and inseparable part of each organization (Alvesson, 2012). Every organization wants to create such a working environment around them that the employees feel safe and protected to work there. It is the responsibility of the organizations to provide a good cultured environment to all its employees. The organizations and its employees need to maintain such values and behaviors that thrive to its unique social and psychological environment of the organization (Schneider, Ehrhart, & Macey, 2013).
There are certain things that are involved in securing a good culture of the organization. These elements are organization’s expectations, experiences, philosophy and leadership styles of the managers and mostly the organizational values. These elements are based on the shared beliefs, attitudes, customs and the rules that govern the organization (Michailova, & Minbaeva, 2012). These rules are sometimes written and sometimes they are unwritten. The written rules have to obeyed and maintained strictly by both the employers and the employees. However, these unwritten rules have developed over many years and thus these are considered to be valid. This corporate culture dictates the ways in which the organization is supposed to be run. The organizational culture thus is very important and this has several parameters to be judged. These parameters are innovation, attention to detail, emphasis on outcome, emphasis on people, teamwork, aggressiveness and stability within the organization (Watkins, 2013). .
There are many good sides of having developed a good organizational culture within the organization (Nica, 2013). Every organization has a unique identity and this reflects in their brand image and reputation. All the organizations want to keep up a good cultural environment within and thus get the faith of their customers. Customer faith as well as the trust of the employees is integral in shaping up the uniqueness of the organization. The ways in which the organization conducts its business, treats its employees get recorded and determine the effectiveness of the organization. The way they treat their customers and the entire society in which they operate notice their organizational culture. The people have to be in connection with their corporate social responsibilities. The perspective of decision making is also an integral part of the organizational culture. It shows how the organizations encourage the new ideas and utilize them (Pettigrew, 2014).
Other aspects of the organizational culture defines how power and information flow down from the hierarchy. The level to which the employees are dedicated and committed to the organizational objectives is also represented through the organizational objectives. Evidently, a good organizational culture leads to a better productivity and performance of the organization. This also provides better product quality and product safety, improved customer service, impressive attendance records for the employees and concern for the environment (Pettigrew, 2014).
Library is invariably the premium source for deriving knowledge from the pages of the books. Libraries play a huge role in the enhancing the knowledge of the common people. Various kinds of books are kept in the libraries and the readers use to read those books (Stueart, Moran, & Morner, 2012). There are certain ethics that have to be maintained in the libraries as well. The library is believed to be an organization which has its own objectives and the hierarchical structure, decision making process and other institutional policies are very much important to achieve those objectives (Hartman, DesJardins & MacDonald, 2014).
The importance of maintaining a good organizational culture is a huge challenge because the library managers have to work within the corporate culture. Their responsibility is to maintain a good business environment within the library (Stueart, Moran, & Morner, 2012). They should also understand that maintaining a good organizational culture will lead to diagnose the problems that arise within the business. They should develop new policies and procedures so that they can sort out the problems in a positive way. They may get involved in the process of changing the culture at the time of crisis.
The most level of importance should be given on the strategic sources of the libraries so that the entire process can be taken care of. The focus should be on human resources in the libraries and a feeling of faith and high trust should be developed in the employees of the libraries. This should lead to a better customer relationship management (Wang & Feng, 2012). The leadership and management should make an acquisition of the resources and be able to solve the new challenges that arise in the crisis periods. The leaders should be able to deal with competitive situations and fix the strategies by which they can simply win the situation. The leaders should arrange for permanence and stability of the library organizations in the future. The clan-oriented organizational culture includes the openness between the employees and the customers in the library, their active participation and persistence in becoming the best in the industry (Wang & Feng, 2012). Their duty is to provide the best information services to the customers. One of the most crucial responsibilities for the library managers are to secure the fact that the stretch points are hit all the time and thus create the winning points. It is very important indeed for the libraries to maintain culture as a strategic resource for the organizations. The library management and leadership must focus on the few things like the leadership, information analysis, strategic quality planning, human resource planning, human resource development and management, process quality management, operational results and customer satisfaction (Wang & Feng, 2012). Library has been considered as an organization that has existed for many years in the world. The quest for earning knowledge and gaining the desired outcomes for their perseverance has been the purpose of many people. Therefore, the libraries have formed their own corporate culture. The purpose or the functions of a library are determined by a parent organization or the objectives of the library itself (Bolton, Brunnermeier & Veldkamp, 2012). It is looked upon as an organization where professionals, paraprofessionals and other researchers and specialists work with a common goal in their minds. The professional librarians are the people who toil hard to create a proper library culture. They crate the principles, rules, guidelines for a better service where they are guided by the professional ethics. The cooperation among the staff is a necessary thing in creating a positive organizational culture in the libraries. Librarians need to be transformed to a good public relations officer as they have to maintain a good rapport with the readers (Garvey, 2014). A good corporate culture in the libraries will present a good reputation for the organization where the needs for information among the internal and external people are always provided.
Conclusion:
The paper can be concluded by saying that library information service is a very integral resource for providing knowledge and information to the people who love to be getting in touch with all sorts of knowledge. The importance of securing a proper organizational culture is very important in the corporate culture. This helps to maintain a certain ethics for the employees and corporate culture that guides them to secure the competitive advantage. The organizations who belong to the library information services must look to secure the organizational culture in order to manage a proper working environment.
The workings of the libraries should follow the natural ways and there should not be any barriers posed on its way. The library mangers should make sure that the organizational culture is properly maintained in the libraries and thus making the entire working environment work friendly. The communication process in the libraries should be world class all the time. Leaders and managers in libraries should adopt certain techniques to motivate the employees that they always work in line with meeting the organizational objectives (Dobre, 2013).
References:
Alvesson, M. (2012). Understanding organizational culture. Sage.
Bolton, P., Brunnermeier, M. K., & Veldkamp, L. (2012). Leadership, coordination, and corporate culture. Review of Economic Studies, 80(2), 512-537.
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1), 53-60.
Garvey, W. D. (2014). Communication: the essence of science: facilitating information exchange among librarians, scientists, engineers and students. Elsevier.
Hartman, L. P., DesJardins, J. R., & MacDonald, C. (2014). Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill.
Michailova, S., & Minbaeva, D. B. (2012). Organizational values and knowledge sharing in multinational corporations: The Danisco case. International Business Review, 21(1), 59-70.
Nica, E. (2013). Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), 179.
Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge.
Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual review of psychology, 64, 361-388.
Stueart, R. D., Moran, B. B., & Morner, C. J. (2012). Library and information center management. ABC-CLIO.
Wang, Y., & Feng, H. (2012). Customer relationship management capabilities: Measurement, antecedents and consequences. Management Decision, 50(1), 115-129.
Watkins, M. (2013). What is Organizational Culture? And Why Should We Care?. Harvard Business Review.
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