Organizational Culture - Term Paper

An Organization Should Do All It Can to Establish a Positive Culture

Positive work culture is a crucial aspect thing that organization should give due importance because positive culture binds people in an organization thus retaining employee turnover among other benefits. Regarding this, company or organizational culture demonstrates an array of shared values and goals that make people work effectively thus leading to the depiction of workplaces as great or toxic. The visions, missions, and values as well as how the firm carries out activities result in either a positive or a negative culture according to Dwivedi, Kaushik & Luxmi (2013). Ideally, culture is an element that sets boundaries and inculcates good working relations between the top management and their subordinates to achieve mutual benefits. It is noticeable; positive company culture starts at the senior management, where the executive in the corporation has to include and implement policies and strategies in place as well as ensuring that the information is disseminated down the organizational line to the subordinates in the company. In this culture, communication forms one of the essential features, and without appropriate communication and dissemination of information between various departments and workers in an organization, all areas of the firm is affected. When the administrative body or executives of the organization are capable of sharing the vision and values of the firm and express what is evidently anticipated of the workers concerning their responsibilities, the former tend to be more industrious and work towards achieving the goals of the firm as Dwivedi, Kaushik & Luxmi (2013) continues to state.

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Valuing and respecting the most significant resources of the organization including workers is exceptionally essential as well, and an organization must ensure that this checked through positive organizational culture. Through the creation of a culture that provides that workers feel that they are an essential part of the business, a company makes them identify with it and; hence, they give their time and effort for the betterment of the organization because they believe they are adding value to their lives. Moreover, the workers will always be productive, accountable, practical, and their performance improves (Jasimuddin & Zhang, 2014). If workers are not treated in this manner, the opposite effect is inevitable. Therefore, instances of employees getting to work late will increase, less work will be done, and highly skilled labor might become disillusioned with the business and leave the organization for better ones.

Arguably, positive work culture is crucial because it harnesses the capability of employees even during difficult circumstances. It is widely known that a positive culture is an integral indicator to determine the performance of the organization. In any work setting, positive culture sets the foundation for outstanding performance. Even if an organization's employees the most talented employees, without a conducive ecosystem, the results will not meet the par because the organization culture compromises and disrupts creativity. In this case, once there is a negative culture, employees do not develop a sense of affection thus deteriorating their morale. Since negativity is an enemy of progress, positive culture is the sure way to enhance positive performance in the organization.

Finally, moral and values, which are presented with actions and examples in the top management of the firm are equally as imperative. The manners in which the company leaders act are characteristically expressed equally throughout the rest of the organization, and this brings positive events and positive mindset and vice versa. Such will result in the positive culture that the company requires. Concerning all benefits that an organization enjoys by adopting and promoting a positive organizational culture, a company should do all that it takes to ensure such an implementation.

Building a Positive Culture Is Manipulative

Even though the intention of building a positive culture in an organization can be beneficial to both the workers and the business, given that the objectives are to promote an understanding between the two parties, most of the time it will be manipulative. The manipulation of employees is concentrated to make sure that they work for the better of the firm while their wellbeing is not looked at frequently and in different settings (Auvinen, Lamsa, Sintonen & Takala, 2013). The intent to create a positive organizational culture is mostly blurred because people have different goals to achieve and they must make sure their actions favor them. Most of the problems crop out concerning that sometimes the visions depicted as well as the values and ethics publicized are not the actuality of the leaders themselves (Auvinen, Lamsa, Sintonen & Takala, 2013). Moreover, people have differences in the natural world and what is decided by the organization to be positive will not work for all the employees. People need to improve on their own and always follow their instincts in judging between what is supposed to be done to improve their performances and lives (Mele, 2014). According to psychologist Lisa Aspinwall, people are forced into positive attitudes by happiness coaches.

Therefore, the primary purpose of depicting noble traits can be utilized to motivate through manipulation; nonetheless, ultimately this picture will eventually be shattered. When the actual aims of the management are exposed, and the workers notice that the leadership does not have the virtue, they do not follow the wishes of the management (Mele, 2014). Moreover, unattainable objectives are set, and the outcome of the employees' hard work is void. Hence, the workers are not satisfied, and this makes the act of changing organizational culture to "positive" fail because of manipulation.

The Role of Management in Creating an Organization’s Culture

The management is always answerable to the sponsors and other stakeholders regarding the activities of the organization. The managers face scrutiny from both the subordinates and other parties to ensure the organization's goals are achieved. To attain trust and loyalty, the managers must exercise responsibilities with caution. In this regard, among other roles, creating an organizational culture is a regular role that managers practice to ensure the smooth running of activities within the organization. Therefore, the managers must put the mechanism and a support system that promotes positive organization culture thus increasing effectiveness and the organization`s performance.

Each worker plays a significant role in the process of creating or changing organizational culture. However, leaders and managers are the ones who come up with it or break it; the options they make result in a ripple effect, which strongly influences the business's performance (Karakas & Sarigollu, 2013). The management has the most significant influence on the workers` confidence, and the level of significance of senior leadership in an organization determines the success of an organizational culture adopted or company culture change. Through setting the mission of a business as well as empowering workers to accomplish that mission, management builds the basis of business culture. Moreover, it plays a significant role in changing the culture when the need be (Karakas & Sarigollu, 2013). Concerning the process of driving company culture change, managers have a significant function in utilizing their performance and actions by setting the tone regarding what is acceptable within the business. As the company grows from its early life cycle stages, managers have the accountability to assist in defining, teach, live, gauge, and reward the organizational culture they deem effective for their firm (Karakas & Sarigollu, 2013). Therefore, any management's leadership determines whether or not what the business believes, what it declares as well as what workers see align. Moreover, it is the role of the management to deploy diverse strategies that match business culture change that is being made.

Furthermore, the four functions of management are responsible for ensuring that the management suitably treats and deals with employees and other activities in the company. The four functions of management are planning, organizing, leading, and controlling. Through proper planning, the management is capable of creating a comprehensive organizational culture through employing effective methods that will result in the achievement of organizational goals (Gupta & Singh, 2014). Therefore, all workers will be involved and; hence, they can quickly adapt to the business culture changes. Appropriate organization of the planned organizational change makes everything flow like intended, as they will be prioritization of actions. The management is required to be at the forefront of showing other employees what is to be done by acting as an example, which is embedded in good leadership (Gupta & Singh, 2014). Finally, the controlling function of the management will ensure that the progress of the organizational culture change is monitored and evaluated. Therefore, the procedure ensures it is useful and that the company has a prosperous future.

References

Auvinen, T., Lamsa, A., Sintonen, T., & Takala, T. (2013). Leadership Manipulation and Ethics in Storytelling. Journal of Business Ethics, 116(2), 415-431. Retrieved from http://ezproxy.student.twu.ca:2083/stable/42001930

Dwivedi, S., Kaushik, S., & Luxmi. (2013). Impact of Organizational Culture on Turnover Intentions in BPO Sector in India. Indian Journal of Industrial Relations, 48(4), 679-691. Retrieved from http://ezproxy.student.twu.ca:2083/stable/23509823

Gupta, B., & Singh, A. (2014). Strategy & Structural Dimensions - A Comparative Study of Four Industries. Indian Journal of Industrial Relations, 50(1), 180-192. Retrieved from http://ezproxy.student.twu.ca:2083/stable/24547030

Jasimuddin, S., & Zhang, Z. (2014). Knowledge management strategy and organizational culture. The Journal of the Operational Research Society, 65(10), 1490-1500. Retrieved from http://ezproxy.student.twu.ca:2083/stable/24505010

Karakas, F., & Sarigollu, E. (2013). The Role of Leadership in Creating Virtuous and Compassionate Organizations: Narratives of Benevolent Leadership in an Anatolian Tiger. Journal of Business Ethics, 113(4), 663-678. Retrieved from http://ezproxy.student.twu.ca:2083/stable/23433690

Mele, D. (2014). "Human Quality Treatment": Five Organizational Levels. Journal of Business Ethics, 120(4), 457-471. Retrieved from http://ezproxy.student.twu.ca:2083/stable/42921351