Paper on Organizational Culture: Driving Change through Awareness, Ability, and Motivation

Introduction

Organizational culture defines how workers perform, engage, and collaborate to complete the assigned task. Managers are responsible for instilling effective cultural practices within the organization that offer a diverse range of benefits, not only to the organization but also to the employees. Some of the concepts used by managers in driving change within the organization include awareness, ability, and motivation that foster the behaviors within the organization. Thus, the essay seeks to identify how these elements are used to drive competitive behaviors in cooperation.

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Ability

The firm’s resources ability positively defines the capacity to face a competitor. In this case, the ability of a firm is tied to its financial capability, skills, and technology employed. Firms with higher ability pose a more significant opportunity to close any deal that comes their way. Moreover, their output has the capability of meeting the optimum standards, hence creating a strong brand with the customers.

Awareness

Awareness refers to the commonality through which a company acknowledges its competitors in the market and the impact they have on the general market (Dahlin et al., 2018). Through this, a firm understands the critical areas to improve, as a way of fighting its competitor. Moreover, the firm understands the resource commonality of its competitors. Through this, a firm understands the nature of the market, and its competitors, which helps the company battle its competitors in the market.

Motivation

According to Kornilaki et al. (2019), motivation is a useful tool in driving production within the organization. The cooperate world understands the need for motivation as a critical element that seeks to gain a competitive advantage over the competitors. As Dahlin et al. (2018) outlined, motivated employees, tend to be more productive and engaging in the organization. Even though motivation may be rewarded in terms of incentives, and promotions, the concept helps to foster a culture that encourages the production and employees’ wellbeing. Motivation can be used as an arsenal to counter-attack another organization’s performance by encouraging workers to put more effort into the task assigned to them.

Abraham Maslow, under his hierarchy of human needs, acknowledged that motivated workers are more productive compared to those working in their daily environment with little inspiration (Ceipek et al., 2020). Even though motivation is linked to financial incentives, managers have the responsibility of improving the working environment, as one of the critical elements of motivating workers. As a result, this fosters a competitive behavior in the cooperate world.

References

Ceipek, R., Hautz, J., Petruzzelli, A. M., De Massis, A., & Matzler, K. (2020). A motivation and ability perspective on engagement in emerging digital technologies: The case of Internet of Things solutions. Long Range Planning, 101991.https://doi.org/10.1016/j.lrp.2020.101991

Dahlin, K. B., Chuang, Y. T., & Roulet, T. J. (2018). Opportunity, motivation, and ability to learn from failures and errors: Review, synthesis, and ways to move forward. Academy of Management Annals, 12(1), 252-277.https://doi.org/10.5465/annals.2016.0049

Kornilaki, M., Thomas, R., & Font, X. (2019). The sustainability behaviour of small firms in tourism: The role of self-efficacy and contextual constraints. Journal of Sustainable Tourism, 27(1), 97-117.https://doi.org/10.1080/09669582.2018.1561706