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Write an essay on organizational culture for the growth and development of the organization??

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Introduction

            The following report includes the discussion about analysis of the concept of organizational culture. The full understanding of the concept has been explained in the report. The creation and development of the culture has also been analyzed in the report. The report also includes the analysis of the link in between the organization culture and change. The report also includes a conclusion at last of the report.

Understanding of the concept

            Organizational culture can be said to be as the collective behavior of humans working within the organization. It is also made up of the organizational values, norms, visions, language used for working, symbols and systems and this also includes the habits and beliefs of the staff. It can also be said to be as the assumptions and collective behaviors that are thought to the new organizational members as the way they think and perceive of the organization. It can easily be said that the organizational culture affects the way the people working within the organization and also the group outside which interacts with one another like the share holders, clients etc. Organizational culture can also be said to be as the values and behaviors that contributes to the unique psychological and social environment of the organizations. The organizational culture in simple terms is the sum total of organizational past, experiences, philosophy, present assumptions and the values that hold the organization together and the factors that easily express the organizational image, workings, interactions with the outside factors and also the future expectations (Alvesson 2002).

            The organizational culture is highly based on the beliefs, attitudes, and customs, implied and expressed contracts and the written and unwritten rules and regulations that is developed by the workings of the organization over time and that are worked appropriate to suggest them valid. Organization culture can also be said to be as the functioning of the business organization along with the way organization conduct its business, customers, treats its employees and staff and also the wider external community. Culture also refers to the autonomy which the organization provides in decision making, personal expression and the development of new ideas. Organizational culture also includes the flow of hierarchy within the organization and how the power and information flows within this hierarchy (Schein 2010). Organizational culture also indulges the discussion related to the strengths of the employees and their commitment towards the collective objectives. The organizational culture is said to be strong or weak in the manner it is diffused within the organization. The culture is also linked to the productivity and efficiency of the organization. It is also extended towards the production methods, advertising, marketing and the creation of the new products. The organizational culture is different for each organization and also one of the most difficult factors that is hard to be changed. The culture of the organization is the way in which it operates and performs. The culture of the organization determines its success and failure to a great extent. The better and effective the organizational culture the better and effective the organization working (Cameron and Quinn 2011).

Views on the creation and development of culture

            The organization culture can be of several types depending on the working of the organization, while there are four main types of the organizational culture that is created and developed within the organizations. The creation and development of any organization culture is highly challenging. As the proper functioning of the organizational culture depends of the way it is framed. The major types of the organization culture includes collaborate (clan) culture, create (Adhocracy) culture, control (Hierarchy) and compete (market) culture (Parker 1999).

Collaborative culture (Clan):

This type of organizational culture is a friendly and open place to work in, where people freely interact and share a lot of views and ideas within themselves. This type of culture is like an extended family. Leaders in this type of cultures are considered to be the mentors or even the parental figures. The sense of tradition and loyalty is high in this type of organizations. There is a high emphasis on the human resource development for loner term and also a great importance is given to each group. This type of organization places premium effort on the group and team building, consensus and participation (Tharp 2012).

Create (Adhocracy) culture:

This type of organizational culture is a dynamic, creative and have an entrepreneurial environment to work in. This culture allows the leaders and employees to be innovative and take risks. This culture allows the employees to make a commitment on the experimentation and thinking differently by unifying the organizational activities. This kind of culture has long term emphasis on the growth of the organization by the acquisition of new resources. The success in this kind of culture within the organization is related to gaining of new and unique products. This type of culture within the organization forces the employees to become an industry leader and by making individual initiatives and freedom is encouraged.

Control (Hierarchy) Culture:

            This is the type of culture which is highly structured and a very formal place to work in. In this kind of organizational culture the employees were governed by certain rules and procedures. Under this type of cultural setting the leaders were good organizers and coordinators. The working of the organization in a smooth manner is on the top priority for the organization. The formal policies hold the whole organization together in such type of organizational culture. This type of organizational culture includes the goal of stability and efficient operations with attaining performance for long term (Tharp 2012).

Compete (Market culture):

            This kind of organizational culture is mainly focused on the completion of the job allocated. Here people are highly competitive and also goal oriented. Here the leaders are highly demanding, productive and hard driving the followers. The main emphasis of the organization is on wining which unifies the whole groups linked with the organization. The main concern of this kind of organization culture is reputation and success. The culture highly focuses on the competitive actions and achievement of the measurable targets and goals. In this type of the organizational culture the success is measured in terms of achieving market share. The competitive pricing and market share is highly important for this kind of organizational culture.

Link between organizational culture and change

            There is a high link in between the organizational culture and change. There is a high requirement of change within the organization with the passage of time. Change in the environment is inevitable with the change in the time, so there is a high link in between the requirement of change in the culture of the organization. Change requires modification in the organizational culture. Without modifications in the organizational culture changes within the organization is not possible. Every organization requires changes in its culture for growth and availing opportunities.  The better the relationship between the link or acceptance of the change by the culture of the organization the better the growth prospects of the organization in long term (Alvesson and Svenin 2007).

            Change can be said to be as the process of transformation of individuals, teams and organization from its current state to the desired state. It is the simple organizational process which is aimed at helping the stakeholders of the organization to make the better business environment. The culture of the organization includes the employees, hierarchy, values, policies, rules and regulations, behavior of people working within. With the planning of change in the organization these factors needs to be modified and thus brings in picture the factors of link in between the organizational culture and change. With the initiation of change the culture needs to be modified and thus is interlinked. For the process of change in the organization the factor related to the organization culture needs to be modified (Kotter and Heskett 1992).

Conclusion

From the analysis of the above factors related to the organizational culture it can be said that the culture of the organization is the one, which determined the success and failure of the organization in long term. Organization culture is the only factors on, which the success of organization depends. The organization is made up of the culture in which it operates. The organization culture is also interlinked with the organizational change. As change in inevitable in every organization. With the expectation of change the main change needs to be done in the organizational culture for the purpose of attaining success. It can also be concluded that the organizational culture of the organizations is mainly of four types. All types are different from one another which make each organization different from one another. The culture of the organization makes the organization to work effectively and poorly. With the change in organizational culture the effectiveness of the organization can be improved from time to time in order to remain competitive.

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