Introduction

Organisational culture is a system of company’s beliefs, values and ethics that governs the employees and staff to behave in the organisation. These values influence the people to behave accordingly. Every company has different organisational culture that allows the group of people to work together within the provided guidelines and accordingly perform the business process to reach towards the goal. Organisational structure includes all the activities like roles, rules and responsibilities of an organisation that governs to reach the goals. This includes how information flows within level of organisation. Organisational behaviour is the examination of human behaviour in the work environment & its impact in the organisation. The paper will focus on the importance of organisational culture in influencing the employees to reach towards the goals.

Body

Literature Review

According to Funminiyi, a well-planned structure in an organisation will result in improving the work efficiency and effectiveness of an organisation. The author has identified the impact of organisation structure in terms of employee engagement. A survey was conducted within the employees and managers of manufacturing firms of Nigeria. It was found that a Standardised system of proper control in the organisation helps in improving the employee engagement and ultimately improves the organisational productivity. Standardised system means that employees have a clear job descriptions, rules and regulations, managers properly measures the performance & provides incentives to employees. Employees are more focused on delivering their services to the organisation & to the customers. Standardised system controls the overall efficiency of employees and helps in producing the quality products (Funminiyi 2018). This helps the organisation to be competitive in the global market. Hence, a proper organisational structure helps in improving employee engagement and improves organisational performance.

According to Ramdhani & Anssyifa, the commitment of employees in the organisations can be improved by collaborating all the activities in the corporate culture. This includes a better teamwork, better training and development, efficient communication and rewards recognition. This will improve the organisational productivity and maintain the efficiency of the employees. The success of any organisation is depended on the role of the management functions. This will build a strong organisational culture and will encourage the employee commitment to the organisation. A good corporate culture will enable employees to understand the organisational goals and will keep them focus towards the work (Ramdhani, Ramdhani and Ainissyifa 2017). Hence, their level of commitment increases. It was found that training and development, reward and recognition scheme, efficient communication and teamwork increases the efficiency of employee performance. Corporate culture determines the quality of an organisational sustainability on the basis of loyalty, profitability and organisational productivity. It also includes ethical values, behaviour of the co-workers, attitude of the supervisors, beliefs and norms of an organisation. These factors also plays an important role in improving the efficiency of the organisational performance. If the organisation is people oriented and team oriented, then it will improve the power of an organisation. Team work will also affect the employee performance. Teamwork will help to increase the achievement of organisational objective. It will allow the employee to confidently do the task and the ability to achieve the objective will be increased. Good communication within the organisation will also drive a positive relationship between the manager and the employee. This includes vertical communication between senior managers to the employees. Training and development will improve the employee skills and knowledge and helps them to effectively perform the task. Reward and recognition is another factor that includes, bonuses, salary, promotion and other benefit that will keep the employee motivated to the task. Hence, these factor will build a proper organisational culture and influence the employee behaviour and organisational performance.

Role of Management in Organisational culture and Organisational structure

Organisational culture is the work environment that includes the organisational culture, norms and organisational mission. Managers plays a very important role in making a successful communication within the organisation. Management creates these rules and regulations within the organisations and frames this within the organisational culture (Sebastiao, Zulato and Trindade 2017). The management is also responsible to build an organisational strategy. They integrate each and every employees of the company to do the task according to its value and norms. They ensures that objectives is clear to each and every employee of the organisation. Hence, the creation of an organisational strategy is depended on the management strategy (Obeidat et al. 2018). They are also responsible to control the overall business process. They allocate resources to the every business activity and controls the activity. They also set the work routine of the employees and encourage them to make innovations and hence create the efficiency of the employees. This will ultimately increase the organisational performance of the business. Hence, management plays an important role in shaping this culture within the organisation (Roscoe et al. 2019).

Managers also help in framing the organisational structure. They are engaged in making various organisational functions like planning, staffing, organising, leading, controlling & motivation of the employees. This means they are involved in making a clear organisation structure which will affect the individual satisfaction of the employees and hence will affect the organisational performance.

Influence of organisational culture/ Structure on employees and organisational performance

Organisational culture includes the value and norms of any work environment. Employee loyalty depends upon the knowledge & awareness of the behaviour of the organisation. This knowledge can be gained by understanding the beliefs of the organisation. Organisational performance depends on the degree to which an employee fulfils the organisational objective.  The job of any employee is described on the basis of this objective. The performance depends upon the quality of service that has been provided to the customers. A proper organisational culture will engage the employee association in the organisation. The norms & value influence the work force engagement in the business (Laforet, 2016). This will increase the efficiency of the work and will ultimately increase the productivity (Irmbrjournal.com. 2020). This indicates that the job performance provides a strong organisation culture and hence increases the productivity (Panmore Institute. 2015). (Durairatnam, Chong and Jusoh 2019). It allows the organisation to perfectly use the human resources in their work and improve the group efficiency towards the organisational objective. Hence, the power of organisational culture is very much helpful in sustainability and effectively of organisation.

Employees plays a very important role in organisational structure. Employees understand their roles & responsibilities if the job and accordingly perform the work. They will feel secure in the job and hence improving the organisational performance.

Examples

Starbucks corporations is one company that has a distinct characteristics in terms of organisational culture. The organisational culture of the company depends upon the operations of all its franchises & licenses. It has strong customs, traditions and behavioural expectations towards its stakeholders. It is observed that, the employees work in team and successfully handle with their customers. The interacts well with the customers in a friendly way. The warm and friendly nature of the employees shows an efficient culture of the business. The company’s organisational culture is related to its business strategies. The main strategy of the business is to build a successful brans and helps the business to grow globally. This coffee organisational culture played a very important role beyond its success. The company provides has always been successful in providing better experience to their consumers. This has been possible due to kind nature of the employees towards their customers. The company also use different managerial approaches in its business. The management is focused on developing various human resource programs for better interaction with the customers. This training and development strategy is one of the culture associated with the organisation. The main objective of this program is to build a successful leadership quality within the employees. The corporate culture is also engaged with building relationship approach, engaging collaboration of the business, proper communication, inclusion & diversity within the workplace. The servant leadership approach involves the leaders, managers and the supervisors to the organisational culture. The mangers support the subordinates to ensure that the business objectives is met and helps the business to grow. The management takes care for the employees by valuing the employee morals and customer satisfaction.  This organisational culture has been developed by the country’s president. The company also has a relationship driven approach which supports the employees to make a friendly relationship with their employees. This global culture demand helps the business to meet the customers demand. They also collaborate their process for effective communication and fulfil all the order requirement. The culture is engaged in delivering quality service, cost effectiveness and providing best customer experience towards the business. Employees are also open and have a traditional culture to open up towards the superiors. The company also has a discrimination policy to prohibit any types of discrimination with respect to gender, ideas, thoughts and life experiences. These factors improves the organisational performance.

Starbucks also have a hybrid organisational structure. The strong leadership quality and effective communication has proved its organisational structure. The company has maintained its corporate structure by expanding its business to meet the specific needs of the business. Accordingly they allocate the employees within the structure to ensure that operations are properly managed and performed.

Conclusion

Therefore, it can be concluded that, Organisational culture includes the value and norms of any work environment. The job of any employee is described on the basis of this objective. The performance depends upon the quality of service that has been provided to the customers. Employees plays a very important role in organisational structure. Employees understand their roles & responsibilities if the job and accordingly perform the work. Managers also help in framing the organisational structure. They are engaged in making various organisational functions like planning, staffing, organising, leading, controlling & motivation of the employees

References

Azizi, N. and Rowlands, B., 2018. The Moderating Effects of Organisational Culture on the Relationship between Knowledge Sharing and IT Risk Management Success.

Durairatnam, S., Chong, S.C. and Jusoh, M., 2019. People-Related TQM Practices, Organisational Culture, Organisational Justice and Employee Work-related Attitudes for Quality Performance: A Research Agenda. Global Journal of Management And Business Research.

Funminiyi, A.K., 2018. Impact of Organisational Structure on Employee Engagement: Evidence from North Central Nigeria. International Journal of Advanced Engineering, Management and Science, 4(8).

Irmbrjournal.com. (2020). [online] Available at: http://irmbrjournal.com/papers/1364462611.pdf [Accessed 27 Mar. 2020].

Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in family firms. Journal of Small Business and Enterprise Development.

Nene, S.W. and Pillay, A.S., 2019. An Investigation of the Impact of Organisational Structure on Organisational Performance. Financial Risk and Management Reviews, 5(1), pp.10-24.

Obeidat, A.M., Abualoush, S.H., Irtaimeh, H.J., Khaddam, A.A. and Bataineh, K.A., 2018. The role of organisational culture in enhancing the human capital applied study on the social security corporation. International Journal of Learning and Intellectual Capital, 15(3), pp.258-276.

Panmore Institute. (2015). Starbucks Corporation’s Organizational Culture & Its Characteristics – Panmore Institute. [online] Available at: http://panmore.com/starbucks-coffee-company-organizational-culture [Accessed 27 Mar. 2020].

Ramdhani, A., Ramdhani, M.A. and Ainissyifa, H., 2017. Conceptual framework of corporate culture influenced on employees commitment to organization. International Business Management, 11(3), pp.826-830.

Rofcanin, Y., Las Heras, M. and Bakker, A.B., 2017. Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance. Journal of occupational health psychology, 22(2), p.207.

Roscoe, S., Subramanian, N., Jabbour, C.J. and Chong, T., 2019. Green human resource management and the enablers of green organisational culture: Enhancing a firm’s environmental performance for sustainable development. Business Strategy and the Environment, 28(5), pp.737-749.

Sebastião, S.P., Zulato, G. and Trindade, A.D., 2017. Internal communication and organisational culture: The management interplay in the view of the Portuguese communication consultant. Public Relations Review, 43(4), pp.863-871.

Democratic Republican Party

Introduction:

The democratic republican party also known as American Political party was founded by Thomas Jefforson and James Madison. This party championed in political equality as well as expansionism. After the election of 1800, the Democratic Republican Party rose into prominanace as the opposing Federalist Party collapsed. During the 1824 presidential elction, the Democratic republicans splintered eventually. While a part of it coalesced into the modern Democratic party, the other fraction formed the Whig part.

Ideology

According to Ralph Brown the core ideology of the party was “commitment to a broad principles of personal liberty, social mobility and westward expansion”. According to James Reichley, the most demarking factor that divided federalist and Jeffersonian were not the rights of the states neither was the national debt. The core factor was, however, the question of social equality. During the time of the rise of the Jefferson there were only few who believed in the ideology of egalitarianism. He was on the other hand supporter of political equality which opposed the idea that only rich and powerful should lead the society. Such idea of society later came to be known as Jefforsonian democracy.

According to Jefforson a strong centralized government possesses great threat towards the path of freedom. Thus the parties strongly opposed the efforts of the federalist of building a centralized state. About the idea o national debt, Jefforson was on the belief that such idea is immoral and dangerous. After the ascend of the party in 1800 Jefforson was typically concerned about the foreign intervention and advocated for various programs related to the economic development. Jefforson was also inclined towards the promotion of a diversified economy. The foreign policies were also a crucial factor that caused the split between democratic republican and the Federalist Party. Federalist were fearful about the rise of egalitarian thoughts after the French Revolution. Democratic Republican’s foreign policies were marked by support for expansionism and defending the “Empire of Liberty”.   

Rise of conflict:

One of the earliest and most interesting divisions between the Democratic-Republicans and the Federalists were there approach towards foreign policy regarding Britain and France. According to the Federalists, the foreign policy should be formed keeping in mind the British interest. But the Democratic-Republicans opposed this, according to them; the foreign policy should favour the French, over the British. After the French Revolution of 1789, a new government had taken over the ruling seat of France; this government was supported by the Democratic-Republicans .

In economic matters, there was a strong difference between the Jeffersonians and the Federalists. The Democratic-Republicans were more interested in preserving and strengthening the interest of the working class, the farmers, the merchants and the labourers. According to them, the citizens would be best served by an agrarian economy. The establishment of Bank of United States, which had strong support from the likes of Hamilton, was seen by the Democratic-Republicans as a way of taking away power from each of the individual states. According to them, this establishment would really be in favour of the rich, than helping the working class. According to the Federalists, economic self-sufficiency and domestic growth can be in the best way possible via development of manufacturing and industry. In 1789 the Congress had passed a bill on protective tariffs on import, which protected domestic production. The Federalists supported this bill to its full extent. In 1795, Jay’s Treaty, which has had its name from John Jay, was ratified. This ratification caused the citizens to behave angrily towards the Federalists. In the Northwest Territories, fur trading was still in the control of British, but they during those times, were held responsible for the Native Indian revolts against the Americans. American ships were seized and American sailors were impressed upon by the British ships. Further, American ships were being prohibited to have trade relations with the West Indies, mostly by the British ships. The then chief justice of the U.S. Supreme court, Jay, went to England as an envoy in order to rectify this situation. He ultimately succeeded in gaining a treaty which gave the British a limited amount of time for leaving the fur posts. But unfortunately, no other issues were settled. Though the treaty helped the Americans, but there was clause in the treaty which asked the U.S.A. to pay back money amounting $2.6 million to the British, in order to settles the debts owed from pre-Revolution times. 

The Jeffersonian, as well as many of the Federalists considered the treaty to be in the favour of the British. But the likes of Hamilton considered the treaty necessary as the British has been generating tariff revenues via their exports. In 1796, the second president of the United States of America was elected, John Adams, a staunch Federalist, defeated Jefferson by three votes, and became president with 71 votes from the electoral. Jefferson, presided over the vice-presidential post.

In the mean time, trade and other relations with the French government deteriorated. A typical example the weakness of Federalism, which was pointed out by the Jeffersonians was the “XYZ affair” of 1796. A French agent had tried to take bribes in order to help Americans get French cooperation in negotiations regarding global trade treaty; this unfortunate affair was termed as the “XYZ affair”. Jay’s treaty had been actively pro-British; this had angered the French, who started interfering with the American trade ships. When American officials were sent to France in order to simplify matters, the French government not only asked for a load, but also asked a bribe of $240,000.

Rise in Power of Democratic Republican:

In spite of having a strong opposing public views about the French, President Adams tried to resolve this French situation diplomatically. This caused a rift amongst the Federalists, many of whom thought that the best course of action would be to declare war against the French. As a result in the 1800 presidential election, Adams lost to Jefferson. In the Congress a majority of seats were won by the Democratic-Republicans. 

History of Rise and fall:

Alexander Hamilton was the Secretary of the Treasury under during the time when George Washington was president. Under the leadership of likes of Hamilton, the Federalists improved upon themselves to become a political party having a strong political agenda, changing from their idealist stand point. Thomas Jefferson, the Secretary of State and the most important political opponent of Hamilton, started grouping the Anti-Federalists into forming a political party, namely the Democratic-Republican Party. According to Jefferson, the central should not be all powerful; rather power should reside with the states, while keeping inside the federalism ideology. He believed that the government should be formed around the worker and farmers, based upon the virtues of citizenship.  He feared that a strong central government would form a basis of corruption and would result in power abuses. James Madison, another Congressman and a compatriot of Jefferson, was a crucial founding member of this party. Despite the warnings in the farewell speech of Washington, about dangers of creation of political parties, a power struggle ensured between the Democratic-Republicans and the Federalists, which resulted in Jefferson and his party emerging victorious after the 1800s.

Democratic-Republicans were in favour of making U.S. economy agriculture based. They argued that U.S. should aim to become the largest agricultural supplier in the world. They also said that if there were surplus produce then it should be exported, and the earnings should be used for buying manufactured industrial goods from Europe.

Federalists were somewhat less egalitarian than the Democratic-Republicans. According to Jefferson all adult white male American citizen who owned a minimal property should be eligible to vote as well as serve in the elected office. According to the Democratic-Republicans all families in the US should hold their own farm. Further according to Jefferson, people belonging to the working class would put the public gain above their personal gain, if they could easily feed and provide for their families via their family farm and property.

The citizens of France, passing through a revolution of their own, were at that time following in the footsteps of the example set by citizens of US during the late 1780s. The Democratic – Republican Party wanted themselves to align with the French with respect to political ideology. But in the economical side of views they wanted the country to remain an agricultural powerhouse, which was a totally in difference with the economical ideologies of both Britain and France of that time.

For the next two decades, the American politics was dominated by the party headed by Jefferson. One of the main reason being the Jeffersonian’s ability to adapt to changing conditions and evolve with the times. An example of such adaptability was the Louisiana Purchase of 1803. To remove the danger of having a French colony of imperialist nature on the border, it was imperative that to purchase the land of about 828,000 square miles for a bargained price of $15 million. But, as a President, Jefferson felt that he was not entitled to make such a huge purchase. But later understanding the importance o such a purchase on the country that he leaded, he took a stand against his partisan instinct and bought the land.

James Madison, successor to Jefferson, fought the British overseas and had to fight a political war against the Federalists at home, in 1812. Federalists, most of them from the New England states, conjectured that the overseas war would damage their trade relations thereby hampering trade and business with the European Nations. To most of the Americans, the end of the war was perceived as a victory over the British, which thereby proved the anti-war stand of Federalists to be extremely unpopular. As a result, in 1816 presidential elections, the Federalists were defeated by big margins. James Monroe, the newly elected president reigned over a time of political calmness. During his tenure many Federalists started supporting the Republican ideology. This period of political calmness was known as the “Era of Good Feeling”. Munroe in his two terms enjoyed widespread support, but various groups with different ideologies were forming inside his own party.

John Quincy Adams was the next elected president, elected during the presidential polls of 1824. By as small margin he had defeated Andrew Jackson, a hero from the war of 1812. Though both belonged to the same Democratic – Republican Party, their ideologies were starkly different. Adams’ political ideology was similar to that of the Federalists, and it is during his time that the part differentiated into two distinct factions. In the 1828 elections, Jackson, coming from the Democrats ran and won the election. The part of the party that supported Adams became widely known as the National Republicans, whose party members later formed the Whig Party.

The fall of Democratic Republicans:

Adams advocated the goal of ending the partition conflict that was proposed initially by Munroe. In his cabinet he included people from various regional as well as ideological backgrounds. He was also in support of investments of internal improvement like Navy academy, national university, astronomical observatories etc. his ambitious agendas created a spur within the congress and an anti Adams coalition to be formed. The supporter of Crawford, Jackson and the vice president Calhoun mainly formed this coalition. It was decided that in the 1828 election, Calhoun and Martin Van Buren will be supporting Jackson. The press referred this drift a Adam’s men and Jackson’s men. The Jacksonians started to form effective organizational strategies by adopting various modern techniques of campaigns. They also emphasized the supposed corruption of Adams. In the election finally got hold of 178 out of 261 electoral votes and 50.3% of popular vote. This election thus mark the decline of Democratic Republican Party and the vision of political equality was shattered.

 

 

 

 

 

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