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

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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).

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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.