Organizational behavior Assignment help on: Organizational Culture is a Sophisticated way to Control Employees
Executive Summary:
Organizations are built up with lot of factors and all these factors are essential for proper running of the organizations. The main assessts of every organization are its employees. It is the hard work and intelligence of the employees that help the organization move in the path of the success. Thus it is very much essential that the employees are satisfied with the organization and help the organization in its progress. It is ultimately the behaviour and the attitude of the employees of the organization that affects the organization success. This behaviour of the organization comprises the organization culture. Organization culture holds high importance in every organization. In order to have a proper working environment in an organization it is essential that the culture is managed and only a high culture employees can help the organization move in the path of success. In every way it can be said that organizational culture is a sophisticated way to control employees. In this paper the importance of organization culture in order to control employees is being explained. This paper also shows the importance of organizational culture for the success of an organization and the ways by which the organizational culture can be managed.
Introduction:
Cultures are basically defined as behaviour of a community or a group of people. These are various activities which are being followed by people from many generations. The culture many times depicts the origin of a person or their ancestors. In the earlier world culture term began with the actions being performed by the people like cultivation, hunting etc. But with slowly it expanded to various meanings. Currently even wearing a particular type of outfits refers to a culture. Various kind of practices and beliefs comes under culture like all the rtuals followed in different marriages, any sort of communication practices, dance forms etc, everything is related to culture (Barney, 1986).
Organizational culture basically deals with behaviour of the employees in the organizations. Organizational culture represents the aim and vision of organizations. In order to achieve this aim or vision the organization follows a particular working trend, set different values and train it employees. All these come under the culture of the organization. It is usually seen that the top officials of organization set the culture and also train their other employees to follow the cultures till they are associated with the organization. This training also helps the new employees to get set to the culture of that particular organization. Organization culture is essential in order to deal with various clients and stakeholders who are the main reason behind organization profits (Harris, 1994). Different sectors follows different organization culture like a hospitality sector culture is mainly to be patience and calm with their customers whereas the culture of a finance organization is to be analytical and alert. But in many cases the organizational culture are similar like every organization expect its employees to maintain their own dignity in order to maintain the dignity of the organization. Organizations in a similar sector mostly share similar cultures but again in many cases the culture even differs from individual company to company (Willmott, 1993). Around 1980’s different managers belonging to top grade organizations after proper analysis of the market felt that it is very much essential to introduce organization culture so that the organizations can create a working style in the organizations. Their research showed that the behaviour of employees are greatly affected by the culture that is being followed in the organization and as the employees correct attitude can only bring success to organization, correct organization cultures were maintained. Till today a lot of studies are still going on organizational culture in order to enhance it for the betterment of the employees and the organization.
Need for Organizational Culture:
It is very much essential to follow some kind of cultures in every organization. This is because an organization is affected by lot of external and internal conditions and to make the organization work with such conditions is only possible if the employees of the organization have right attitude and right behaviour. The various factors that affect the organizations are like political system of the country, economy of the country, social cultures, technologies, environmental factors and laws. All these factors are analyzed by using different framework like PESTEL or SWOT (Ogbonna & Harris, 1998). These frameworks are used at regular intervals so that the organization progress can be judged. All these factors are also related to the employees and in order to make the employees work according to these factors it is highly essential that organization set up a sophisticated culture. By sophisticated culture the organization can make the employees understand that development at an individual level can bring better development at an organization level. It can make the employees get ready for all kind of ups and downs which usually comes in the corporate sector. Thus organizational culture is highly needed for an organization and the cultures that need to be followed depend on the both external and internal environment of the organization.
Organizational Culture Theories:
Organizational culture being such as essential part of every organization, from past many years many researchers and scholars are taking all the efforts to study organizational culture and the way it can be enhanced to improve the working style of the employees and thus bring success to the organization (Willmott, 1993). Many scholars have put forward many theories on organizational culture that can be used to control the employees and some of them are:
Work Hard Play Hard Culture: This culture was described by Deal and Kennedy and the culture focussed on software companies and restaurants. According to this culture the more the employee will work the more will be the success of the organization and hence they adapted hard work as their culture (Smircich, 1983).
Dimension Model Culture: Dimension Model Culture theory was given by Daniel Denison. He explained that there are four main attributes based on which the organizational culture is developed and those are “Mission, Adaptability, Involvement and Consistence”. By following these four attributes the employees can be controlled and handled (Schein, 1997). Whenever any organization starts it should begin with some culture and later on with the requirement it should also be open to introduce new cultures. Proper involvement of the employees in the organizational working is the main organizational culture. This is the main culture based on which the organization can complete its mission.
Thus culture of an organization is based on external and internal factors affecting the organizations.
In this way there were various other researchers who put forward many theories based on which the organizational culture was classified and described (Ackroyd & Crowdy, 1993).
Managing Organizational Culture:
Every organization is managed by its top managers and leaders and so these are the people who also maintain the organizational culture. Scholars have researched and published that if a leader have proper skills and attitude of leadership then only the culture of the organization can get inculcated into the employees. Just setting organizational culture or making it inculcated into the employees does not end the leader’s task. It is also the duty of these leaders and mangers to maintain the culture (Ogbonna, 1992). It is the responsibility of the leader to manage the organizational culture and then properly pass it to other leaders so that with proper culture the organization work on a long term basis. Organization culture can be managed in the following manner:
a) Proper Organizational Change: Organizational change is essential for the development of the organization. This is because the market is unpredictable and the mindset of the people changes quite rapidly. So in order to compete in this fast atmosphere the changes are essentials (Ogbonna & Harris, 1998). Changes include recruitment and elimination of staffs, changes in organizational culture, introduction of new technologies etc. But it is also essential to note that organizational change should not affect the culture because of which the organization is getting the success.
b) Socialisation: It is very much essential that both the old employees as well as new employees of the organizations get regular trainings so that the organizational culture is developed in them and they change their behaviour according to the benefits of the organization (Willcoxson & Millett, 2000).
c) System of Rewards: Everybody feels motivated and satisfied only when they get rewards for their achievements. Thus in order to control the employees it is important that the organization develops a culture of regularly awarding the employees and encouraging them to develop a right attitude towards the betterment of an organization.
d) Inculcating within leaders: It should be the prime duty of the existing leaders to develop the cultures in the new leaders so that they can spread it when they take the position. In order for an organization to maintain its culture on a long term it should make the leaders pass on the right attitude (O’Donovan, 2006).
These are the factors on which the organizational culture can be used to control the employees.
Organizational Culture Critical to Organization Success:
Every organization main aim is to fulfil its goal and get its desired success and this can only be achieved if the employees develop the right behaviour and attitude. So for proper growth of organization having right culture is definitely (Parker, 2000). The mission and vision of the organization is made based on the culture of the organization and hence if the organizational culture is maintained in a proper manner and developed in all employees then success can definitely be achieved. Organizational culture controls the employees. Every employee of the organization comes from different places and has different social and educational backgrounds. Thus it will become quite difficult if they all began working in their style. A messed up creation will ultimately lead to destruction of the organization (Kilmann & Saxton, 1986). So, a common culture has to be followed and this culture is organizational culture. Within the organization all employees should be equal irrespective of their educational and social background. Thus the organizational culture make the employees work in a hierarchy and thus work towards success of the organization. Hence, it is very much essential that organizational culture is effectively designed and managed so that the organization can fulfil its goals and get the desired success.
Effect of Sophisticated Organizational Culture:
A large number of cases has been seen where sophisticated organizational culture have always bought success to the organization. The Mc Donald restaurant all over the world follow its culture of working towards customer satisfaction and thus all its employees all over the world are trained in a manner that they can make their customers happy and satisfied with their services. Thus Mc Donald restaurants are multiplying at a rapid rate (Meek, 1988). Similar case is seen within the technology sector like Apple Inc. The organization was leaded by Steve Job till his death and he ensured that the entire Apple organizations located all over the world followed a fix culture which can bring success and pride to the organization.
One of the biggest organizational culture failure examples is of Enron. Enron bankruptcy was in many ways related to poor organizational culture. Even though its culture was aggressive growth and entrepreneurial creativity, but its leader could not balance these cultures and train the employees to work accordingly and thus it failed (Schuler, 2002). Another organizational failure was seen in NASA in the year 1986 when the Space Shuttle Challenger Exploded. NASA culture was always success oriented but due to lack of proper management the employee even though detected problem but did not considered it to be severe until the explosion occurred.
Thus the employee’s success and their working style depend a lot on the culture of an organization. If the culture is not sophisticated then employees lose their motivations and slowly they show deteoriation in the work which ultimately affects the entire organization.
Conclusion:
All these above made discussions clearly proved that organizational culture is highly essential for the development as well as success of the organization. Even though a lot of achievements and researches have been made in developing successful organizational cultures but still implementing the cultures and managing them is not an easy task (Harris & Moran, 1991). A lot of efforts are needed for making the cultures reach each of the employees and they accept it successfully. Many times when new cultures are accepted by the organization it becomes difficult for the employees to accept it and work accordingly. At all these stages the leaders plays very important role. It is their duty to ensure that the employees are motivated and encouraged in a manner those they develop required working style and thus works towards the development of the organizations (Young, 2000). Even though organizational culture faces lot of challenges still in no way one can deny that any organization can function without proper organizational culture and thus organizational culture is the sophisticated way to control the employees.
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