How effect organizational culture on Employee performance

How effect organizational culture on Employee performance

 

Definition for Organizational Culture-

Organizational culture defines the way employees complete task and interact with each other in an organization. The culture paradigm comprises various belief, valves, and symbols that govern the operating style of the people within a company. Corporate culture binds the workforce together and provides a direction for the company in times of change, the biggest challenge for any organization may be change its culture, as the employees are already accustomed to a certain way of doing things.   

Organizational or corporate culture is the patters of values, norms, belief, attitudes and assumptions that may not have been articulated but shape the ways in which people in organization behave and things get down. ‘Valves’ refer to what is believed to be important about how people and organization behave. ‘Norms’ are the unwritten rules of behaviors.

This definition emphasizes that organizational culture is concerned with the subjective aspect of what goes on in organizations.

The component of Organization culture-

Organizational culture can be described in term of Values, norms, artefacts, and management or leadership styles

Types of the Organization cultures-

The dominant culture in organizations dependents on the environment in which the company operates, the organizational objectives, the belief system of the employees and the company’s management style. Therefore there are many organizational cultures. For examples well-structured organizations typically follow a culture with extensive controls. Employees follow standards procedures with strictly defined individual roles and responsibilities. Those in competitive environments, such as sales, may forgo strict hierarchies and follow a competitive culture where the focus is on maintaining strong relationship with external parties.    

Advantages of the organization culture-

Strong cooperate culture indicate that employees are like-minded and hold similar belief and ethical values. When these belief and ethical values align with business objectives, they can prove to be effect in building teams because rapport and trust quickly ensue. The bonds that the teams build help them avoid conflict and focus on task completion. Strong cooperate culture ease communication of roles and responsibilities to all individuals. Employees know what is expected of them. How management assess their performance and what forms rewards are available.

How to effect culture on employee performance-

Organizational culture can have varying impact on employee performance and motivation levels. Oftentimes employee work harder to achieve organizational goals if they consider themselves to be part of corporate environment. Different culture operating in one company can also impact employee performance. For examples the organization maintain a reserved  “talk when necessary’’ culture, employees may work accordingly, however if the organization allows one area, say the sales team, to be outspoken and socially active, the organization may experiences rivalries among areas, thus allowing an area to set up their own culture can affect the performance of the employees deployed in the country.

Picture 01, How to affect organizational culture on Employee performance.

Combining performance and culture-

The company must transform its recruitment process to attract and engage the same beliefs and values that are central to the organization. This reinforces corporate culture by ensuring that the new employee joins the company. Organizations must ensure that the corporate culture aligns with the performance management system. When cultural and management systems are not applicable. Management must redirect employees' behavior to achieve organizational goals.

References/ Bibliography-

Armstrong, M. and Stephen Taylor (2014) Armstrong Handbook of Human Resource management practice, 13^th edition

Argyle, M (1989) The Social psychology of work, Harmondsworth, Penguin

Denison, D, R (1996) what is Different between organization culture and organization climate.