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Organizational Culture
NAME: DEEPANSHU GARG
COURSE NUMBER: 3129981
COURSE TITLE: RHET-1105(3)-050
INSTRUCTOR’S NAME: DAVID NAVRATIL
DUE DATE: NOVEMBER13,2022
Organizational Culture
Part 1
Organizational culture is a vital element that leaders should consider when analyzing employee performance. The way that employees are treated, the expectations that are placed on them, and the overall climate of the organization all play a role in how well employees perform. A positive, supportive organizational culture can help employees feel more motivated and engaged in their work. When employees feel like they are part of a team and that their work is valued, they are more likely to put forth their best effort. On the other hand, a negative or toxic organizational culture can lead to employees feeling disengaged and unmotivated. This can result in poor performance and may even lead to employees leaving the organization. Therefore, this essay will discuss the influence of organizational culture on employee performance and the features of an effective organizational culture.
Part 2
To understand how organizational culture can be used to get a competitive edge
Processes and structures of organizational culture that influence employee performance
Organizational culture as a motivational tool
Features of an effective organizational culture
Part 3
Organizational structure is a strategic tool in any organization. It influences how top talent view their growth potential in a company, making it vital for talent retention. Achieving a higher motivation level than competitors is the main goal of any organizational culture (Widarko and Anwarodin, 2022). Conversely, a negative organizational culture can lead to lower levels of employee satisfaction and motivation, which can, in turn, make an organization weak in an industry.
It is important for organizations to create a positive culture that supports employee performance. There are a number of ways to do this, such as providing employees with clear expectations, offering ongoing training and development opportunities, and showing appreciation for good work (Tohidi and Jabbari, 2012). By creating a culture that values employee performance, organizations can encourage employees to do their best work and contribute to the success of the organization.
Organizational culture can be a motivational tool in a number of ways. First, it can provide employees with a sense of purpose and belonging. Second, it can instill a sense of pride in employees, which can lead to increased motivation (Khan et al., 2012). Finally, it can create a positive work environment that is conducive to employee productivity and satisfaction.
There are many features that can contribute to an effective organizational culture, but some key ones include the following:
A clear and concise mission and vision that everyone in the organization is aware of and buys into
A set of values that guide decision-making and behaviour
Open communication channels where information flows freely and employees feel comfortable sharing ideas and concerns (Yusuf et al., 2017).
A focus on employee development and growth
A positive and supportive work environment
Part 4
Organizational culture can be a powerful tool for increasing performance. A healthy and effective organizational culture can help employees feel motivated and invested in their work, which can lead to increased productivity and improved work quality. Additionally, a strong organizational culture can help to attract and retain high-quality employees, which can further contribute to improved performance. In order to create and maintain a strong and effective organizational culture, leaders need to be intentional and purposeful in their actions and communications. They should make sure that the organization’s values are clearly defined and that everyone is aware of and committed to them. Leaders also need to create an environment in which open communication is encouraged, and employees feel like they are able to give and receive feedback. Finally, leaders should model the behaviour they expect to see from others and work to create a culture of trust and respect.
References
Hardiyono, H., Hamid, N., & Yusuf, R. (2017, October). The Effect Of Work Environment And Organizational Culture On Employees' Performance Through Job Satisfaction As Intervening Variable At State Electricity Company (Pln) Of South Makassar Area. In 2nd International Conference on Accounting, Management, and Economics 2017 (ICAME 2017) (pp. 86-96). Atlantis Press. https://www.atlantis-press.com/article/25885681.pdf
Shahzad, F., Luqman, R. A., Khan, A. R., & Shabbir, L. (2012). Impact of organizational culture on organizational performance: An overview. Interdisciplinary journal of contemporary research in business.
Tohidi, H., & Jabbari, M. M. (2012). Organizational culture and leadership. Procedia-Social and Behavioral Sciences, 31, 856-860.
Widarko, A., & Anwarodin, M. K. (2022). Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable. Golden Ratio of Human Resource Management, 2(2), 123-138.
