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Compose a 2500 words assignment on management of organisational culture. Needs to be plagiarism free!
Compose a 2500 words assignment on management of organisational culture. Needs to be plagiarism free! When each employee displays their own personal cultures or their own unique work culture, there will be no common ground, leading to disunity and each employee following their own cultural practices to accomplish the given work, with often minimum succeed. To reach a common ground and make the employees work in unison and cohesion for organisational success, organisations or management or particularly its leader had to formulate and actualize a common and efficient organisational culture. So, this paper focusing on the role of leader in the formation, evolution and importantly management of organisational culture, will critically discuss how apt management of organisational culture is central to contemporary management ideas and practices, which could optimize employees’ productivity and organisational success.
In the simplest term, organisational culture can be any principle or virtue which is deeply rooted, has a set of pattern and is religiously followed by everyone belonging to the same group or organisation. “Organizational culture refers to a system of shared meaning held by members that distinguish the organization from other organizations. This system of shared meaning is, on closer examination, a set of key characteristics that the organization values.” (Robbins 2005, p.485). Organisational culture can also be said to be a very vibrant trend which is always surrounding the employees and is developed through the interactions between the employees or group of employees. Set of structures, guiding norms, routines, rules and discipline (restricted behaviour) form the basis of any culture. In an organisation, the nurturing of culture consists of creation, evolution, embedment and ultimately manipulation. An optimal organisational culture gives structure or a frame to the organisation and its processes, disciplines, stabilizes and makes the organisation more meaningful to the workforce. .
