Organizational culture can be defined as the underlying values, beliefs, assumptions and customs within an organization. In simple words, the culture of a company describes how it get things done. It encompasses the experiences, expectations and philosophies shared by the employees which governs their behavior. Organizational culture plays a major role behind the success of a firm as it is one of the crucial factors that determines employee behavior and their work performance. In this article we have discussed about what is organizational culture, its importance and some of the key theoretical frameworks. This article can be beneficial for you to build a strong foundation on the concept of organizational culture, which is a vital section of the organizational behavior subject.
In the introduction, we have discussed about the definition of organizational culture. A close look at the definition suggests that there are two different aspects associated with it. First of all, the organizational culture highlights construct of a firm, which involves the organizational structure and chain of command. On the other hand, it also includes the behavioral aspects of the employees associated with the organization, which includes the nature of interaction, expectations, experiences, etc. Learning about the organizational culture can be quite beneficial for your college essay, because cultural factors can have a significant effect on organizational activities and its performance.
Now that we have a clear idea of what organizational culture is, let us now dig deeper in the nuances for your essay help. The culture of an organization is typically composed on three different layers or levels, which are artifacts, espoused values and shared basic assumptions. The artifacts are the overt and superficial elements of an organization. These are the elements that are clearly visible by an outsider, such as dress code, layout of the office space, ergonomics and infrastructures, etc. The artifacts are easy to observe and they mostly involve tangible aspects of the workplace. Secondly, the espoused values, are the set of value and norms declared by the organization. They have a significant impact on how the employees interact with each other and represent the organization. Organizations often publicly declare their core values highlighting their mission and vision and their future pursuits. Although the espoused values are not immediately visible to an outsider, but they can be easily revealed upon a closer inspection. Finally, the shared basic assumptionsform the foundation of an organization’s culture, which includes the deeply embedded beliefs and behaviors. These often go unnoticed to an outsider, and are only experienced by employees of the firm. It should be noted that the basic assumptions may often differ from the artifacts and the espoused values. Basic assumptions are the hard to determine but it produces a significant effect on the creativity and performance of the employees.
The culture of an organization can be considered as one of the most valuable assets. In fact, an organization with a rare and inimitable culture is likely to foster higher competitive advantage. Therefore, organizations often focus on creating a culture which can help them to improve employee motivation, better retention, and higher creativity. Developing organizational culture is often considered to be a crucial part of formulating corporate strategies, which is responsible for the long-term success of the firm. While writing papers in college on organizational culture, you should keep in mind that the culture of an organization is closely related to the leadership practices. An organization with transactional leadership is likely to have a highly mechanized culture, where the employees are only expected to carry out their daily tasks to generate revenue. On the other hand, a organization with transformational leadership will have a people centric culture, which encourages creativity and pays attention to employee motivation. Thus, it is responsibility of the organizational leader to develop the appropriate culture which is most suitable for long-term and sustainable value creation of the company.
Moreover, it must be noted that the culture of an organization is also dependent on the nature of business or industry in which it operates. For example, a technology-based company is most likely to have a culture of innovation and creativity, which is beneficial for the company to develop new products that offers unique value for the customers. Similarly, a company operating in the services sector may have a customer-oriented culture, where the employees are constantly focused on offering higher customer satisfaction. Adopting the right culture in an organization can help employee to become more aligned to the mission and vision of the company.
The organizational culture of Google, is highly focused on employee creativity and motivation. Since, Google is one of the leading technology company which is constantly pushing the boundaries of technological advancements, in order to create strong competitive advantage, which cannot be imitated by any other market player. In order to achieve long term success, the company has developed a strong employee centric culture. The organizational culture of Google is characterized by the presence of creative freedom, unorthodox and entertaining work environment, flexibility of work and employee policies which takes care of their interests. Moreover, the company is constantly encouraging the employees to think out of the box to generate innovative ideas which allows Google to become one of the leading technology companies in the world. The culture of Google clearly showcases its importance behind organizational success.
Organizational culture is a combination of the values, beliefs, assumptions, customs and practices within an organization. A company’s culture largely determines the way in which it conducts its business operations and other internal activities. For your writing help, you should keep in mind that organizational culture consists of two distinct aspects: the organizational construct and the employee behavior. The construct determines the structure and hierarchy of the organization, whereas the employee behavior encompasses the expectations and experiences of the people associated with the company. The culture of a firm plays a crucial role in determining its success. Leaders need to adopt the right organizational culture which can help the company to achieve sustainable growth.
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