Do Organizations Always Benefit From Creating A Positive Culture?

A healthy organizational culture can be done with two different strategies. The first strategy being an action plan for developing a company that gives back to the employees. A good company understands the importance of building a positive morale and disposition among the staff. Regions Bank has developed a "team works" incentive plan that rewards good sales behaviors for the branches. This has given the employees an opportunity to not only make a base salary, but reap rewards for attainable quarterly sales goals as well. When an employee takes control of their production it gives a sense of ownership to the staff member to take pride in their company and help them develop on a larger basis.

Below are some blog posts on what culture in the workplace is and how to positively cultivate it throughout your business. The happier an employee is at work, the more productive they are.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Positive psychology and coaching psychology have certain similarities with regards to their development as responses to the status quo of the field. The status quo was deficit-based, pathology-focused, and based on essential assumptions regarding human nature. These fundamental assumptions were largely less than positive, especially when examined from a rational perspective. As responses to the status quo, positive psychology and coaching psychology are based on abundance, focused on solutions, and assumptions that people have an intrinsic tendency to desire growth and develop their potential (Linley, Woolston & Biswas-Diener, 2009, p.20). Consequently, individual grow and develop their potential when the environments they live in support their efforts. Due to the focus of these concepts, many practitioners of positive and coaching psychology tend to function differently from conventional approaches to leadership and organizational development of ability.

Organizational culture is not a topic that is widely talked about in my office. My organization, the United States Air Force, seems to have a briefing or computer based training for everything, but developing a positive organizational culture is not one of them. Research shows the benefits for creating, positive, happy workers, and the workplace culture is framework for maintaining positivity. If the Air Force invested more into developing a culture of positivity in the organization, than many of the problems recently faced, including retention, would be reduced. In addition to positivity, the Air Force should also invest in developing a stronger spiritual organization. This focus on spirituality may also help to fix retainment issues,

Allen, N. J. (2007). Organizational commitment. In S. G. Rogelberg (Ed.), Encyclopedia of Industrial and

The survey will help us determine what is working well and identify areas for improvement in our working culture. The benefits of a positive work culture to you being improved morale, customer service and productivity.

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

Culture, as defined by Florea, Goldbach, & Goldbach (2011), is essential, as it affects service quality, organizational productivity, and financial results. This occurs even more so in a hospital setting, an area in which cultures vary within the healthcare providers and their patients. The literature on organizational culture and its impact on nurses and the healthcare system are increasing in frequency due to the increase in cultural variety noted in healthcare organizations. According to the article, Improving Hospital Performance through Organizational Culture (2011), many prior researchers believed that organizational culture had potential effects on employee motivation and behavior. They believed that it affected employees’ productivity, performance, commitment, self-confidence and ethical behavior and many have tested the validity of this theory by researching and studying the organizational cultures within several industries. Prior research has showed that there is a link between excellent cultural organization and overall employee performance. Chee, Kamal, & Wingender (2011) decided to conduct a study of their own to determine how organizational culture

Different leadership organisations have different leadership styles that they have adopted in their operations. However it is up to an organization to make sure that the leadership style it uses contributes to the commitment of different stakeholders in an organization. Organizational commitment is one of the salient on going organizational issues faced by managers. Past literature has highlighted the importance of retaining committed employees as an aspect of survival for organization hence many forward thinking are striving to create a positive organizational climate in order to keep those good employees through various human resource initiative (Chew, J, &

Another vastly used concept in management theory and practice i.e. the positive psychology pursues organisational virtues and social responsibility. Positive psychology is applied in contemporary management to facilitate social relation between a leader and his subordinates to develop a sense of security and create positive emotional states of the individuals. With smaller sized team and more freedom in work,Google Inc. keeps the employees working towards a set purpose besides instilling high levels of self- motivation and work empowerment within them. Google Inc. focuses on noble tasks and convince their employees of their significance in bringing changes and peace to the world by organising the world’s information and making life better for individuals and the society(Cook 2012).Hence,it can be observed that through positive psychology,high employee satisfaction and achievement can be gained through self-motivation,self-improvement and self-inspiration by incorporating passion in their work and align them with the organization’s own’s values.This in turns improves the company’s productivity and innovation ability which will then elevate the corporation’s social and economic status.

The single most critical problem that the managers are facing today is managing the people.This is the most challenging issues that every kind of organizations is dealing with now aday. Organizational behaviour is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational performance. Therefore, it mostly tries to define the performance and efficiency factors of anorganization.Organizational structure and organizational culture are highly correlated performance factors.It basically defines the appropriate structure of an organization in order to get more thanaverage performance. Organizational culture is a primary factor for employee turnover and job satisfaction (Bolden, 2004). If an organization possesses a strong culture of self-respect and employee affiliation, it is no wonder that the employee retention rate would be very high(Tracy, 2013).In this report, the relationship between organizational culture and organizational structure will be pointed out. While doing so we

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

Colquitt, J. et al (2011). Organizational Behavior: Improving Performance and Commitment in the Workplace (2 ed.). New York, NY: McGraw-Hill.

A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive, company pride among employees expands and improves the employees’ willingness to learn. Conversely, disinterested employees lack commitment to their company and lack desire to learn, making training more difficult.