Organization Culture: The Value Of Organizational Culture

Organizational culture sets the foundation by which all other systems are formed. Shared organizational culture prompts employees to embrace the same values, beliefs, and practice common behaviors for the sake of unification. Shared organizational culture is important; it will help the company establish its unique factor.

It is very important in any professional organization that the values of workers are aligned with that of the organization. In this reference the values of nurses hold a specific importance since it serves humanity and therefore its alignment with its organization is crucial for patient outcomes. Usually the values of any firm depends on things such as networking, educational opportunities provided to its employees, professional and personal growth and so on. Similarly, the values of nursing depend on things such as its technical skills, scientific knowledge and specific human values.

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

The organizational culture of an organization serves as a foundation that should guide the practice and attitude of all healthcare professionals and staff. King & Demarie (2015) describes organizational culture as the basis that determines right and wrong. A hospital organization’s mission, vision, and goals are derived from the culture established within the organization. Organizational decisions are highly influenced by the organizational culture within an environment. Growth, advancements, and acquirements must be aligned with an organization’s culture to facilitate success. Healthcare organizations must ensure that all staff are aware of the efforts they must portray in order to properly exhibit the culture to all individuals seeking healthcare services.

Each Organisation and company has its own culture. Company culture consist of many things, how managers relate to their employees. It also shows how employees are treated. For instance how the company rewards its employees creates an enviornment of loyality and high morale. The company which embraces the attributes of employees tend to improve employment relationship between managers and employees.

Organizational culture is also known as "corporate culture” that has a major impact on the performance of organization and especially on the quality of work life experienced by the employees. If people in the organization follow the same culture and accept the cultures as well, there would be unity formed within the organization that would lead to higher levels of efficiency resulting in an increase in the levels of performance. It is known that an increase in performance can lead to the development of a culture, which could lead to culture homogeneity in the way the organization works. A common culture results in having a common goal. People would agree to the decisions made more easily and be motivated to work, as the decisions made are the same as the

Culture, a multi-dimensional notion that resides in all individuals, yet is also the same hidden force that separates most behavioral patterns seen inside and outside of organizations (Schein, 2004). Understanding organizational culture is important because it aids in the awareness of the life of an organization, which is relative since it is believed that organizational culture impacts the performance of an enterprise, but just as leadership plays a vital in creating the organization’s culture, they are also essential in how successful the business is during times of change. In effective leadership, one of the most critical features noted is change, but being able to manage change is probably one of the most important, yet difficult

The culture of an organization has a great impact in the productivity of the employees and influence the individual behavior of the

Organizational culture is a belief that employees share values, beliefs, or perceptions regarding an organization, or a hierarchical society (Tsai, 2011). This is depicted as the qualities, convictions, or observations held by workers inside an association or by an authoritative unit. Since organizations reflect the qualities, convictions and behavioral standards that are utilized by workers, the circumstances that they experience can impact the mentality and conduct of the staff. One perspective through Peasre and Kanyangale (2009) concentrates on consensus, common values, and standards that are seen by the organization as a whole, allowing employees to act in a compelling manner towards others and to translate the significance of the conduct of others in different settings. As an organizational counselor, one must be able to help clients define what the acceptable behaviors are. Furthermore, a counselor must also be able to provide methods of modification to behaviors that will be generalizable to various settings (Hackney and Cormier, 2013). Researchers subscribing to this point of view refer to culture as “collective programming” or group awareness, and “shared underlying beliefs” or group values. The consensus point of view focuses on examples, shared characteristics, or the inside of an organization as a dynamic unit. Points of view like this allow for the systematic recognition of coalitions. When coalitions are discovered, they can be reframed to understand the

Lussier and Achua define culture as, “the aggregate of beliefs, norms, attitudes, values, assumptions, and ways of doings things that is shared by members of an organization and taught to new members.” (p. 358). The culture of an organization can take time to develop and once it has been cemented it can be difficult to change. Organizations can change their culture from within or bring in new leadership to change their culture. Leaders can shape the culture of their organization by either substantive or symbolic leadership styles. This essay will distinguish between symbolic and substantive leadership actions that can be used to shape an organization’s culture.

An organisation’s corporate culture would have a great influence on several of its managerial decisions. These include planning, organising, leading and controlling. Strong work place cultures serve as an asset to the organisation, providing them greater that will allow the firm to enhance its organisational performance. In contrast a weak culture serve as detrimental to organisational growth, depleting the level of organisational accomplishments. Cultures with elements such as widely shared values, employee awareness of the culture, strong relationship

An organization is an entity comprising multiple people, such as an institution or association and is linked to an external environment. Culture is a way of life of people - the values, beliefs, behaviors and symbols they accept and practice and pass from one generation to another. Organizational culture therefore is a system of values, beliefs, behaviors and symbols that governs how people should behave in organizations. This is a relatively stable element of an organization that greatly influences its members or employees on how they should act within the organization - work ethics, habits, skilss, even up to dress codes.

Organization culture among other things are the values, and philosophies that hold an organization together. According to Susan Heathfield, the way an organization works and interacts with the rest of the world and how it functions inside and out are also part of an organization’s culture. The people in an organization share beliefs, cultures, and rules. All of these things define what an organization stands for. An organization should do all they can to establish a positive culture because who an organization is inside reflects in society.

The Business Dictionary defines organizational culture as values and behaviors based on “shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time” (“Organizational Culture”, 2017). Simply put, organizational culture is how people learn, think and act on a daily basis within an organization. But if organizational culture is only unique social and psychological environments within a business, then how is it possible that it can be just as influential as business strategy? Research suggests that a strong organizational culture is a key competitive advantage of business because it can be the driving force behind innovation and alignment of goals, help motivate and engage employees, and generate fierce customer loyalty.

Organizational Culture exists in every firm, thereby placing a significant impact on the motivational factors of employees. It is communicated through perception using values, artifacts, and the assumption of how things in are done in an organization (Daft & Marcic, 2010). In fact, every firm has its exceptional personality known as culture. The organizational culture presents guidelines and boundaries for the employees’ behavior in a firm, which influences the organizational outcome. It helps the members of the organization to have a common goal of accomplishing the firm’s objectives. Organizational cultures have a substantial influence on the capability to execute the strategy and accomplish the firms’ objectives. Therefore, organizational employees are more inclined to accept change when the firm’s culture is aligned with the goals and objectives of an organization.