The Importance Of Organizational Development And Culture

Organizational structure has been set up to facilitate all goal achievements. It is a way to motivate their employees and get them to work together. It also helps its employees to follow the organizations goals, and work together as a team. In order to do this, they need to have an organized structure to be able to run the company smoothly. A main foundation of every organization is to post their mission statement and goals everywhere so that their employees can see them. An organizational culture can consist of common shared beliefs and values that are established by the organization’s leader, and then communicated and reinforce through various methods, this helps shape employee perceptions, behaviors and understanding. Overall, organizational structure and culture can effect progress of many organizations in a positive and negative way.

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,

Organisational Culture is defined as what the employees perceive and how this perception creates a pattern of beliefs, values and, expectations. Organisational culture differs from organizational climate. Climate refers to more temporary attitudes, feelings and perceptions of individuals (Schneider, 1990). Culture on the other hand is an enduring, slow to change, core characteristic of organisations which is an implicit often indiscernible aspects of organisations, climate refers to more overt, observable attributes of organisations.. Organisational culture is “the way things are” in the organisation rather that people’s transitory attitudes about them

Organisation Development is about ensuring the organisation has a committed ‘ft for the future’ workforce required to deliver strategic ambitions. It plays a vital role to ensure that the organisation culture, values and environment support and enhance organisation performance and adaptability. It also provides insight and leadership on development and execution of any capability; cultural and change activities.

Literature on organisation culture has been involved rapidly and dynamically despite the relatively new to the concept (Schein, 2004). A considerable number of culture changes and management models have been developed by different scholars. The idea of management culture were hardly believed by many scholars. There are competing perspectives on the nature of organisational culture (Martin, Frost, and O 'Neill, 2006). The research method of organisational culture is fragmented and lacks ownership, and fails to address the practical aspects of culture. The current body of literature is superficial, because it frames organisational culture as a systematic and neatly organized framework.

Organization development addresses four areas in a company that are the organization’s system, its technology, company processes, and its human capital (DeCenzo & Robbins, 2007). In a world with ever changing demands, an organization must be able to adapt to changes and employee development is the partner of organization development that allows this to happen. These two areas work together to ensure a company can meet the current and future human capital needs.

The understanding I now have of Organization Development came at a point in which I was personally experiencing it myself. As someone who has undergone a reduction in work force, this course helped me better understand why transitions happen in a company that is going through an economical or global change. As someone who has worked for over 30 years, I experienced this for the first time ever in my life. I did not quite know the gest of what it all meant because I did not have an understanding regarding

The success of any organization is a process of constant growth and it depends largely on the people that make up the organization. The dynamic environments of organizations and demands of rapidly changing environments have added enormous pressure for organizational leaders to adopt a series of planned intervention strategies (Cummings & Worley, 2015). These interventions aim to enhance the effectiveness of the organization and the well being of organizational members. The interventions of management aim to change the culture of an organization as well (Reus-Smit, 2013). Organizational development is a planned process that focuses on the entire organization. Organizational development is a process of constant change that makes it

There is no single definition for organizational culture. The topic has been studied from a variety of perspectives ranging from disciplines such as anthropology and sociology, to the applied disciplines of organizational behaviour, management science, and organizational communication. Some of the definitions are listed below:

This paper investigates the role of culture in an organization. Literature suggests that many factors including structure of the organization affect the culture of an organization. The most common types of organizational structures are functional, divisional, and matrix. The elements of a strong organizational culture are a well-defined mission statement, respect for members of the organization, and open communication. Three models used to change organizational cultures are Lewin’s change management, McKinsey 7-S model, and Kotter’s 8-step change model. The role an individual plays, employee or manager, in an organization can affect the perception an individual has concerning the culture of the organization. Leaders often look at

Corporate culture plays key role for the growth and success of any organization. Corporate culture comprises of the people and their behavioural activities, which include vision values, character, plans, follow up, beliefs, habits, technology, communication, assumption, management and many other parameters. Humans are only subjects have the skills to think in any organization, remaining all other body like instruments, techniques or technology will always fallow the guidelines given by the people who are working in the company. So, the performance of people and creative management will always reflect the growth of any organization. The follow studies confer about the importance of corporate

This essay will argue that organizational culture can and, should be managed. Increased business competition, amalgamations, globalization, acquisitions, business alliances, and other developments have created the need for management of organizational culture. The context of management of organizational culture is fundamental to much of the successive work on organizational efficiency.

Organizational culture is an important parameter in relation to the fact that it has the capability to influence organizational failure and success. Various empirical research studies have been carried out to uncover the impact of organizational culture on working of organizations. In the viewpoint of Chokkar et al (2014), it is important to consider the parameter of cross cultural business as well. Culture is a significant concept and there are a lot of considerations that need to be considered. This section of the research study reviews various concepts in relation to organizational culture with special reference to how it acts as a bridge between organizational management and associates. This is due to the fact the parameter of

Organizational development (OD) refers to a process of enhancing personal and organizational change, and increasing the organization’s effectiveness by using interventions that are driven by behavioral and social science knowledge (Brown and Harvey 2011).The main aim of organizational development in any given organization is to bring change that will drive the organization towards attaining effectiveness in its operations. Organizations need to change in order to become more productive, satisfying to members, as well as attain effectiveness. In other words, change is a significant aspect as far as an organization’s life is concerned. For instance, the increment in customers ' demand, the presence of advanced technologies, and the demand

• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within