The Importance of Corporate Culture in International Market

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,

Organizational culture is what said to be the driving force of shared assumptions, values, and beliefs that govern the way people within organizations behave. These patterns of behaviors shape the environment within the company in a manner that norms and values are communicated. Culture is driven by the leaders within the organization and is usually a part of the organizations strategy. As any other aspect of a business, the culture can hinder or enhance the performance of the organization. According to Burke (2014), every organizations component and activity in one way or another reflects the organizational culture. When used in conjunction with the organizations strategy, creating a culture can deliver lucrative services based of the energies from the staff and employees. Creating a culture identifies elements that align operational practices that articulates behaviors creating either a positive or negative environment. In this paper, we will first discuss Gaylord Palms Hotel organizational culture as well as their associated values. Additionally, we will analysis the requirements to create an effective culture within an organization. Lastly, we will analysis specific characteristics of Gaylord Palms culture.

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

Over the past few decades Scholars and laymen have been focused on how an organization’s culture affects performance and the overall effectiveness of an organization. This discussion dates back to the early discussions regarding organizational culture (SHRM.org, 2012). In 1994, D. Dension used a survey to show how there was a direct correlation between how involved employees were and how well an organization would do financially in the future (SHRM.org).

Organizational culture is a crucial element of every organization; hence it comes as no surprise that it has received much scholarly attention. While it is impossible to summarize all research on organizational culture in a single piece, a number of fundamental studies must be noted. Ouchi (1980; 1982) compared organizations to clans having a strong culture to help them with goal incongruence and performance ambiguity. Barney (1986) proposed that organizational culture might be a source of sustained competitive advantage.

Each company has its own beliefs and values that define it. A company culture determines how employees and customers perceive the company, client treatment and how the company should react to various changes in the environment. An organizational culture is a mirror of the company leadership. Different styles of leadership ensure maintenance of various corporation cultures. The climate within an organization determines a company’s financial performance. To ensure their propositions are deemed important, a quality company culture integrates each employee or customer. Job-related problems, either personal or work related, are listened to, and the top management find the best means to solve them. Work is delegated to employees while managers work by the employees’ side to ensure perfection (Alvesson, 2002).

Organisational culture can be defined as an influential and coherent collection of values and norms. It is often communicated through narratives, ancient legends and fictitious stories, the way things get accomplished in a specific organisation and the principles affecting an organisations procedures and practices towards members and consumers (Dwivedi, 2001). A ‘strong’ organisational culture differentiates itself from other types of cultures by, the majority of members holding the same fundamental beliefs and values as applies to the organisation. This essay seeks to critically analyse the statement- a strong organisational culture leads to higher organisational performance. It will draw on both the weaknesses and strengths of three

One way to imagine corporate or organizational culture in the contemporary world is to define it as a way that allows for certain assumptions: that the organization finds meaning and values in the inner structure of the entity, and that there is a pattern of shared and basic assumptions that the group uses to perform duties and solve issues. In this, the organizational culture is something taught to new employees, shared, and a way of "doing business" that is based upon generally accepted practices for that particularly organization (Schein, 1992, p. 12). Too, the 21st century has embraced globalization bringing the world closer in economics, politics, communication and particularly, business. The changing demands and expectations of global stakeholders cause an organization's culture to also evolve, particularly in the nature of embracing cultural and stylistic differences (Trebing and Estabrooks, 2005). Only in this way, notes a recent study, will companies be able to appropriately compete in the modern world (Mahrokian, et al., 2010).

Barney, J. (1986) ‘Organizational Culture: Can it be a source of sustained competitive advantage’? Academy of Management 11(3), pp. 656-665.

Each company has beliefs and values defining it. A company culture determines how employees and customers perceive the company, client treatment and how the company should react to various changes in the environment. An organizational culture is a mirror of the company leadership. Different styles of leadership ensure maintenance of various corporation cultures. The climate within an organization determines a company’s financial performance. A quality company culture integrates each employee or customer ensuring that their propositions are deemed important. Job-related problems, either personal or work related, are listened to, and the bosses find the best means to solve them. Work is delegated to employees and managers’ work by the employees’ side to ensure perfection (Alvesson, 2002).

The need for administration and management to focus on managerial strategies is paramount within an organization. The potential impact these strategies may have on an organization are extraordinary. Managerial strategies and organizational cultures impact decision making and organizational performance. Management strategies shape and define organizational culture, which in turn affects decision-making and performance. Successful organizations of the 21st century are those that can manage change effectively; they have the right management strategy in place to develop a strong organizational culture which leads to correct decision making and strong performance. Failed organizations are those that were aware that changes needed to take place, but were challenged with implementing a managerial strategy that stuck. Organizational culture is a living entity in which all members share meaning, and the management strategies within the organization are the driving force behind performance. Successful organizational culture is a philosophy, ideology, value, assumptions, beliefs, hope, behavior, and norms which bind an organization together (Kilmann, 1985). Strong organizational culture is an asset because it increases the adaptability of and fit between an organization and its environment (Kotter and Heskett, 1992). When

Literature on organizational effectiveness shows that organizational culture plays a significant role in motivating and augmenting the value of intellectuals particularly the employees. The concept of organizational culture is important in knowledge intensive corporations. This paper makes it clear that culture is an essential factor in organizations and helps maximize the value of human resources. Schein 1990 advocates that organizational culture is even more significant in contemporary organizations than it was in the past. Organizational culture leads to improved coordination and integration in organizations with the result being improved organizational effectiveness. Through organizational culture, an organization is able to process invention and the capacity to successfully bring in new technologies. Organizational culture also enables organizations to effectively control dispersed work units and augment employee diversity. It also allows for

APPLICATION OF A THEORETICAL FRAMEWORK USED IN THE STUDY OF ORGANISATIONAL CULTURE TO CONDUCT AN ANALYSIS OF AN ORGANISATION’S CULTURE Northumbria University B(A) in Business with International Management Culture and Organisation HR0372

Can culture affect an organizations performance? The study of organizational culture, explores a wide range of factors which affect organizations. Each company creates their own culture based on the industry, people and goals. This summary will focus on culture within organizations and the issues, challenges and best practices that encompass it; while focusing on the technological industry.

In simple words, culture is the way organizations do their things. This can be seen on things repeatedly done by organizations. Culture and strategy shapes each other. They go hand in hand. Let us imagine of an organization without any traces of its history, how will its corporate culture look like? In such a case, this proves to us that what will come up as a company`s culture is determined by the actions selected by it. In order for a company`s culture to blend well with its strategy, there must be a clear formed strategy which considers various stakeholders in the company and include the participation of all members. When “excellence” belongs to the values of an organization high performance will be incorporated and shows in the corporate goals. There will be more ambitions than the goals of leading competitors, and there will be stretched goals for managers.