The Sky Factory

In any organization it is essential to understand the relationship between organizational culture, leadership behavior and job satisfaction. This understanding allows management to know what cultural factors drive the organization and can be used to align the organization with its strategy allow for a good reward system. Culture within organizations is important as it plays an enormous role on whether employees are in happy and safe environments and can perform at the full capacity. Strong cultures are based on two characteristics, high levels of agreement among employees about what’s a valued and high level of intensity about these values CITATION Cha03 \l 1033 (Chatman & Cha, 2003). Although it seemed as if it had a great culture

This paper will offer evidence on how effective organizational culture and communication are to an organizational. It will provide data on how multi-generations are using culture, communication and working effectively together using the tools. The recommendation will be provided in the data that will show how mental empowerment helps the leadership team and employees to want to inspire more for their organizational and position. This will offer how culture and communication tie into the workplace in numerous different factors. The finding will suggest that organizational use culture and communication to the fullest to ensure that the organizational is very productive to increase assets

but because they are hard” — John F. Kennedy, 12 but because they are hard”

The organizational culture can encourage or discourage effectiveness, depending on the nature of the values, beliefs, and norms” (Ivancevich, Konopaske, & Matteson, 2011). Organizational culture can be very friendly, very task oriented, competitive or driven to be highly productive or it can be disorganized and unproductive. The culture is based on the history of the company and the atmosphere that is created and nurtured over time. This culture guides the language the employees use their loyalty and many more areas. Organizational culture is an important social characteristic that influences organizations, group, and individual behavior with in a company (Hartnell, Ou, & Kinicki, 2011). The Culture of an organization affects the way people behave, how they address customers, the atmosphere, perception, values, and beliefs. Employee’s performance and effectiveness can also be determined by an organization’s culture. Every organization has its own culture based on shared expectations, values and attitudes and its influence on individuals and groups (Ivancevich et al., 2011). People inside of an organization have a big effect on the culture because of their values, beliefs, and ideology. Companies try to hire people who have the same values as the company so that they will fit into the organization. People stay with organizations that have a

Establishing a culture that allows the organization to build and achieve its strategic objectives is important. A defined organizational culture provides the ground work for development and strategic planning. This established culture will aid in the planning process. The success of an organization relies on its leadership. A good leader must possess the characteristics to lead the company toward achieving desired strategic goals. A good leader must provide an environment where people want to work, succeed, and stay, however every employee will not remain with the organization. When this occurs top executives must evaluate where the organization stand to obtain a clear insight of its strengths, weaknesses, and opportunities for improvement. The organization established peer groups to develop strategies to retain employees. This will provide a realistic view on how to create a plan around the knowledge gained. Employees who use their strengths and talents are less likely to leave the organization at the first sign of trouble. Employees perform best giving the opportunity to utilize their talents to complete daily tasks. Baptist Memorial

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

Company culture can have a major impact on an organisations success. This culture is known as organisational culture which is defined as a system of shared assumptions, value and beliefs that show people what is appropriate or inappropriate behaviour (Carpenter, Taylor, & Erdogan, 2009). These shared assumptions, values and beliefs strongly influence how well employees behave and how well a company will perform. “The factors that are most important in the creation of an organization’s culture include founders’ values, preferences, and industry demands.” (Carpenter, Taylor, & Erdogan, 2009). Different organisations have different and distinct cultures based on their needs. One company with a distinct organisation culture is Lincoln Electric Company. This essay look at the company’s culture by analysing the influence of the founders of the company, the performance appraisal system, the merit pay and bonus plan, the way people communicate in the company, and the management style of Lincoln Electric Company.

In this paper/assignment, the author is assessing the application of organisational culture in his organisation: Scaw Metals Group-Steel Wire Ropes. In modern corporate world, organisations are under the big pressure of extremely global and competitive markets. In order for the business to survive longer, they need to show differentiation and become innovative in the global markets (Raykundaliya et al, 2011). The author also alss gives an opnion, recommendations and advice to the senior management regarding the assessment and the application of the organisational culture at Scaw Metals Group organisation.

An employee is motivated if the company manages to conciliate these own goals with its employee’s aspirations. (Kreps, D. M. 1990). Based on Goal-setting theory, we can assume that a strong corporate culture has a big impact on the overall performance of the firm because strong corporate cultures indicate that employees shared same beliefs and values. In other words they think alike. When these key values align with organizational goal, it can facilitate coordination as the rapport and trust quickly ensues and this can help team to avoid conflicts and focus on task achievement (Kreps, 1990). Strong corporate culture is used as a tool of motivating people in order to increase the overall performance of a firm (Deal and Kennedy, 1982). Employees who work in a company with a strong corporate culture, know what is expected from them because the goal and the mission are clearly defined. They also know how management assesses their performance and what kinds of rewards are available. (Kreps, 1990). In contrast, a company with a weak corporate culture provides only broad guidelines to its employees (DuBrin, 2012) which mean employees have little alignment with organizational values. Employees are not clear with what their goals are and they have different opinions about the organization’s mission and values. (Deal and Kenndy (1982)). Employees' performance will suffer from this unclear goal and the process

The pattern of an organizational culture can be seen at their daily work. The way one walks through their work area, meeting in an office, joining group discussions, or taking food in food area, everything is covered by organization’s culture and it facilitates employees working life. Organization culture is explained by: way of talking, language, sings and symbols, working activities, reference of senior idol employees, decision making and many more..

In recent years the number of organizations is rising, consequently the competition between them is increasing. In order to remain competitive ability, organizations should provide high performance in production. For identifying what leads to high productivity, the key elements of organization should be analyzed. It’s obviously that the core of any organization is human element. There is not product without employee, and consequently there is not organization without workforce. Human naturally has aim in doing any action. People study for working, and then they work for earning and try to find their places in society. Though they seem always have aim and toward which they go forward. However, some people can’t decide what they want, and refuse doing attempts to change anything in their boring life. The same situation may occur in workplace. Furthermore, workers doing the same work every day, they often feel dull and bore from their work, as a result productivity starts decreasing. Therefore the organization’s leadership and management have been searching out various effective methods which lead workforce to high level of performance for many years. Researches and studies determined that employee should be motivated and engaged, furthermore it was determined that it is responsibility of organization’s leadership and management to engage and motivate workforce. Consequently, now the main job of leaders and managers are to motivate employee. (Gordon, 2010) The aim of this

Organisational culture, also known as corporate culture, encompasses the principles, backgrounds and views of all the employees of an organisation (Homburg & Pflesser 2000 pp.449-462). This often provides each company with their unique corporate identity, as no two businesses or employees are the same. The idea of individuality leads to companies striving to achieve a ‘strong culture’, which involves the entire work cohort sharing consistent goals and motivations, in hopes of potentially garnering higher profit margins as there many advantages that come with a stronger culture. Such benefits include greater productivity levels, loyalty and the unity of all of an organisation’s employees. While having a ‘strong culture’ is

Organizational culture, according to Cristian-Liviu, V. (2013) can be defined as a system of shared values, representing the company’s most important elements, and beliefs, representing the way in which thing are done inside the company, that shape the employees, the organizational structure and control systems, in order to produce commonly accepted behavioural norms. Moreover, the way in which people behave is influenced by the ideologies, symbols and core values shared throughout the company.

There has been a change in company culture since the 1930’s due to the rise of service industries and the steady decline of manufacturing. Management style affects both company culture and employee motivation.

As expansion is always the essential target of Star Industry Cooperation, especially in Viet Nam because there is a huge and potential market for eco-friendly windows and doors constructed by artificial wood.