Organizational Strategies and Effectiveness-Samples for Students

Question: Discuss about the Impact of Culture and Values on Organizational Behavior. Answer: Impact of culture and values on organizational behavior Culture refers to the behavioral norms created by the society. A person is highly influenced by the culture in which they live. Culture in an organization refers to the shares the beliefs, assumptions and values that how the company will govern its activities in the organization. The organization culture provides set of standards and boundaries which helps the company to stick to their goals along with exploring their capabilities as well. A good organizational culture includes emphasis on teamwork, results, initiation of innovation etc. In the culture, values and behavior of internal process makes it more unique and identified in the target market. The culture helps the organization in process of civilization and systematic workflow in organization. The essay explains about the impact of value and culture on the activities of the organization; resulting it to initiate efficiency and positive growth in the market. The culture of the organization is also driven by various dimensions w hich are explained below: Value refers to an individuals perception towards a particular thing. Values under an individual include attributes like, freedom, pleasure, honesty, obedience etc. It refers to the ethics of treating actions etc. In terms of marketing value refers to the difference between customers perception towards benefits attainted and the cost of the product. The report states the relation between culture and values; along with the consequence of different value system in different cultures which affect the organizational behavior (Zheng, Yang, McLean, 2010). Now a days businesses have adapted interest in the culture and values of business process. In terms of business culture refers to the adaptions and attributes which differentiate two groups from each other. In another terms culture is also explained as the principles inherited by the firm to execute its business in day to day activities. This forms a behavior resulting to culture of the organization. Perhaps it can be said that culture includes repetitive behavior of organization or individual. Further behavior is driven by three forces which are: Human Nature: Nature is inherited in a person and shared by all the human cultures universally. Also nature of a person depends upon the surroundings in which they exist. Culture: culture is a process which is collectively programmed by all the natural and artificial resources. Culture is learned, understood and then adapted within time. Personality: it refers to the component which is an additional set of unique features present in the being which is not shared or similar to anybody else. Personality is partly inherited and partially taught (Guest, 2011). The above three factors explain the factors present in the behavior of the organization, but the organizational behavior is a wide concept depending upon various dimension. In terms of an organization corporates values are the values which are inherited in an organization which also represents the culture of the organization. Values in an organization help the company in setting up goal and aligning to the objectives of the organization. The core value of an organization helps the company to stay in focus and initiate activities concerning the organizational behavior. Both culture and values are the ethical implication of rules in an organization which are interlinked. The basic relationship between culture ad values of an organization is that culture is environment of the society under which the companies sustain. Also culture is the ongoing process prevailing in the environment. And in relation to culture, values refer to the morale of the organization on the basis of which they wi ll hold their business activity.. Some of the values which a company shall have in a good culture are integrity, customer focus, confidentiality, qualitative efficiency etc. A company will adapt such efficiencies only when the culture in which the organization is prevailing includes aforementioned features. So it can be said that the behavior and the values which an organization are inherited from the culture only. Also if an organization changes its values and belief then subsequently either that organization will part of another culture or that behavioral change will slowly become a part of the culture as well. The management of the organization is highly influenced by the organizational behavior and responses. Thus it shall be noted that the organizational behavior shall be positive towards adapting managerial changes. Organizations prevailing in a same culture have almost same organizational beliefs and values. Culture needs to shift with time in order to maintain and make sure that the interests of the customers are aligned. Success of a business also depends upon the type of culture under which the company exits. Like, there is a culture which evolves slowly then the growth of the company will also take time to grow. Similar, if there is cut throat competition in the culture then the companies need to upgrade their values in such a way so as to survive in the business environment. Thus it can be said culture and values both are interlinked and interdependent process (Linnenluecke, Griffiths, 2010). The culture and values influence the organizational behavior and activities as well. Basically the type of work which the business is going to conduct depends upon the values and standards created by business only. Performance of an organization refers to the degree of achievement of mission of the organization. Efficient performance of the organization does not mean that the organization is working efficiently instead there can be some issue in the organizational culture and environment as well. The culture of the organization has also an emphasis on the performance of the organization. It shows that strong culture influences the employees of the company to work better and obtain the values defined by the organization. Also culture works as a social factor which is highly responsible to influence and change the behavior of employees in the organization. Also the organizational culture helps the firms to help the employees to become a part of the organization and initiate effectivene ss in the organization, further the employees helps the company to attract new trainees and retain the efficient staff (Mills, Smith, 2011). The organizational culture also helps the employees to understand the events, objects in a better way which contributes to the behavior as well. The culture enhances the performance of the organization. Keeping all the other factors constant, the culture is one of the major factors affecting the growth of the organization in the market. Also it provides sustainable aggressive advantage to the organization. When an employee joins the organization, the first thing through which they are influenced and motivated is the culture and behavioral aspect of the organization. The new joiners initiate to adopt the culture prevailing in the organization. If the culture is supportive to the caliber of the employee, the company will work well in the business environment. But if the culture contradicts with the behavior of the organization, then the growth of the company might take a downward turn. The culture of the organization also helps the company in motivating the organization towards achievi ng the goal defined to them. It totally depends upon the discretion of the culture on the basis of which the behavior of the organization is affected; resulting to which the values and objectives of the organization are achieved. The organizational culture shall be flexible and adaptable to change. Through this the company will become more efficient and responsive to change in the market. The change management of the organization will become more effective due to which the organization focus better on the satisfaction of the customers. Greater satisfaction of employee will lead the company to gain competitive advantage in the business environment. The culture of the organization also decide the reward management of the company, it is a major aspect which decides the satisfaction level of the employees of the organization. Further the culture of the organization is explained by Hofstede by defined five major dimensions which affect the organizational practices and behavior. The cultures are explained as follows: Individualism versus collectivism: individualism refers to the degree to which employees prefer to act separately rather than working as a group of members. Whereas collectivism refers to the process under which people wish to hold activities collectively in groups. Masculinity versus femininity: masculinity refs to degree of roles which are defined for the males of the society. High degree of masculinity shows that the culture has separate roles for both the male and female in the society. Whereas femininity refers to the degree under which the roles are defined in such a way that there is no gender difference among people (Beugelsdijk, Kostova, Roth, 2017). Uncertainty avoidance: it refers to the degree of culture under which there is better structured situations to analyze uncertainty. High degree under this parameter refers to the organization incompetence to take risk and manage uncertainty with the help of rules. Long term and short term orientation: in short term orientation, people accept the changes where as in long term organization look for future and value thrift. Power distance: it refers to the degree which depends upon the distribution of power in an organization. Thus, concluding the above statement it can be said that the organizational culture largely influence the behavior and performance of the organization. The culture is a variable factor depending upon various other aspects. The culture helps the organization in initiating the objective of the organization. Hence, the values and behavior of the organization and its employees depends upon the culture in which they survive. References Beugelsdijk, S., Kostova, T., Roth, K. (2017). An overview of Hofstede-inspired country-level culture research in international business since 2006. Journal of International Business Studies, 48(1), 30-47. Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human resource management journal, 21(1), 3-13. Linnenluecke, M. K., Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business, 45(4), 357-366. Mills, A. M., Smith, T. A. (2011). Knowledge management and organizational performance: a decomposed view. Journal of knowledge management, 15(1), 156-171. Zheng, W., Yang, B., McLean, G. N. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management.