Assessing And Managing Of Organizational Cultures Commerce Essay

“ Ethos of an organisation can frequently do a important part to a company ‘s success ” ( Edwin L. Baker ) . Wayss of making things and attitude of persons matter a batch, so civilization of an organisation and its direction truly affairs. This essay is started with the human facet of civilization followed by the critical rating of the direction of organisational civilization in the visible radiation of literature. Managerial position, societal scientific discipline position and eventually point of position of research workers who showed impersonal response are discussed in this essay ( Huczynski, A. and Buchanan, D. , 1985 ) . This is supported by existent life illustrations of companies like Google, IBM, ICI pigments and Palm-Toy Inc. This is followed by reasoning remarks on the footing of statements given by realists ( Ogbonna and Harris, 2006 ) , harmonizing to them alterations in civilization are possible within some restrictions.

Every homo being has a alone individuality that represents his/her personality. This peculiarity is consequence of the civilization in which the individual is brought up. Culture is set of shared values, norms and beliefs shared by a set of people populating in a same society ( Schein, 2004 ) . Every organisation has its ain alone “ individuality ” or “ Personality ” by which it is recognized. Set artefacts, shared values and basic premises are learned by the members of an organisation to achieve corporate ends and mission. These factors build up the personality of an organisation ( David W. Young, 2000 ) . This sole individuality is known as the “ Organizational Culture ” . E.g. Google has a alone civilization that is informal. They work in the signifier of bunchs which promotes the squad work. Employees of Google are hired on the footing of endowment instead than experience. So the civilization of Google has given the company a alone personality and this leads to the competitory advantage in the industry as it has increased the employees ‘ committedness ( Stephen P. , Timothy A. , 2007 ) .

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Cultures are created or modified to work out the jobs caused by the engineering and competition. To maintain organisations competitory in dynamic environment, alteration is required. But the of import factor is to make up one’s mind that can alter be managed within bing civilization or non?

Harmonizing to the managerial position civilization is something that an organisation “ has ” . Researchers argued that civilization of an organisation is taught to the new joiners. With this statement they believe that civilization can be created or modified by the top direction ( Smircich, 1983 ) . These research workers believe in the construct of “ unitary ” and are of the position that organisations possess individual civilization which is aligned with the ends of organisation and this civilization is communicated to the employees through “ Symbolic Leadership ” ( Huczynski, A. and Buchanan, D. 1985 ) . Change in civilization can be planned and controlled whenever it ‘s dysfunctional. E.g. IBM has gained much repute and competitory advantage in the industry because of the strong civilization managed by Gerstner. He said that “ Culture is everything. ” He introduced dynamic gross revenues civilization which was really successful.

On the other manus taking a societal scientific discipline point of view, civilization is something which an organisation “ is ” . It is learned by members of the organisation with transition of clip. Culture is the base and no organisational direction can alter it. They are of the position that civilization can non be managed in short term by following the formal processs of implementing alteration. Organizations have subcultures as every individual has its ain set of values and traditions which can merely be managed through “ direction control ” . So it is really hard to alter the civilization and individuality that is built over clip. Companies like AT & A ; T and General Motors faced many troubles during reshaping of their civilizations.

Then comes the impersonal position where the research workers think of the solution and harmonizing to them civilization ought to be modified to get by up with the viing environment, new engineering and dynamic on the job environment. Organizational civilization should move as dynamic forces in order to accomplish best organisational ends ( Edwin L. Baker, 1980 ) . “ Culture is non inactive. ” ( Michael, S. 1984 ) . Harmonizing to him civilization is needed to be managed in order to catch up with the gait of economic growing. To pull off it three stairss should be taken into history. Meaning and consequence of civilization should be understood by directors on the first manus so find which facets of civilization are counterproductive and eventually make up one’s mind what actions ought to be taken in order to implement the alteration efficaciously. E.g. During my internship at ICI Paints, Pakistan, I came to cognize about their freshly adopted civilization of “ unfastened door policy ” . Every employee can pass on freely with other even with the CEO. This cultural policy is taught to every new employ by old employees. This policy has helped the company to pass on efficaciously.

“ Creativity does n’t come from engaging the right people, but from making the right conditions ” ( Max McKeown, 2008 ) . This is a really of import factor because failure to pull off the alterations for new conditions can take to awful state of affairs alternatively of bettering. E.g. “ Case of Palm-Toy Inc. ” , discussed in the tutorial of organisational behaviour, clearly shows the hapless execution of alteration. The procedure of modeling the plaything and so picture was changed in order to increase the productiveness. This cultural alteration was implemented in the bossy leading manner ab initio which was non accepted by the members of the organisation and therefore leads to the inefficient production. The leading manner was at mistake during the execution of alteration. But after the execution of democratic manner of leading, employees become motivated and therefore the results were positive.

In a nutshell, pull offing cultural alteration is a hard undertaking because every procedure of execution can non be applied to all the state of affairss. Some civilizations are strong while others are weak. Some nucleus values of the civilization can non be alterations as they are the base of an organisation but the civilization should be dynamic. In this dynamic environment, a inactive company can non last for a long clip because after the phase of hard currency cattles in life rhythm, company moves toward deceasing Canis familiariss and to avoid this state of affairs alteration is indispensable. And in order to implement alteration “ six levers ” of civilization should be employed i.e. scheme preparation, authorization and control, motive, direction control, struggle direction and client direction ( David W. Young ) . This is my point of position about critically analysing direction of civilizations and their interrelation with every facet of organisational behaviour.


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