Organisation Culture in HRM


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 What is organisation culture?

Organization culture could be described as set of shared values and believes that drives the employees of an organization how to interact with each other and approach to their work. Organization culture is based on shared written and unwritten rules, attitudes, customs developed over the time within the employees of the organization which are also aligned with the values of the organization.  A perfect alignment between the shared values and beliefs of the employees of the organization and the values of organization to succeed it mission will create a sustainable and successful work culture which also referred as high performance culture.

Key elements of the culture
  1. ·        Individual values
  2. ·        Organizational values
  3. ·        Alignment of Individual & organizational values
  4. ·        Dynamism
  5. ·        The role of the leader of the organization

  
How does the high performance culture impact in organisation performance?
  • ·        Improves capacity to manage of risk
  • ·        Improves capacity to manage uncertainty
  • ·        Improves capacity to manage ambiguity
  • ·        Improves organization reputation among stakeholders
  • ·        Improves better service standards and overall customer service
  • ·        Improves employee motivation
  • ·        Reduce employee stress levels


Impact of not having a good organizational culture

When the shared values of the employees and the values of the organisation do not match each other there will be a clash between the values  and it leads to demotivate and disengagement of the employees within the organization. It will also leads to work to rule and agitating behavior of the employees which is not in line with the best interest of the organisation. When this happens the performance of the organisation will be affected negatively and organizations will have to spent time money and other resources towards the controlling of behavior of the employees.

 It also leads to poor decision making as most of the internal important information will be missed or ignored. This will also have an impact on implementation of the strategic decisions of the organization as someone has said “Culture eats strategy for breakfast”.

Not having a healthy culture also decreases the productivity and quality of service as the stress levels of the staff is high and employees are demotivated.
Ultimately organizations without a proper and healthy culture will not be able to perform the expectations of the stakeholders and will lost its reputation in public.
Hence having a good organizational culture is a most important factor for an organization to succeed even though it is overlooked in many instances.



References:

Cameron, K & Quinn, R 1999, Diagnosing and changing organisational culture: based on the competing values framework, Addison Wesley Longman, Massachusetts.  

Ashkenas, R, Urlich, D, Jick, T & Kerr, S 1995, The boundaryless organisation: breaking the chains of organisational structure, Jossey-Bass, California, p. 7.

Roethlisberger, F & Dickson, W 1939, Management and the worker, Harvard University Press, Cambridge, Massachusetts.

Martin, J & Siehl, C 1983, ‘Organizational culture and counterculture: an uneasy symbiosis’, Organizational Dynamics, Autumn,

http://www.businessdictionary.com/definition/organizational-culture.html

Comments

  1. Bandara Adhikari6 January 2019 at 06:11

    You have clearly pointed out the key elements of the culture & how it impact for the organization's performance. Good one to share.

    ReplyDelete

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