The Impact of Organizational Culture on Performance
The organizational culture of a firm has a significant impact on how well it performs because it shapes how both its workers and external stakeholders see it. Additionally, it is necessary for the organization to survive. Therefore, it's crucial to assess an organization's culture and develop ideas about how to make it better. This essay will examine the state of organizational culture and strategies for management to strengthen it (Schein, 2010).
The Company Culture at My Place of Employment
The company culture at my place of employment is noteworthy because it has helped the business stay in its field, but it has some significant drawbacks, such as lack of concentration, low motivation, and departmental autonomy. Its strengths include, but are not limited to: support of risk taking as a way of encouraging creativity; the firm is future focused; productivity is a function of the results, among others.
How to Make Cultural Changes
Being part of the management, I would recommend the use of a business plan as a way of overcoming a lack of focus. This would ensure that all efforts are geared towards the same direction. I would also recognize and reward employee's efforts as a way of motivating them. This will need the allocation of targets, which when met, attract rewards. Departmental autonomy can be solved through more integration of departments. This will require training employees on how to work in the various available departments so that it will be easy for them to combine efforts. My main process of change implementation will involve coaching those who do not comply with the organizational culture, reward those who cooperate and hire based on culture requirements (Cameron, and Quinn, 2005).
Conclusion
This essay concludes that it is important to evaluate the effects of organizational culture on operational performance and come up with ways of improving it. A healthy corporate culture is a source of a competitive advantage, which leads to more profits.
References
Cameron, K. S., & Quinn, R. E. (2005). Diagnosing and changing organizational culture: Based
on the competing values framework. John Wiley & Sons.
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
