The culture attracts highly qualified personnel and thus improving on productivity. In summary, organizational culture determines the success of an organization in terms of productivity, good business image and attraction or repulsion of workers. Unhealthy business cultures would, therefore, mean poor performance of an organization (Balkin, 2013).Most organizations today need to address the issue of corporate culture since it is determinant of success in the business operations. Those companies, which don’t pay attention to the behaviours and values of employees, may end up failing in achieving the organizational goals and objectives. Usually, it starts from the organizational structure where ranking of staff members begin. All employees should know how the information flows from the top executives to the junior staff members. It becomes critical when some managers defy these hierarchical structures and use their own methods to run the organization. Creation of other channels of communication leads to misunderstandings of the roles and responsibilities of each member of staff. Such misunderstandings may eventually lead to organizational conflicts (Yamarino and Dansereau, 2011).Failure to address the corporate culture aspect in organizations, today may, as well, lead to low sales or poor service delivery to the clients. There is much to consider when it comes to the rules and regulations that guide the operations of a business. For example, the rules should be written and well communicated to the employees. Also, the modes of communication should be specified, which could be oral, written, face to face, and so on. Usually, the employees become used to the regulations over time and may develop other rules that are not written in any organization’s documents. They follow such rules for a long time and it becomes a norm for most corporates. However, the new employees may not be aware of such norms and thus may lead to conflict in the day-to-day operations of the business. These employees could be managers who dictate other rules that are not known or recognized in the organization. In one way or another, organizational failure may occur due to low employees’ morale, industrial unrests, conflicts and so forth (Shahzad et al, 2012).In order to create a strong corporate culture, a company should have a vision and mission statements. A vision forms the fundamental element of a business culture. It, therefore, means that
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Cheung, S.O., Wong, P.S.P. & Wu, A.W.Y. (2011). Towards an organizational culture framework in construction. International Journal of Project Management 29(1), 33-44.
Shahzad, F., Luqman, R. A., Khan, A. S. & Shabir, L. (2012). Impact of Organizational Culture on Organizational Performance: An Overview. Interdisciplinary Journal of Contemporary Research in Business 3(9), 975-982.
Stanford, N. (2013). Corporate culture: Getting it right. Hoboken, N.J: Wiley.
Yamarino, F.J., & Dansereau, F. (2011) Multilevel issues in organizational culture and climate research. Handbook of organizational culture and climate 2(1), 50-76.
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