INFLUENCE OF ORGANIZATIONAL CULTURE IN TODAY'S PERSPECTIVE

An organization’s culture affects every stage of how organizations are functioning and how work gets done, while confirming their culture which is adequate for the future with high significance for many organizations. Schein.E (1992) defined culture as a pattern of sharing basic expectations that the organization has learnt while considering as valid and to be taught to new members as the correct way to perceive. Also Schein (2004), identified organizational culture as a dynamic force which plays a major role in the organization, engaging with revolving and collaborating as it is designed up by the employees and management movements, behaviors and attitudes.

According to the CIPD view point, Organization culture can be identified as one of the hardest attributes within an organization, but also as one of the greatest significant and valuable aspect. Also advanced and aligned corporate cultures can inspire employees to perform well and engage with their work efficiently while aligning performances to common values and purposes, share knowledge and insights, be more dynamic and responsive, and build trust. However, when toxic culture can cause major issues for the organization as well as employees, directing to low performance and confidence, high levels of staff turnover (CIPD, 2016).

According to Forbes view point, Culture is the invisible strength that shapes organizational success and permits to keep star performers within the organization. Further in Forbes, gave an ideal example on how culture helps to achieve excellence within the organization. As described in it, one of kidney dialysis company, DaVita, have done excellent job intentionally while creating their culture very well. In 1999, Kent Thiry joined the company as the CEO and made organizational operative, financial and morale challenges resulting the company fallen technically bankrupt. By 2005, with the new management team appointed were able to achieved a reversal while company’s market capitalization grown from $200 million to more than $5 billion, the clinical outcomes had become the best in the industry, the company’s organic growth was the highest in the industry and employee retention had improved dramatically with a 50% reduction in turnover because of the significant changes in the organizational culture (Forbes, 2018).

Every organization has its distinctive culture with a combination made up by people with special and different personalities, talents and individual goals. In the changing world with a newer innovation leaders need to deal with a way to encourage employees to achieve company objectives while preserving organizational culture and values. When an organization culture changes takes place the most common scenario is the employee frustration and dissatisfaction which needs to be managed well (Sepra,2016).


References

CIPD, (2016). ‘Developing organization culture: Six case studies’. CIPD. June. [Online] Available at: https://www.cipd.co.uk/Images/developing-organisation-culture_2011-six-case-studies. (Accessed on 30th June 2018).

Forbes, (2018). Keep Your Best Employees: Culture Is Key. [Online]
Available at: https://www.forbes.com/sites/dedehenley/2018/05/22/keep-your-best-employees-culture-is-key [Accessed on 30th June 2018].

Schein E. (1992). Organizational Culture. American Psychologist. 45(2), 109-119.
Available at:http:// dx.doi.org/10.1037//0003-066X.45.2.109.[Accessed on 30th June 2018].

Schein.E(2004). Organizational Culture and Leadership. San Fransisco, CA:Jossey-Bass.

Sepra, S., (2016). An overview of the concept of organizational culture. International Business Management, 10(1), pp.51-61.