The Concept of Organizational Culture and why Monitoring is Important

The Concept of Organizational Culture and why Monitoring is Important

The Concept of Organizational Culture

The concept of culture in the context of organizations refers to the climate and practices that develop around how an organization handles people and the espoused values thereof. To that end, organizational managers intend to create the right culture that influences the effectiveness of an organization. For instance, an organization may pursue a customer service or quality culture, indicating the values that organizational managers wish to incorporate within the organization (Schein, 2010). Having a defined culture is vital in attaining effective performance, and the stronger an organizational culture is, the more effective an organization’s performance will be.

Why Monitoring Organizational Culture is Important

Monitoring organizational culture is critical to ensuring that an organization is moving in the right direction as far as performance is concerned. The exercise will require establishing metrics against which to monitor performance. For instance, DCE Construction Inc. monitors its quality based on the opinion of its internal engineers (Schein, 2010). The management believes that internal acceptance is an effective surrogate for external acceptance. Also, Wellmade Flute Company evaluates the quality of its instruments at each production process, such that the end products incorporate the company’s quality culture (Schein, 2010). Monitoring organizational culture gives management a glimpse of what is happening, how employees have received its culture, and what adjustments are necessary to shape the culture.

The Relationship between Culture and Organizational Performance

According to Stein et al. (2021), organizational culture is connected to and has a strong impact on organizational performance. In particular, employee engagement, one of the components of organizational culture affects performance. Engaged employees exhibit a sense of ownership of the organization and are willing to exploit their potential to help the organization attain its goals. Google LLC is a classic example of organizations whose organizational culture of employee engagement has positively impacted performance.

Components of a Thriving Culture

One of the components of a thriving organizational culture is employee commitment. Employee commitment is attainable through effective communication (Rožman & Štrukelj, 2021). It is the responsibility of top managers to let the employees understand what they expect from them in the pursuit of organizational culture. Also, healthy employee relations between employees are a catalyst for attaining a thriving organizational culture (Rožman & Štrukelj, 2021). When there are healthy working relations between employees, the workplace becomes a happy place, and employees always look forward to going back to work. Otherwise, when individual employees exhibit immense stress due to tension at the workplace, their productivity will reduce, negatively affecting the overall organizational culture. Thirdly, employee satisfaction contributes to a thriving organizational culture (Rožman & Štrukelj, 2021). Employee satisfaction is attainable once career growth and skill development opportunities are available due to managerial efforts.

Conclusion

In summation, organizational culture is one of the key indicators that affect organizational and employee performance. An organization’s culture is established through espoused values, beliefs, behavioral norms, and rules in the organization. Once the organization’s leadership establishes the organization’s culture, they communicate the same to employees for implementation. Notably, monitoring alignment with the organization’s culture is vital to attaining optimum performance.

Reference

Rožman, M., & Štrukelj, T. (2021). Organizational climate components and their impact on work engagement of employees in medium-sized organizations. Economic Research-Ekonomska Istraživanja, 34(1), 775-806.

Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.

Stein, D., Hobson, N., Jachimowicz, J. M., & Whillans, A. (2021). How companies can improve employee engagement right now. Harvard Business Review.

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In this assignment, we have to:
Describe the concept of organizational culture and why the monitoring is important.
How is culture connected to organizational performance?

What are the key components of a thriving culture in today’s organizational climate?
And we have to be thorough and separate the sections using APA headings. Research your topic and include all references in APA format.