Organizational Culture and Its Impact on Organizational Performance

AKSHAY KUMAR, KAILA, 6408084
MGNT 803 Organisational Behaviour and Management
Assessment 4
Organizational Culture
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AKSHAY KUMAR, KAILA, 6408084
Table of Contents
1.0 Introduction.................................................................................................. 3
2.0 Overview.......................................................................................................... 3
2.1 Impact of organizational culture...................................................................3
2.2 Organizational culture and organizational performance...............................3
2.3 Need to manage organizational cultural change..........................................4
2.4 Summary of literature..................................................................................4
3.0 Practical implication for managers...............................................................5
4.0 Reflection on learning..................................................................................6
5.0 Conclusion.................................................................................................... 6
References.............................................................................................................. 7
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AKSHAY KUMAR, KAILA, 6408084
1.0 Introduction
The organization’s culture plays a vital role in shaping the future of any organization.
According to (Alvesson, 2013), the organizational culture encompasses cultural and
symbolic phenomenon. The values and assumptions shared by the people in an
organization are influenced by the culture they are coming from. Thus, managers need to
maintain a corporate culture that merges values and beliefs of people coming from different
backgrounds and align them towards the achievement of organizational goal. In this paper,
we will review two additional sources to understand various aspects of organizational
culture.
2.0 Overview
2.1 Impact of organizational culture
In the previous assessment, I have reviewed two sources (Warrick, 2016) and (Warrick, et
al., 2016). According to (Warrick, 2016) organizational culture can be defined as,
“predominant beliefs, values, behaviors, and attitudes of people working in an organization.”
These set of characteristics plays a vital role in employee performance and job satisfaction.
Organization’s culture has at many times proved to be an obstacle as well as a remedy to
various organizational problems. It is the cause of the current position of any organization
and is a dominant force that ensures the achievement of goals. (Warrick, 2016) suggests
that the people in an organization that performs well are skilled and groomed. A high-
performance organization has a culture of transparency in communication, and commitment
towards the fulfillment of duties and responsibilities. Contrarily, people that belong to low-
performance culture have unclear goals and are not aware of the company’s mission. There
are low team spirit and the staff work towards the achievement of expected results rather
than sustainable results.
According to (Warrick, et al., 2016) organizational culture is the key component that ensures
that everything goes smoothly. Zappos follows a customer-oriented culture wherein they
adopt to customer’s culture for maximizing customer satisfaction. On the other hand, they
have emphasized on creating a culture of happy employee which in turn make possible to
have a happy customer. While the recruitment process not just the candidate’s capabilities
but their ability to fit in the organization’s culture is also evaluated. The key lessons to be
learned from Zappos culture is to take thoughtful actions that would align to have a sound
organizational culture. To training by committed and professional trainers is required to
make the implementation of good culture successful. Continuous monitoring needs to be
done to ensure that the culture is creating a healthy atmosphere in the organization.
2.2 Organizational culture and organizational performance
Abu-Jarad, I. Y. & Yusof, N., 2010. A Review Paper on Organizational Culture and
Organizational Performance. Centre for Promoting Ideas, USA , 1(3), pp. 26-46.
According to (Abu-Jarad & Yusof, 2010), every organization has its own corporate culture.
Healthier the corporate culture, more sound is cultural performance. Beliefs and attitudes of
the workforce should be examined if anyone wants to study in an organization. Even when
there is a change that needs to be brought in the organization, the organization’s culture
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