Connecting strategies with HRM: Literature review on organizational culture

Running head: Connecting strategies with HRM
Connecting strategies with HRM

Connecting strategies with HRM
(Literature review on organizational culture)
The present literature review demonstrates information about the organization culture. It explains
that how organizational culture plays a significant role to increase and augment the performance
of the workers.
According to literature given by Awadh & Alyahya (2013), organizational culture is a system of
shared values, beliefs, custom, assumptions which governs how people behave in the workplace.
These shared values, beliefs and assumptions have a significant influence on the people in the
organization and dictate how they act, dress and perform their tasks and duties. It has been stated
by Barney& Clark (2007) that the values, behaviors and actions that contribute to the favorable
social and psychological environment of the company. In other words, organizational culture is a
set of shared values, beliefs and norms that characterize a specific organization. The
organizational culture may also be defined by Boselie (2010) as a pattern of shared values and
assumptions that are accepted by the group members in order to solve their grievances and
issues.
According to the literature given by McGraw-Hill Boxall, Purcell & Wright (2007), there is a
close relationship between organizational culture and organizational performance. It is noted by
Truss, Mankin & Kelliher (2012), organizational increases and enhances the performance and
effeicincy of the workers by providing favorable culture to them at the workplace. According to
Storey, Wright & Ulrich (2008) favorable and strong helps in motivating the workers for
performing tasks and duties in an effective manner. Thus, it will increase the profitability and
revenue of the firm. Awadh & Alyahya (2013) stated that organizational culture helps
maintaining good and reciprocal relationship with employees. Hence, it boosts confidence, moral
and confidence among the workers as it increases productivity of the employees and organization
as well. Analoui (2007) revealed that culture provides right and effective platform to each and
every employees to perform roles and responsibilities within the organization. Connell & Teo
(2010) analyzed that success and growth of the firm depend on the strong and heavy
organizational culture. No company can grow and survive its business without maintaining
effective and unique culture (Anthony, Kacmar & Perrewe, 2006). Employee engagement can be
done through effective and dynamic organizational culture (Guest, Paauwe & Wright, 2013).
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