Understanding Organisational Culture and Climate for Managers

This document discusses the importance of managers understanding organisational culture and climate. It explains how culture affects employee performance and productivity. It also explores the reasons for organisational change and the common barriers to change in the chosen industry. The document provides insights on how these barriers can be addressed.

Managing people
organisations
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It is important for managers to understand the concepts of organisational culture and climate?
Discuss....................................................................................................................................3
Identify the reasons that organisations have needed to change and become agile in your
chosen industry and identify the most common barriers to organisational change and explain
how these can be addressed?..................................................................................................5
REFERENCES................................................................................................................................8
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It is important for managers to understand the concepts of organisational culture and climate?
Discuss
Organisation is defined as platform in which in which people perform their daily basis
roles and responsibilities for livelihood as well as profit for themselves. It has been evaluated
that each and every organisation is having unique style of working that mainly contributes to its
culture (Sharman and et. al., 2020). Culture is combination of principle, beliefs, values and
ideology of an organisation. Furthermore, it has been underlined that culture has significant
impacts upon the workplace controls and the manner in which employees perform their
operations. According to the analysis it has been evaluated that the cultural decides to manner in
which employees perform their job role in workplace. With the help of having a healthy culture
organisation can encourage employees to stay motivated and loyal towards management. It is
important for managers to have proper understanding of the concept of organisational culture and
climate as its help them in promoting healthy competition at workplace through which overall
productivity of employees can be enhanced. It has been evaluated that the culture of an
organisation mainly represents certain form of predefined policies and principles that during
guide the employees and provide them sense of direction (Mehralian and et. al., 2020). By
having proper understanding of organisational culture and managers can promote healthy
relationship among employees and can enhance their performance. Organisational culture play a
major role for an organisation as it defines company external and internal identity and the
manner in which company interact with customers, suppliers, partners, media and other
stakeholders. With the help of having a strong organisational culture managers can keep their
employees motivated and direct them towards organisational goals and objectives. It also helps
them to improve employee engagement that allows them to deliver unique employee experience
and stay their employees motivated and directed towards organisational goals and objectives. It
is essential for managers to understand the concept organisational culture and climate as it
impacts upon employee’s performance as well as well being. With having a healthy culture
manager can overcome the negative factors and can provide stable workplace environment to
employees. Organisational culture also allow managers to provide supportive management
behaviours and other flexible working options to employees that allow companies to
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significantly enhance their overall productivity in an effective manner (Sinha and Dhall, 2020).
Thus, according to the above mentioned analysis it has been identified that organisational culture
is defined as a belief that duly guide employees with the help of assumptions, practices, and
values and about the way of working. Organisational culture plays an essential element for
company that allow managers to ensure consistent behaviour between members of the
organisation by reducing conflicts and providing a healthy working environment. It has been
identified that organisational culture effectively express share believes, assumptions and values.
With the help of a strong organisational culture in which proper work recognition is being
provided to Employees Company can significantly enhance job satisfaction of workers. It
indicates that there is a significant relationship between organisational culture and job
satisfaction.
Organisational culture is recognised as an essential influencing factor that evaluates
company in different context. In order to ensure maximum competitive advancements it is
essential for an organisation to increase their interest in culture with the help of different theories
models of frameworks. It helps company to maximize their competitiveness in effective manner.
According to the viewpoint of Edgar Schein Model of organisational culture it has been
identified that leadership and organisational culture play an essential tool through company can
maximize their competitiveness in effective manner. According to this proposed model it has
been identified that organisational culture in which basic assumptions shape value and the value
shape behaviour and practices. There are basically three distinct levels in this model that involve
artefact, value and assumptions. With implementation of this model in organisational culture
Tesco can treat employees in an effective manner by distributing power and responsibilities
according to their performance. With the help of this company can effectively and take use of
leadership and can further maximize and competitiveness in effective manner.
In addition to this with the help of taking advantage of adhocracy model leading
organisation like Tesco can provide flexible workplace environment to their employees. It will
effectively help complete embrace creativity and spontaneity. Being performing their business
operations as a leading organisation in retail industrial sector it is essential for Tesco to serve
customers in a unique and innovative manner as to ensure that the leading positioning. With the
help of this model Tesco can allow employees to become adaptive in a quick manner. It is one of
the most effective model through which Tesco can effectively increase innovativeness. With the
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help of dynamic and entrepreneurial environment and culture TESCO can values innovation in
which they can provide a creative and dynamic organisational culture in which employees are
guided to contribute in an effective manner. Thus, according to the above mentioned analysis it
has been identified that managers of Tesco with the help of taking advantage of Edgar Schein
Model of organisational culture and adhocracy model TESCO can effectively can effectively
provide a healthy and organisational culture. This will allow company to adopt changes in an
effective manner through which company can maximize its competitiveness with more
effectiveness. Both of these models provide company with an effective strength through which
they can enhance their growth with more.
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Identify the reasons that organisations have needed to change and become agile in your chosen
industry and identify the most common barriers to organisational change and explain how
these can be addressed?
Business environment is inclusive of dynamic factors and elements that keep on changing. It is
essential for the entire organisation in every industrial sector to adopt changes in order to assure
more competitive advancements and successfully thrive in business sector. It is essential for
organisations leaders and managers to implement transformational changes that are taking place
in business environment in order to ensure more satisfaction of consumers by frequently
delivering them services according to the trends. It is essential for an organisation to fully
empower cross functional and self organising teams in order to facilitate changes in an effective
manner (Erthal and Marques, 2020). It has been identified that agile practices effectively allows
organisations to maximise their competitiveness in effective manner. Businesses are changing
faster than ever before that makes organisation to effectively implement changes in an innovative
and adaptive manner in order to overcome the challenges. Agile is mainly defined as a project
management methodology as well as value system that put individuals before plan. Main aim
behind this is to maximize innovation and organisational adaptability. It is essential for the
organisation to enhance their ability to innovate faster with the help of agile factors as it will
allow them to conduct cost-effective method while ensuring high profitability. Modern business
environment include number of factors which is needed for businesses to adopt by becoming
agile and adaptive towards rapid changes organisation can create a right business culture for
employees and can remain profitable in the business sector (Fatima, 2020). With the help of
different type of agile approaches for project Tesco within retail industrial sector can conduct
continuous small incremental changes as well as regular innovation in order to reduce the risk. It
will allow them to revise and re- prioritise project at an early stage that help them to reduce huge
losses. Retail industrial sector is highly competitive in which number of organisations is engaged
in aggressive competition. Furthermore it has been evaluated retail industrial sector is going to
five major changes that is technology, leadership, organisational design, people and culture. In
there are a number of factors and elements with multiple layers that are required to be effectively
understood by organisation. With having proper understanding of all these factors and the
changes prevailing in this sector on continuous basis managers and leaders of Tesco can become
agile and can undertake various form of methods in order to overcome challenges and situations.
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It has been a evaluated that organisation under retail industrial sector is under pressure to adopt
digitally transform. There are a number of new technologies being introduced on continuous
basis which is vital for improving agility. TESCO is performing their business operations as a
leading organisation in retail industrial sector. Thus, it becomes essential for company to fulfil
latest workplace demands. With the help of undertaking right solutions and measures
organisation can cope up with the fast changes and can effectively assure competitiveness in
effective manner. Thus, as per according to the above mentioned analysis it has been identified
that it is a single for organisation in retail industry in sector required to adopt to change and
become agile. In terms with retail industrial sector which is going through dynamic changes on
continuous basis it is essential for Tesco to implement changes in order to enhance their overall
productivity and profitability in an effective manner.
Most common barriers to organisational change
There are number of elements that act as an barrier to organisational change these factors affect
organisational change management process in number of ways. Factors like limited
understanding of the change and negative employee attitudes play a major role that affects
organisational Change management policy. In addition to this failure to involve employee in the
change management process, poor and ineffective form of communication are some of the
certain barriers that affects organisation effective change management process. In addition to this
it has been underlined that inadequate resources and budget effects cost management structure of
organisation that further impact upon company. However according to the analysis it has been
identified that lack of management support for change and negative employee and attitudes
towards change as well as their rigid reaction towards change act as a major element that affect
organisational change management process (Wińska and Dąbrowski, 2020). All these factors
impact upon overall productivity and profitability of organisation. It has been identified that
these challenges are being faced by Tesco in macro environment and affects their innovation
process in number of ways. There are number of reasons that affects people and organisation
resist attitudes towards change. In this the main reason of employees resistance towards change
is bad execution from management towards changes, job fear and failure to quickly adopt change
are some of the elements that play main role for employees that makes them resistant towards
change. According to the above mentioned analysis there are some of the macro environmental
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barriers to organisational change that are required to be effectively overcome by Tesco in order
to enhance their competitiveness in retail sector.
Change management theory
In order to explore more competitive in aggressive competition in retail Industrial sector it is
essential for organisational to overcome the challenges and factors prevailing in macro
environment that are affecting company change management practices. In this with the help of
effective change management Theory like Kotter’s change management model company can
ensure effective change management and can emphasise upon employees responses towards
change (Attar and Abdul-Kareem, 2020). It helps them to increase in creating a sense of urgency
among employees that to play a major role in motivating and engaging employees in the process
of change. With the help of Kotter’s change management model Tesco can effectively undertake
8 steps that involves, increase urgency, building the team, getting the vision, communication,
focus in short term goals, incorporate change and not giving up attitude. All these stages
effectively allow Tesco to focus on employee experience and establish proper workplace
communication. It is one of the most commonly used change management models through which
leading organisations like Tesco can make their employees aware about the need of change for
both organisation and their benefits. By implementing all the eight steps in an effective manner
company can have transparent and frequent communication with employees and can provide
them effectively support with the help of feedback in a constructive way. It helps company to set
small goals and recognise small achievements during the process of change that helps in boosting
employees. Kotter’s change management model is an effective method through which Tesco can
reward employees for their behaviour that allow companies to develop a positive workplace
culture.
Thus according to the above mentioned analysis it has been identified that no
organisation in today’s business environment perform their operations in stable environment
even leading organisation like Tesco who are having dominant market share in retail industry
and required to adopt changes on regular basis in order to maintain their leading positioning.
There are turbulent factors and elements prevailing in macro environment that are required to be
adopted by organisation. By becoming agile in retail industry and overcoming the barrier of
changes with the help of effective Kotter’s change management model company can enhance
productivity at great extent.
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REFERENCES
Books and Journals
Sharman, N and et. al., 2020. Terminology and the understanding of culture, climate, and
behavioural change–Impact of organisational and human factors on food safety
management. Trends in Food Science & Technology, 96, pp.13-20.
Mehralian, G and et. al., 2020. Managerial skills and performance in small businesses: the
mediating role of organizational climate. Journal of Asia Business Studies.
Sinha, N. and Dhall, N., 2020. Mediating effect of TQM on relationship between organisational
culture and performance: evidence from Indian SMEs. Total Quality Management &
Business Excellence, 31(15-16), pp.1841-1865.
Erthal, A. and Marques, L., 2020. Organisational culture in lean construction: managing
paradoxes and dilemmas. Production Planning & Control, pp.1-19.
Fatima, S., 2020. A Study of Organisational Culture:“OCTAPACE” Profile. Available at SSRN
3742977.
Wińska, E. and Dąbrowski, W., 2020. Software development artifacts in large agile
organizations: a comparison of scaling agile methods. In Data-Centric Business and
Applications (pp. 101-116). Springer, Cham.
Bogdanova, M., Parashkevova, E. and Stoyanova, M., 2020. Agile project management in
governmental organizations–methodological issues. International E-Journal of Advances
in Social Sciences, 6(16), pp.262-275.
Attar, M. and Abdul-Kareem, A., 2020. The Role of Agile Leadership in Organisational Agility.
In Agile Business Leadership Methods for Industry 4.0. Emerald Publishing Limited.
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