Organisational Behaviour and Culture: Enhancing Opportunities and Success

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This report discusses the importance of organisational behaviour and culture in enhancing opportunities and success. It covers theories and models of organisational culture, the role of culture in improving communication and employee motivation, and how companies can use culture to enhance their success.

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Organisational
Behaviour

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Executive summary
In the below report it consist of discussion about organisational behaviour and culture and this
creates opportunities as well. As there is a first of all introduction of the organisation behaviour
and the culture. Then it consists of culture and various theoretical model of organisational
culture. Then it consists of how culture can improve the communication between employees.
Then there is a discussion of how culture can enhance employee’s motivation. ad at last there is a
discussion of how company can use culture of organisation in order to enhance their success.
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Contents
Executive summary..........................................................................................................................2
Introduction......................................................................................................................................4
Section describing and explaining the theories and models found in the secondary research........4
Identify its culture in line with a theoretical model of your choice........................................4
How culture improves organisational effectiveness with a focus on communication...........5
Section explains the finding for company linking practises in action to the models and theories. .6
Evaluate the role of culture on employee motivation.............................................................6
How the company could use the culture of the organisation to further enhance its success..7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10
Books and journals...............................................................................................................10
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Introduction
Organisational behaviour is referring to the investigation in which there is an investigation
of the behaviour which is being of human beings in various setting of the organisation is noticed.
As organisation behaviour is divided into the three parts that is employees working in a firm,
group and the team members and behaviour of organisation towards the employees and members
(Benuyenah, 2021). The major aim of the organisational behaviour principle is to improve the
efficiency of the organisations. And this results in enhancing the performance of the employees
and increasing in their productivity effectively. This brings them new innovation nd motivation
towards working of their gaols and objectives. This report covers culture of the organisation by
using of theories and models. Then it covers how culture of the organisational can be improve
and role o future in motivation of employees. At last, there is a discussion of how culture could
enhance success of company.
Section describing and explaining the theories and models found in the
secondary research
Identify its culture in line with a theoretical model of your choice
Organisational behaviour is the behaviour which is seen in the organisations that how a
person is behaving in a busines organisation with his employers, seniors and peer members.
There can be various organisational culture theories which are given by many of the authors.
These theories are:
Hofstede’s cultural dimensions: As this is theory which s of organisational and cultural
theory as this is used in some of the workplace to improve their organisational culture. There are
six types cultural dimensions which are Power distance- it is related with the exertion of a power
and how person facing difficulty in contradict them. Then next is uncertainty avoidance- it
describes the organisation of taking risk and their level of comfort. Then next is individualism vs
collectivisms- it is referring to the organisation in which manager integrates mentality of people
and then there is a promotion of strong sense of commodity (Bowen, and Sethi, 2020).
Masculinity vs femineity, long term orientation, indulgence vs restraints.
Concise description of theory- there are various concept of culture which are divided
into two distinct discipline. These are Anthropology and sociology. As these are some of the
theories that are being studies in the early 1980s. as there are two underlying disciplines and it

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represents different paradigms. Anthropology is the interpretivist view which sees culture as a
metaphor for a company. as it defines organisation as being culture. Then on the next hand,
sociology is relating with the functionalist view that defines culture is as an organisational
process. In current days the mostly sued framework is Functionalist view which is described as a
culture as a pattern which is based on assumptions, discovered and developed by a group. As it
knows how to deals with the problems of internal and external affairs. Thus, it is taught as in
organisation to new staff members in order to gain something about the problem which are to be
solved.
The Schein’s model includes three levels. These are Artifacts- as these are difficult to
measure and they deal with the company attributes that can be observed and felt when new
culture enters (Busse, Zafer. and Warner, 2020). Then next is Values- as in this level it does with
the adopted gaols and objectives that are generally measures through questionnaire. Then next is
underlying assumptions: as this sis the level which deals with the phenomenon that is
unexplained when insiders talk about the organisational culture.
How culture improves organisational effectiveness with a focus on communication
Both culture and communication are important because his helps in increasing the
productivity of the company (How does culture affect communication? 2020). As an example,
taken of Sainsbury organisation they are focusing on organisational culture in order to make
effective communication in the company and with employees so that there could be more people
involved in the required task and groups. It is said that culture affects both verbal and non- verbal
communication in the business environment. In the country like UK, the communication and
conversion are necessary for the organisations in order to maintain good culture in the
environment. it is considering how a culture is affecting more communication.
Effective communication is most important for the organisations for the reason of achieving
their organisational objectives and needs. There is a motivation factors which helps employees in
working with the full potential and their productivity (Cadden, and et.al., 2020). There are
certain components of communication that is communicators, gaols, messages, channels,
feedbacks and context and effects.
Communications are those who are having attributes and involving people in their talk.
They are the one who are more focusing on the conveying their messages to the people.
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Next is messages- it is the information or data which is to be shared among two or more
people. as communication can be verbal and non- verbal.
Next is channel or a medium through which information is to be convey to another
person. This can be through oral or written or face- to face to there can be any of the
mediator who is convey information to the other person.
Then another is feedbacks which is to be how communication is transacted. As in this
communication is being transfer to the written or oral or then it consists of how the
people and react to the information and what will be the information received back.
So, these are some of the components which are to be used when there is an effective
communication between two or more person (Chen, and Zhu, 2020). As an example of
Sainsbury, company and its leaders and mangers should make effective communications and this
will help the employees in making effective communication.
Section explains the finding for company linking practises in action to the
models and theories
Evaluate the role of culture on employee motivation
The culture of organisation can prove positive and negative impact on the organisation
because this is having more impact on the employee’s motivation. If culture of organisation is
good then this results in being happy of the employee’s and his results in being increasing of the
productivity of the employees. There is a use of various task which are to be perfume by
employees working in a company so they should be more motivated in doing their work and
results in bringing productivity to their business. As organisation culture brings various changes
in the employee’s motivations. These are discussed below:
Lower absenteeism: From the survey it is said that if employees are highly engaging in
their workplace then this will result in reduction of absenteeism and this will increase
productivity by 17% in a workplace (COVIC, and PLANINIC, 2020). The improvement
in the organisational culture results in excitements and tone of work which is to be
performed by individuals.
Improved retentions: then it is discussed that if employees are working in a company’s
effectively and if they are provided better culture then this will result in improving of the
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employee retention for long time. So, by this the role of culture is seen that company
culture results in retention of the company. If employees will feel safe and secure and if
they found good culture that is positive and heathy then this may result in increasing in
employee retention for long time and reduction in employee turnover.
Increased profitability: If there is more productivity in the organisational culture then
this may be seen in the profitability of the customers and results in leads to improve in
their profits. In addition, it will help the employees in raising their standards and building
confidence in the organisations or in the society.
Better quality candidate: Team members who are loving their jobs will share their
positive experiences and hey will bring new referrals to the company’s so this brings new
candidates who are much more talented in the company (Ghos, Muduli, and Pingle,
2020). Also, at the time when mangers recruit new candidates who are willing to work in
the organisation can also hire new candidates from them so they could hire talented
employees in relation with employees so that they could bring new ideas in the company
and results in raising of their profits and revenue.
From the above, the example which is taken is of Sainsbury organisation, they are more
focusing on their organisational culture, company is providing proper training nd development
programmes to the employees, leaders are motivating employees and they are focusing on
providing heathy and safe environment to the people, so this brings their increase in their
efficiency of the employees and productivity of the company also. Sainsbury is also providing
appreciation and rewards to the employees so that they could provide better potential in the
company and by this company profits will be raised.
How the company could use the culture of the organisation to further enhance its success.
A company or organisational culture should be unique and positive. As it can be similar to
other but it can e unique to distinct to the business. a positive culture in the business sis founded
toe be most effective for any of the organisations or for the employees working in a company.
but a strong organisational culture could clearly differentiate a business from their competitors in
the market and in the mid of stakeholders also (Hidalgo-Peñate, Nieves, and Padrón-Robaina,
2020). Organisational culture results in sharing beliefs and values which is established by the
leaders and mangers of a company. leaders and mangers should have to more focused on the
employees needs and demands and understanding their wants. They have to shape employees’

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perceptions and their behaviours and at the same time understand their soul. There can be certain
benefits which is seen of strong organisation culture. These are:
Good and better communication helps the employees and manages and other departments
in working collaborating their work together and achieving their goal and objectives.
When goals and vison are being shared in the organisation with many of the employees
and leader then it results in leading employees towards the common gaols and objectives.
Then a strong organisation culture respects all the organisations and its employees
working in a business environment, then it creates mutual understanding and trust and
cooperation among each staff members (Manes-Rossi, and Bisogno, 2020).
When culture is good and cooperative then there would be less internal politics, more
decision making process and initiatives plans and fewer disagreements then this leads to
focus on common gaols of a company.
Strong sense of identification in the which is across the organisations with shared
understanding.
Then here would be less complexities and faster execution, informal control mechanism
which can lead to easier achievement of their goals and objectives.
There would be clarity in employees’ sense of behaviour and they are providing
justifications of their behaviours.
Also, this results in reducing of the employee’s turnover, when employees are happy and
love to enjoy their work in an organisation.
There are certain ways in which company can create a winning culture. That ca be through steps:
Develop a culture deck: A culture deck is referring to the slides that are using of short
phrases, examples and images to describe the behaviour of the organisation (Why
Company Culture is So Important to Business Success, 2020). Leaders of the company
should have to developed their unique firm and share it with all the members of his team.
They have to share with their seniors also in order to make their objectives accomplished.
Don’t accommodate everyone: Successful business are those who take many of the
measures which can benefits employees, but these benefits can be good for one persona
ad not good for another sometimes (Venkataramani, and Kothandaraman, 2020).
Sometimes a person should be unique and true to their values. And If there is unfit
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culture which is not like by staff members then this may result in achieving their goal and
not working comfortably.
Recognise those who live in the culture: The most common mistake which is done in
company culture defines, then it is only to forgot about it. As it is important for the
company to analyse their culture and address the issues accordingly. Company should
have to recognise individuals and teams that can helps them developing their cultures and
behaving better in the business environment.
In relation with Sainsbury organisation company’s is more focusing on their organisation
culture (Virkus, Kirinić, and Ređep, 2020). They are developing their employees in such way
that they could increase their productivity and provide them that suitable organisation which
could helps them in behaving better in the organisations and this results in their reduction in
conflicts and managers are recognising employees for their performance.
Conclusion
From the above it is concluded that organisational behaviour and their culture is most
impotent because if company has to increase their efficiency and employee’s efficiency then they
have to provide them safe and healthy busines culture. Then ether ear some of the theories and
models are discussed above to how to become an effect organisational culture and how this is to
be better in order to have better communication between employees. There is a discussion of
how organisational culture could help in cumulating employees’ motivations and their
productivity. As if organisational behaviour and culture are both positive and safe then
employees will behave good and this leads to increase in their success.
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References
Books and journals
Benuyenah, V., 2021. Theorising an organisational citizenship behaviour model for managerial
decision-making: from history to contemporary application. Management Research
Review.
Bowen, G. and Sethi, A., 2020. Internal Marketing Cybersecurity-Conscious Culture.
In Handbook of Research on Innovations in Technology and Marketing for the Connected
Consumer (pp. 135-154). IGI Global.
Busse, R., Zafer, H. and Warner, M., 2020. Rethinking the roles of project management maturity
and organisational culture for perceived performance: an empirical study based on
German evidence. European Journal of International Management, 14(4), pp.730-752.
Cadden, T and et.al., 2020. The mediating influence of organisational cultural practices in
successful lean management implementation. International Journal of Production
Economics, 229, p.107744.
Chen, J. and Zhu, J., 2020. Cross-cultural adaptation experiences of International Scholars in
Shanghai: From the perspective of organisational culture. Springer Nature.
COVIC, D. and PLANINIC, I., 2020. ORGANIZATIONAL CULTURE KEY ROLE IN A
SUCCESSFUL CHANGE MANAGEMENT PROCESS. DAAAM International
Scientific Book.
Ghos, S., Muduli, A. and Pingle, S., 2020. Role of e-learning technology and culture on learning
agility: An empirical evidence. Human Systems Management, (Preprint), pp.1-14.
Hidalgo-Peñate, A., Nieves, J. and Padrón-Robaina, V., 2020. The influence of employees’
knowledge, organisational commitment, and culture on the innovativeness of vocational
educational. Knowledge Management Research & Practice, pp.1-12.
Manes-Rossi, F. and Bisogno, M., 2020. The Effects of Managerial Autonomy on Organizational
Culture: The Case of the Archaeological Park of Paestum. In Management, Participation
and Entrepreneurship in the Cultural and Creative Sector (pp. 79-98). Springer, Cham.
Venkataramani, S. and Kothandaraman, K., 2020. Driving Transformational Change through
Organisational Culture. NHRD Network Journal, 13(2), pp.116-128.
Virkus, S., Kirinić, V. and Ređep, N.B., 2020. The role of e-learning and information culture in
educational institutions in transforming European education. In Educational Leadership,
Improvement and Change (pp. 121-138). Palgrave Pivot, Cham.
Wolf, F., 2020. Exploring the Effects of Organisational Culture on Innovation: A Mixed-
Methods Study of Multinational Subsidiaries in the Irish ICT Sector. The Crest of the
Innovation Management Research Wave, p.241.
Online
How does culture affect communication? 2020. [online] Available through
<https://www.fingerprintforsuccess.com/blog/how-does-culture-affect-communication >
Why Company Culture is So Important to Business Success, 2020. [online] Available through <
linkedin.com/pulse/why-company-culture-so-important-business-success-peter-
ashworth>
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