Organizational Culture | Report

Running Head: ORGANISATIONAL BEHAVIOR
ORGANISATIONAL BEHAVIOR
Name of the Student
Name of the University
Author Note

1
ORGANISATIONAL BEHAVIOR
Table of Contents
Introduction................................................................................................................................2
Body...........................................................................................................................................2
Conclusion..................................................................................................................................7
References..................................................................................................................................8

2
ORGANISATIONAL BEHAVIOR
Introduction
Organisational culture is a system of company’s beliefs, values and ethics that
governs the employees and staff to behave in the organisation. These values influence the
people to behave accordingly. Every company has different organisational culture that allows
the group of people to work together within the provided guidelines and accordingly perform
the business process to reach towards the goal. Organisational structure includes all the
activities like roles, rules and responsibilities of an organisation that governs to reach the
goals. This includes how information flows within level of organisation. Organisational
behaviour is the examination of human behaviour in the work environment & its impact in
the organisation. The paper will focus on the importance of organisational culture in
influencing the employees to reach towards the goals.
Body
Literature Review
According to Funminiyi, a well-planned structure in an organisation will result in
improving the work efficiency and effectiveness of an organisation. The author has identified
the impact of organisation structure in terms of employee engagement. A survey was
conducted within the employees and managers of manufacturing firms of Nigeria. It was
found that a Standardised system of proper control in the organisation helps in improving the
employee engagement and ultimately improves the organisational productivity. Standardised
system means that employees have a clear job descriptions, rules and regulations, managers
properly measures the performance & provides incentives to employees. Employees are more
focused on delivering their services to the organisation & to the customers. Standardised
system controls the overall efficiency of employees and helps in producing the quality
products (Funminiyi 2018). This helps the organisation to be competitive in the global

3
ORGANISATIONAL BEHAVIOR
market. Hence, a proper organisational structure helps in improving employee engagement
and improves organisational performance.
According to Ramdhani & Anssyifa, the commitment of employees in the
organisations can be improved by collaborating all the activities in the corporate culture. This
includes a better teamwork, better training and development, efficient communication and
rewards recognition. This will improve the organisational productivity and maintain the
efficiency of the employees. The success of any organisation is depended on the role of the
management functions. This will build a strong organisational culture and will encourage the
employee commitment to the organisation. A good corporate culture will enable employees
to understand the organisational goals and will keep them focus towards the work (Ramdhani,
Ramdhani and Ainissyifa 2017). Hence, their level of commitment increases. It was found
that training and development, reward and recognition scheme, efficient communication and
teamwork increases the efficiency of employee performance. Corporate culture determines
the quality of an organisational sustainability on the basis of loyalty, profitability and
organisational productivity. It also includes ethical values, behaviour of the co-workers,
attitude of the supervisors, beliefs and norms of an organisation. These factors also plays an
important role in improving the efficiency of the organisational performance. If the
organisation is people oriented and team oriented, then it will improve the power of an
organisation. Team work will also affect the employee performance. Teamwork will help to
increase the achievement of organisational objective. It will allow the employee to
confidently do the task and the ability to achieve the objective will be increased. Good
communication within the organisation will also drive a positive relationship between the
manager and the employee. This includes vertical communication between senior managers
to the employees. Training and development will improve the employee skills and knowledge
and helps them to effectively perform the task. Reward and recognition is another factor that

4
ORGANISATIONAL BEHAVIOR
includes, bonuses, salary, promotion and other benefit that will keep the employee motivated
to the task. Hence, these factor will build a proper organisational culture and influence the
employee behaviour and organisational performance.
Role of Management in Organisational culture and Organisational structure
Organisational culture is the work environment that includes the organisational
culture, norms and organisational mission. Managers plays a very important role in making a
successful communication within the organisation. Management creates these rules and
regulations within the organisations and frames this within the organisational culture
(Sebastiao, Zulato and Trindade 2017). The management is also responsible to build an
organisational strategy. They integrate each and every employees of the company to do the
task according to its value and norms. They ensures that objectives is clear to each and every
employee of the organisation. Hence, the creation of an organisational strategy is depended
on the management strategy (Obeidat et al. 2018). They are also responsible to control the
overall business process. They allocate resources to the every business activity and controls
the activity. They also set the work routine of the employees and encourage them to make
innovations and hence create the efficiency of the employees. This will ultimately increase
the organisational performance of the business. Hence, management plays an important role
in shaping this culture within the organisation (Roscoe et al. 2019).
Managers also help in framing the organisational structure. They are engaged in
making various organisational functions like planning, staffing, organising, leading,
controlling & motivation of the employees. This means they are involved in making a clear
organisation structure which will affect the individual satisfaction of the employees and
hence will affect the organisational performance.

5
ORGANISATIONAL BEHAVIOR
Influence of organisational culture/ Structure on employees and organisational
performance
Organisational culture includes the value and norms of any work environment.
Employee loyalty depends upon the knowledge & awareness of the behaviour of the
organisation. This knowledge can be gained by understanding the beliefs of the organisation.
Organisational performance depends on the degree to which an employee fulfils the
organisational objective. The job of any employee is described on the basis of this objective.
The performance depends upon the quality of service that has been provided to the
customers. A proper organisational culture will engage the employee association in the
organisation. The norms & value influence the work force engagement in the business
(Laforet, 2016). This will increase the efficiency of the work and will ultimately increase the
productivity (Irmbrjournal.com. 2020). This indicates that the job performance provides a
strong organisation culture and hence increases the productivity (Panmore Institute. 2015).
(Durairatnam, Chong and Jusoh 2019). It allows the organisation to perfectly use the human
resources in their work and improve the group efficiency towards the organisational
objective. Hence, the power of organisational culture is very much helpful in sustainability
and effectively of organisation.
Employees plays a very important role in organisational structure. Employees
understand their roles & responsibilities if the job and accordingly perform the work. They
will feel secure in the job and hence improving the organisational performance.
Examples
Starbucks corporations is one company that has a distinct characteristics in terms of
organisational culture. The organisational culture of the company depends upon the
operations of all its franchises & licenses. It has strong customs, traditions and behavioural

6
ORGANISATIONAL BEHAVIOR
expectations towards its stakeholders. It is observed that, the employees work in team and
successfully handle with their customers. The interacts well with the customers in a friendly
way. The warm and friendly nature of the employees shows an efficient culture of the
business. The company’s organisational culture is related to its business strategies. The main
strategy of the business is to build a successful brans and helps the business to grow globally.
This coffee organisational culture played a very important role beyond its success. The
company provides has always been successful in providing better experience to their
consumers. This has been possible due to kind nature of the employees towards their
customers. The company also use different managerial approaches in its business. The
management is focused on developing various human resource programs for better
interaction with the customers. This training and development strategy is one of the culture
associated with the organisation. The main objective of this program is to build a successful
leadership quality within the employees. The corporate culture is also engaged with building
relationship approach, engaging collaboration of the business, proper communication,
inclusion & diversity within the workplace. The servant leadership approach involves the
leaders, managers and the supervisors to the organisational culture. The mangers support the
subordinates to ensure that the business objectives is met and helps the business to grow. The
management takes care for the employees by valuing the employee morals and customer
satisfaction. This organisational culture has been developed by the country’s president. The
company also has a relationship driven approach which supports the employees to make a
friendly relationship with their employees. This global culture demand helps the business to
meet the customers demand. They also collaborate their process for effective communication
and fulfil all the order requirement. The culture is engaged in delivering quality service, cost
effectiveness and providing best customer experience towards the business. Employees are
also open and have a traditional culture to open up towards the superiors. The company also

7
ORGANISATIONAL BEHAVIOR
has a discrimination policy to prohibit any types of discrimination with respect to gender,
ideas, thoughts and life experiences. These factors improves the organisational performance.
Starbucks also have a hybrid organisational structure. The strong leadership quality
and effective communication has proved its organisational structure. The company has
maintained its corporate structure by expanding its business to meet the specific needs of the
business. Accordingly they allocate the employees within the structure to ensure that
operations are properly managed and performed.
Conclusion
Therefore, it can be concluded that, Organisational culture includes the value and
norms of any work environment. The job of any employee is described on the basis of this
objective. The performance depends upon the quality of service that has been provided to the
customers. Employees plays a very important role in organisational structure. Employees
understand their roles & responsibilities if the job and accordingly perform the work.
Managers also help in framing the organisational structure. They are engaged in making
various organisational functions like planning, staffing, organising, leading, controlling &
motivation of the employees

8
ORGANISATIONAL BEHAVIOR
References
Azizi, N. and Rowlands, B., 2018. The Moderating Effects of Organisational Culture on the
Relationship between Knowledge Sharing and IT Risk Management Success.
Durairatnam, S., Chong, S.C. and Jusoh, M., 2019. People-Related TQM Practices,
Organisational Culture, Organisational Justice and Employee Work-related Attitudes for
Quality Performance: A Research Agenda. Global Journal of Management And Business
Research.
Funminiyi, A.K., 2018. Impact of Organisational Structure on Employee Engagement:
Evidence from North Central Nigeria. International Journal of Advanced Engineering,
Management and Science, 4(8).
Irmbrjournal.com. (2020). [online] Available at:
http://irmbrjournal.com/papers/1364462611.pdf [Accessed 27 Mar. 2020].
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance
in family firms. Journal of Small Business and Enterprise Development.
Nene, S.W. and Pillay, A.S., 2019. An Investigation of the Impact of Organisational Structure
on Organisational Performance. Financial Risk and Management Reviews, 5(1), pp.10-24.
Obeidat, A.M., Abualoush, S.H., Irtaimeh, H.J., Khaddam, A.A. and Bataineh, K.A., 2018.
The role of organisational culture in enhancing the human capital applied study on the social
security corporation. International Journal of Learning and Intellectual Capital, 15(3),
pp.258-276.
Panmore Institute. (2015). Starbucks Corporation’s Organizational Culture & Its
Characteristics - Panmore Institute. [online] Available at: http://panmore.com/starbucks-
coffee-company-organizational-culture [Accessed 27 Mar. 2020].

9
ORGANISATIONAL BEHAVIOR
Ramdhani, A., Ramdhani, M.A. and Ainissyifa, H., 2017. Conceptual framework of
corporate culture influenced on employees commitment to organization. International
Business Management, 11(3), pp.826-830.
Rofcanin, Y., Las Heras, M. and Bakker, A.B., 2017. Family supportive supervisor behaviors
and organizational culture: Effects on work engagement and performance. Journal of
occupational health psychology, 22(2), p.207.
Roscoe, S., Subramanian, N., Jabbour, C.J. and Chong, T., 2019. Green human resource
management and the enablers of green organisational culture: Enhancing a firm's
environmental performance for sustainable development. Business Strategy and the
Environment, 28(5), pp.737-749.
Sebastião, S.P., Zulato, G. and Trindade, A.D., 2017. Internal communication and
organisational culture: The management interplay in the view of the Portuguese
communication consultant. Public Relations Review, 43(4), pp.863-871.