Organizational Behavior and Culture: Enhancing Performance and Productivity

This essay discusses the concepts of organizational behavior and organizational culture and the benefits they render to business enterprises. It highlights the importance of a congenial workplace culture in enhancing the performance level of individuals and groups associated with the enterprise. The essay also emphasizes the impact of national culture on organizational culture.

Running head: ORGANISATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name of the University:
Author’s Note:

1ORGANISATIONAL BEHAVIOR
The volatile nature of the contemporary business world has made it imperative for the
various business enterprises to take the help of the concept of organizational behavior
(Azanza, Moriano and Molero 2013). Furthermore, within the specific framework of the
organizational behavior the concept of organizational culture has gained a significant amount
of prominence (Azanza, Moriano and Molero 2013). Therefore, it is generally seen that the
business enterprises try to take the help of the concept of organization culture as well as
organizational behavior for the improvement of the prospects of their concerned business
enterprise (Büschgens, Bausch and Balkin 2013). Many experts are of the opinion that the
concept of organizational culture as well as organizational behavior is directly associated
with the performance level of not only the individual employees as well as the groups which
are associated with the enterprise but at the same time with the overall productivity of the
concerned business enterprise (Büschgens, Bausch and Balkin 2013). Thus, the business
enterprises try to inculcate a congenial as well as positive environment at their workplace
with the inherent objective to enhance the overall productivity of the organization (Bolman
and Deal 2017). The prominence gained by the concept of organizational culture is also
reflected in the wide range of theories as well as frameworks which have emerged in the
recent times associated with this concept (Azanza, Moriano and Molero 2013). This essay
will discuss about the concepts of organizational behavior and organizational culture and the
benefits which they render to the various business enterprises which try to take the help of
these concepts.
Organizational culture can be defined the culture of the workplace which the
organization tries to inculcate in order to further enhance the performance level of the
individuals who are associated with the workplace and which at the same time distinguishes it
from the other workplaces (Bolman and Deal 2017). Furthermore, they can be defined as the
ideologies, beliefs, values, philosophies and other important factors which determine the

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working principles of the workplace (Jiang, Sun and Law 2011). Experts are of the viewpoint
that if the culture of the workplace is a positive one then it is likely to further enhance the
performance level of the employees and the groups which are associated with the concerned
business enterprise and vice versa (Sharoni et al. 2012). Furthermore, the “Hertzberg’s Dual
Factor Theory” also states that there are certain factors within the workplace which further
enhances the performance level as well as the job satisfaction level of the employees
(Büschgens, Bausch and Balkin 2013). On the other hand, there are other factors which
reduce the job satisfaction level as the performance of the individuals within the framework
of the workplace (Büschgens, Bausch and Balkin 2013). Thus, it is generally seen that the
organization tries to enhance the factors which significantly improves the performance as
well as the job satisfaction level of the individuals as well as the groups related to them
(Sharoni et al. 2012). Furthermore, it is generally seen that there are other important entities
of the culture of an organization as well which impacts not only the individual employees but
also the teams or the groups which are associated with the enterprise. For example, many
experts are of the opinion that there are various important characteristics of the workplace
culture, namely, individual autonomy, management support, structure of the workplace,
identity, performance rewards and recognitions, conflict management, risk
management and others (Azanza, Moriano and Molero 2013).
The primary reason why the majority of the business enterprises take the help of the
concept of organizational culture is to further enhance the performance level of the
individuals and also the groups which are associated with the enterprise (Wiewiora et al.
2013). Scholars have stated that a congenial workplace culture or environment enhances the
performance level of the individuals as well as the groups which are associated with the
organization in a significant manner (Wiewiora et al. 2013). However, on the other hand, an
uncongenial workplace is likely to decrease the performance as well as the satisfaction level

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of the individuals as well as the groups which are associated with the enterprise in a
significant manner (Wiewiora et al. 2013). The focus of the various business enterprises is on
the enhancement of the individual performance level of the individuals as well as the
performance level of the groups which are associated with the enterprise since this particular
factor is likely to directly help the concerned enterprise to enhance its overall performance as
well (Hu et al. 2012). Therefore, it is generally seen that the various business enterprises try
to take the help of effective as well as congenial organizational culture with the objective to
manage the relationship between the employees and the organization in a much better manner
and also to improve their performance level (Hu et al. 2012).
There are various factors which affect the culture of an organization and at the same
time help it to sustain that culture (Alvesson and Sveningsson 2015). The primary factors
which affect the culture of an organization are the values or the motifs of the founders related
to the organization, the demands of the industry in which it is operational, the kind of
employees which the organization has at its disposal and also the new employees who are
joining the organization (Alvesson and Sveningsson 2015). Furthermore, it is also seen that
the leadership style followed by the leaders associated with the organization also plays a
significant role in determining the culture of the business enterprise (Jiang, Sun and Law
2011). Moreover, the initial values, goals and objectives of the enterprise also contribute in a
significant manner towards the culture of the workplace (Jiang, Sun and Law 2011). In
addition to these, many experts are also of the viewpoint that the culture of a workplace is
also determined to a large extend by the kind of performance rewards and recognition system
the enterprise is following for the process of rewarding as well as motivating the individuals
who are performing in a better manner (Azanza, Moriano and Molero 2013). Therefore, it can
be sad that these factors not only contribute in a significant manner towards the development

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of the culture of business enterprise but also at the same time help the enterprise to sustain
that culture (Azanza, Moriano and Molero 2013).
Researchers hold the opinion that the factor of culture is a diffusible entity and can be
diffused from one individual to another (Wiewiora et al. 2013). Therefore, it is generally the
culture of a place or family within which an individual is raised is easily diffused into the
individual or the group concerned (Wiewiora et al. 2013). Thus, the organizations try to take
the help of innovative as well as creative with the objective that this particular culture will
diffuse into the individuals and the groups which are associated with the enterprise (Sharoni
et al. 2012). Furthermore, the organizations try to create a culture which is in synchronization
with the objectives as well as the values of the founding members of the organization (Bellou
2010). The employees and the groups through their association with the organization are
supposed to inculcate this culture of the workplace within their own culture and work
accordingly (Sharoni et al. 2012). For example, if an organization takes the help of a culture
of innovation as well as creativity then it expects the individuals as well as the groups which
are associated with the organization to take the help of these concepts as well (Büschgens,
Bausch and Balkin 2013). Thus, it can be said that the primary purpose why the majority of
the enterprises try to take the help of various kinds of organizational culture is to enable the
individuals and the groups associated with the enterprise to take the help of that particular
culture and perform their jobs in a likewise manner (Büschgens, Bausch and Balkin 2013).
The present business world has seen the rise of various kinds of organizational
cultures which the organizations normally take the help. The most commonly used
organizational cultures by the various organizations are ethical culture, spiritual culture,
positive culture and others (Azanza, Moriano and Molero 2013). The concept of ethics has
gained a considerable amount of importance within the framework of the business world in
the contemporary times. Therefore, the focus of the various enterprises is not only to make

5ORGANISATIONAL BEHAVIOR
enhanced amount of profit but at the same time follow the various ethical parameters for the
process of making that particular profit (Azanza, Moriano and Molero 2013). Thus, the
ethical culture which the various organizations try to take the help of in the present times
focuses on the use of the various kinds of ethical theories for the performance of the job roles
of the employees (Azanza, Moriano and Molero 2013). The employees and the groups within
the framework of this culture are therefore encouraged to work in an ethical manner for the
improvement of the performance level of the organization (Azanza, Moriano and Molero
2013). A positive culture, on the other hand, tries to inculcate a positive working environment
at the workplace which would enable the employees and the groups associated with the
enterprise to work in a much better manner (Azanza, Moriano and Molero 2013). Many
experts are of the viewpoint that the creation of a positive environment at the workplace is
likely to enhance the performance level as well as the job satisfaction level of the employees
in a significant manner (Wiewiora et al. 2013). The spiritual culture, on the other hand, tries
to foster a spiritual culture at the workplace which is likely to further enhance the
performance level of the employees (Mora 2013). Many experts are of the viewpoint that the
use of spirituality contributes to the emotional wellbeing of the employees and it is generally
seen that the employees as well as the groups which are more emotionally stable are likely to
perform in a much better manner at the work (Wiewiora et al. 2013). Thus, it is with this
particular purpose that the various business enterprises of the present times try to take the
help of this type of organizational culture at their workplace. Therefore, it would be apt to say
that these three organizational cultural have their own merits as well as demerits and the
effectiveness of these cultures depends on the context and the scenarios in which they are
used.
In the opinion of Hofstede, “the national culture of a nation can be seen as the
conglomeration of the diverse beliefs as well as the social trends commonly seen among the

6ORGANISATIONAL BEHAVIOR
people of the nation” (Bolman and Deal 2017). The concept of national culture wields a
considerable amount of impact on the business process of a particular business organization.
Therefore, it is generally seen that the various business enterprises of the present times try to
incorporate the elements of the national culture within the framework of their organizational
culture (Bolman and Deal 2017). The incorporation of the national culture within the
framework of the individual organizational cultures of the various enterprises is likely to help
the various entities of the organization feel more at home within the work and this is likely to
have a positive impact on the performance level of the employees (Büschgens, Bausch and
Balkin 2013). Furthermore, it is generally seen that the work culture of the different nations
of the world are different and this has a considerable impact on the working style of the
individuals. Therefore, it becomes very important for the organizations to incorporate the
elements of these diverse cultures within the framework of their organizational culture in
order to take into consideration the cultural requirements of each of the individuals in a much
effective manner (Büschgens, Bausch and Balkin 2013).
To conclude, the concept of organizational culture has emerged as one of the most
vital ones within the framework of the modern business world. Thus, it is seen that the
various business enterprises try to take the help of various kinds of effective cultures which
best suits the requirements of the organization and the values which the organization is trying
to propound. Furthermore, it is generally that if the culture of an organization is congenial for
work then the performance level of the organization is likely to get enhanced in a significant
manner and vice versa. Moreover, in the present times it is also seen that it has become
important for the various business enterprises to take into effective consideration the national
cultures of the various employees who form a part of the workplace for the process of their
business.

7ORGANISATIONAL BEHAVIOR

8ORGANISATIONAL BEHAVIOR
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