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Organizational Behavior and Design | Report

   

Added on  2020-04-01

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Running head: Organizational behavior and design Organizational behavior and design

Organizational behavior and design IntroductionThe report presents a brief idea about the culture and climate in which an organization functions. The organizational culture and organizational climate are the two factors that determine the mood of the employees who are interested in working for the organization. The report explains that how culture and climate affect the performance of the employees. There is a description of organizational culture which is explained in simple words in order to make readersunderstand which goes parallel to the climatic factor of the organization. It shows the contrastingfeatures of between the culture and climate. The impacts and influences of these two organizational tools are mentioned in the report. The way in which organizational culture and organizational climate differ in one another is shown clearly. Also, there are certain examples which flow with the description of organizational culture and organizational climate. It explains that how these two factors shows their influence on employee motivation and how they relate to the organizational commitment is drawn in the end. Concept of Organizational Culture and Organizational ClimateOrganizational CultureThe organizational cultureis a system of sharing the opinions, values, and others believe. The behavior of people working in the organization is governed by the culture of the organization. The shared opinion strongly influences its impacts on the people working in the organization. This addresses the way they act and shows their job performance. Every organization has its own culture which it develops. It has guidelines, it has boundaries of how an employee must behave in an organization (Van De Voorde, K., Paauwe & Van Veldhoven, 2012). The organizational culture is characterized according to the priority from top to bottom. Every organization uses these characteristics in its own way which defines the culture of the organization in its unique form. Members of the organizations judge and evaluate these values onthe basis of cultural characteristics. These characteristics include Innovation, Attention to Detail, emphasis on the outcome, emphasis on People, Teamwork, aggressiveness, and stability (Collie, Shapka & Perry, 2012). Organizational ClimateThe climate of an organization is defined as the how firstly the members of organization experience the climate of the organization. The climate of the organization depends on how well the members work in the organization and how well the outputs they generate. The organizational climate has to be positive and favorable in order to attain good heights and good results. For this how employees functions on a task are very important. Hence organization 2

Organizational behavior and design should be aware of the needs and wants of employees to meet the satisfactory results (Hartnell, Ou & Kinicki, 2011). The climate of an organization changes frequently, hence the company should be aware of such changes so that they can shape their management according to the demands of the company. Climate represents the mood of the organization. Climate can be experienced easily and also can be changed easily (Morgan & Yoder, 2012).Concepts of Organizational Climate and Organizational CultureThe climate is the mood of the organization whereas personality of the organization is represented by Culture. The terms which create differences in both the concepts are norms, values, and behavior that are seen in employees of the organization. Not every organization follows the same culture and climate like the other. They differ from each other (Adeniji, 2011).The different types of climate that the culture of an organization has created can be categorizedas follows:• People-oriented climate: The focus on individual’s perception that works in the organization is categorized under people- oriented climate. It focuses on the employees of the organisation in order to meet the goals and objectives of the firm. • Rule-oriented climate: It is a climate that is based on establishing the rules in an organization and also the policies and procedures of an organization. The framing of these different norms come under rule- oriented climate (E. Rupp, 2011)• Innovation-oriented climate: This type of climate helps in encouraging employees for creating new methods of doing the tasks and duties.• Goal-oriented climate: This type of climate focus on achieving the target or the goals that help in raising the company’s reputation. The members of the organization work efficiently to achieveone aim and objective. The cultures of an organization have been classified as below. • Clan culture: In this culture, the employees of an organization behave as a family with each other. They are mentored and nurtured by the organization which makes the participation of a number of employees easy (Schneider, Ehrhart & Macey, 2013). • Adhocracy culture: The functioning of employees under this classification is dynamic in nature. They are taught to take a risk and follow innovative techniques (Groves & LaRocca, 2011). 3

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