Organizational Culture and Behavior

This assignment delves into the concept of organizational culture as a pattern of behavior within an organization. It highlights the influence of structure, process, incentives, and leadership in shaping organizational culture. The significance of managing cultural differences and implementing changes to enhance market competencies is emphasized. References are provided for further exploration.

RUNNING HAED: ORGANIZATIONAL BEHAVIOR 1
Organizational behavior
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Organisational Behaviour 2
Organizational culture is a system with shared assumptions, values and beliefs governing people
to behave in an organization. All these values are important for strongly influencing the people
working in the organization. Every organization has a distinct objective in order to imbibe a
unique culture in the organization. People working in the organization are making value on the
basis of the organizational culture. The purpose here is to develop an organizational culture in
accordance to their behavior to match set of values (Alvesson, 2016). Culture is steady,
observable pattern of behavior seen in an organization. This is to focus attention on the forces
that help in shaping organizational behavior which includes structure, process and incentives.
An organizational culture is largely managed by the structure. The organizational culture set the
rule for people to behave in an effective way. This can only be achieved by managing the
organizational culture in a pre-defined way. In a corporate world, employees work with people
from a different region. The principles of an organizational culture and norms are identified as
an important parameter to form business relation. Employees coming from different regions find
difficulty in adopting the organizational culture. The adopting of Western Organizational culture
creates a fear in the mind of people in regard of losing their tradition and values (Barbera, 2014).
Twitter has a best organizational culture while compared to other. They do have Rooftop
meetings, friendly co-workers and a team-oriented environment. This help in motivating the
company’s goals in the best possible way.
Various researchers have shown the change in the organizational culture is carried in order to
make financial gain. An organization can make profits by encouraging organizational culture to
deliver best result. The economic growth of an organization largely depends on the efforts made
by the management. As per a study conducted in a Taiwan based organization, culture value and
moral has a direct impact on the job performance and satisfaction. The level of employee
satisfaction is directly related with the organizational culture and development (Gordon. 2017).
The level of employee satisfaction depends upon the cultural values it gained through its past
experience. The difference in the attitude directly affects the past experiences in different
countries. An organization has to imbibe cultural functions in order to gain employees interest. In

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the era of globalization, every employee has to adopt the organizational culture. The
organizational culture plays an important role in managing business organization. The corporate
culture is thereby responsible to emphasize of the training and development in a well-informed
culture (Adler and Gundersen, 2007). This helps in boosting the organizational culture in order
to gain market effectiveness. Google has grown into an expanded business organization with a
uniform culture that helps in managing the different departments within the company. In a larger
company, the culture has to reinvent itself to accommodate itself. The culture of an organization
is a collection of shared assumptions and beliefs to work together in order to manage the changes
taking place in the business environment. Culture often stands out to be a codified process
followed by much business organization (Bakker and Schaufeli, 2008). The organization culture
is made up of the political environment. The external political environment affects the
organization largely. It is mainly composed of the organizational culture and development taking
place in a well-organized manner. Culture is passed on to the next generation; hence it plays an
important role in giving a purpose to an organization. Over the time, there has been a regular
change in the process of managing the process over the time. It is the members and agency that
works together to provide with a coordination in between the organizational value mechanism. It
is thus important for gaining effectiveness by influencing efforts of the employees largely
(Colquitt, et al 2011).
The organizational team faces issue due to inappropriate employee behavior, poor leadership and
a volatile business environment. Such an organizational culture develops insecurities in the mind
of the employees (Luthans, Luthans and Luthans, 2015). A dominating organizational culture is
hard for the business organization in gaining an effective team performance. This highly
influences the role of leader and team performance in managing business role. The team
satisfaction is important to manage changing face of organizational culture. This is affecting the
overall process to meet the challenges taking place in the business environment (Nelson and
Cooper, 2007).
The organizational culture is a combine effort of the employees and the factors influencing them.
The organizational culture need to be kept in alliance with the workplace in a well-effective way.
This type of working environment is good for the employees. The working environment,

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organizational climate is highly influencing the behavior of the employees (Pinder, 2014). A
strong alignment of an individual value in managing the ambiguity increased has an impact. This
will however benefit the overall process to introduce changes in the organization. Organisation
Citizenship Behaviour (OCB) is important for evaluating organisation and its contribution in
building an effective team. This actually occurs when the employee contributes over and above
the requirements. The Behaviours include an exercise to help a co-worker, volunteering
additional duties, representing the business organization efficiently, and by improving the
morale. This contributes to job satisfaction and motivates employee in matching up with the
expectations in return of rewards reverent behaviour. This will be helping others in exceeding
job expectations hence managing the role of the employees. It is provided by facilitating
identification of workplace standards, approach and beliefs to improve the collaboration to build
healthy relationships (Robbins, 2009).
For a healthy organization, it is important to build Commitment to the employee with a belief in
acceptance of the organisational goals and values. An individual behavior has a direct impact on
the organisational values. An employee has to demonstrate commitment to the organisation for
the organisation and its customers. However, this develops the quality of service delivery and
performance of the entity and organisation (Youssef and Luthans, 2007).
Organizational culture has an exclusive impact on the employees. There are cases where
employee quit the job due to dissatisfaction. High rates of turnover are tough for the
organization to manage. This creates staff shortages and discontinuity in service delivery.
Unsatisfied employees are the reason behind the vulnerable and their mental health. Employee
Retention is enhanced by creating safety measures and steadiness. The Job satisfaction provides
with an emotional state from evaluating positive contribution to employee retention. An
organizational culture is largely managed by the structure. The organizational culture set the rule
for people to behave in an effective way. In contrast to this, the organizational culture has an
impact over the employee turnover and its impact on growth (Gimenez-Espin, Jiménez-Jiménez
and Martínez-Costa, 2013).
The organization culture brings every individual on same platform. Every employee is treated in
a same manner hence reducing the chances of being felt left out. The employees are treated

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equally by the employer irrespective of religion, region, colour and gender. It is essential for the
employees to adjust in the culture so that they can deliver best result. It is often seen that the
large sized multinational organizations are facing issue due to imbalance in individual and
organizational goal. This is however important for the business organization in order to manage
the gap in the organizational goals and effectiveness (Stein, 2017).
It’s the organizational culture that unites the employees coming up from different background.
The work culture helps the employees in accepting the back grounds, families and varied
attitudes and mentalities. It’s the organizational culture that creates a sense of unity at the
organization. There are certain organizations that follow a culture where all the employees are
working irrespective of their designation. The organizational culture encourages the employees
to work efficiently for gaining long-term benefit ultimately benefits them in the long run. It is the
culture of the organization which helps in developing employees (Jones and Jones, 2010).
This is important for the organization to develop an effective roles and responsibilities that helps
in accomplishing the tasks within the desired time frame. The purpose of an organizational
culture is to get work done as per the set guidelines. It is important to implement the policies
through a definite set culture. It is important to provide knowledge to the employees working in
the organization by creating a level of understanding that work in symmetry to establish an
effective culture (Nelson and Cooper, 2007).
It is the duty of work culture that promotes healthy relationship in between the employees. The
organizational culture therefore moulds up the business environment. It is the responsibility to
treat work in a better way that moulds the way of looking at things. It is the culture of the
organization that motivates employee to maintain the team productivity. A strict management
forces the employees to submit the report in definite time-period. It’s not always the external
pressure that forces an individual to work. Internal motivation therefore works as an important
parameter to build up habit in employees. In a diversified culture, the best business practice plays
an important role. This is important in managing the general habits and allocation of resources in
order to manage the workforce.

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The organization is facing problems in managing the teams. There are possibilities due to which
an organization can undergo an ineffective team building and motivation. This is important to
manage the team behavior in general. Employer tries to inculcate a positive culture in the
employee. In such situation, an employee is ready to manage the cultural gaps seen while going
through the process of learning and development. However, employees with a better focus and
adjusting attitude are easy to be convinced. They create a business atmosphere where the
employees are easy to gather courage in decision making. The organizational culture set the rule
for people to behave in an effective way. This can only be achieved by managing the
organizational culture in a pre-defined way (Robbins, 2009).
To conclude, the organizational culture plays an important role in managing the organization. It
is through a better development and learning that an organization is able to meet the desired
targets. The purpose of such targets is to manage the contingencies and to build an effective
environment focusing on growth and development. An organization has to imbibe cultural
functions in order to gain employees interest. In the era of globalization, every employee has to
adopt the organizational culture. This is important for managing the changes taking place in an
organization and allocating the resources effectively. Culture is steady, observable pattern of
behavior seen in an organization. This is to focus attention on the forces that help in shaping
organizational behavior which includes structure, process and incentives. An organizational
culture is largely managed by the structure. This is important in order to gain market
competencies. Changing organizational culture is important for managing the differences in the
employees. All these changes act as effective stimuli to implement changes and to impose
changes in regular working.

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References
Adler, N.J. and Gundersen, A., 2007. International dimensions of organizational behavior.
Cengage Learning.
Alvesson, M. ed., 2016. Organizational culture. Sage. International Publishing.
Bakker, A.B. and Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees
in flourishing organizations. Journal of organizational behavior, 29(2), pp.147-154.
Barbera, K.M., 2014. The Oxford handbook of organizational climate and culture. Oxford
University Press.
Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011. Organizational behavior:
Improving performance and commitment in the workplace. McGraw-Hill Irwin.
Gimenez-Espin, J.A., Jiménez-Jiménez, D. and Martínez-Costa, M., 2013. Organizational culture
for total quality management. Total Quality Management & Business Excellence, 24(5-6),
pp.678-692.
Gordon, G., 2017. Guiding Organizational Culture. In Leadership through Trust (pp. 53-62).
Springer
Jones, G.R. and Jones, G.R., 2010. Organizational theory, design, and change.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-
based approach. IAP.
Nelson, D. and Cooper, C.L. eds., 2007. Positive organizational behavior. Sage.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Robbins, S.P., 2009. Organizational Behavior, 13/E. Pearson Education India.
Stein, H.F., 2017. Listening deeply: An approach to understanding and consulting in
organizational culture. University of Missouri Press.

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Youssef, C.M. and Luthans, F., 2007. Positive organizational behavior in the workplace: The
impact of hope, optimism, and resilience. Journal of management, 33(5), pp.774-800.