Organizational Culture: Types, Theories, and Impact on Performance and Motivation

Running head: RESEARCH ESSAY
RESEARCH ESSAY
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Introduction
Organizational culture can be rightfully described as a set of values, beliefs
and principles which the different members in an organization possesses. The
culture of an organization is not born overnight, but is developed through related
factors like product, history of the firm, technology used, strategies applied, and the
kind of employees working in the organization and the values and norms which are
generally applied by the management. It is largely based on the beliefs and habits of
the organizational members. Azanza, Moriano and Molero (2013) describes
organizational culture as the corporate personality, and consists of norms which will
have an impact on the manner the employees behave and how it in turn has an
impact on the productivity.
The primary aim of the research essay is to, analyze the concept of
Organizational behavior and apply this understanding with the several practical
examples in order to understand the extent to which the culture of an organization.
The essay will be following a structured format whereby the concept of
organizational culture will be discussed in detail and the types of organizational
culture will also be analyzed. In addition to this the different theories and models
related to Organizational culture will also be discussed which will then be followed by
the impact of organizational on the performance in a firm. Various practical examples
shall be used to understand the same and the manner in which organizational
culture needs to be fostered shall also be examined.
Discussion
The concept of Organizational culture
According to Büschgens, Bausch and Balkin (2013), organizational culture is
an emergence which is often also known as the business culture and is a mixture of
three ingredients which are commonly the employees, the work and the customer
base. It is primarily the shared assumptions which belong to the different members
of the organization and guides the behavior of the employees. This is the reason why
the organizational behavior impacts the behavior of all the employees. Moreover, it
needs to be understood that the culture of every organization is different and that

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each employee is affected by it in a different manner. The different experiences,
philosophy as well as the values guide the behavior of the member and moreover, in
simple terms Organizational culture discusses the different details about how things
work in a specific firm. According to.... It is suggested that the Organizational culture
of a firm should be positive in nature so as to ensure that the firm is able to achieve
its long term goals.
Types of Organizational culture
The competing Values Framework assisted in the emergence of four different
types of cultures which can be essentially described as Clan culture, Adhocracy
culture Hierarchy culture and the Market culture. The Clan culture is characterized by
the fact that the work environment is friendly and the members are typically
homogenous in nature (Tsai, 2011). Moreover, loyalty and traditional are highly
popular in this type of an organizational culture. The engagement of the different
employees is very high and they care about one another. The leader in this type acts
as a mentor and facilitates development of the members. The second culture is the
Adhocracy Culture. The Adhocracy culture can be described as a creative culture
where the different employees are exposed to risk taking. The leaders in this type of
organizational culture act as risk takers and prominence is appreciated. Moreover, in
this kind of an organization, the use of resources and a profound vision is advised.
The third most commonly used culture is the Market culture where the tasks
and the general environment of the organization is based on results. The people are
highly competitive in nature and tend to focus on their goals in the long run. The
different organizational leaders tend to exert huge pressure on the employees and
the winning and goal achievements are considered to be the primary goal. The
different drivers are market share, achievement of goals, profitability and
competition. Competition and monetary gains motivate the members present. The
last kind of culture is the Hierarchy Culture where the work environment is highly
structured and formalized. The different procedures guide the different organizational
members and policy runs the work in future (Tsai, 2011). The members are trustful
in nature, assist in smooth planning and low cost is considered to be the key to
success. Hence, the value drivers can be stated to be consistency and uniformity.