Creating a Positive Organizational Culture: A Detailed Analysis

This essay explores the significance of a positive organizational culture within organizations, highlighting its impact on employee performance and overall organizational success. It emphasizes that a positive work environment, characterized by fairness, honesty, and appreciation, can significantly enhance employee motivation, productivity, and loyalty. The essay also discusses how a positive organizational culture can contribute to building a strong brand image, attracting diverse talent, and providing a competitive advantage. Furthermore, it touches upon the role of human resource management in implementing policies that foster a positive culture by aligning employee values with organizational norms, ultimately leading to improved recruitment, training, and overall organizational effectiveness. The analysis underscores the idea that investing in a positive organizational culture benefits both employers and employees, creating a harmonious and productive workplace.

Running head: ORGANIZATIONAL CULTURE
Organizational Culture
Name of the student
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Culture of a company refers to environment along with attitude in workplace that
influences the performance of employees in an organization. Organizational culture refers to
expectations along with the experiences that guides the behaviour of employees of an
organization. Culture is inclusive of the values, norms along with systems that are prevalent
in an organization. The positive organizational culture helps in maximising the performance
of the employees that augments the profits made by an organization. The organizations
should strive in creating a positive organizational culture as the positive state of mind of the
workers can help them in leading a happier and a more fulfilling life (Langton & Robbins,
2007). It can help individual workers in being more productive that can help them in
efficiently contributing to the organization.
The positive organizational culture can help in building on the strengths of the
employees and it can help in rewarding the employees who contribute significantly to the
organization. It can help in providing inspiration to the employees as the appreciation that the
employees feel can help in strengthening the position of the organization (Wilson, 2018).
Positive organizational culture can create the way for creation of brand image that can play
an important role in the retention of the employees in an organization.
The positive organizational culture can prove to be beneficial for both the employers
along with the employees. The organisational culture being fair along with honest can pave
the path for the positive outcome within the framework of an organization. The element of
fairness can help in improving the productions of a company and it can augment the outputs
of a company. There should be organizational justice that can ensure that the proper
employees are getting rewarded in an organization. The employees expect that there would be

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a balance in between the effort and the expected return. An organization giving proper
rewards to the
employees can help in motivating the employees in an organization. The employees who are
satisfied with the working conditions stay committed to the organization. This helps in the
building of trust along with loyalty within the organization. The fair working conditions
would have a positive effect on the attitudes along with the behaviour of the employees.
A positive organizational culture helps in attracting the potential employees and it can
provide an organization with a competitive advantage. It helps in attracting diverse kind of
talent that helps in fostering employee loyalty in the organization. Organizational culture
deals with unique configuration in relation to norms and the values that can help in getting
the work of the employees done in an organization (Bratton, 2015). The human resource
management in an organization helps in the implementation of policies that considers the
needs of the various stakeholders. The process of recruitment can be improved with the help
of HRM practices that can improve the overall performance of the organization. The
workplace having the right kind of work ethics along with diverse motivations can have a
positive influence on the human resource practices that would affect the recruitments taking
place in an organization (King & Lawley, 2016). It would have an effect on the process of
the training along with the development taking place in an organization. The job applicants
have a tendency of getting attracted to those organizations whose values match with that of
the organization. The values of the employees being in line with that of the norms of the
company can help the employees in delivering effective performance within the organization.
The organization becoming homogeneous in relation to the work values can pave the path for

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the success of an organization. The people are the primary resources of an organization and
the right kind of employees can have a positive effect on the performance of a firm.
Company culture is indicative of environment of workplace that can influence
employee performance within the organization. The organizational culture being positive can
maximise performance of employees that can augment profits that are made by an
organization. The organizational culture can build strengths of employees and reward
employees who can contribute successfully to an organization. The organizational culture can
play an important role in strengthening the bond existing between the employee and the
employer of an organization. The culture of an organization being honest can lead to positive
outcome in an organization. The organizational culture can attract employees that can put an
organization in a position of competitive advantage. It can play an important role in attracting
different kinds of talent that can help the employees in staying loyal to the organization. The
organizational culture should frame the norms that can help the employees in carrying out the
duties in an organization.

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References
Bratton, J. (2015). Introduction to work and organizational behaviour. Macmillan
International Higher Education.
King, D., & Lawley, S. (2016). Organizational behaviour. Oxford University Press.
Langton, N., & Robbins, S. P. (2007). Organizational behaviour: Concepts, controversies,
applications. Pearson Prentice Hall.
Wilson, F. M. (2018). Organizational behaviour and work: a critical introduction. Oxford
university press.