Anglia Ruskin - MOD001120: Culture's Role in Organizational Behavior

This essay delves into the significant impact of organizational culture on employee behavior and performance within a company. It highlights that a positive organizational culture, characterized by values, beliefs, and cooperation, fosters employee motivation, commitment, and ultimately contributes to the achievement of company goals. Conversely, a negative culture marked by harassment, lack of cooperation, or absence of motivation can lead to employee dissatisfaction, conflicts, and decreased performance. The essay emphasizes the importance of maintaining a healthy competitive environment, promoting motivation through theories like Maslow's, and fostering trust and value among employees to cultivate a positive organizational culture that drives overall success. The study concludes that companies need to prioritize these factors to ensure a positive work environment and enhance employee performance.

Organization behavior

Organization Behavior
Introduction
Organizational culture is an important factor for the company and it plays a great role to achieve
the success in the workplace. If the culture of the organization is not positive then it can lead to
the low employee motivation and also the employees will behave in a different manner or with
the negative attitude towards the activities. It is important for the companies to focus on
maintaining the culture of the organization in the workplace so that positive outcomes can be
achieved. The Culture of the organization can be stated as the values and beliefs that exist and
drives the overall behavior of the employees. So, in this paper the discussion will be made on the
impact of culture on organizational behavior and performance.
Impact of culture on organizational behavior and performance
It is necessary for the company to maintain the culture of the company so that employees can
give their best towards the activities which are assigned to them. The culture of the companies
can also vary according to the size. In large companies it has been seen that employees at low
level feel that they are not important for the top management and with this feeling they feel
unsafe and dissatisfied with the decisions taken by the management (Robbins and Judge, 2014).
Organizational culture impacts the overall working of the employees as it is considered as a
framework related to behavior of the employees in the workplace. In the workplace where
employees are an important part of the overall process of growth it can be stated that the feeling
of commitment enhances towards the assigned activities of the employees. This helps the
employees to think in a positive manner as it can help to attain the goals and objectives of the
company (Wagner III and Hollenbeck, 2014).
But if the culture of the organization is negative, in which the top management harass or force
the employees for work then it can affect the overall growth of the company. The employees in
this case will not be satisfied with the attitude showed by their managers and it can enhance the
feeling of dissatisfaction among the employees (Alvesson and Sveningsson, 2015).
Also if in the workplace there is no cooperation between the departments then it can create
conflicts. If conflicts take place in the workplace then it can lead to the dissatisfaction among the
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Organization Behavior
other employees who are managing their activities. In the workplace to manage the activities, it
is the duty of the top management to maintain cooperation so that it can be easy to maintain the
culture of the company. Cooperation between the workers will help to finish the work within the
assigned deadline. It has been examined that success can only be achieved by the companies
where there is proper cooperation between the employees. So, culture of the organization can
affect the cooperation between the workers (Bortolotti, Boscari and Danese, 2015).
It has been examined that organizational culture can also impact the overall performance of the
employees. If in the workplace healthy competition is there then it can help to achieve positive
outcome and this is because employees want to show their capability towards the activities of the
company. In this case the performance of the employees can also be improved. So, it is important
for the company to maintain healthy competition in the workplace so that employees can work
with efficiency and dedication to attain the desired results (Pinder, 2014).
If the culture of the company is motivating then the employees will be motivated and happy. It
will help to consider the path which is right to attain the objectives. Motivation is considered as
the part of culture. If there are motivated employees in the workplace then positive impact can be
seen on the performance of the employees and also the employee will start behaving in the
positive manner. But if there is no motivation in the workplace then it can create difficulty for
the employees to behave in a proper manner and they will not show dedication towards the
activities. It can be stated that if there is no proper culture in the workplace then it can lead to
lack of motivation within the employees. So, Maslow theory of motivation should be considered
by the manager so that employees can be motivated which can lead to positive culture. (Miner,
2015).
Conclusion
So, it can be concluded that culture has a significant role in managing the activities of the
company. It affects the overall performance of the employees. So, to maintain proper culture it is
important for the company to consider various factors like proper coordination, motivation, trust
and also with the value of the employees in the workplace. Therefore, these factors should be
considered as it is related with the culture of the company. If these factors are considered
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Organization Behavior
effectively then employees will also behave in a positive and also it can be simple to maintain
the overall performance of the employees in the workplace.
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Bortolotti, T., Boscari, S. and Danese, P., 2015. Successful lean implementation: Organizational
culture and soft lean practices. International Journal of Production Economics, 160(6), pp.182-
201.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Robbins, S.P. and Judge, T., 2014. Essentials of organizational behavior. Pearson,.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive
advantage. Routledge.
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