Essay: Impact of Culture on Organizational Behaviour and Performance

This essay examines the significant impact of organizational culture on employee behavior and overall performance, focusing on employee motivation within a competitive business environment. It delves into various dimensions of culture, referencing Geert Hofstede's model, including individua...Read More

Organization behavior

Organization behaviour
“Impact of culture on organizational behaviour and performance”
The culture plays an important role in maintaining performance of the workers. If there is a
positive culture at the workplace, then employees will give their best towards their assigned
work. The positive culture of the organization boosts the motivation level of the workers to their
assigned job role. In this essay, the discussion will be made on the impact of culture on
organization behaviour and performance. The emphasis will be on employee motivation in
reference to the culture of the organization in the highly competitive business environment.
According to Geert Hofstede, one of the famous cultural models is Hofstede model that
emphasizes on different dimensions. The first dimension is related to individualism v/s
Collectivism. The individualism approach relates with the goal of an individual and collectivism
is linked with the group goals, so it is important for the management to create the culture by
setting the goal at the workplace. It will influence positive culture and also motivate the workers
to be efficient towards their work. At the workplace, the personal rewards should be offered to
the employees who emphasize on individualism as it can assist in boosting the performance of
the workers towards their set targets (Driskill, 2018).
Power distance is the next dimension which is also one of the major reasons that affect the
performance of the employees. According to Hofstede 2019, if the score of power distance is
high then there is more distance between the upper and lower class. One of the best examples can
be of Australia and Malaysia. In Malaysia, the score of power distance is high, so it simply
means that there is more distance between upper and lower class and if compared with Australia,
it can be seen that the culture allow flexibility to the employees. So, it is important to provide
flexible culture to the workers so that they can share their queries with the customers and also
bring improvisation in the activities to motivate employees. In Australia, the workers should be
free to share their queries with the management so that positive results can be identified and will
result in the increase in motivation among the workers (Kegan and Lahey, 2016).
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Organization behaviour
(Source: Hofstede, 2019).
The third dimension is short and long orientation and it directly affects the culture of the
company. If company focuses on long term orientation then it means the less value is given on
the personal friendships and if emphasis is given on short term orientation then more focus is on
the personal friendships. So, these factors are also the part of culture which directly boost the
performance of the workers and enhances the motivation level towards work. The next
dimension is uncertainty avoidance which also affects the performance of the employees, if there
is strong uncertainty avoidance then there is high stress and anxiety which affect the culture and
also reduce the performance of the workers. Low uncertainty avoidance in the company leads to
lower stress and anxiety level among the employees. According to Alvesson and Sveningsson
2015, if employees work without stress then there are more chances of boosting their
performance.
According to Hofstede 2011, Masculinity and femininity is also the dimension in which the
culture directly influences the performance of the organization. In the culture where masculinity
is considered, the result in reference to this will be negative as there is no assistance given to the
employees in this culture. The femininity culture should be considered so that employees can
take assistance from others which create positive workplace environment. The last dimension is
indulgence v/s restraint in this culture, the individuals are set free to enjoy but on the other hand
by considering restraint culture, the strict rules has to be followed. Therefore, it can be said that
the companies should consider indulgence culture so that the positive influence can be seen on
the performance and motivation level of the workers. It has been said by Di Stefano, Scrima and
Parry 2019, that it is necessary that culture of the company should be positive so that the workers
can be easily motivated towards their assigned job.
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Organization behaviour
By analysing the paper, it can be concluded that culture is one of the essential aspect that affect
the performance and also motivates the employees. In my opinion, the culture of the companies
should be positive as it will enhance positivity among the workers which will lead to high
performance level towards the work. Motivation level of the workers relates with the culture of
the organization. If companies are offering flexibility and also solves the queries of the
employees on time, then it would be easy to enhance the satisfaction and motivation level of the
workers towards the assigned job. So, it can be said that culture influence the organizational
performance and motivates the workers.
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Organization behaviour
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Di Stefano, G., Scrima, F. and Parry, E., 2019. The effect of organizational culture on deviant
behaviors in the workplace. The International Journal of Human Resource Management, 30(17),
pp.2482-2503.
Driskill, G.W., 2018. Organizational culture in action: A cultural analysis workbook. Routledge.
Hofstede, G., 2011. Dimensionalizing cultures: The Hofstede model in context. Online readings
in psychology and culture, 2(1), p.8.
Hofstede., 2019. Hofstede model. [Online] Available
at: .https://www.hofstede-insights.com/product/compare-countries/ [Accessed on 5 August,
2019].
Kegan, R. and Lahey, L.L., 2016. An everyone culture: Becoming a deliberately developmental
organization. Harvard Business Review Press.
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