Organizational Culture: Impact on Employees, Customers, and Success

This essay delves into the multifaceted impact of organizational culture, examining its influence on both employees and customers. It defines organizational culture as the shared perceptions, attitudes, and beliefs that guide members' activities and shape the organization's identity. The essay explores how a strong organizational culture can enhance employee engagement through improved communication, safety, collaboration, and opportunities for growth. It also highlights the positive effects on customers, emphasizing that happy cultures lead to happy customers, fostering loyalty and a sense of empowerment among employees. The essay references key studies to support its claims and underscores the direct connection between organizational culture, employee satisfaction, customer loyalty, and overall business success. It emphasizes that by prioritizing cultural values and employee well-being, organizations can create a positive feedback loop that benefits both internal stakeholders and external customers.

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ORGANIZATIONAL CULTURE
System04121
3/20/2020

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Organizational Culture
Organizational culture encompasses the perceptions, attitudes, beliefs and principles
of an organisation that direct member's activity and represents its members ' personal identity,
internal activities, social relationships and goals in the future. Culture is founded on common
values, opinions, traditions, and written and unwritten laws that are defined and accepted as
true over time (Schneider, Ehrhart, & Macey, 2013).
Impact of organizational culture on employees
The many ways that company culture can impact employee engagement:
 Communication: Employees learn their thoughts and suggestions in organizations
with strong management standards. If workers believe they have understood, they are
not resented, which may trigger absenteeism, derogatory morals and termination.
Communicative business community often relates to stronger engagement,
imagination and growth.
 Safety: Organizations who respect the health of workers. A safety culture is
developed and workers become more diligent and dedicated to their assignments.
 Collaboration: Rather of "us vs. them," collective organizations encourage self-
sufficiency, decision-making and collaboration. Employees have opportunities to
participate, to position and to develop productive connections with superiors and
peers. They are often granted opportunities to participate.
 Growth: Cultures which encourage employee growth and development are a source
of success and hope for employees. These communities prohibit forbearance and job
stoppage while preserving fun and fascinating stuff.

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The ethos and efficiency of the company are directly connected. That brief, the concept
of obtaining the lowest possible expense of the goods and/or the resources of the
Organization is profitability. But it's more than that-service, consumer demands and working
relationships are linked. Productivity and effective management are also inseparable (Zheng,
Yang, & McLean, 2010).
With relation to the sense of staff participation in the objectives and preparation
systems, the level of which participants better grasp the priorities and strategies of the
company. It is more critical than providing lists of goals and comprehensive schedules to
foster this sense of engagement and purpose. In order to promote operational consistency, the
purpose and preparation phase includes all stakeholders of the organisation.
Impact of organizational culture on customers
Organizational culture influences the shape of an organisation at all stages and plays a
significant role in the happiness of the consumer. The correlation between organizational
culture and consumer loyalty is indicated to be stronger if management respect the cultural
beliefs of an organization.
Happy cultures produce happy customers: Businesses who also have excellent support and
keep workers satisfied. As a profit-driven business that treats workers as pure line items on
the balance sheet, a organization of meaning creates workers who respect the traditions. It
often gives the impression who consumers are only a number (Hartnell, Ou, & Kinicki,
2011).
Employees who feel empowered take charge and solve problems. Organizations who
create a community in which workers are motivated and encouraged to agree benefit from the
fact who team leaders take control of challenges and seek to address them effectively. So if

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businesses encourage this action, they build a optimistic loop that provides greater service for
their consumers.

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REFERENCES
Hartnell, C.A., Ou, A.Y. & Kinicki, A., (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's
theoretical suppositions. Journal of applied psychology, 96(4), p.677.
Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and
culture. Annual review of psychology, 64, 361-388.
Zheng, W., Yang, B., & McLean, G. N. (2010). Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge
management. Journal of Business research, 63(7), 763-771.