Organizational Culture's Impact on Individuals and Groups - Management

This report delves into the multifaceted impact of organizational culture on both individuals and groups within a business setting. It explores how organizational culture, encompassing shared values, beliefs, and practices, can exert positive and negative influences on employee behavior, motivation, and overall performance. The report examines the case of Sainsbury, illustrating how its culture affects employee interactions, customer satisfaction, and the company's ability to adapt to market changes. It then discusses various organizational behavior models, including autocratic, custodial, supportive, and collegial models, to understand how different leadership styles and management approaches shape the organizational environment. The report further analyzes the positive effects of a healthy organizational culture, such as enhanced employee engagement and innovation, while also highlighting the negative consequences of a toxic culture, such as decreased productivity and employee dissatisfaction. The study concludes by emphasizing the critical role of organizational culture in achieving organizational goals and fostering a positive work environment. The report provides a comprehensive overview of the subject matter, supported by relevant theories and practical examples.

ORGANIZATIONAL
CULTURE

Table of Contents
INTRODUCTION.....................................................................................................................................3
TASK 4 ...................................................................................................................................................3
Describing the ways that how organizational culture effects both negatively and positively the
individual and group of individuals....................................................................................................3
CONCLUSION ........................................................................................................................................6
REFERENCE ...........................................................................................................................................8

INTRODUCTION
Organizational culture consists of experiences, philosophy as well as values that lights
the members behaviour in an organization. The contribution to the unique social and
psychological environment of values and behaviour inside the organization is termed as
organizational culture. The shared assumption system which is based on the person’s values,
behaviour inside the organization. Sainsbury, the second largest chain of the of supermarket
in the United Kingdom, founded in 1869 by John James Sainsbury with a little shop in Duary
Lane, London. In 1922, it became largest retailer of groceries. The assignment will provide
information about meaning of organizational culture. report will provide deeper insight of
theories and models of organizational behaviour.
TASK 4
Describing the ways that how organizational culture effects both negatively and positively
the individual and group of individuals
Every mode of the organizational culture consist of extremely essential aspects of the
studies of management. Sainsbury was initially incepted to renders a world class retail
services to the United Kingdom. The value shared by the managers and associates in the
organization is termed as organizational culture (Alvesson and Sveningsson, 2015). It helps
in identifying how employees and management of Sainsbury interacts and tackles the external
and internal business transactions. Frequently, the culture inside the business remain vague ,
it is not specifically seprated and progresses organically over the time since the firm hires
The culture of the organization can be reflected in dress code, business hours, infrastructure
of office, employee’s welfare, hiring decisions treatment of clients, hiring decision’s,
customer’s satisfaction and many other aspects of operations.
To integrate the members of organization, organizational culture, serve as glue with
the help of values and rituals. Cultures not only renders a shared opinion of “what is” but also
provide the reason that “why is so behind It”. It also put emphasis on the consideration on the
significance of signs and their necessity to comprehend them together including personal
languages used in administrations for the culture understanding. Organizational culture of
Sainsbury plays an important role in working of the employee. Every organization sets some
guidelines for their employees to work accordingly. Certain predefined policies of culture in
an organization guides the employees and provide them direction at workplace. Every

individual in Sainsbury have clear idea of their works and responsibility and they have
appropriate knowledge to accomplish that task ahead (Bortolotti, Boscari, and Danese, 2015).
Every organization have same working but the one common thing that makes them different
is the culture of organization. Work culture plays strong initiatives to make brand image of
the organization.
If the culture is good in any organization it enhances the performances of the
employees working inside the organization. On the other hand, if the organization’s culture
does not sound good then it can affect the productivity as well the performances of company.
The culture brings common platform to every employee. The main advantage of the
organization culture is that all the individuals are treated equally and no one should feel
partial. To deliver the best level every employee should be adjusts themselves in that
particular culture if they become unable to adjust themselves it can ruin the performances.
There are several factors which can affect the working of the employees negatively as feel as
positively. The first and very essential factors which effect the culture of the Sainsbury is the
individual working with the organization.
Organizational culture delivers an outline through behaviour of workers in their
place of work. Culture in an organization have some negative and positive effects that may
impact the operations. There are some organizational situations that upshot in either
optimistic or undesirable employee performance.
An organizational culture of a Sainsbury where staffs are measured as a primary part
for development process of the association, nurtures employee pledge towards the
organization. Employees line up their aims and objectives along with the organizational
goals and feel responsible for overall happening in an organization. They have immense job
satisfaction when their efforts and hard work are in turn cherished by the management and
appropriately rewarded (Naranjo-Valencia, Jiménez-Jiménez and Sanz-Valle, 2016). In this
type of organizational culture, employees are highly motivated and are dedicated towards
the work. But on the other hand, where managers are bosses rather than implementers but
taskmasters, workers animate with terror, disbelief and work will become nothing but a
boring task. Therefore, in this case the employees do not take much involvements in the
overall administrative goals, they even do not try to understand the implication of the task.
Hence, they will not depict the dedication towards the achievements of organizational goals
and objective. An association with no cooperation among various divisions and sub

divisions finishes up having employees functioning in efficiently or working towards
discouragement or depression provides the efforts on the other departments which is
harmful to the whole strength of the organization.
To the very large extent, Executive culture defines the performance of the
employees. Therefore, it’s depend upon the organizations that how they eliminate negative
factors that slow down employee performance in order to stand-in a positive workplace
environment or a positive organizational culture (Helms Mills and Mills, 2017).
There are various theories and models provided by the management gurus of organizational
behaviour which help organization to understand their culture.
Autocratic model
This model or organizational behaviour depicts that power of the boss. In this
model, the superiors act like those leaders who are very powerful. Organization having this
type culture is authority oriented (Lee and Kramer, 2016). According to this model,
management of Sainsbury believes that it is the best judge to identify the better for the
organization as well as the participants.
Under this model, employees must have to be obiedient to the boss, they do not
need to be respectful. The leaders and superiors in this model are in power to hire perspire
or fire the employees (Glisson and et.al., 2016). This model can be successful in those
situations where the workers are lazy and have tendency to shirk the work. In this case, this
model should be very appropriate and can increase the productivity of organization as well
as the performances. On the other hand, it has some negative aspects because employees
are in secured, afraid and uninformed.
Custodial model
It came into existence to overcome the shortcomings of the autocratic models. The
autocratic model led to the aggression towards the boss, to control this frustration, and
insecurity felt by the employees the custodial model is being formed. It was made to
improve the employer and employee relation. Under this model, the success is dependent
upon the economic sources because this model focuses on economic benefits and rewards.
If the organization have this type of model then the employee are totally depends upon the
management rather than the bosses. If organization come up with this type of culture where

employees get good welfare and development programs then they become more effective
and dedicated for the organizational goals which increases their and organizations
performances (Manojlovich and Ketefian, 2016). But this model has one negative affect that
is with this model is that it depends upon the motivating employees by providing them with
material rewards. But the employees have some psychological needs also.
Supportive model
In this model, the organization have more emphasis on the leadership rather than
power or money. The model depends upon the leadership in place of money and power. If
the organization have this type of model, it will create a favourable atmosphere on to which
employees are helped to achieve greater capacities and work as per their capabilities, in
compliance with goals of the organization. It is assuming by the leader that the worker will
take their own responsibility of contribution and to improve themselves. The supportive
model takes cares of the physiological needs as well as the security needs of the employees
(O'Neill, Beauvais and Scholl, 2016). This model improves the superior’s subordinate’s
interaction by aiding the friendly atmosphere along with the development of the confidence
and the trust. The other side the negative aspects of this model is that it does not care about
the physcological needs of the employers. If the Sainsbury have this type of leaders than the
culture provide good atmosphere to the employees and most of the workers feel safe and
secured and dedicated towards the work.
The collegial model
The model is the broader form of the supportive model. The word collegial depicts
the, meaning that a person having the same purpose. By this it can be clearly understand
that the partnership between the organization and the employees. The appropriate
atmosphere provided in the organization to the employees that they feel that they are the
partners in an organization. Employers in the organization sees themselves as a joint
contributor, they don’t see the managers as their bosses. The team spirit in an organization
is being created by this model, employers accept their responsibilities because they find it
their obligation to do so (Valmohammadi and Roshanzamir, 2015). If the organization have
this type of culture than it will develop the sense of self discipline among employees and
provide high degree of job involvement, job satisfaction and job commitment. The model
also depicts some negative aspects that are if managers became that much friendly with the

employees it can provide the adverse on to the performance of employees and the
organization productivity.
Therefore, there are some other models which classify their affect and impact on the
organization such as normative model, empirical model, ecological model, non-ecological
model, ideographic model and Nomothetic model.
Positive and negative impacts:
From the above study, it can be cited that organizational culture habitually plays
crucial role in expansion of organization and also numerous functional and tactical styles
and outlines same integrates. By this study it can be said the organizational culture has
specific role in the success and failure of the company. Also the deceive decision taken by the
management inside the organization influenced by the organizational culture of the company
(Cao, and et.al., 2015). In the case of the company Sainsbury it can be seen no difference.
The positive and negative impact of organizational culture is discussed under-
 The organizational culture of the Sainsbury aids the employees to come up with the
fresh ideas as it can be seen that company also have some fresh ideas for the
management so that company can enhances their productivity (Körner and et.al.,
2015). It also improves the individual’s abilities, skills and the confidence of the
company.
 The working atmosphere of Sainsbury shots out to be a rather positive one and it can
be observed that company Sainsbury and its workers have a positive attitude that aids
them in continuing towards growth and success.
 Ideally, it can be predicted that culture of the organization does not provide the strong
influence on the agenda of the Sainsbury globally.
 It is said that the diversification of Sainsbury which is again an imperative component
in the present times where there is a stiff competition is a product of the
organizational culture that has given rise to innovative ideas (Valmohammadi and
Roshanzamir, 2015).
 The Sainsbury over has made some very inimitable assistances for the up gradation of
female.

CONCLUSION
Form the above report it can be concluded that organizational culture plays an
important role in every organization. If the organization have the good culture it will enhance
the performance of the individual as well as the organization. On the other hand, if the culture
of the organization doesn’t like by the employees working in the organization can render the
adverse effect on to the individual’s performance as well as can derail the performance of the
organization. Above study has covered all the basic aspects of the organizational culture
along with the detail information about the organizational culture. study has also provided the
deeper insight of organizational culture’s negative and positive affect of culture of
organization with taking the support of various models of the organizational behaviour. At
last, the study has provided the negative at positive aspects of the organizational culture of
Sainsbury.

REFERENCE
Books and journals
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. pp.182-201.
Cao, Z., and et.al., 2015. The impact of organizational culture on supply chain integration: a
contingency and configuration approach. Supply Chain Management: An International
Journa, 20(1). pp.24-41.
Glisson, C and et.al., 2016. Increasing clinicians' EBT exploration and preparation behavior
in youth mental health services by changing organizational culture with
ARC. Behaviour research and therapy.76. pp.40-46.
Helms Mills, J.C. and Mills, A.J., 2017. Rules, Sensemaking, Formative Contexts, and
Discourse in the Gendering of Organizational Culture . In☆ Insights and Research on
the Study of Gender and Intersectionality in International Airline Cultures (pp. 49-69).
Emerald Publishing Limited.
Körner, M.,and et.al., 2015. Relationship of organizational culture, teamwork and job
satisfaction in interprofessional teams. BMC health services research. 15(1). p.243.
Lee, Y. and Kramer, A., 2016. The role of purposeful diversity and inclusion strategy (PDIS)
and cultural tightness/looseness in the relationship between national culture and
organizational culture. Human Resource Management Review. 26(3). pp.198-208.
Manojlovich, M. and Ketefian, S., 2016. The effects of organizational culture on nursing
professionalism: Implications for health resource planning. Canadian Journal of
Nursing Research Archive. 33(4).
Naranjo-Valencia, J.C., Jiménez-Jiménez, D. and Sanz-Valle, R., 2016. Studying the links
between organizational culture, innovation, and performance in Spanish
companies. Revista Latinoamericana de Psicología. 48(1). pp.30-41.
O'Neill, J.W., Beauvais, L.L. and Scholl, R.W., 2016. The use of organizational culture and
structure to guide strategic behavior: An information processing perspective. Journal of
Behavioral and Applied Management. 2(2). p.816.
Valmohammadi, C. and Roshanzamir, S., 2015. The guidelines of improvement: Relations
among organizational culture, TQM and performance. International Journal of
Production Economics. 164. pp.167-178.