Organizational Behaviour: Culture, Employee Motivation, and Success

This essay delves into the realm of organizational behavior, emphasizing the critical role of organizational culture in shaping employee motivation and overall company success. It begins by defining organizational behavior and highlighting the influence of individual behavior on organizational culture. The essay introduces the Edgar Schein Model of organizational culture, exploring its three levels: artifacts, values, and assumed values. It then analyzes how organizational culture can improve organizational effectiveness through innovation, common goals, employee retention, diversity, checks and balances, commitment to excellence, and focus. Furthermore, the essay examines the role of culture in employee motivation, including the impact of play, purpose, potential, emotional pressure, economic pressure, and inertia. Finally, it concludes by emphasizing the direct connection between organizational culture and the success of an organization, underscoring how culture guides daily activities and behaviors, including decision-making.

ORGANISATIONAL
BEHAVIOUR

Executive Summary :
Organizational behaviour can be said as the study which explains the behaviour of a
human in an organization. An organization's behaviour is directly influenced by the behaviour of
the individuals which represents the organization. Theories and models are used for explaining
the human behaviour that occurs in a work place. These models and theories help in identifying
the culture of human behaviour in a company and how it effective towards it by focusing on
communication. Employee motivation in an organization also influenced by the culture of the
organization. Culture in an organization can be used to enhance the success of the company.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Theoretical model identifying culture of an organization............................................................1
Improvement in organizational effectiveness by culture.............................................................2
Employee motivation and the role of culture in employee motivation........................................4
Enhancing the success of organization with the help of organization culture.............................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organizational behaviour is the behaviour of the individuals which are working for the
organization. This interfacing between the behaviours of organization and human related to the
organization is interrelated as the humans influences the culture of the organization. This project
will use theories and model for explaining the culture of human behaviour in the organization. In
this project it is also shown how the culture of an organization effects it, for improving its
effectiveness. With the help of this project the role of culture on employee motivation is
discussed. This project suggests the company on how it can use culture to enhance the success of
the organization.
MAIN BODY
Theoretical model identifying culture of an organization
The model used for explaining the culture in an organization is Edgar Schein Model of
organizational culture. According to this theory the term organization culture refers to the belief
and values in an organization. The culture of a work place is effected by way the individuals of a
work place interact with each other, with is directly influenced by the human behaviour in the
company (Matkó and Takács, 2017). It is very important for the employees to respect the
organization's couture for delivering the best work possible. In this model the organization takes
time to adopt to the culture because there are various changes mention in the model which the
employees need to go through (Dhir, 2019). This model will help the employees to enhance their
behaviour and also learn to solve problems. For the new employees specially it is very hard to
adapt to the new culture. Schein described that the culture of the organization has three levels,
Artifacts :
This is such level of the organization culture which can be felt, view and heard very
easily by the individuals. This level of the culture includes the dress codes of employees,
behaviour of the employees, the furniture of the office, mission and also the vision of the
organization. These things are very important in an organization, and they decide the culture of
the work place. For example, Lets say there are two organizations A and B, In the organization A
no one is allowed to dress up casually meaning they have to follow the dress code. And in B
employees wear what ever they feel like. This small difference causes big differences in the
culture of the organization (Herdiansyah and et.al., 2017).In organization A which wears dresses
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according to the dress code shows professionalism and follows the policies of the organization.
Employees of the organization B has casual attitude, and they do not take their work seriously.
Values :
In this level this model talks about the values of the employees, values of the individuals
which are working for the organization play a very important in the organisation culture. The
way of thinking of the employees has a major impact on the culture of the organization. The mid
set of the individuals associated the organization and their particular project or subject influences
the culture of the workplace. Mindset in the individuals can be influenced by the leaders of the
organization. The more the motivated the employee is it has a positive mindset which is
developed from the results of good human and organizational behaviour (Ganescu and Gangone,
2017).
Assumed values :
The third stage according to this model is what the organization assumes the values of the
employees are, which is a lot different from the previous level. This assumption is also very
effective to the culture of the organization. Some beliefs and facts are also present in the
organization which do not affect the culture of the organization. The inner aspect in the nature of
humans are present in this level of organizational culture. For example in an organization where
the female employees dominate the male employee, the female employee may not feel it very
suited as they are not used to such behaviour. Whereas the male employees are generally very
active and aggressive and easy to fit in such culture. These are some assumed values which
affect the culture in the organization (MSG presentation, 2021).
Improvement in organizational effectiveness by culture
There are several ways in which the culture of the organization effects the organisation's
effectiveness. Some of those ways are,
Innovation :
The culture in a company of a company tends to innovate it in better ways more than
those companies which have a bad organizational culture. The culture of a company decides how
well the company improves the effectiveness of the employees and teams. There increase in
performance for doing their job thoughtfully communication and accuracy. This increases the
effectiveness of the company. For innovation in the company these factor needs to have better
performance (Griffith, Jackson and Lues, 2017).
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Common Goals :
For a company to be effective in its business it needs to have a common goal that the
company want to achieve. This goal can be introduced in the culture of the organization by the
help of communication with the right manner and right people. These goals can be anything,
anticipation of profit or introduction of a new successful product. For achieving these goals of
the company it is very important for the organisational culture to value every thing associated to
their work (Reis, Paiva and Sousa, 2018).
Retention :
For an organization retaining its employees is very important. With the help of proper
organization culture the company can motivate the employees to stay in the company. A
company with a good work environment makes it very difficult for the employees to leave it. As
all the employees like to work in good working environment. Communication is very important
in such culture. Good communication builds good work environment (Craig, 2017).
Diversity :
A workplace should have that much diversity in it that when a employee comes in the
organization, the employee feels no social or political nature in the environment. This means that
the culture should dynamic in nature accepting and thriving people of all kinds of corporate
culture. The communication between people of all kind of social background should be there.
Such diversity in the culture of the company give its lot of effectiveness in its employees and
management (Solomon and Steyn, 2017).
Checks and Balances :
Some thing in the organisation like teamwork improves and the employees maintain
happiness when there is balance in the culture of the company. For balancing all the areas in the
organization checking is very essential. If the culture of the organization has this feature in it,
through constant checking all the essential parts of the organization will have a balance in their
work.
Commitment to excellence :
The culture of a company is an investment of commitment and value which the company
does that pays the company dividend for many years. The committent level of the company in
the culture is very important. The more the employees are committed towards maintaining proper
culture in the company the better the company performs and the better it is for the employees.
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With the help of communication the leaders of the company motivates the employees for
showing more and more commitment towards the company (Nayak and Waterson, 2017).
Focus :
The focus of the employee and the company in its culture resemble its effectiveness and
also the ability to achieve effectiveness. For keeping the focus of the employees of the company
the leaders of the company try to communicate with them for motivating them to keep focus on
their goals. This maintain the focus in the culture of the organization.
Employee motivation and the role of culture in employee motivation
Employee motivation is said as the creativity, commitment and energy that the employee
shows towards it work. Increase in the employee motivation also increases the productivity and
engagement of the employee in an organization. Employee motivation is highly affected by the
culture of the organization. The role culture play in the motivation of the employees are,
Play :
It is safe to say that the employees of an organization play an important role in the culture
of the organization. The culture of the organization therefore is developed because of the
behaviours, commitment and values of the employees. The employees are also motivated by the
work they do, many of the employees are doing a certain job because they like it, and they are
motivated towards it, thus it can be said that the culture of the organization is behind the
employees which have the belief which influences in doing the work they do (Fithriana and Adi,
2017).
Purpose :
The impact of the work is valued by the many of the employees many employees do
something because they believe that it is serving a great purpose. Such belief in the mindset of
the employees is the influence of a good organizational culture. These drive towards the purpose
of the work makes the employees motivated and thus the company is benefited from both better
culture and performance of the employee.
Potential :
Employees are motivated from the results they achieve from their work which is a natural
human behaviour. This behaviour is what motivates a person after being successful in something
once. The organisational culture plays important role because in the organization culture the
goals are already stated by the leaders for making the company and its employee be committed
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towards the goals,thus when the goals are achieved the employees get motivated (Lorincová and
et.al., 2019).
Emotional pressure :
In an organisational culture there are some standards of work and achievement which is
formed after regular practices. These standards create a emotional pressure among the employees
to have to perform at least better than those given standards. This feeling which is generated in
the organisational culture motivates the employees to work harder and achieve greater thing in
the organisation. This is how the culture motivates the employees by generating some pressure to
the emotions of the employees influencing their performance.
Economic Pressure :
The external forces of the organization which influences the culture of the organization
are also seen responsible for influencing the employee motivation in an organization. Like some
employees are motivated for the greed of rewards that will help them in their life. Providing
rewards for better performance is an essential feature of the organizational culture. That is how
the employees are motivated by the organizational culture of the company.
Inertia :
This is a due the culture of the organization as some cultures in organizations make the
employees use to their work. This feeling in the employees is generated when the employees
make the job a part of its daily routine. Thus, the employee do not have necessary explanation to
why they are working but its the motivation for their work as the culture of the organization is
like home to them.
Enhancing the success of organization with the help of organization culture
The success of an organization is directly connected the culture in it. The culture of the
organization is what guides the organization day to day activities and behaviours. Decision-
making of the leaders and the action of the employees towards achievement to goals every thing
is influenced by the organizational culture in the company. A successful company's culture
should have the following features (Askin and Mauskapf, 2017).
 Adaptability
 Involvement
 Clear Mission
 Consistency
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These reasons are why the culture of an organization is important for its success. The
employees of an organization give identity to the organization and its culture. Uncertain
managers influence the environment of the business. The culture of the organization is what
gives motivation to all the employees including managers have the vision for guiding decision-
making and behaviours of the individuals in the company. The culture of the organization is a
very important source that provides the company stability and continuity and also develop the
sense of security in the member of the company. It is the organizational culture of the company
which help the new employees for understanding and gaining knowledge about the company and
what it does. This is how the company is provided with important context regarding the events of
the organization. Culture of the organization helps it to stimulate enthusiasm in the employees
and also recognizes the task of the individuals and their creativity and productivity (Leithwood,
Harris and Hopkins, 2020).
The culture of an organization affects the way that the organization is being led. This
means that the values, vision and the mission of the employees and leaders of the company is
actually representing the goals, values and vision of the company. A successful organization has
a proper culture which helps it to have proper behaviours towards its customers, suppliers,
partners and every other person that can influence the success of the company. The success of
the company is linked to the employees of the company. The employees of the company are
influenced heavily by the culture of the organization. The culture of the organization helps in
motivation of the employees. When an employee is motivated, the chances of success increases
as the productivity of the company increases. The productivity increases as the employees are
motivated because of the organizational culture present in the company.
CONCLUSION
With the help of this project it can be concluded that the organization culture is very
important for the success of any company. This project explains how the behaviour of an
individual which represents the organization influences the culture of the organization. In this
project with the help of Edgar Schein Model of organizational culture belief and values in an
organization is understood. This project also help in understanding the different ways in which
effectiveness in an organization can be improved by the organizational culture focusing in the
communication. With help of this project the role of culture in the employee motivation is
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discussed. This project also evaluated how the culture in the organization enhances the success
of the organization.
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REFERENCES
Books and Journals
Askin, N. and Mauskapf, M., 2017. What makes popular culture popular? Product features and
optimal differentiation in music. American Sociological Review. 82(5). pp.910-944.
Dhir, S., 2019. The changing nature of work, leadership, and organizational culture in future
ready organizations.
Fithriana, N. and Adi, A.N., 2017. Dominant Effect Between Compensation, Leadership And
Organizational Culture On Employee Performance Improvement. Jurnal Aplikasi
Manajemen. 15(4). pp.670-676.
Ganescu, C. and Gangone, A., 2017. A model of socially responsible organizational
culture. Studia Universitatis Vasile Goldiș Arad, Seria Științe Economice. 27(2). pp.45-59.
Griffith, C.J., Jackson, L.M. and Lues, R., 2017. The food safety culture in a large South African
food service complex: Perspectives on a case study. British Food Journal.
Herdiansyah, A.J., and et.al., 2017. Sustainability Culture Activation Program In Rabobank
Indonesia.
Leithwood, K., Harris, A. and Hopkins, D., 2020. Seven strong claims about successful school
leadership revisited. School leadership & management. 40(1). pp.5-22.
Lorincová, S., and et.al., 2019. Employee motivation as a tool to achieve sustainability of
business processes. Sustainability. 11(13). p.3509.
Matkó, A. and Takács, T., 2017. Examination of the relationship between organizational culture
and performance. International Review of Applied Sciences and Engineering. 8(1). pp.99-
105.
Nayak, R. and Waterson, P., 2017. The Assessment of Food Safety Culture: An investigation of
current challenges, barriers and future opportunities within the food industry. Food
Control. 73. pp.1114-1123.
Reis, C.T., Paiva, S.G. and Sousa, P., 2018. The patient safety culture: a systematic review by
characteristics of hospital survey on patient safety culture dimensions. International
Journal for Quality in Health Care. 30(9). pp.660-677.
Solomon, A. and Steyn, R., 2017. Exploring cultural intelligence truths: A systematic review. SA
Journal of Human Resource Management. 15(1). pp.1-11.
Online
MSG presentation, 2021., Edgar Schein Model of Organization Cultur..[Online] Available
trough: <https://www.managementstudyguide.com/robert-a-cooke-model.htm>
Craig, W., 2017. 8 ways company culture drives performance .[Online] Available trough:
<https://www.forbes.com/sites/williamcraig/2017/08/03/8-ways-company-culture-drives-
performance/?sh=43fdc42b6ce0>
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