Managing Strategic Change Project 1: Organizational Culture Analysis

This report delves into the critical aspects of strategic change management, focusing on organizational culture and its profound impact on employee attitudes and performance. It begins with an introduction to strategic management, emphasizing the ongoing assessment of strategies for organizational success. The report then identifies the core problem: the influence of workplace culture on employee behavior and productivity. A critical discussion explores the concept of organizational culture, its various types, and key elements such as purpose, ownership, and communication. The analysis highlights how a positive organizational culture shapes employee attitudes, boosts motivation, and enhances overall performance. The report examines the direct correlation between a strong, positive culture and improved employee engagement, reduced turnover, and a healthier work environment. The conclusion stresses the importance of fostering a positive organizational culture to drive employee satisfaction, boost productivity, and ensure the long-term success of the company. The report provides recommendations for enhancing the working culture and developing employee performance.

Managing Strategic
Change project 1

TABLE OF CONTENTS
INTRODUCTION .........................................................................................................................3
MAIN BODY...................................................................................................................................4
Problem identification..................................................................................................................4
Critical Discussion-......................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Strategic management can be defined as the ongoing process of the planning, monitoring,
analysis as well as the assessment of the all the necessary things which the organisation requires
for the meeting the goals and the objectives. The company when brings the change in
organisation requires for regularly assessing the strategies which will help them in becoming
successful in the future (Hunger, 2020). Organisational culture is the main topic which will be
discussed in the below report. The organisational culture is very important for every company as
this helps in increasing the overall productivity level of the organisation. The strategic
management helps the company by providing the formulation as well as the implementation of
all the major goals which has been taken by the managers by considering the resources and by
going through the internal environment of the business.
This management provides the broad concepts to the employees of the organisation as
well as it enables them in better understanding the things related to their job role. This report will
discuss how the culture of the organisation helps in shaping the attitude of the employees as well
as the critical discussion on the concept and the impacts of the organisational culture on the
employee satisfaction.
Objectives
 To understand the concept of organizational culture
 To determine the impact of the organization culture at employee performance To recommand some strategies to enhance the better working culture to develop the
employee performance
Scope
Each and individual organization is essentially required to understand the importance of the
organization culture from where they can be able to enhances the employee performances and
can increase the organization productivity respectively.
MAIN BODY
Problem identification
Organizational culture simply defines as an environmental which occurs at the workspace
align with the business strategy where it helps the business to grow and develop in successful
manner. The organization culture should be very kind, pleasant and positive from where the
employee and staff members can be able to work effectively. In the many previous researches, it

has been recorded that the culture of the surrounding of workplace puts the impact on the
employee behaviour and working performance in wider manner which reflects the organization
productivity definitely (Fullwood, Rowley and McLean, 2019). The problem is clarified by many
authors and people in regard to this subject where they had already stated that the good and
positive working culture provides the successful results and outcome and creates a change in the
behaviour of the employee from where the staff and employee can be able to put their best
efforts and education in definite way.
It has been stated that the organizational culture shapes the employee attitude and
behaviour from where it has been analysed that the company can get the successful outcome and
employee will also be able to improve their skills and abilities in definite order and also can
build a good reputation at workplace. A company runs from the employee and staff members
where it is essential and necessary for the organization to keep their focus on improving the
culture and surrounding of the workplace from where the staff and employee can be able to put
their best efforts and hard-work to achieve set goals of the company and can improve the
organizational performances (Wipulanusat, Panuwatwanich and Stewart, 2018). There are many
organizations who are concerned with this particular problem and issue where management do
not able to provide the good and positive working culture.
Providing the excellent working culture will provide the different kinds of benefits and
advantages such as employee satisfaction, decreased turnover, string brand and product identity,
healthy team working environment and overall improves the organization performance.
Organizational culture plays an important and effective role in providing the better outcomes and
profitability where the company can be able to grow and develop accordingly. To run any kind
of business and organization it is important for the management to deliver the employee
satisfaction where it is the major element an individual required to understand and obtain
effectively. Creating and developing a business without considering the culture is impossible to
get the definite and successful growth respectively (Mehta, Saxena and Purohit, 2020). However,
the management is required to put their efforts in providing the good and positive work culture
which will also allow the employee to get motivated effectively.
Delivering the positive working environment to the employee enable them to stay
positive and relaxed their mind from where they do not have to suffer from problems and issue
regarding the working process and can be resolved by the team supports and help. It has been

entirely agreed with the statement that the organizational culture shapes the employee attitude
and behaviour. A positive working culture is also leading the employee to acquire the motivation
in definite manner from where the employee can be able to stay motivated and can perform their
task and working process effectively. The leaders and managers have the role and responsibility
to manage the working culture and promote the positive working environment from where the
employee can get the appropriate and definite amount of satisfaction and can lead them to
provide the higher productivity respectively.
Culture shapes the employee attitude as it develop the employee and staff member's
engagement with each other and enable them to perform the working task in definite order
(Zhang, Han, Qin, and et.al., 2018). However, it has been clarified that if the company culture in
positive then the result obtained by the company will be very effective and if the company
culture is not definite the company will suffer from different types of difficulties like increasing
of turnover, decrease in productivity and more. For getting the successful results and outcome
the company has to put their efforts in making the company grow and can easily promote the
positive work culture and can achieve successful outcome.
Critical Discussion-
THEME 1: Concept of Organisational Culture
According to (Al-Shurafat and Halim, 2018) the organisational culture is very important
element for the success of the any company. Organisational culture has defined as the collection
of the values , expectations as well as the practices which helps in guiding and informing the
overall action and roles to the overall team. It is considered as the mission of the company, its
objectives which provides much understanding to the company for the development. The
organisation having the better and effective culture tends to be much successful as compared to
its competitors. These companies have the systematic in the place which helps them in
promoting the performance of the employee, productivity as well as its engagement.
The company having the great organisational culture means having the strong recognition
for its employees efforts and their hard work because this makes them feel self confident as well
as proud. There are many types of the organisational culture such as the philosophy values,
experiences as well as the expectations. The four types of the organisational culture are the Clan
Culture, The Adhocracy Culture, The Market Culture as well as the Hierarchy Culture. The main

elements of the organisational culture are purpose, ownership, community as well as the
effective communication.
By going thorough the article of (Douglas, 2018), it was found that the organisational
culture is very important for the organisation as this is considered as the most important element
for the success of the company. This author has defined the organisational culture as the values,
attitudes, beliefs as well as the behaviours which helps in characterising and contributing to the
unique social as well as the emotional working environment of the organisation. This element is
very hard to change in the organisation as this needs much changes within the business.
This author has explained the detailed meaning of the organisational culture as it is the
underlying beliefs, values, assumptions and the ways which helps in interacting the which
contributes to the environment of the company. The companies has to maintain the culture of the
organisation in very effective manner and this can be done by recognising the employee;s
achievements and their hard work, involving the employees while shaping the culture of the
organisation as well as effectively conducting the hiring practices.
THEME 2: Impact of organisational culture on the attitude of employee's
According to the (ASSAYE, 2021) it can be illustrated that it the culture of the organisation has
very large impact on the employee's behaviour as well as on their overall attitude. The
organisational culture must be designed in such a way that it supports the continuous
improvement of the employees for performing the good for achieving the goals and objectives of
the company. The culture of the organisation is considered as the main element which has the
impact on the effectiveness as well as the efficiency of the employees.
The author has discussed various dimensions which affects the employee behaviour or their
attitude. Some dimensions are such as
power distance as this reflects the inequality among the employees in the organisation.
Individualism and Collectivism is the dimension which states the difference between the
interest of the organisation as well as the employee's personal interest.
Uncertainty avoidance dimension is that in which all the employees of the organisation has to
face the reality that they do not know what all things will be going to happen tomorrow.
Masculinity and Femininity as this dimension reflects the domination of the gender in the
organisation.

The author (Meng and Berger, 2019) has stated that the strong culture of the organization has
always been considered as the driving force to improve the performance of the employees. This
helps the company to enhance the self confidence as well as the commitment of the employees.
When these all are boosted in the individual, it enables the employee to reduce its stress as well
as helps in improving the ethical behaviour of the overall employees of the organisation. The
results of the strong positive culture in the organisation impacts the motivation, promotion of
professional development, affecting the communication skills and many more.
CONCLUSION
From the above report it can be concluded that it is very important for the company to
have the positive and strong organisational culture. The organisational culture has the power of
increasing the productivity level of the employees and this leads to increase the overall
performance of the company. The company having the strong culture has the ability to keep their
employees satisfied by giving them the recognition for their hard work and contribution for
achieving the goals and the objectives of the company. The organisational culture enables in
providing the employees of performing their job stress free with having the relaxed working
environment within the organisation. There is effective and the harmonious social relationships
among the employees in order to fulfils the social needs of the individual. The main purpose of
the organisational culture is to bring the improvements solidarity as well as the cohesion and also
stimulates the enthusiasm of the employees. It has been found by going through different articles
and writings of the author that the culture of the organisation has the great or large impact on the
behaviour or the attitude of the employees.
The employees are also considered as the important factors which also contributes in
their own way to the culture of their organisation. The mentalities, interests, perceptions as well
as the attitudes of the employees affects the culture of the organisation. The culture of the
organisation is highly important factors of the workplace as it enables to determine the how
effective and toxic is the environment of the company. The organisational culture is very
important aspects for every company as it helps in motivating and inspiring the employees for
improving the levels of the workforce which ultimately contributes to the productivity of the
company. The above report has discussed the impacts of the organisational culture on the

attitudes and the behaviour of the employees during the change in the organisation as well as the
critical discussion on the concept and the impacts of the organisation culture on the employees.

REFERENCES
Books and journals
Al-Shurafat, M.S. and Halim, B.B.A., 2018. A Review of Organisational Culture and
Organizational Commitment. IOSR Journal of Business and Management (IOSR-JBM),
20(3), pp.21-26.
ASSAYE, B., 2021. THE EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEES
COMMITMENT ON NATIONAL COLLEGE (Doctoral dissertation, ST. MARY’S
UNIVERSITY).
Douglas, C., 2018. Adapting to organisational culture: A staged adaptation model.
Fullwood, R., Rowley, J. and McLean, J., 2019. Exploring the factors that influence knowledge
sharing between academics. Journal of Further and Higher Education. 43(8), pp.1051-
1063.
Hunger, J.D., 2020. Essentials of strategic management.
Mehta, S., Saxena, T. and Purohit, N., 2020. The new consumer behaviour paradigm amid
COVID-19: permanent or transient?. Journal of health management. 22(2), pp.291-301.
Meng, J. and Berger, B.K., 2019. The impact of organizational culture and leadership
performance on PR professionals’ job satisfaction: Testing the joint mediating effects of
engagement and trust. Public Relations Review, 45(1), pp.64-75.
Wipulanusat, W., Panuwatwanich, K. and Stewart, R.A., 2018. Pathways to workplace
innovation and career satisfaction in the public service: The role of leadership and
culture. International journal of organizational analysis.
Zhang, Y.Y., Han, W.L., Qin, and et.al., 2018. Extent of compassion satisfaction, compassion
fatigue and burnout in nursing: A meta‐analysis. Journal of nursing management. 26(7),
pp.810-819.
Online references
A, B., 2018. [Online]. Available through <>
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