Organizational Culture Analysis: Theories, Experiences, and Insights

This report provides an analysis of organizational culture, drawing on personal experiences and relevant theories to offer insights into leadership, employee motivation, and diversity management. The introduction sets the stage by highlighting the significance of organizational culture and its impact on employees. The report applies various theories, including the CCO theory and Maslow's hierarchy of needs, to explain how organizations can maintain a positive culture. The analysis section explores the lived experience, emphasizing the importance of diversity and equality in the workplace, along with the application of Equity theory. The report concludes by summarizing key factors that affect organizational culture, such as employee morale, training, and the organization's mission and vision. It emphasizes the need for conflict resolution and effective communication to enhance organizational performance. The report aims to provide a comprehensive understanding of how organizations can cultivate a positive and productive work environment.

ORGANISAITONAL CULTURE

Contents
Introduction...........................................................................................................................................2
Application of relevant theories of experiences and examples..............................................................2
Analysis of the lived experience............................................................................................................4
Concluding experience..........................................................................................................................5
References.............................................................................................................................................7

Introduction
By considering the personal experience of the organisation’s culture, prime target in regards
to negative public image. I had affected the organisation’s employees who had responded
favourably to the organisational culture. Among various organisations, I perceived that our
organisation is quite dedicated in supporting employees, team members, and safety when
looking at each other. The company`s culture focuses to provide fitness and health centres
with the help of health care club. It brings out much health oriented agendas that includes
personal training by associating personal experience with it. The company insists
subordinates to take regular meals (Steers, and Runde, 2017). The company cares about the
wellbeing of the employees. This report analyses a practical application of various theories of
organisational behaviour. This perspective acknowledges the employee`s and leaders which
finally contribute to the overall knowledge of the company. The other set up is regards to
organisation’s culture where it can be flat, creative, and open. It is significant for a company
to grow larger that includes several robust benefits such as flexibility, insurance premium and
leaders where it will have direct impact on management. Positive organisational culture will
lead to happy employees, positive work culture, and greater organisational performance. It
has been observed that organizational culture has an important and it is related with the
motivational theories. The organizational culture can be maintained if the focus is given on
the different theories of motivation. One of the motivational theories is Maslow hierarchy of
needs that can help in boosting the culture of the organization.
Application of relevant theories of experiences and examples
To maintain a positive organisational culture, it is important to examine the gap between the
mission and vision of the organisation that differs from the perception of person-to-person.
Socio- cultural factors signify different tools, which disseminate and maintain the culture of

the organisation. To reduce this gap, employees view mission and vision from CCO
(communicative Constitution of the organisation). This theory addresses the way for which
company emerge from and constitute practises for the organisational employees (Cho, Kim,
and Barak, 2017). As per this theory, companies maintain, emerge, and persuade them in an
effective way with the help of communication. Companies are produced with the help of
interactions between leaders, artefacts, employees, and agents. This theory conceptualises
leader`s role in creating and dissemination among employees as the receiver of mission. This
mission indicates such literature, which includes charismatic and transformational characters
that are likely to create a motivating mission as compared to passive and transactional
leaders. On the same side, visions are transactionally referred to as the privilege of the leaders
and employees, which further contribute to the loyal execution. The theories in relation to
organisational culture and processes are leadership, culture, mission, and identification, and
employee involvement, empowerment, which makes the strategies of the leaders that are
more effective (House, Spencer, and Pfund, 2018).
By understanding the concepts of the theories, it is observed that the employees must not be
differentiated on the basis age, sex, nationality, culture, and background. After recruiting the
employees, the organisation is acquaint with fresh blood and innovative ideas, which leads to
position ageing people who sacrifices things and they are paid less and not treated well
(Matinaro, and Liu, 2017). This discourse the structure of the organisational levels of
positioning the employees at different positions. This is one of the theories that satisfy the
basic needs of the employees and it creates positive attitude towards the work. In this theory,
there are five factors such as Psychological factor, safety needs, love and belongingness, self-
esteem and self-actualization needs. These factors assist in enhancing the motivational level
of the employees and bring improvisation in the working structure of the employees. It has
been examined that culture of the company can be maintained if the employees are highly

motivated in the workplace. It is necessary for the workers to be influenced by the different
motivational techniques so that positivity in the culture can be maintained. Therefore, it can
be stated that this is one of the best theory that can help in bringing improvisation in the
behaviour of the employees (Delis, Gaganis, Hasan, and Pasiouras, 2016).
Analysis of the lived experience
Organisational culture depends on performance appraisals, affirmatives actions, equality, the
abilities and while managing the diversity at the workplace. There are various challenges,
which the manager face in treating equality and diversity in the organisation. Equal
opportunity and the management in diversity are two different terms, it is associated with the
rights-based, tolerance, and it has been retrenched to confirm to the conformity of the legal
rules where it is for the proportion of the minority (Körner, Wirtz, Bengel, and Göritz, 2015).
Diversity management is different from the organisational initiates where organisation focus
on valuation of difference in relation to the non-discrimination and other concerns, which
focuses on each individual, and the morale of each employee while respecting each person at
the workplace regardless of his/her race, gender and other variables. Diversity management
should be in such a way that it should avoid conflicts and maximum the productivity by using
the perception of the different employees and difference due to cultural barriers (Alexander,
Cleland, and Nicholson, 2017). Diversity and equality in the organisation have been analysed
while considering the organisational culture as diversity enhances the innovation strategies
and equality gives opportunity to the people in regards to use the business platform by
training. These factors in the organisational culture can improve the opportunity,
productivity, and the competitiveness of the employees that will lead to greater performance
(Day, Gu, and Sammons, 2016). It focuses on multicultural-embedding organisation that
increase the company`s competitiveness and the diversity as it is a tool to use as to maintain
public relations. Diversity varies as per ethnicity, culture, personality, social status, marital

status, sexual relations and orientation, gender, sex, and the culture, which varies from
country to country. Organizational culture is also influenced by the motivational theory such
as Equity theory (Harwiki, 2016). This theory emphasizes on offering equal chance to the
employees in the workplace. It is the responsibility of the higher authorities to emphasize on
giving equal opportunities to the employees so that they can have equal chance in giving their
best towards the assigned work (Jain, Cohen, Huang, Hanson, and Austin, 2015). The
positivity in the culture can be maintained if the employees have equal chance to give their
best towards the growth of the company. It is necessary for the management to emphasize on
giving the right place to the right employee so that it could be easy to maintain the long-time
relations with the employees. Equity affects the employee’s motivational level and it has been
observed that if the management offers equal chance then it generates the positive feeling
among the employees to give their best towards the organizational operations. With the help
of this theory, it could be easy for the organization to retain the best and talented employees,
which is one of the positive attribute for the organization (LeVine, 2018).
If the talented employees are retained in the workplace then it will assist in enhancing
positive behaviour of the employees. The main aim of this theory is to provide fairness to the
employees so that they can be satisfied in relation to the work (Castro, and Holvino, 2016).
Therefore, it can be said that equity is one of the major aspect on which the organization
should emphasize so that positivity can be generated in the workplace in relation to the
assigned work by the management (Körner, Wirtz, Bengel, and Göritz, 2015). Therefore, it is
examined that these are the effective theories of motivation that should be considered by the
management so that positivity in the culture can be maintained and it assist in boosting the
overall productivity of the employees (Arifin, 2015).

Concluding experience
From the above factors that affect the organisational cultures such as diversity at the
workplace, inequality, morale of the employees, training, motivation, and the organisational
vision and mission. The practical experience concludes that the employees must avoid the
conflicts and other disagreements that lead not only solution to the issues at the workplace
but also collaborates to find it a flexible understanding. Superiors of the organisations accept
of solving the differences occurring in the company. A leader communicates between the top-
level management where employee needs to share their ideas as well the issues so that they
can be solved if they are being hindering the organisational performance. Maintaining the
organisational culture demands liberty in order to share the ideas and other concepts, which
are relevant to effective and better work. More emphasises have been given to the
motivational concepts because it will avoid critical issues laying to motivate the employees
so that employees can work effectively by ensuring a team management.

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