Organizational Behavior: Culture, Fit, and Performance Report

This scholarly paper delves into the multifaceted realm of organizational behavior, with a specific emphasis on organizational culture. The report explores the significance of organizational culture, defining its impact on employee behavior, performance, and the overall organizational environment. It examines the essential components of organizational culture, including espoused values, basic underlying assumptions, and observable artifacts, using Schein's model as a framework. The paper further discusses the concept of person-organization fit, highlighting its role in aligning individual skills and personalities with the organization's culture. The report also covers the importance of maintaining and changing organizational culture, providing insights into how organizations can foster a positive and productive work environment. The analysis concludes by emphasizing the crucial role of organizational culture in business success.

RUNNING HEAD: ORGANIZATIONAL BEHAVIOR
Scholarly Paper

ORGANIZATIONAL BEHAVIOR 1
Contents
Introduction......................................................................................................................................2
Organization culture........................................................................................................................2
Essential constituents...................................................................................................................3
Strong organization culture..............................................................................................................3
Maintaining and changing a culture................................................................................................4
Person-Organization Fit...................................................................................................................4
Essentials steps................................................................................................................................4
Conclusion.......................................................................................................................................5
Bibliography....................................................................................................................................6
Appendices......................................................................................................................................7

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Organizational Behavior
Introduction
The paper is prepared on the title ‘Organizational Behavior’. It is an important aspect of
management. It focuses on the study of human behavior in an organization. It is of major
significance as it assists in understanding the complex nature of an individual with respect to an
organization. It also determines the effect and the major reason for the emergence of such
behavior (Colquitt, 2011). The assignment focuses on organizational culture. It is a key concept
in the organizational culture. The key purpose for developing a research paper is to pour light on
the major aspects of the organizational behavior. Additionally, it provides an opportunity to
upgrade the knowledge based on the given title.
Organizational culture
It is examined that it denotes the principles, beliefs and behavior pattern that contribute to
the unique social and psychological atmosphere of a business organization. These values lays a
strong emphasis on the behavior of the employees. It is examined that every organization attains
a distinct culture. However, certain degree of similarity can be observed. It has a high effect on
the employee’s behavior, and their performance with respect to their job. It provides a guidelines
to the members that operates within the organizational environment (Naranjo-Valencia, 2011).
As per the exploration, Organizational culture attains a key importance in the
organization and its work process. It helps in maintaining a healthy competition in the workplace
environment. It signifies certain procedures and guidelines. Thus, it assists in providing a
direction to the workforce. It determines the manner by which employees relate with other
human resources and workplace. It is responsible for developing unity among the employees by
providing them a common platform. Thus, it is mainly accountable for encouraging healthy
relationships and positive environment in the workplace (Alvesson M. , 2012).
It is studied that there are various forms of organizational culture. Its major types are
mentioned below:
 Creativity Culture
 Diversity Culture
 Safety Culture (Schein, 2010)

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Essential constituents
Organizational culture is not a single step managerial concept. It also attains various
essential components. According to the Schein’s culture triangle, there are three major elements
in the organization culture. These are as follows:
1. Espoused Values: These are conveyed on behalf of the organization or assign to an
organization by its senior authorities. They depict the practical result of the values and
therefore they are adopted by the members of an organization.
2. Basic underlying assumptions: These are of intangible nature and mostly understood by
individuals that have become familiar with the organization working pattern. These are
not found in the written documents of the organization. However, these exists and are
highly powerful in the organizational culture. Thus, these are the real assumptions
(Hogan, 2014).
3. Observable Artifacts: These are visible more clearly in the organization. It includes both
tangible and intangible factors. It becomes easy to recognize such components. It
provides a certain degree of recognition to the employees in the external environment.
Additionally, its presence is highly significant in the organization success. Example:
Office interior, spoken language, company’s logo, employee’s uniform (Ostroff, 2012).
Strong organization culture
It is explored that an organization culture reaches to a strong level when the set values
and belief are highly followed and adhered by the human resource of an organization. It is
achieved when the employees are highly active and passionate towards their duties and
responsibility in the workplace.
It is estimated that it is good to always have a strong organizational culture because it has
a major significance in the organization. A few of them is mentioned below:
 It develops enthusiasm among the human resource.
 It encourages them to work more effectively.
 It results in high employee retention (Hartnell, 2011).

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Maintaining and changing a culture
Developing interpersonal relation: An organization maintain its culture by establishing
harmonious relation with the employees. This results in developing attachment with an
organization. Thus, an individual follow the required culture without any external force but by
personal will (Jones, 2013).
Reward system: An organization also allocates rewards to the employees for strictly
following organization culture. Thus, it develops a force among the remaining employees to
follow the essential belief and values of a culture. Thus, it assists the organization to retain its
culture (Cameron, 2011).
It is studied, that an organization can successfully alter its culture by following certain
essentials. Firstly, by sharing the necessity for change in culture with all the human resource of
an organization. Secondly, by sharing the benefits of the implementation of changed organization
culture. Lastly, by providing the employees with a specific time period to adapt to a new culture
(Alvesson M. &., 2015).
Person-Organization Fit
This concept focuses on the compatibility that an employee shares with the organization
and vice versa. According to this concept, most employees generally share same personality
within the organization. Example: Joint need fulfillment
As per the research, it is examined that Person-Organization Fit is responsible for
measuring the individual’s knowledge, skills and capabilities. Thus, it results in raising an
employees that fits the job. Thus, it has a positive impact on employee job performance as he/she
perform the work that is best suitable for him/her. Person-Organization Fit often results in job
satisfaction. Thus, it directly develops positive attitude towards the organization as well (Meyer,
2010).
Essentials steps
As per the research, following are the essential steps that an organization must take to
make sure that newcomers will fit with their culture.

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 Higher authority should acknowledge the newcomers with the benefits and
positive aspects of the implemented organization culture.
 By making them an active member of the social networks.
 By giving them a specific time to adapt as per the organization culture.
 By removing the problems and hindrances they face while adopting the culture
(Tseng, 2010).
Conclusion
The scholarly paper summarizes on the title ‘Organization Behavior’. From the research
and above discussion, it is analyzed that Organizational culture is a crucial part of Organization
Behavior. Hence, it is concluded that Organizational culture forms a major role in the
organization. Thus, high emphasis should be made in developing a healthy culture as its
importance cannot be ignored in the business organization.

ORGANIZATIONAL BEHAVIOR 6
Bibliography
Alvesson, M. &. (2015). Changing organizational culture: Cultural change work in progress.
Routledge.
Alvesson, M. (2012). Understanding organizational culture. Sage.
Cameron, K. S. (2011). Diagnosing and changing organizational culture:Based on the
competing values framework. John Wiley & Sons.
Colquitt, J. L. (2011). Organizational behavior: Improving performance and commitment in the
workplace . New York, NY: McGraw-Hill Irwin.
Hartnell, C. 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).
Hogan, S. J. (2014). Organizational culture, innovation, and performance: A test of Schein's
model. Journal of Business Research, 67(8), 1609-1621.
Jones, G. R. (2013). Organizational theory, design, and change. Upper Saddle River, NJ:
Pearson.
Meyer, J. P. (2010). Person–organization (culture) fit and employee commitment under
conditions of organizational change: A longitudinal study. Journal of vocational
behavior, 76(3), 458-473.
Naranjo-Valencia, J. C.-J.-V. (2011). Innovation or imitation? The role of organizational culture.
Management Decision, 49(1), 55-72.
Ostroff, C. K. (2012). Organizational culture and climate. . Handbook of Psychology.
Schein, E. H. (2010). Organizational culture and leadership. John Wiley & Sons.
Toolshero . (2019, September 13). Organizational Culture Model by Edgar Schein. Retrieved
from Toolshero: https://www.toolshero.com/leadership/organizational-culture-model-
schein/

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Tseng, S. M. (2010). The correlation between organizational culture and knowledge conversion
on corporate performance. Journal of knowledge management, 14(2), 269-284.
Appendices
Figure 1: Schein Organizational Culture Model
Source: (Toolshero , 2019)