Analysis of Organizational Culture, CSR and Business Strategies

This report provides a comprehensive analysis of organizational culture and corporate social responsibility (CSR). It begins by defining organizational culture and discussing its main argument, assumptions, and limitations, as well as the main conclusions drawn from the provided article. The report then identifies key ideas relevant to the theme and concepts of organizational culture and explores a real-world example of a business, Abergeldie Complex Infrastructure, and its CSR approach. The report also includes a discussion of the company's strategies, including how it integrates CSR into its core operations and engages with stakeholders. Finally, the report includes two peer-reviewed journal articles on CSR, one focusing on the construction industry and the other on human resource management. The report concludes by summarizing the importance of organizational culture and CSR for business success.

MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Q1. Identify and discuss the main argument...............................................................................1
Q2. Identify and discuss the assumptions and limitations of the research..................................1
Q3. Identify and discuss the main conclusions of the article......................................................2
Q4. Identify and discuss the main ideas in this article relevant to the theme and/or concepts.. .2
Q5. Discuss an example of of real business about the CSR approach and strategy followed by
it...................................................................................................................................................3
Q6. Find two peer reviewed journal articles on CSR..................................................................4
CONCLUSION................................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Organization culture is a set of beliefs, assumptions, values and opinions which are
formed while interacting with people working in an organization (Alvesson, (2012). This report
is based on an article emphasizing on the argument, assumptions and limitations, conclusions,
main ideas and example of CSR approach in an entity.
MAIN BODY
Q1. Identify and discuss the main argument.
The article is about “what is organizational culture? And why should we care.” This main
argument is that every entity has organizational culture which is a part of the whole system and
is important for influencing the actions and behaviour of personnel. Furthermore, perception
about this term can be varied person to person which should be considered for analysing all the
angles of the workplace. It helps in formulating strategies for establishing an atmosphere which
is desirable (Watkins, (2013). Also, various aspects have been explored which drive
organizational culture in a particular company. There are number of challenges which are faced
while implementing a good organizational culture and a right balance should be strike. Some of
the individuals have stated that it is a living culture which every person working in organization
is required to adapt. It provides new things to learn and develop which can further help the
business to grow. Along with this, the positive side has been shown by depicting its importance.
In nutshell, this article is about the working of organizational culture by identifying all problems
for designing policies which can be implemented for getting desired results by focusing on its
significance.
Q2. Identify and discuss the assumptions and limitations of the research.
Organizational culture has assumptions which support it and should be considered. In this
article, it has been reflected that it is the pattern of behaviour which is followed by people
working in there. It is about the thinking of employees. In addition to this, it is influenced by
incentives which including monetary as well as non-monetary rewards. It works on shared values
along with joint efforts (Azanza, Moriano & Molero, (2013). If there is no co-ordination, then
organizational culture cannot become successful. In other words, it is a collaborative process of
creating shared awareness and understanding different perceptions of individuals. Also, it
combines values and rituals of all the members of the staff. It is considered as a part of social
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system which involves promoting and behaving in a socially acceptable way. Lastly, it helps in
making the complex issues in entity simple which helps in reducing risks and increases
leadership in the company.
Apart from this, there are limitations such as it becomes difficult to maintain the same
culture within the organization throughout the year. Also, employees has to be consistent about
their values and ethics everyday which is not possible (Awadh & Alyahya, (2013).
Reinforcement on every day basis if really difficult as the opinions, values and ethics of
personnel keep changing with the time. In addition to this, participation of each of the team
members is a hard task which is often problematic. This gives rise to conflicts which again waste
time of the organization creating more issues in future.
Q3. Identify and discuss the main conclusions of the article.
After analysing the whole article, it can be concluded that organizational culture is an
important concept which should be understood by all leaders in the entity in order to have better
knowledge about it. It keeps changing with the time and is a continuous process which should be
modified accordingly (Bigliardi and et. al., (2012). Also, it is implemented on all people working
in the organization. Furthermore, it helps in keeping all the negative incidents such as conflicts,
delay in execution of the plans, etc. In short, it helps organization to build an environment by
following which all employees can work more efficiently resulting in enhanced production.
Furthermore, it acts like organization's immune system in which personnel are kept away from
the immoral or wrongful acts. It is necessary to integrating people into organization. In addition
to this, it increases participation of the workforce by which their ideas, views and opinions are
exchanged and included in formulating decisions making. This produces better results which
help the entity in surviving all the challenges. Apart from this, behaviour of staff reflect the the
positive or negative side of organization culture which can be modified as per the requirements
of external and internal business environment.
Q4. Identify and discuss the main ideas in this article relevant to the theme and/or concepts.
Every author provides the main ideas which hold great value for the leaders and
managers for understanding the behaviour of the employees for making existing culture better
(Khan and et. al., (2012). In this article, the prime ideas are to know the definition of
organizational culture and its key elements which influence the management to make changes.
Also, emphasize has been provided on determining its mechanism on the basis of different
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people. The variety of opinions are taken into account to show the diversity which exist in this
concept. Furthermore, the author has tried to highlight its importance by showing how powerful
it is in shaping the whole entity. Also, it is provided that, it greatly depends on rewards given by
the company to its employees and it is not always true that only money makes people to work
with more efficiency. There are some non-monetary rewards which are required to keep the
employees motivated. In short, organization culture has been shown as the central point which
should be in an entity. It helps in keeping whole system alive by increasing participation of
workforce for enhancing collaboration to produce desired outcomes. The team members should
adapt the it immediately without any delay.
Q5. Discuss an example of of real business about the CSR approach and strategy followed by it.
Abergeldie Complex Infrastructure is an entity which was incorporated in the year 1994
by Mick Boyle. It has its head office in Sydney, Australia and deals in infrastructure. It has total
number of employees about 450 people. It has acknowledged the importance of CSR due to
which has a motive to build better communities. It has a policy to give back to society therefore,
it builds water, treatment plants, bridges etc. for making the lives of the people easy. In order to
have long term relationship with stakeholders, Mick Boyle believe that returning to the society is
the best way for doing something beyond profit motive. Along with this, it has included waste
management and energy usage as CSR activities so that resources can be reused and recycled. It
is focused on following a strategy which involves leaders to provide guidance and knowledge to
team members for doing as per the directions provided to them. Furthermore, all the activities are
monitored, reviewed on daily basis for making changes in order to improve the CSR strategies
(Lee, Lee & Li, (2012).
It invest huge in R&D for finding new ways to manage the serious issues like renewable
energy storage and waste management. This is made possible by using advance technology.
Apart from this, leaders are given training to make the employee work efficiently for improving
conditions of society. In this way, people working in the entity are included in the decision
making as well as the community. Also, it encourages other companies to follow the approaches
that Abergeldie follows. The organization has observed that working is being carried efficiently
by creating new opportunities to explore.
There are some recommendations which Abergeldie ca considered such as, it can expand
the scope of its CSR activities like in other fields as well. Furthermore, it should focus on those
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areas which are not well established in Australia who are unable to afford the prices of building
the infrastructure.
Q6. Find two peer reviewed journal articles on CSR.
“Corporate Social Responsibility in the Construction Industry”- This industry is
significant to the development of economy. Every organization has social responsibility towards
the society whose resources it is using. It is also important to keep the stakeholders connected in
the decision making. Also, with this resources can be used in an appropriate way by reducing the
wastage and using them in more proper way (Murray & Dainty, (Eds.). (2013)).
“Corporate Social responsibility and human resource management”- Employees are the
most important factor in an organization by which all goals and targets are achieved. There is a
direct connection between CSR and HRM which should be understood by every personnel
working in the entity. It the workforce that should put efforts and follow the guidance of their
leaders for becoming more socially acceptable (Voegtlin & Greenwood, (2016).
CONCLUSION
From the above report, it has been concluded that every organization has culture is
formed with the collaboration of beliefs, values, ethics and perceptions of the people working in
the organization. Furthermore, there should be effective policies for making them work
according to directions provided by their leaders. Apart from this, CSR activities are crucial for
the success of company hence, effective strategies and approaches should be followed to become
sustainable.
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REFERENCES
Books & Journals:
Alvesson, M. (2012). Understanding organizational culture. Sage.
Watkins, M. (2013). What is organizational culture? And why should we care. Harvard Business
Review. 15.
Azanza, G., Moriano, J. A., & Molero, F. (2013). Authentic leadership and organizational culture
as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las
Organizaciones. 29(2). 45-50.
Awadh, A. M., & Alyahya, M. S. (2013). Impact of organizational culture on employee
performance. International review of management and business research. 2(1). 168.
Bigliardi, B., and et. al., (2012). The impact of organizational culture on the job satisfaction of
knowledge workers. Vine. 42(1). 36-51.
Khan, M. T., and et. al., (2012). Corporate social responsibility (CSR)–definition, concepts and
scope. Universal Journal of Management and Social Sciences. 2(7). 41-52.
Lee, Y. K., Lee, K. H., & Li, D. X. (2012). The impact of CSR on relationship quality and
relationship outcomes: A perspective of service employees. International Journal of
Hospitality Management. 31(3). 745-756.
Murray, M., & Dainty, A. (Eds.). (2013). Corporate social responsibility in the construction
industry. Routledge.
Voegtlin, C., & Greenwood, M. (2016). Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource
Management Review. 26(3). 181-197.
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